Le Diversity Management, nouveau paradigme d'intégration des minorités dans l'entreprise ?
Over the past fifteen years, diversity management in corporate America has emerged as a new human resources paradigm, touted by large companies as the answer to the issue of persistent discrimination in the workplace. Given that women and ethnic minorities now make up two-thirds of all new entrants...
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| Natura: | Article ou chapitre numérique |
| Lingua: | Français |
| Pubblicazione: |
2004
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| Accesso online: | Accès Université d'Orléans et IFPM Accès Université d'Orléans et IFPM |
| Riassunto: | Over the past fifteen years, diversity management in corporate America has emerged as a new human resources paradigm, touted by large companies as the answer to the issue of persistent discrimination in the workplace. Given that women and ethnic minorities now make up two-thirds of all new entrants in the job market, corporations are trying to find new ways to capitalize on this diversity. Yet, while this new integration paradigm based on an economic rationale makes sense, closer inspection reveals that few companies are in fact prepared to take the necessary steps that would lead to a genuine overhaul of their corporate culture and improve race and gender relations at work, mostly because their real motivations are to be found elsewhere. And when business slackens, cost-conscious managers tend to either narrow or postpone these diversity programs which remain ill-defined and whose real impact on the bottom line is difficult to measure. |
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