Guest editorial. Ineffectiveness of diversity management: lack of knowledge, lack of interest or resistance?
Tania Saba, Mustafa Ozbilgin, Eddy Ng et Gaëlle Cachat-Rosset (2021). Equality, Diversity and Inclusion, vol. 40, no. 7, p. 765-769.
“Societies have a moral and ethical obligation to ensure that historically underrepresented groups do not face discrimination and enjoy the same socioeconomic opportunities as majority groups. In the West, laws have been passed to address the discrimination that many demographic groups, including women, people of colour, persons with disabilities, mature workers and individuals who identify as Lesbian, Gay, Bisexual, Transgender, Queer, and Two-Spirit (LGBTQ2S +) have long faced in the workplace.
Over the past decade, the rhetoric around equity, diversity and inclusion (EDI) has intensified in various forums. The importance of EDI and the benefits of imprinting it on the DNA of organizations are being repeatedly and insistently touted. Policy makers, organizations, unions and civil society are actively working to institutionalize equity, diversity and inclusion norms and practices in the workplace.”