揭开权力动态的面纱:工作场所的多样性解释、管理实践和包容观念

Pamela Irazú Ramírez Ibarra, Adriana Martínez Martínez
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引用次数: 0

摘要

当前的多样性管理文献强调缺乏对特定背景下细微多样性特征的实证调查,主要集中在美国、欧洲和亚洲。本文通过探讨对劳动力多样性维度的解释与随之而来的多样性管理实践之间的复杂关系,以及对包容性或排斥性的看法,弥补了这些不足。对工作场所多样性的看法是主观的,受到行业和地点等背景因素的影响。2022 年 6 月,在一家日本汽车公司内开展了一项案例研究,通过半结构式深度访谈等技术收集定性数据,并在两次引导访问中进行了非参与观察。分析结果使用了 AtlasTi。研究结果显示,社会经济差异的解释受到劳动关系中权力不平衡的影响。与主流群体一致的多元化管理实践加剧了人口群体之间的不平等,为少数群体建立了隐喻性的 "玻璃天花板",并助长了排斥观念。考虑到案例研究的局限性,这项研究有助于多样性管理的讨论,促使人们重新评估各种做法,以减轻工作场所无意中造成的不平等现象。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Unveiling Power Dynamics: Diversity Interpretations, Management Practices, and Inclusion Perceptions in the Workplace
The current diversity management literature highlights a lack of empirical investigations into nuanced diversity characteristics within specific contexts, with a predominant focus on the USA, Europe, and Asia. This article addresses these gaps by exploring the intricate relationship between interpretations of workforce diversity dimensions and ensuing diversity management practices, shaping perceptions of inclusion or exclusion. Workplace diversity is viewed subjectively, influenced by contextual factors like industry and location. A case study was conducted in June 2022 within a Japanese automotive company, gathering qualitative data through techniques such as semi-structured in-depth interviews and non-participant observations were made during two guided visits. AtlasTi was utilized for the analysis of results. Findings reveal that socio-economic differences' interpretation is swayed by power imbalances in labor relationships. Diversity management practices aligned with the dominant group exacerbate inequality among demographic groups, establishing metaphorical «glass ceilings» for minorities and fostering exclusion perceptions. Considering the case study’s limitations, the research contributes to the diversity management discourse, prompting a reevaluation of practices to mitigate unintentional inequality perpetuation in the workplace.
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