Contextualising diversity: a study of transnational transfer of diversity management to subsidiaries of multinational corporations in Pakistan

该奖学金有两个更广泛的目标，一个是关于传播，另一个是关于在我的博士学位的基础上发展影响力。这将通过出版物、研讨会、报告和会议等一系列活动来实现。这将：1.提高学术知识和对文化差异和组织实践的认识，这些文化差异和组织实践影响在跨国公司环境中成功实施DM政策2。利用巴基斯坦的情况，提供一个具体的案例研究，从非西方国家的角度探索多样性，为学术界和非学术界的受众提供见解3。与跨国公司的DM和HR专业人员建立知识交流网络，分享研究结果，以支持政策制定，促进从业人员和员工的长期影响4。通过开展一系列提高技能的活动，促进我作为一名学者的发展，包括为学术和非学术受众组织研讨会、演讲、利益相关者参与和写作。我的研究重点是将多样性管理(DM)跨国转移到非西方背景下，如巴基斯坦。我采用了一个特定背景的体制框架(以体制理论为基础)，研究将多样性管理政策和做法转化为跨国公司在巴基斯坦的子公司。本研究成果为全球DM研究提供了理论和实证两方面的贡献。本研究对全球多样性管理领域的学术研究以及国际人力资源管理具有一定的借鉴意义。根据最初的实地研究证据，它认为土著行为者了解其体制环境，因而影响移交进程，因此他们的体制因素和权力能力也是如此。有许多理由表明，研究语言迁移是有价值和有说服力的。首先，多元化管理符合许多组织的利益，无论是国家组织还是跨国组织。然而，这对跨国公司来说是相当具有挑战性的，因为它们在不同的东道国背景下互动，因此面临着围绕内部和外部合法性的不同问题。因此，我的研究对语境差异的作用有了更深入的理解，并提出了理论上知情的、基于证据的建议，说明如何在不同的语境下改善DM的有效性。第二，DM转移是一个多方面的现象，隐藏着权力、资源和利益方面的因素。多样性专业人员是转移过程中的主要参与者，他们面临着与母公司总部及其子公司的双重身份认同的压力。一方面，它们应对来自母公司总部的压力，要求它们转移多样性政策和做法，另一方面，它们被要求采取战略性行动，实施这些政策和做法。在这个过程中，多元化专业人士可能会利用他们的权力能力，扮演机构企业家的角色，利用资源创建新的机构或改造现有机构。因此，本研究解释了制度企业家的代理如何影响DM等管理实践的转移。通过将制度理论与权力/利益视角相结合进行研究性研究开辟了新的研究途径。第三，这项研究有利于多样性/人力资源专业人员以及政府官员(参与制定有关DM的立法和政策)，他们认为多样性及其管理的重要性。解释其自身系统的现实情况将有助于它们找到差距和需要改进的领域。

There are two broader aims of the fellowship, one about dissemination and the other about building on my PhD to develop impact. This will be achieved through a range of activities such as publications, seminars, reports and conferences. This will:1. Improve academic knowledge and awareness of the cultural differences and organisational practices that affect the successful implementation of DM policies across transnational company settings2. Use the context of Pakistan to provide a specific case study for exploring diversity from a non-Western country's perspective, providing insights for academic and non-academic audiences3. Build networks for knowledge exchange with DM and HR professionals in multinational companies to share findings to support policy development, facilitating long-term impact for practitioners and employees4. Facilitate my development as an academic through conducting a range of skill-enhancing activities, including organising workshops, presenting, stakeholder engagement and writing for academic and non-academic audiencesMy research study focuses on transnational transfer of diversity management (DM) to a non-Western context such as Pakistan. I employed a context-specific institutional framework (based on institutional theory) to study translation of diversity management policies and practices to the subsidiaries of multinational corporations in Pakistan. The outcome of this study provides both a theoretical and empirical contribution to global DM research. This study contributes to the scholarship in the field of global diversity management as well as international human resource management. Drawing on original field study evidence, it considers institutional factors as well as power capabilities of individual actors, who are indigenous, have the knowledge of their institutional environment, and thus affect the transfer process. There are number of reasons why the study of transfer of DM is valuable and compelling. First, diversity management is in the interests of many organisations, national and multinational. However, it is quite challenging for multinational corporations, as they interact in different host country contexts and thus face different issues surrounding internal and external legitimacy. Thus, my research study provides a deeper understanding of the role of contextual differences and develop theoretically informed, evidence-based suggestions on how the effectiveness of DM across different contexts can be ameliorated. Second, transfer of DM is a multifaceted phenomenon, with hidden aspects of power, resources and interest. Diversity professionals, who are the main players in the transfer process, face the pressure of dual identification, both with the parent headquarters and their subsidiary. On one hand, they deal with the pressure from their parent headquarters to transfer diversity policies and practices, while on the other hand they are required to act strategically to implement these policies and practices. In this process, diversity professionals may use their power capabilities and act as institutional entrepreneurs who leverage resources to create new institutions or transform the existing ones. Thus, this study explains how the agency of institutional entrepreneurs affects transfer of management practices such as DM. Conducting a research study by combining institutional theory with power/interest perspective opens new research avenues. Third, this study is beneficial for diversity/HR professionals as well as government officials (involved in making legislations and policies regarding DM) who consider the importance of diversity and its management. Interpretation of the reality of their own systems will help them to find the gaps and areas for improvement.