BUILDING WORKPLACE EQUALITY: ETHICS, DIVERSITY AND INCLUSION

Authors:	Nelarine Cornelius
Published by:	Thomson, 2002
ISBN No:	1-86152-585-0
Reviewed by:	Vinita Sinha, Assistant Professor, HR Symbiosis Center for Management and Human Resource Development

About the Book

The unsuccessful attempts by the organizations to create the ‘felt fairness was the strongest motivation to write this book. Workplace inequality or workforce diversity has become a considerable area for researchers and practitioners in many ways. The author and the team of writers have attempted to answer the questions: why does equality action in organization so often struggle to take hold? How can we reduce workplace inequality? Authors were interested in highlighting the perception expressed by those groups that were often primary target of such action, namely that it had often done little to change the material reality of their daily working lives, and that in spite of the policies and initiatives, their working environment did not feel fair.

The book is an attempt to put together a multidisciplinary account of workplace inequality that builds centrally on capabilities theory, but that draws also on other important areas such as ethical theory and human and social capital theory, as well as the more familiar ideas of organizational justice, HRM and change management. The author introduced theories and practice within the field of workplace equality while including the field of psychology, philosophy, sociology and HRM etc.

The book is comprised of three major sections. Each section contains different chapters, written by different authors. Part-1 “Foundation theory and concepts” contains three chapters. Chapter-1 “From equal opportunities to managing diversity to Capabilities: a new theory of workplace equality?” is written by Suzanne Gagnon and Nelarine Cornelius. This chapter explains and analyzes the two major approaches to workplace equality-the equal opportunity approach and the diversity management approach and to introduce an alternative approach, based on the idea of capabilities. The genesis, promises and premises of both equal opportunities and diversity management are discussed through literature review. Positive and negative aspects of each are thoroughly discussed and analyzed.

Chapter-2 “Evaluating organizational readiness for change” is written by Nigel Bassett -Jones. This chapter is devoted to establish the ‘business case’ for the capabilities approach. The aim is to show that the psychological contract determines the nature of trust in organizations and that the climate of trust has culture-shaping implications. The chapter explains that why the nature of trust has culture-shaping implications.

Chapter-3 “Multidimensional information and knowledge bases for equality and diversity learning and action” is written by Nelarine Cornelius. This chapter emphasized on traditionally used formal methods that evaluate equality and diversity action.

Part-2 “The implications of capabilities equality for application” comprises three chapters. Chapter - 4 “Managing people-equality, diversity and human resource management issues for line managers” written by Larraine Gooch and Alan Blackburn. In this chapter focus was drawn to the need for human resource policies and practice that recognize equality as a tenet for effective management in general and human resource management in particular. This chapter recognized that HR practice is increasingly delivered through line managers and also examined three key areas - recruitment, selection and induction as well as training and development in which managers take responsibility for managing people at work.   

Chapter-5 “Distinctive organizational characteristics and their influence on equality and diversity action: the illustration of professionalism” written by Nelarine Cornelius. In this chapter illustrations of organizations are explained. This chapter is committed to answer the question that to improve or change equality and diversity action in any organization what might work?

Chapter-6 “Managing equality and diversity in a global context” written by Clive wildish and Nelarine Cornelius. This chapter emphasizes on the management of equality and diversity within an international business environment. In Particular attention is given to the challenge of different values and beliefs in relation to equality and difference, and the importance of transcendence as an important context for workforce diversity. This chapter also provides an insight into some of the dilemmas related to global business managers.

Part-III “Practitioners and practice” contains the last chapter of the book. Chapter-7 “Whole organization equality and diversity intervention strategies in practice” written by Ade Ajadi. In this chapter the perspective is on equality and diversity as an embodiment of change especially the challenge for organizations to use these issues to create a dynamic for the pursuit of excellence. It also focuses on difference between equality and diversity.

In this book each chapter contains chapter overview with significant learning objectives in the beginning of the chapters as well as conclusion, text-based questions and suggested further reading and Internet resources at the end of the chapters.

In addition to that this book is also supplemented with useful case studies to facilitate the readers to grab the concepts practically in current global business environment. 

The book is quite relevant for academician, management practitioners, students in the area of general management human resource management and change management.

About the Author

Nelarine Cornelius is a Lecturer in Human Resource Management and Organizational Behaviour, and Director of Doctoral Studies in the Division of Management Studies at Brunel University, UK. She received her doctorate from the University of Manchester and subsequently an MBA from the Open University.