Alain Klarsfeld – författare

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural.The second edition of this important reference work provides important updates and new perspectives on the cases constituting the first edition as well as including contributions from a number of new countries: Australia, Finland, Japan, New Zealand, Nigeria and Russia. Countries that have been updated and expanded are Austria, Canada, France, India, Italy, the Netherlands, South Africa and the United Kingdom.This Handbook will be greatly appreciated by scholars who wish to better contextualize their research and will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries.Contributors: I. Adeleye, D. Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova, L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R. Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V. Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K. Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper, I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G. Tremblay, A. Tuori, M. van Engen, E. Zavyalova

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries'' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural.

The second edition of this important reference work provides important updates and new perspectives on the cases constituting the first edition as well as including contributions from a number of new countries: Australia, Finland, Japan, New Zealand, Nigeria and Russia. Countries that have been updated and expanded are Austria, Canada, France, India, Italy, the Netherlands, South Africa and the United Kingdom.

This Handbook will be greatly appreciated by scholars who wish to better contextualize their research and will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries.

Contributors: I. Adeleye, D. Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova, L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R. Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V. Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K. Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper, I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G. Tremblay, A. Tuori, M. van Engen, E. Zavyalova

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. ''Anti-religion'' sentiments tend to be based on the perception that religion can be neatly separated from the ''more acceptable/palatable'' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world''s population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. ''Anti-religion'' sentiments tend to be based on the perception that religion can be neatly separated from the ''more acceptable/palatable'' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world''s population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural.The second edition of this important reference work provides important updates and new perspectives on the cases constituting the first edition as well as including contributions from a number of new countries: Australia, Finland, Japan, New Zealand, Nigeria and Russia. Countries that have been updated and expanded are Austria, Canada, France, India, Italy, the Netherlands, South Africa and the United Kingdom.This Handbook will be greatly appreciated by scholars who wish to better contextualize their research and will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries.Contributors: I. Adeleye, D. Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova, L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R. Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V. Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K. Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper, I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G. Tremblay, A. Tuori, M. van Engen, E. Zavyalova

This Research Handbook offers, for the first time, a comparative approach to current diversity management concerns facing nations. Spanning across 19 countries and pan Africa, it covers age, gender, ethnicity, disability, sexual orientation, national origin, and the intersection of various dimensions of diversity. The multicultural and multi-country teams of contributors, leading scholars in their own countries, examine how the various actors react, adopt, and manage the different dimensions of diversity, from a multitude of approaches, from national to sectoral and from tribes to trade unions, but always with a comparative, multi-country perspective.This book represents the efforts of multicultural and multi-country teams of contributors who are prominent diversity scholars in their respective countries. Offering comparative approaches to diversity management and comparative public policy on multiculturalism, it explores comparisons at both the macro-environmental and meso-organisational levels. Topics covered include Pan African tribal diversity management, diversity in the South Pacific, youth labour market exclusion and LGBTQ rights in selective countries.This comprehensive review of diversity management will appeal to both academics and graduate students, as well as public policy makers, industry practitioners, top leadership, middle managers and HR managers.Contributors include: P. Apascaritei, E. Aydin, S. Bacouel-Jentjens, L. Booysen, J. Burgess, K. Callison, S.I. Carlier, L. Castro Christiansen, G. Combs, N. Cornelius, E. French, I. Gutiérrez-Martínez, J.M. Hoobler, S. Le Queux, W. Lillevik, T. Merriweather Woodson, I. Metz, T.A. Nelson, E. Ng, S. Nkomo, A. Ollier-Malaterre, E. Ozeren, J. Ramón Pin Arboledas, K. Ravenswood, G. Strachan, E. Stringfellow, E. Suarez Ruz, L. Susaeta, A. Thomas, H. Wishik, D.B. Zoogah

This Research Handbook offers, for the first time, a comparative approach to current diversity management concerns facing nations. Spanning across 19 countries and pan Africa, it covers age, gender, ethnicity, disability, sexual orientation, national origin, and the intersection of various dimensions of diversity. The multicultural and multi-country teams of contributors, leading scholars in their own countries, examine how the various actors react, adopt, and manage the different dimensions of diversity, from a multitude of approaches, from national to sectoral and from tribes to trade unions, but always with a comparative, multi-country perspective.

This book represents the efforts of multicultural and multi-country teams of contributors who are prominent diversity scholars in their respective countries. Offering comparative approaches to diversity management and comparative public policy on multiculturalism, it explores comparisons at both the macro-environmental and meso-organisational levels. Topics covered include Pan African tribal diversity management, diversity in the South Pacific, youth labour market exclusion and LGBTQ rights in selective countries.

This comprehensive review of diversity management will appeal to both academics and graduate students, as well as public policy makers, industry practitioners, top leadership, middle managers and HR managers.

Contributors include: P. Apascaritei, E. Aydin, S. Bacouel-Jentjens, L. Booysen, J. Burgess, K. Callison, S.I. Carlier, L. Castro Christiansen, G. Combs, N. Cornelius, E. French, I. Gutiérrez-Martínez, J.M. Hoobler, S. Le Queux, W. Lillevik, T. Merriweather Woodson, I. Metz, T.A. Nelson, E. Ng, S. Nkomo, A. Ollier-Malaterre, E. Ozeren, J. Ramón Pin Arboledas, K. Ravenswood, G. Strachan, E. Stringfellow, E. Suarez Ruz, L. Susaeta, A. Thomas, H. Wishik, D.B. Zoogah

This Handbook on Diversity and Inclusion Indices critically examines many of the popular and frequently cited indices related to diversity, equity and inclusion (DEI) benchmarking and progress tracking. The goal is to provide a better understanding of the indices' construction, strengths and weaknesses, intended applications, contribution to research and progress towards diversity and equity goals.The editors include detailed reviews of 23 DEI indices including broader, more general measures as well as those that focus on a particular aspect of diversity (e.g., gender, religion). Included are indices that measure diversity, equity, and/or inclusion at organizational, national, and regional levels. The Handbook unpacks this wide range of indices to meet the needs of researchers, public policy makers, and general consumers of information.

This Handbook on Diversity and Inclusion Indices critically examines many of the popular and frequently cited indices related to diversity, equity and inclusion (DEI) benchmarking and progress tracking. The goal is to provide a better understanding of the indices'' construction, strengths and weaknesses, intended applications, contribution to research and progress towards diversity and equity goals.

The editors include detailed reviews of 23 DEI indices including broader, more general measures as well as those that focus on a particular aspect of diversity (e.g., gender, religion). Included are indices that measure diversity, equity, and/or inclusion at organizational, national, and regional levels. The Handbook unpacks this wide range of indices to meet the needs of researchers, public policy makers, and general consumers of information.

Providing comprehensive coverage of the field of diversity, equality, equity and inclusion (DEI), this timely Encyclopedia addresses significant developments in diversity management. Between them, the 78 entries cover interdisciplinary, theoretical, mainstream and critical approaches to construct a complete picture of this crucial approach to business practice. With contributions from leading and emerging international experts, the Encyclopedia of Equality, Equity, Diversity and Inclusion explores previously overlooked topics such as class and microaggression alongside ever-evolving concepts including affirmative action and employment equity. Growing concerns like continued workplace prejudice and indirect and systemic discrimination are addressed in order to detail the contemporary importance of DEI. This volume will be a vital resource for academics and students focusing on diversity in business, international management and human resources. Due to its practical implications, it will also benefit practitioners and managers seeking to better understand diversity and management.

Providing comprehensive coverage of the field of diversity, equality, equity and inclusion (DEI), this timely Encyclopedia addresses significant developments in diversity management. Between them, the 78 entries cover interdisciplinary, theoretical, mainstream and critical approaches to construct a complete picture of this crucial approach to business practice.

With contributions from leading and emerging international experts, the Encyclopedia of Equality, Equity, Diversity and Inclusion explores previously overlooked topics such as class and microaggression alongside ever-evolving concepts including affirmative action and employment equity. Growing concerns like continued workplace prejudice and indirect and systemic discrimination are addressed in order to detail the contemporary importance of DEI.

This volume will be a vital resource for academics and students focusing on diversity in business, international management and human resources. Due to its practical implications, it will also benefit practitioners and managers seeking to better understand diversity and management.

Spanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations.Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace.This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.

Spanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations.

Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace.

This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries’ national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural. This important original reference work will enhance awareness of potential pitfalls in addressing diversity. As such, it will be greatly appreciated by scholars who wish to better contextualize their research. The Handbook will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries.