Race Discrimination at Work in Europe: A Civil Society Perspective

IF 2 Q3 MANAGEMENT
Michael Privot
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引用次数: 0

Abstract

In this chapter, adopting a civil society perspective, the author is reflecting on the development of equality legislation in the European Union and its (lack of) impact on racial equality at the workplace. Presenting the development of the European Network against Racism and its organization, he highlights the thought process that led anti-racist activists to depart from a purely legal approach to discrimination and inequality to engage in a constructive conversation with public and private employers about diversity management. Since 2009, this organization has been through a long cycle of learning and exploration of the challenges of racially and ethnically diversifying a workforce and articulating business cases to that effect, while seeking to remain faithful to its founding principles of inclusion and equality. The author touches upon a variety of issues emerging from the practice of its organization: the difficulties, sometimes reluctance of HR managers to confront racism, their quest for tools, the blockings around equality data collection, the ambivalent role of trade unions as well as post-modern tensions between standardization and individualization which lie at the heart of diversity management.
欧洲工作中的种族歧视:公民社会视角
在本章中,作者从公民社会的角度反思欧盟平等立法的发展及其对工作场所种族平等的影响(缺乏)。在介绍欧洲反种族主义网络及其组织的发展过程中,他强调了导致反种族主义活动家从纯粹的法律方法转向与公共和私营雇主就多样性管理进行建设性对话的思想过程。自2009年以来,该组织经历了一个漫长的学习周期,探索了员工种族和民族多元化的挑战,并阐明了实现这一目标的商业案例,同时寻求忠实于其包容和平等的基本原则。作者触及了其组织实践中出现的各种问题:人力资源经理面对种族主义的困难,有时不情愿,他们对工具的追求,围绕平等数据收集的阻碍,工会的矛盾角色,以及标准化和个性化之间的后现代紧张关系,这些都是多元化管理的核心。
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来源期刊
CiteScore
4.50
自引率
8.30%
发文量
50
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