Reflections on achieving anti‐racism in organisations: The role of human resource management scholars and practitioners

IF 5.4 2区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Emmanuel Ogbonna
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Abstract

In this article, I reflect on the role of human resource management (HRM [I acknowledge that HRM scholarship encompasses a wide range of researchers employing varying analytical and methodological lenses and that publish in an eclectic mix of journals within and outside the human resource management domain. However, although I draw from other journals and academies for illustrative purposes, this article focuses on the two journals that are most widely respected in the field (Human Resource Management Journal and Human Resource Management)] in the treatment of race and racism in organisations. I argue that the combined negative impacts of the brutal murder of George Floyd before a social media watching world and the strong evidence of negative racially disproportionate impacts of the coronavirus pandemic contributed to a collective moral outrage and provided an unprecedented catalyst and opportunity to tackle institutional racism. I provide a review of research interests to argue that HRM scholars and the business practitioners they commonly inform have not grasped this opportunity fully, in that the treatment of race remains inadequate and informed by an erroneous view of race as neutral and irrelevant in influencing organisational outcomes. I contend that this presents a danger that racism will continue to thrive. I argue that grasping this opportunity fully requires a rethinking of the approaches commonly adopted by HRM scholars and practitioners to acknowledge and embrace fully the significance of race (and anti‐racism) in influencing organisational outcomes. I call for a reconsideration of key constructs, especially those that are implicated in racism (such as organisational culture and culture change) so that anti‐racism is at the centre of HRM conceptualisations and organisational processes.
关于在组织中实现反种族主义的思考:人力资源管理学者和从业人员的作用
在本文中,我将反思人力资源管理(HRM)的作用[我承认,人力资源管理学术研究涵盖了大量采用不同分析和方法论视角的研究人员,他们在人力资源管理领域内外的各种期刊上发表文章。不过,虽然我借鉴了其他期刊和学术机构的研究成果,但本文在论述组织中的种族和种族主义问题时,重点关注的是该领域最受推崇的两本期刊(《人力资源管理期刊》和《人力资源管理》)。我认为,乔治-弗洛伊德(George Floyd)在社交媒体上惨遭杀害的负面影响,以及冠状病毒大流行对种族造成过度负面影响的有力证据,共同引发了集体道德愤怒,为解决制度性种族主义问题提供了前所未有的催化剂和机会。我对研究兴趣进行了回顾,认为人力资源管理学者和他们通常为之提供信息的商业从业者并没有充分抓住这一机遇,因为对种族问题的处理仍然不够充分,而且错误地认为种族问题是中性的,与影响组织结果无关。我认为,这带来了种族主义继续猖獗的危险。我认为,要充分抓住这一机遇,就必须重新思考人力资源管理学者和从业人员通常采用的方法,承认并充分接受种族(和反种族主义)在影响组织成果方面的重要性。我呼吁重新考虑关键概念,特别是那些与种族主义有牵连的概念(如组织文化和文化变革),从而将反种族主义置于人力资源管理概念和组织过程的中心。
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来源期刊
CiteScore
2.80
自引率
10.90%
发文量
56
期刊介绍: Human Resource Management Journal (CABS/AJG 4*) is a globally orientated HRM journal that promotes the understanding of human resource management to academics and practicing managers. We provide an international forum for discussion and debate, and stress the critical importance of people management to wider economic, political and social concerns. Endorsed by the Chartered Institute of Personnel and Development, HRMJ is essential reading for everyone involved in personnel management, training, industrial relations, employment and human resource management.
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