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Unlocking the Potential of Diversity in Organisations#TimesOfChange: Where Are We Now?

Unlocking the Potential of Diversity in Organisations: #TimesOfChange: Where Are We Now? [Discrimination based on stereotypes and prejudice is commonplace. Arguments rage about woke or cancel culture and privilege. For some, racism is no longer a social issue; others demand the restoration of social justice. Executives of firms often presume that discrimination is absent based on the lack of evidence to the contrary. Using research and studies, we must position where we stand on the scale of discrimination in society as much as within corporations. In countries like the USA, there is research aplenty. In other regions, such as Europe, collecting data based on race is often illegal, and race exclusion remains oblique. The outcome has been a clash between political ideologies promoted by #BlackLivesMatter and White supremacists alike. This chapter spotlights the conclusions of studies and research, before asking questions about the role of institutions and commercial firms in facing racial blindness. The organisation must redefine talent in terms of the potential of individual contributions rather than terms prescribed by convention. It must lead to change through its recruitment and performance appraisal policies, critically asking what constitutes merit and qualifications when dealing with a diversified workforce.] http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Unlocking the Potential of Diversity in Organisations#TimesOfChange: Where Are We Now?

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Publisher
Springer International Publishing
Copyright
© The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022
ISBN
978-3-031-10401-5
Pages
15 –22
DOI
10.1007/978-3-031-10402-2_2
Publisher site
See Chapter on Publisher Site

Abstract

[Discrimination based on stereotypes and prejudice is commonplace. Arguments rage about woke or cancel culture and privilege. For some, racism is no longer a social issue; others demand the restoration of social justice. Executives of firms often presume that discrimination is absent based on the lack of evidence to the contrary. Using research and studies, we must position where we stand on the scale of discrimination in society as much as within corporations. In countries like the USA, there is research aplenty. In other regions, such as Europe, collecting data based on race is often illegal, and race exclusion remains oblique. The outcome has been a clash between political ideologies promoted by #BlackLivesMatter and White supremacists alike. This chapter spotlights the conclusions of studies and research, before asking questions about the role of institutions and commercial firms in facing racial blindness. The organisation must redefine talent in terms of the potential of individual contributions rather than terms prescribed by convention. It must lead to change through its recruitment and performance appraisal policies, critically asking what constitutes merit and qualifications when dealing with a diversified workforce.]

Published: Sep 29, 2022

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