Index

Citation (2017), "Index", Management and Diversity (International Perspectives on Equality, Diversity and Inclusion, Vol. 3), Emerald Publishing Limited, Bingley, pp. 315-323. https://doi.org/10.1108/S2051-233320160000003014 Publisher: Emerald Publishing Limited Copyright © 2017 Emerald Publishing Limited INDEX Academic and professional inequalities, 95 Action Plan for Valuing Diversity and Equality, 146 Act Respecting Equal Access to Employment in Public Bodies, 162 Affirmative Action (AA), 39–41, 117 Affordable Care Act (ACA), 47, 49 Africa, diversity management in. See Cameroon, diversity management in African-Americans’ economic progress, 37 Afro-descendants, in Brazil, 125–128 Algeria example of the management of ethnic and religious diversity in, 255 Anglo-Saxon managerial spirit, 64, 67 “Anglo-Saxon” MD, 92, 109 Arab countries, 249 between homogeneity and diversity, 250–251 challenges of diversity in, 253 case of “confessions” of Lebanon, 254–255 example of the management of ethnic and religious diversity in Algeria, 255 low-skilled immigrants, discrimination of, 254 Western influence on managerial practices, 253–254 cultural and ethnic diversity of, 253 religious diversity, current situation of, 251 different Muslim currents, 252 other religious minorities, 252 religious diversity and Arab countries, 251–252 toward more diversity in, 256 disability-related diversity, 257–258 gender diversity, 256–257 Asian Business Council, 297 Belongingness, 11, 18 Black and Minority Ethnic (BME) communities, 41–42 Black Business Council, 297 Bouchard-Taylor Commission, 185 Brazil, diversity management in, 113 banking sector, 145–146 black matrix, 120 Constitution of, 1988, 123, 124, 132, 133 context, legal mechanisms, and public policies in action, 124 Afro-descendants, 125–128 elderly, 131–134 homosexuals, 129–131 Indians, 134–136 people with disabilities, 141–143 women, 136–141 cultural diffusion, 115 diversity as a subject and as value, 117–119 during the military period, 122 FH Cardoso government, 123 Law 6783/2013, 127 market economy, 115 peculiarities and contradictions, 119–124 private companies, diversity management in, 143–149 public policies, 117, 118, 123, 124, 125, 126, 128, 129, 131, 132, 144 religious diversity, 121 salary differences between the sexes, 138–139 slave-related practices, 120 Caldoches, 97 Caledonian context, issue of diversity in, 94 academic and professional inequalities, 95 commitments made under the Nouméa Accords, 95–96 multicultural and divided society, 96–97 weight of history, 94 Cameroon, diversity management in, 227 Cameroonian entrepreneur, testimony of, 229–230 case of, 227 challenge of legitimation heuristic, 234–236 cultural context of, 240 entrepreneur, testimony of, 229–230 legal context of, 236–237 cultural context of, 240 ethnocentric rupture, 241–243 question of ethnicity, 240–241 emerging concept in analysis of organizations in African context, 232–234 in international context, 230–232 historical context of, 234–236 legal context of, 236 institutional regulation in the electoral code, 237–240 precursor elements of institutional regulation, 236–237 Canadian Charter of Rights and Freedoms, 161 CAPES, thesis database of, 124 Capitalism, 118, 120 Charter of Human Rights and Freedoms, 162 Circle of Economic Thought Inter-Managerial Association of Cameroon (GICAM), 227 Civil Rights Act, 37, 38 Climate and culture, 26–27 Communication, transparent, 215 Community cooperation, 82 Contemporary differences French republic and French organizations to test, 68–69 Context of equality and diversity in the United Kingdom, 41 institutional response, 42 Equality and Human Rights Act (EHRA), 43–44 Creating inclusion, 16 Cultural and ethnic diversity of Arab countries, 253 Cultural diversity, in Canada, 167–169, 181 Cultural hybridism, 116 Declaration of Human Rights, 117 Denmark and Sweden, diversity management in, 261 Danish diversity management and social responsibility, 272 diversity as progressive concept, 270 gender equality, 266–267 adding diversity to, 267–268 lessons learned from comparing the Danish and Swedish standpoints, 275–276 migrants, diversity management and, 269–270 putting migrants to work, 270–272 radical agendas, 268–269 Scandinavian context recent demographic diversity, 263–264 Scandinavian welfare model, 264–266 and moral grounds, 272 Swedish diversity management, 273–274 Dewey, John, 80 Disability, defined, 141 Disability-related diversity, in Arab countries, 257–258 Discrimination, defined, 24 Discrimination testing, 171 Diversity, defined, 2, 66 Diversity and inclusion in organisations, 197, 200, 202 Diversity and inclusion in South Africa, 191, 194–195 Diversity and inclusion plan, 195, 197 Diversity as a subject and as value, 117–119 Diversity Charta in Germany, 282–284 Diversity management (MD), defined, 92, 93 Double inquiry of French conceptions of living together and rebalancing, 102–106 Economically active population (EAP), 192 Elderly, in Brazil, 131–134 Employment equity, 192, 193, 199 in Québec and Canada, 163–167 Employment Equity Act, 162 Employment equity legislation, 193 Enforcement of equal employment opportunity (EEO), 41 Equal access programmes (EAP), 163, 164–165 Equal Employment Opportunity Commission (EEOC), 38–39 Equality, 23–24 Equality and Human Rights Commission (EHRC), 54 Equality Delivery System (EDS), 55 Equality/diversity tension in France, 70–72 Equal Opportunities Commission (EOC), 43 Equal treatment, 19–20 Ethnic and religious diversity, in Algeria example of the management of, 255 Ethnic diversity management in German plants, 295–301 Ethnocultural groups, in Québec and Canada, 160, 170–181 Ethos Institute, 144, 147, 149 FEBRABAN (Brazilian Federation of Banks) Program, 145–146 Feeling valued, 19, 26 France, 63 diversity in, 66–67 equality/diversity tension in, 70–72 French republic and French organizations to test contemporary differences, 68–69 management and diversity in, 67–68 performance/diversity tension in, 81–83 universal rights/diversity tension in, 72–81 Francophone culture, 161 Fraternity, 71 French immigrants, in Québec job market, 170–181 French notion of diversity management, 91 double inquiry of French conceptions of living together and rebalancing, 102 resistance to Pacific Islander conceptions of rebalance, 104–106 role attributed to the profession and status, 103–104 issue of diversity in the Caledonian context, 94 academic and professional inequalities, 95 commitments made under the Nouméa Accords, 95–96 multicultural and divided society, 96–97 weight of history, 94 local adjustments, 106 hybridization process of local forms of management, 107–108 work context, importance of, 106–107 Pacific Islander conceptions of coexistence rebalanced, 97–102 FUNAI (National Indian Foundation), 134–135 Gaz Métro, 163 Gender diversity, in Arab countries, 256–257 Gender equality, in Denmark and Sweden, 266–267 adding diversity to, 267–268 radical agendas, 268–269 Gender Pro-Equity Program, 145 Germany, diversity management in, 281, 282–284 company case study, 284–289 Diversity Charta in, 282–284 employee experience of diversity management, 302–303 managing ethnic diversity in German plants, 295–302 subsidiaries, 289–295 Ginsburg, Ruth Bader, 40 Global diversity Business Councils, 287 Global Entrepreneurship Monitor (GEM), 139 Globalization, 114 Health care work in United Kingdom, 49–50 in United States, 45–49 Health Research & Educational Trust (HRET), 55, 56 Health sector occupation, 46 Highly qualified health care workers, 34 Homogeneity and diversity Arab countries between, 250–251 Homosexuality, 129, 242 Homosexuals, in Brazil, 129–131 Ibope Intelligence Institute, 144 Immigration, 37, 42, 254 InclusionIndex™ survey data, 198, 203–204 administration and analysis of semistructured interview, 208 data analysis, 209 instrument and data collection, 208–209 results, 209–210 sample, 208 diversity and inclusion within organisation, 197 correlations, 201–202 data analysis, 199–200 factor analysis, 202 focus groups, 202, 204–205 instruments and data collection, 198–199 mean score analysis, 201 qualitative findings, 205 sample, 198 semi-structured interview development, 205, 208 validity and reliability, 200–201 qualitative findings, 205 quantitative findings, 210 consolidation of model, 210 diversity and inclusion management components, 213 interpersonal components, 215–217 organisational components, 213–215 personal components, 217–220 Inclusive leadership, 22 Independent Steering Group (ISG), 43 Indians, in Brazil, 134–136 Information-consultation, 101 Information technology, 115 Institutional regulation in electoral code, in Cameroon, 237 election of deputies to national assembly, 238 election of municipal councillors, 238 election of regional councillors, 238–240 election of senators, 238 vacancy and election to Presidency of Republic, 237–238 Institutional responses in United Kingdom and United States, 44–45 Integration-and-Learning organizational approach, 11, 18 Intellectual capital, 116 Interculturalism, in Québec, 161 International Labor Organization (ILO), 144 International medical graduates (IMGs), 34 Interpersonal components, 215 engagement, 216 individuals engaged by immediate line manager, 216 relationship with organisation’s strategy, vision and values, 217 respect and acceptance, 215–216 Job market, in Québec, 172–173 Kanak identity, 95 Kanak syndical delegate, 98–99 Kanak syndicalism, 94 “Kangaroo” generation, 133 Kennedy, Anthony, 40 Key Performance Indicators (KPIs), 202 Labor relations, 94, 102 “Lacking professionalism”, 104 Latin American perspective on diversity management, 9 creating inclusion, 20 climate and culture, 26–27 equality, 23–24 feeling valued, 26 participation, 20–22 positive relationships, 22–23 positive work conditions, 24–26 limitations and future research, 28–29 methodology, 13 data analysis, 15 data collection, 14–15 sample, 14 nature of inclusion, 15 belongingness, 18 equal treatment, 19–20 uniqueness, 18–19 Peruvian context, 12–13 themes, 16–17 Laïcite, principle of, 78 Lebanon case of “confessions” at the center of economic and political organization of, 254–255 Les French réticence , 105 LGBT community, 54, 129–131, 146, 149, 151 Likert scale, 198 Living together, 66, 68, 71, 73, 78, 81, 84, 92–93, 100, 102–106 Local adjustments, 106 hybridization process of local forms of management, 107–108 work context, importance of, 106–107 Low-skilled immigrants, discrimination of in Arab countries, 254 Maghrebian immigrants, 170–181 Mångfald,, 267–269, 274 Marginalization, 231 Maria da Penha Law, 140 Michigan law, 40 Middle and senior management positions, in Canada, 169–170 Migration, 34 Morocco, 176–177 Multicultural and divided society, 96–97 Multiculturalism, in Canada, 161 National Association of Post-graduate Programs in Administration, 124 National Health Service (NHS), 49 National LGBT Plan, 130 Nature of inclusion, 16 New Caledonia, 3, 93, 94, 95–96, 103, 105, 107, 108, 109 Nouméa Accords, commitments made under, 95–96 Obama, Barack, 34, 36–37, 49 Optimal Distinctiveness Theory (ODT), 11 Organisational belonging, 201, 214 Organisational climate, 214 Organizational diversity programs and practices, 116, 150 Pacific Islander conceptions of coexistence rebalanced, 97–102 resistance to, 104–106 Participation, 20–22 Pay Equity Act, 181 People with disabilities, in Brazil, 141–143 Perceived Organizational Support (POS), 22 Performance/diversity tension in France, 81–83 Personal components, 217 locus of control, 218–219 personality, 217–218 power, 219–220 self-confidence, 219 self-esteem, 219 Peru, 3, 12–13 Pew Research Center (2013) study, 37 Pluralism, 78, 161, 186 Positive relationships, 22–23 Positive work conditions, 24–26 Private companies, diversity management in, 143–149 Professional inequalities, 95 Program for Fighting Poverty, 125 Programme d’obligation contractuelle pour les enterprises privées , 162 ProUni , 126, 127, 145 Public policies on diversity, 117, 123, 125, 126, 129, 131, 140, 144, 150 Public Sector Equality Duty (PSED), 59 Quotas Law, 142, 143 Québec and Canada, diversity management in, 160 cultural diversity, 167–169 diversity management in, 161 employment equity, 163–167 middle and senior management positions, 169–170 real-life experiences of two ethnocultural groups in the job market, 170–181 tensions specific to Western societies, 181–185 Québec Charter of Human Rights and Freedoms, 161 The Race Equality Action Plan, 54 Race equality, 43, 302 Race Equality Foundation (REF), 44, 54 Race Equality Scheme, 43 Race Relations Act (RRA), 43 Racial inequality and managing diversity in United Kingdom, 41 Equality and Human Rights Act (EHRA), 43–44 in United States, 38 Affirmative Action (AA), 39–41 Equal Employment Opportunity Commission (EEOC), 38–39 Racism, 37, 38, 42, 127, 181–182 Rebalancing, 95, 102–106 Recruitment, promotion and development processes, 215 Religious accommodations, 182–183, 185 Religious diversity in Algeria, 255 in Arab countries, 251–252 in Brazil, 121 Representative diversity, 213 Right-wing government, 270, 271, 275 in Denmark and Sweden, 277 The Scottsboro Boys , 36 Secularism, 68–69, 74, 77–79 Self-marginalization, 231 Senior leadership, 213–214 SESAI (Special Indian Health Department), 119 SME, 101 Social cohesion, 73, 74, 76, 82 Social identification, theories of, 82 Social identity, 82 South Africa, diversity management in, 191 diversity and inclusion management models, 194–195 economically active population (EAP), 192 employment equity legislation, 193 inclusion elements, 195–196 research methodology, 197 InclusionIndex™ survey data, 198, 203–204 phase, 1, 197–208 phase, 2, 208–210 phase, 3, 210–220 Special Policy Department for Women (SEPM), 140, 145 Stasi commission, 68 Statute of People with a Disability, 143 Symbolic violence, 301–302 To Kill a Mocking Bird (Harper Lee), 36 Uniqueness, 18–19 United Kingdom context of equality and diversity in, 41 Equality and Human Rights Act (EHRA), 43–44 context of healthcare work in, 49–50 diversity management initiatives in, 50–56 institutional responses in, 44–45 United States context of equality and diversity in, 36 context of equality and diversity in, 38, 44–45 Affirmative Action (AA), 39–41 Equal Employment Opportunity Commission (EEOC), 38–39 context of health care work in, 45–49 diversity management initiatives in, 50–56 institutional response in, 38 Affirmative Action (AA), 39–41 Equal Employment Opportunity Commission (EEOC), 38–39 institutional responses in, 44–45 Universal rights/diversity tension in France, 72–81 Valuing Diversity Program, 145 Visible minorities, in Québec and Canada, 169, 170, 180, 183 Weber, Max, 80 Western business, 100 Western influence on managerial practices in Arab countries, 253–254 Western societies, tensions specific to, 181–185 Window dressing, 304 Women, Brazilian, 136–141 Women, in management positions, 166, 167 Zoreilles, 97 Book Chapters Prelims Introduction A Latin American Perspective on Diversity Management: What Does “Inclusion” Mean in a Peruvian Context? Racial Inequality and Managing Diversity in the United Kingdom and United States Management, Diversity, Equal Opportunity, and Social Cohesion in France: The Republic Resistant to Differences The French Notion of Diversity Management to Test Against the Alterity of Pacific Island Cultures Managing Diversity in Brazil Diversity Management in Organizations in Québec and Canada: Facts, Figures and Real-Life Experiences Practical Considerations for the Management of Diversity and Inclusion in an Emerging Market Context: A South African Case Study The Challenges of Diversity Management in Africa: The Case of Cameroon Diversity in the Arab World: Challenges and Opportunities Diversity Management and the Scandinavian Model: Illustrations from Denmark and Sweden Diversity Management as Window Dressing? A Company Case Study of a Diversity Charta Member in Germany About the Editors About the Authors Index

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