工作中的平等、多样性和包容性的争议领域:德国和土耳其权力关系和行动者战略的制度性工作视角

Angela Kornau, L. Knappert, Ahu Tatlı, Barbara Sieben
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引用次数: 4

摘要

摘要本文探讨了制度行为体在权力关系背景下如何推动或抵制平等、多样性和包容性。我们采访了德国和土耳其的一系列机构参与者,包括政府组织、雇主代表、工会、专业协会和从事EDI问题的民间社会组织,这两个国家的社会经济和政治环境非常不同。我们的研究结果表明,EDI领域是由特定国家的权力关系构成的:它们在德国表现为竞争性分散,在土耳其表现为政治两极化,这取决于参与者的社会地位和领域碎片化的类型。这些领域的特点反过来又培养了行动者的不同策略模式,例如旨在维持或破坏电子数据交换的制度化现状的框架和动员。我们建议,一个关键的、权力敏感的EDI机构工作方法是一个有用的视角,通过它可以在国际人力资源管理研究中检查组织外的国家背景,特别是EDI的上下文敏感研究。作为一个实际的含义,如果EDI和人力资源经理要在他们的组织内推进EDI,他们将敏感地认识到与外部利益相关者建立联盟的相关性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Contested fields of equality, diversity and inclusion at work: an institutional work lens on power relations and actors’ strategies in Germany and Turkey
Abstract In this paper, we explore how institutional actors push or resist equality, diversity and inclusion in light of power relations in their respective country contexts. We conducted interviews with a range of institutional actors, including governmental organizations, employer representatives, unions, professional associations, and civil society organizations working on EDI issues in Germany and Turkey, two countries with very different socioeconomic and political settings. Our findings suggest that EDI fields are structured by country-specific power relations: they appear as competitively dispersed in Germany and politically polarized in Turkey, depending on the social position of the actors and the type of field fragmentation. These field characteristics, in turn, nurture different patterns of actors’ strategies such as framing and mobilizing aimed at maintaining or disrupting the institutionalized status quo of EDI. We propose that a critical, power-sensitive institutional work approach to EDI is a useful lens through which to examine extra-organizational country contexts in international HRM research and, in particular, context-sensitive studies of EDI. As a practical implication, EDI and HR managers will be sensitized to the relevance of building coalitions with external stakeholders if they are to advance EDI within their organizations.
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