Inequality and Organizational Practice (eBook)

Stefanos Nachmias is Principal Lecturer at Nottingham Trent University, Nottingham Business School, UK. He is experienced in developing and delivering diversity awareness educational programmes and supporting organizations in addressing equality issues. His research interests include an assessment of line managers’ diversity needs, gender in the workplace and employment practices.Valerie Caven is Senior Lecturer at Nottingham Trent University, Nottingham Business School, UK. She holds an Academic Fellowship of the Chartered Institute of Personnel and Development and is a Fellow of the Higher Education Academy. Her research interests include gendered work and policy failure leading to hidden inequalities.

Preface 6
References 8
Acknowledgements 9
Contents 10
Notes on Contributors 16
List of Tables 22
1: Inequality and Organisational Practice: Work and Welfare 24
1.1 Background and Introduction to Key Issues 24
1.2 Aims and Objectives 27
1.3 Volume Content 30
1.4 Concluding Remarks 34
References 35
2: The Legal Framework on Diversity and Equality 38
2.1 Introduction 38
2.2 The Legal Framework 40
2.2.1 The British Legal System 40
2.2.2 The EU Framework 43
2.3 Discrimination, Harassment and Victimisation 44
2.4 Impact of the Legal Framework in the Workplace 46
2.4.1 Theory Versus Reality 46
2.4.2 Discrimination and Hidden Inequality 48
2.4.3 Criticism on the Equality Act 2010 49
2.5 Conclusion and Implications 55
References 56
3: Expert Leadership and Hidden Inequalities in Community Projects 60
3.1 Introduction 60
3.2 Realist Evaluation Protocol 62
3.3 Phase One: Exploring the Literature and Context 63
3.3.1 What Is a Community of Heritage? 63
3.3.2 The Politics of Identity and Leadership 67
3.3.3 The Context: Case Study 69
3.4 Phase Two: The Realist Review 72
3.5 Theory Refinement 75
3.6 Conclusion 80
References 82
4: Mentoring and the Older Worker in Contemporary Organisations: The Australian Case 88
4.1 Introduction 88
4.2 What Is Mentoring? 90
4.3 Age, Mentoring and Contemporary Workplaces 91
4.3.1 Developmental and Learning Theories 93
4.4 Mentoring the Older Worker and Hidden Inequalities 95
4.4.1 Societal Norms on Age 97
4.4.2 The Matching Process and Age 98
4.4.3 Generational Differences 99
4.5 Implications for Practice and Research 101
4.6 Recommendations for Practice 104
4.7 Conclusion 107
References 108
5: Non-binary Gender Identities in Legislation, Employment Practices and HRM Research 112
5.1 Introduction 112
5.2 Constructs of Gender and Non-binary Identities 115
5.3 Gender Identity as a Protected Characteristic? The Legislative Perspective 118
5.3.1 New Law? Gender Identity (Protected Characteristic) Bill 2016-17 120
5.4 Non-binary Identities in the Workplace 121
5.4.1 Gendered Organisations 122
5.5 Towards an Inclusive Organisation 125
5.6 Researching Non-binary Identities 127
5.7 Conclusion and Implications 130
References 132
6: Gender-Based Favouritism in Workplace Training 138
6.1 Introduction 138
6.2 Gender Equality Movements in a Nutshell, and Key Facts on Gender Participation in the Labour Market Across the Globe 140
6.3 Theoretical Interpretations of Gender Segregation in Workplace Training 143
6.4 Deterrents to Gender Equality in Workplace Training 147
6.5 Evidence on Gender-Training Gap Across the Globe 151
6.6 Concluding Remarks 153
References 155
7: Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination 163
7.1 Introduction and Purpose 163
7.2 Some Statistics 166
7.3 Methodological Note 167
7.4 Reflections on Gender Identity in Organisations 168
7.5 Findings and Discussion 170
7.6 Relational and Practical Factors Related to TGNC Inclusion 173
7.6.1 The Relational Factors 173
7.6.2 The Practical Factors 176
7.7 Conclusion 178
References 180
8: Avoiding Hidden Inequalities in Challenging Times: Can Talent Management Help? 183
8.1 Introduction and Background 183
8.2 Understanding the Concept of Talent Management 185
8.3 Exploring the Relationship of Talent Management and Hidden Inequalities 187
8.4 Putting Talent Online: Making the Hidden Unhidden 190
8.5 Challenges for Talent Management 191
8.6 Case Studies 193
8.6.1 Case Study 1: The Talent of Language 194
8.6.2 Case Study 2: Public Versus Private Organisations 197
8.6.3 Case Study 3: Saudisation 199
8.6.4 Case Study 4: High Technology 202
8.7 Conclusion 204
References 204
9: Managing Asperger Syndrome in the Workplace: Considerations for Line Managers 211
9.1 Introduction 211
9.2 Legislative Context 212
9.3 Understanding Autism as a Disability 215
9.4 The Case Studies: A Story Telling 216
9.5 Discussion 223
9.5.1 Disclosure and the Role of Front-Line Manager 223
9.5.2 Knowledge, Perceptions and Misperceptions 224
9.6 Conclusions and Implications for Practice 225
References 228
10: The Business Case for Gender Diversity in the Indian Information Technology Industry 232
10.1 Introduction 232
10.2 Gender Diversity in India 234
10.3 Methodology 237
10.4 Findings 241
10.4.1 Leadership Skills 241
10.4.2 Positive Work Environment 242
10.4.3 Willingness and Availability of Women Employees 244
10.4.4 Longevity of Women Employees 245
10.4.5 Upholding the Special Contributions or the Meritocratic Perspective 246
10.5 Discussion 248
10.6 Conclusion 249
References 250
11: Examining Disability and Work in Small Island Developing States 255
11.1 Introduction 255
11.2 Current Status on Individuals with Disabilities 262
11.2.1 Disability Polices 269
11.3 Legal Directives Prohibiting Discrimination on the Grounds of Disability 271
11.3.1 Exceptions 274
11.4 Final Thoughts on Guyana and Trinidad and Tobago 278
11.5 Charting the Way Forward 279
References 280
12: Tackling Race Inequalities in Career Progression in UK Organisations 285
12.1 Introduction and Purpose 285
12.2 The Extent of Racial Inequality at Work in the UK 287
12.3 Barriers to Career Progression for BAME Employees 289
12.4 The Purpose of the CIPD Research 291
12.4.1 Survey Method 291
12.5 Findings and Discussion 294
12.5.1 The Factors Influencing Career Achievement 294
12.5.2 Development Opportunities 295
12.5.3 The Effect of Organisational Culture 295
12.5.4 What Would Make a Difference? 296
12.6 Conclusion and Recommendations 297
12.7 Recommendations for Employers 298
12.7.1 Critically Appraise Your Organisational Culture 298
12.7.2 Understand What Is Happening in Your Organisation 299
12.7.3 Address Discrimination and Unconscious Bias 300
12.7.4 Be Aware of Intersectionality and Examine Progression Barriers with Multiple Lenses 301
12.7.5 Actively Encourage Employee Voice to Inform Change 302
12.8 Recommendations for Policymakers 303
12.8.1 Provide Practical Support for Race Pay Gap Reporting 303
12.8.2 Develop Guidance for Employer Action 304
12.8.3 Advocate and Support Better Quality People Management Practice 304
References 305
Index 306