Exploring equality, diversity, and inclusion in multiethnic settings: A context‐sensitive approach
Exploring equality, diversity, and inclusion in multiethnic settings: A context‐sensitive approach
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探索多民族环境中的平等、多样性和包容性：情境敏感的方法
DOI：
10.1111/1748-8583.12441
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发表时间：
2022
影响因子：
5.5
通讯作者：
James Wallace
中科院分区：
文献类型：
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作者：
Chidozie Umeh;N. Cornelius;James Wallace
世界各地的组织都引入了人力资源管理 (HRM) 和平等、多元化和包容 (EDI) 政策，以解决不同国家背景下具有不同社会身份的员工所经历的固有劣势。在本研究中，我们利用 McCall 的比较交叉框架和 Chadwick 关于物质性和声音的叙述方法，来调查员工在多种族环境中对 EDI 政策的体验。从种族极其多元化的国家尼日利亚的两家银行的员工处获取了插图和访谈数据并进行了分析。我们的研究结果表明，EDI 政策需要一个普遍的、广泛认可的核心以及反映 EDI 制定背景的特殊性。此外，我们整合并建立在交叉性、实质性和声音的基础上，以细微差别和挑战南半球的 EDI 方法和相互支持的人力资源管理政策，这反过来可能对北半球，特别是跨国公司产生影响。
Organisations, worldwide, have introduced human resource management (HRM) and equality, diversity, and inclusion (EDI) policies to address the inherent disadvantages experienced by employees with diverse social identities in different national contexts. In this study, we draw on McCall's comparative intersectional framework and Chadwick's narrative methodologies on materiality and voice, to investigate employees' experiences of EDI policies in a multiethnic setting. Vignette and interview data were obtained from employees in two banks, in the ethnically extremely diverse country of Nigeria, and analysed. Our findings suggest that EDI policies require a universal, widely acknowledged, core alongside specificities reflecting the context in which the EDI is to be enacted. Furthermore, we integrate and build on intersectionality, materiality, and voice to nuance and challenge EDI approaches and mutually supportive HRM policies in the Global South that may, in turn, have implications for the Global North and, particularly, multinational companies.