How Exclusive are Inclusive Teams?

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How Exclusive are Inclusive Teams?

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Titel: How Exclusive are Inclusive Teams?
Empowering and Exploitive Practices in the Quest for Inclusive Team Organisation
Forfatter: Holck, Lotte
Resume: It is generally acknowledged that ethnic-minority employees are excluded or marginalized as low-skilled labour in the workplace (e.g. Ahonen et al, 2014; Gotsis and Kortzi, 2015; Johansson and Śliwa, 2014; Ortlieb and Sieben, 2013; Zanoni and Janssens, 2015). This is also the situation in Denmark that has experienced a growing diversity at the labour market for the past 25 years (Ejrnæs, 2012; Holck, 2016; Holck and Muhr, 2017; Romani et al, 2016). However, Danish organisations are increasingly encouraged to include a diverse group of employees drawing on business case arguments from diversity management literature. Two of the most predominant arguments for hiring diverse employees are either related to competences affiliated with minority background driving innovation and creativity potential or as mere labour; a way to obtain allegedly loyal, hardworking and low cost labour. In relation to the first mentioned, ethnically diverse and inclusive work teams are advocated to increase return on equity by promoting problem solving, creativity, and innovation via individually different perspectives and approaches to job tasks drawing on insights from literature on learning as well as group processes (Mitchell et al., 2015; Thatcher and Patel, 2012). The latter mentioned, which is rarely explicitly advocated by companies but are none the less the most prominent reason to employ minorities – at least according to literature – is the quest for low labor costs and a supposed “right attitude to work” (Johansson and Śliwa, 2014; Ortlieb and Sieben, 2013; Zanoni and Janssens, 2015). Often, ethnic minorities are hired under job conditions unattractive to the majority, including low wages, poor career prospects, and low reputation combined with minorities’ lower bargaining power, presumed high adaptability and flexibility (Ahonen et al., 2014; Gotsis and Kortzi, 2015; Holck and Muhr, 2017).
URI: http://hdl.handle.net/10398/9559
Dato: 2017-11-28
Note: Paper presented at the Critical Management Studies Conference 2017, July 3-5, Liverpool, Stream 32. The Quality of Equality: Critically Debating Inclusion in Organizations.

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