Search

Purpose Social entrepreneurship education (SEE) is gaining increasing attention globally. This paper aims to focus on how SEE may be better understood and reconfigured from a Bourdieusian capital perspective with an emphasis on the process of mobilising and transforming social entrepreneurs’ cultural, social, economic and symbolic resources. Design/methodology/approach Drawing on qualitative research with a sample of social entrepreneurship educators and mentors, the authors generate insights into the significance of challenging assumptions and establishing values and principles and hence that of developing a range of capitals (using the Bourdieusian notion of capital) for SEE. Findings The findings highlight the significance of developing a range of capitals and their transformative power for SEE. In this way, learners can develop dispositions for certain forms of capitals over others and transform them to each other in becoming reflexive social agents. Originality/value The authors respond to the calls for critical thinking in entrepreneurship education and contribute to the field by developing a reflexive approach to SEE. The authors also make recommendations to educators, who are tasked with implementing such an approach in pursuit of raising the next generations of social entrepreneurs.

The article explores the shifting value of nursing work in the context of knowledge legitimacy battles, policy, and nursing professionalization. We unpack the battle for legitimacy between two approaches to nursing, that is, caring and curing that are associated with traditional and scientific knowledge, respectively, based on an ethnographic study of day-to-day nursing in a new acute care hospital department. The article offers an expansion to the study of professional work and professionalization by using concepts from Bourdieu as a toolkit to bridge structural and subjective dimensions of professional practice when we connect nurses’ local experiences of work to macro-level political agendas and nursing professionalization struggles. Our study shows that curing is becoming a nursing domain, and scientific evidence-based knowledge is seen as more legitimate in relation to care quality and nursing professionalization in the healthcare field. We discuss under-recognized consequences of the knowledge legitimacy battles for the organization of care, including nurses’ bodywork.

Drawing on 31 interviews, we explore the life trajectories of some of the women with most directorships in Norway after the introduction of the quota, with specific attention to their capitals. Adopting a Bourdieusian approach, we examine to what extent forced structural changes (the quota), challenge what are valued as legitimate capital(s) in the field (corporate boards). Our research demonstrates the progressive role of the quota in challenging gendered ideas of suitability. We found that structural adjustments in the field are leading to realignment in terms of the field-specific value and meaning of different types of capitals, which are redrawing the boundaries of the field in the process. We conclude that the external push through state-imposed regulation has broadened the field, resulting in the recognition of a wider set of capitals as legitimate. The study responds to the much-debated question about the utility of quotas in addressing systemic and historical inequalities.

Extending tokenism theory, and Kanter’s work on numerical representation within organisations, we emphasise the societal context of gender inequality in order to understand token women’s lived experiences at work. Based on analysis of 29 in-depth interviews in a multinational (MNC) situated in the distinctive socio-institutional setting of Saudi Arabia, the article expands Kanter’s typology of roles, to capture token assimilation in a context-embedded way. In particular, we explore the interaction of a seemingly Western MNC espousing liberal values, rules and norms with the enduring patriarchal and traditional context of Saudi Arabia. Further adding texture to Kanter’s theory, this study reveals that the organisational context cannot be seen as fundamentally neutral and inevitably interacts with the societal context, resulting in unique manifestations of tokenism.

This article examines how older gay men practice masculinity in heteronormative organisational settings. Our analysis of in-depth interview data yields two key masculinity practices: maintaining heteronormativity and embodying change. Older gay men’s masculinity practices that conform to the ideals of hegemonic masculinity have the effect of maintaining heteronormativity. Embodying change refers to older gay men’s masculinity practices that leverage accumulated life experiences to negotiate heteronormativity for change, although such agency is constrained by individuals’ material and symbolic commitments to heteronormativity. By delineating these two clusters of practices and exploring the dynamic relationality between individual action and organisational order from a practice-based perspective, we extend the conceptual scope of hegemonic masculinity. Furthermore, by investigating how older gay men navigate ageing and sexuality in organisations, we show the constraining and enabling effects of ageing as a social and embodied process on gay men’s masculinity practices.

This study generates comparative insights into CSR approaches of owners and non-kin professional executives in an emerging country context, Turkey. Drawing on 61 interviews, we found that ownership status of the executive is crucial in shaping their CSR perceptions and practices. Owner-executives are empowered in pursuing CSR approaches based on their personal preferences and values; they have mostly societal aims. Professionals display tendency for company-related CSR practice; they exhibit greater knowledge of CSR, and their CSR initiatives are the results of strategic choices to enhance their power within the corporation. Our paper contributes to the debate on the drivers for CSR by accounting for both societal and individual influences on the CSR agency of these two key groups of executives. First, we develop a typology of CSR approaches of owners and professionals. Second, we provide insights from an emerging country context. Third, we present empirically grounded practice implications for CSR.

The paper proposes a conceptual model to understand female entrepreneurial leadership through an exploration of the perceptions and experiences of women entrepreneurs within their leadership roles. The paper addresses an existing knowledge gap on entrepreneurial leadership by bringing together three key constructs of gender, leadership and entrepreneurship. We apply Stewart’s (1982) model of role Demands-Constraints-Choices (DCC) to women entrepreneurs in Kazakhstan in order to understand their perceptions of the demands, constraints and choices they experience within their leadership roles. The results of in-depth interviews with women entrepreneurs present deeper conceptualisation of their leadership enactment as a co-developing, co-constructed relational activity between leaders and others in their wider business environments and context.

This chapter looks at the concept of diversity and discusses the potential of the perspective to generate new and more differentiated insights when applied to studying careers. It examines contemporary career theory and practice from a critical diversity perspective. The chapter illustrates the importance of studying holistic careers and careers more holistically. Among the various theoretical and conceptual developments in the social sciences over the past decades, diversity has a prominent place. Diversity in the career research literature has remained tied to what is known as “traditional” career theory. The managing diversity discourse arose from a nexus of social movements, anti-discrimination legislation and public policy initiatives in the United States. Diversity perspectives on careers are important because the experiences of those people outside of the dominant group are largely ignored in research, teaching and subsequent career counselling. When career research is more open to diversity, then the study of careers in context will become the norm.

This paper examines four distinct approaches to accounting for diversity outcomes in global organisations: shareholder, stakeholder, regulation and global value chain. Drawing on a study of 22 globally significant organisations, our analyses show that there is a need to move beyond narrow framing of benefits of diversity management based on shareholder and stakeholder perspectives. Our study demonstrates that regulation as well as global value chain is pertinent new perspectives that organisations need to move towards if they are to seriously account for diversity outcomes. Yet, our study shows that such a development is not likely to happen easily due to a number of significant challenges in accounting for diversity outcomes in global organisations.

The early stages of organizational diffusion of contemporary policies that were institutionalized elsewhere often presents managers and employees with the need to adopt new work practices and ways of understanding. This study examines well-formed and incomplete employee narratives of sustainability and talent management. We discuss and then conclude on how non-standardized and even confused narratives can be illuminating for understanding the early diffusion of institutions and innovations in organizations.

The extant work on talent management has largely promoted neoliberal agendas concerned with ranking, rating, and recording employees’ talent, or indeed lack of talent. While there are emerging insi...

Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on quantitative research, whereas some others use qualitative data or case studies in order to explore issues related to diversity management. This chapter is a rare example, which offers an analysis of empirical data by incorporating both qualitative and quantitative methods. As the mainstream diversity management literature engenders a tendency to de-contextualise the diversity management process by isolating it from its socio-economic and organisational settings, overlooking the issues of power which are embedded in organisational processes of diversity management is particularly relevant. But the agency of diversity managers, who are the most visible actors in the process of managing diversity, still continues to be an under-researched area. This chapter acknowledges that diversity managers, whose agency is relational and multi-layered, are important actors in diversity management process, using a Bourdieuan approach in order to understand diversity managers as a professional group through the combined explanatory power of individual, organisational and societal influences.

Although very different in terms of culture and ethnicity, Indonesia, Malaysia, and Thailand share some common features. They are the three largest economies in the Association of Southeast Asian Nations (ASEAN), which was established in 1967 to promote cooperation amongst its members, and is now on the brink of realizing the goal of an ASEAN Economic Community (AEC), established on December 31, 2015. Thus, Indonesia, Malaysia, and Thailand collaborate with one another as part of ASEAN, and there are flows of labor amongst them, especially between Indonesia and Malaysia. Their collaboration can be seen in the establishment of a regional growth triangle—the 1993 Indonesia-Malaysia-Thailand Growth Triangle (IMT-GT)—to encourage tripartite economic cooperation amongst the southern part of Thailand, the northern part of Malaysia, and Indonesia’s Sumatra Island. The aim of the IMT-GT is to maximize the utilization of resources and emphasize the development of agriculture, fisheries, livestock, forestry, agro-food processing, and tourism amongst the three countries. Additionally, the countries compete with one another in the production and export of palm oil and rubber products and in the tourism industry, as well as in the export of lower skilled manufactured goods and in auto parts.

In this paper, we illustrate the possibilities a relational perspective offers for overcoming the dominant dichotomies (e.g., qualitative versus quantitative, agency versus structure) that exist in the study of entrepreneurial phenomena. Relational perspective is an approach to research that allows the exploration of a phenomenon, such as entrepreneurship, as irreducibly interconnected sets of relationships. We demonstrate how Pierre Bourdieu’s concepts may be mobilized to offer an exemplary toolkit for a relational perspective in entrepreneurship research.

The UK labour market and society are characterized by a vibrant diversity generated by a combination of factors. These factors include migration associated with the country’s post- colonial legacy and to its more recent membership of the EU. It includes the relatively recent demographic shifts related to feminization of the labour market and with an ageing population. It also includes the increased visibility of religious and sexual minorities and of disabled people. Yet, inequalities and disadvantage continues to persist for members of some demographic groups spanning gender, ethnicity, age, disability and sexuality. Confronting discrimination in UK workplaces, in common with other coutries, has been based on a combination of regulatory pressure, derived from a variety of civil society pressures, and of voluntary measures introduced by employers, based upon business- case arguments about the potential benefits of promoting a diverse workforce representative of the social demographic characteristics of the local labour market and customer base. The equilibrium of this balance has not developed evenly and incrementally, however. As Dickens (2007) notes, there has never been a consensus over the extent of what is desirable with regards to equality and diversity, nor the means by which this consensus should best be achieved,The equilibrium that UK equality and diversity at work appeared to have settled at, has been disrupted as a consequence of the global financial crisis after 2008 and the subsequent election of a coalition government whose policy agenda for ‘tackling the deficit’. This chapter, as an update to the chapter by Tatli (2010), outlines the recent developments in equality and diversity at work in the UK. It begins with a brief summary of some key demographics and equality- related statistics. It then summarizes the key points made in the 2010 UK chapter. The chapter then moves on to identify the key changes in relation to the above mentioned responses to the global financial crisis. Since the publication of the 2010 chapter, the key shift in the equality and diversity landscape in the UK has been one of ideological and political rather than demographic, cultural or related to any notable shift in the dominant managerial discourse on the issue. As a result, equality and diversity has been radically reframed and resourced around the claims to an approach that pursues government austerity, but combined with a renewed focus on fairness, sometimes referred to in terms of a ‘big society’ agenda. This ideological shift – and its overspill into the framework of statutory rights on the issue – marks a significant change in UK approach to equality and diversity and, therefore, constitutes a key focus in this update chapter.

Entrepreneurship and small business (ESB) research has achieved a level of maturity which now presents a complex mixture in terms of the levels of analysis. As a result of these developments, the research on small business and entrepreneurship has a number of distinct traditions, which somehow remain in silos. In this chapter, we argue that this field of academic endeavour would benefit from a more integrated approach. We first identify the key approaches in ESB research in terms of the levels of analysis. Next, adopting a Bourdieuan perspective, we offer viable strategies for transcending contem-porary dichotomies of ESB research, and offer a novel way of approaching multi- level ESB research.

the first edition of the International Handbook on Diversity Management at Work (klarsfeld, 2010a) considered the practice of diversity management within the national contexts of 16 countries – austria, belgium, canada, France, germany, India, Italy, the netherlands, Pakistan, singapore, south africa, sweden, switzerland, turkey, the Uk and the Usa. this second edition provides updates on some of the original country selections and supplements these with a further series of countryspecific overviews. new to this edition are australia, Finland, Japan, new Zealand, nigeria and russia. countries that have been updated and expanded are austria, canada, France, India, Italy, the netherlands, south africa and the Uk. Historically, human resource management, when dealing with issues of equality and diversity, was concerned with the disparate activities of dealing with equity issues in pay systems, statutory employment regulation in relation to discrimination and of managing crosscultural diversity when expatriate managers were sent to work overseas. one of the most significant effects of globalization has been a shift in the scope of diversity management into a much more interdependent and wideranging concept. the dynamics of labour markets around the world have led to far greater diversity of workforces and have therefore expanded the challenges to human resource managers in dealing with the consequences of these changes (verma and He, 2010). as the demographic profile of workers becomes more diverse in terms of age, gender, race and ethnicity, nationality, disability and other dimensions of diversity, human resource scholars and practitioners must now contend with managing intranational diversity within the workforce. owing to these conditions of superdiversity (vertovec, 2007) longstanding modes of national diversity are subjected to new and varied migration flows and increasing complex social formations marked by the dynamic interplay of different variables. the above shifts have also elevated the significance of diversity management in some countries discussed in this edition, such as canada, south africa and the Uk, from a functional to a strategic level on corporate and government agendas. It is important to study issues of diversity from a national perspective for several reasons. antidiscrimination legislation which regulates the treatment of disadvantaged groups differs from country to country and the dynamics of equality and diversity vary according to national historical circumstances (for instance, the nature and extent of postcolonial legacy). For example, employers in australia, canada, new Zealand, south africa and the Uk are required to collect data and monitor the progress of racial minority employees in the workforce in order to enhance equality, but the practice of collecting ‘ethnic’ data by employers is explicitly forbidden in France and many european Union (eU) countries – also in the name of equality – making it difficult to track the progress

Purpose – The purpose of this paper is to offer a theoretical and methodological framework to overcome knowledge gaps on Whiteness in organizational and management studies. Design/methodology/approach – The paper draws on a brief review of literature on ethnic privileges. Findings – The authors propose a relational approach to tackling ethnic privileges in organizations and management research. Research limitations/implications – The framework contributes to a better understanding and deconstruction of ethnic privileges at work. Originality/value – The paper proposes a theoretical and a methodological framework for tackling Whiteness in organizational and management studies. By doing so, it elucidates the topic of Whiteness, bringing new insights from an interdisciplinary perspective.

In this paper, we explore the dual role of human agency in maintaining the status quo and generating change. Judith Butler and Pierre Bourdieu offer differing conceptions of change agency in relation to organization and transformation of gender relations. Focusing on how those approaches would work, we analyse an empirical case study on a particular change process: getting women the right to vote in the Swiss cantons of Appenzell. We contribute to the current use of Butler's and Bourdieu's theories in organization studies in three main ways. First, we explore stability and change from the lenses of these two scholars. Second, we illustrate how change agency looks from these two distinct perspectives. Finally, we offer an empirical analysis that identifies the main elements of change agency in the two frameworks and discuss the possibilities and limitations of bringing these two approaches together to better understand change agency.

We demonstrate that gender quotas have not attracted due interest as a talent management formulation in the Asia Pacific region. Drawing on a literature review, this paper illustrates the utility of gender quotas for talent management in the context of high growth potential economies in the Asia Pacific region, i.e. China, Singapore, Thailand, Hong Kong and Taiwan. These five economies are characterized with talent shortages on the one hand, and untapped female potential on the other. We show the necessity and legitimacy of considering gender quotas as part of talent management strategy in the region in order to leverage untapped female potential for addressing talent shortages.

This article presents a reframing of workforce diversity as a social tragedy. We draw on Hardin’s concept of ‘tragedy of the commons’, which explored the conflicts between individual and collective good. We identify two dilemmas that underscore the social tragedy of diversity and explain why they prevent workforce diversity from progressing: (1) voluntarism and (2) individualism. We critique the simplistic models of managing diversity and suggest an alternative conceptualization as a way forward. We advocate an approach that captures the potential contradictions between individual and social good and accounts for the role of multiple actors in tackling the tragedy of the uncommons. A reframing of organizational self-interest and collective interests in the context of diversity is presented and solutions to social tragedy of diversity are proposed.

Diversity management is an increasingly mature field defined by a wide array of conceptual approaches and competing discourses of diversity. This chapter briefly reviews the field of diversity to locate our discussion of a crucial problematic in global diversity management: implementing global diversity management standards locally. We take the UK as the local context for our analysis, and report findings from a study funded by the Equal Opportunities Commission on the use of equality and diversity tools. Our empirical evidence underscores the importance of localities and specific contexts, and emphasizes that equality and diversity tools can serve as an effective resource for local diversity officers of global firms to progress their agendas for organizational change locally. In the UK context effective diversity management crucially hinges on securing the buy-in of businesses and providing context-sensitive toolkits to local diversity management officers and organizational change agents to ensure equality and inclusion.

Talent management is an increasingly popular management approach and academic research field, yet it is understudied in non-western contexts. Understanding the issues of the management of talent is important in the context of the UAE, where talent shortages exist alongside high unemployment of Emirati nationals. Drawing on a larger study titled: ‘Movers and shakers of talent management in the UAE'', this chapter addresses this gap and generates recommendations for policy and decision making in UAE workplaces. We offer a foundation for evidence-based talent management for governmental policy makers and for organisations in the public and private sectors. Particularly, we suggest that focusing on empowerment and employment of Emirati talent is important but insufficient for organisations to tackle the complexity of talent. Legal and voluntary measures should focus on the current dynamics of talent locally and internationally in order to foresee the future of talent needs. This process is called future proofing, which can help organisations to prepare for future talent challenges.

Much of the diversity management debate is trapped in a binary opposition between regulation and voluntarism. We argue for an evidence-based approach and illustrate this by offering a context-sensitive overview of workforce diversity debate and practice in three countries: France, Canada and the UK. We use Reynaud’s social regulation theory in order to challenge the assumption that there is a clear separation between regulation and voluntarism. The article unpacks the complexities and ambivalences of regulation of workforce diversity, which is generated by multiple influences.

Despite growing interest in how the concept of diversity management is reinterpreted as it crosses national boundaries, there has been little study of this process in Europe. To bridge this knowledge gap, this article explores the construction of diversity discourses in the context of the UK, France and Germany. We use the discursive politics approach to investigate the ways in which the meaning of diversity is shrunk, bent and stretched. We demonstrate that the concept of diversity has no universal fixed meaning but is contextual, contested and temporal. Temporarily fixed definitions and frames of diversity are path-dependent and shaped by the regulatory context. Thus unique national histories and the context of regulation are key determinants of the ways in which the concept is redefined as it crosses national and regional borders.

PurposeThis paper seeks to explore the difficult territory of intersectionality as it relates to inequality and disadvantage in the labour market of the arts and cultural sector. It aims to first examine the way Acker's concept of inequality regimes is located in the extant literature. Then, it aims to study the dynamics of intersectionality in the arts and cultural sector, which offers an ideal setting with interesting and counter‐intuitive outcomes of intersectionality.Design/methodology/approachThe paper draws on a qualitative study which generated interviews with students, employers and higher education institutions which are involved in industrial placements (internships) in the arts and cultural sector in Britain.FindingsIn line with Acker, the paper also disputes a‐contextual and cumulative formulations of intersecting inequalities that rely on multiplying the unequal outcomes on the basis of traditional categories of disadvantage. Instead, it argues that multiplicity of identities and forms of disadvantage introduce complexity and contextual depth into the analysis of inequality if we are to understand interplay between different forms of disadvantage. In addition, the paper maintains that intersectionality produces surprising outcomes which vary across industrial contexts, in particular across different sectors of employment. It uses the case of work undergraduate and postgraduate placement practices in the arts and cultural sector, in order to demonstrate the unexpected nature of intersectionality in producing disadvantage.Research limitations/implicationsThe study draws on a selection of students, employers and higher education staff from London. A larger selection of institutions outside London could reveal differences between London and other cities and regions in Britain.Practical implicationsIntersectionality is an important concern for diversity and human resources management professionals. This paper provides an assessment of it in an unusual sectoral context.Social implicationsThere is need to develop an emic understanding of intersectionality in each sector.Originality/valueIn the literature, intersectionality is problematised at workplace and individual levels. This paper's view of intersectionality is original in the sense that it explores how intersectionality operates at a sectoral level. In doing so, it demonstrates that salience of a strand of inequality in terms of producing intersectional disadvantage depends on the context.

Drawing on 66 interviews with key actors in the equality and diversity field in the UK, we operationalize Bourdieu’s conception of the field, across the axes of individualism versus collectivism and regulation versus voluntarism, and map out the location of the key actors in this field. The contribution of this article is three-fold. First, we advance the understanding of the equality and diversity field at national level by analysing the accounts of the influential actors, whose interests and actions shape the field. Second, the article illustrates how the multi-actor and contested nature of the equality and diversity field manifests in these accounts, and presents evidence in support of policy and strategic thinking that goes beyond a single-actor focus. Finally, we contribute to the theoretical maturity and expansion of the equality and diversity scholarship through the use of Bourdieuan sociology.

This paper presents a multi-layered exploration of the diversity management field in the UK. In doing so, it aims to address two problematic tendencies in the current diversity research: the focus on single-level explorations, and the polarization between critical and mainstream approaches. Using Bourdieu’s concept of field, I develop a theoretical framework that conceptualizes the field of diversity management in three constituents: diversity discourse, diversity practice and diversity practitioners. The framework is used to analyse empirical evidence generated through semi-structured interviews with 19 diversity managers of large private-sector companies. This study reveals the presence of a gap between the diversity discourse and practice, and the absence of any standard set of qualifications and skills requirement for practitioners. The findings demonstrate the twofold role of discourse in drawing the boundaries of the diversity management field. First, it is instrumental in constructing diversity management as distinct from equal opportunities. Second, the use discourse functions as a mechanism to control the entry of practitioners into this field, which otherwise has low entry barriers. The paper offers a contribution to management research in general and equality and diversity research in particular through its original use of Bourdieuan sociology in an empirical study.

Drawing on data from six social enterprises in the UK, this paper demonstrates that social enterprises negotiate their legitimacy borrowing from the state, the corporation and the service logics. The paper illustrates the existential crises of legitimacy as experienced in the social enterprise sector. The utility of a principled ethical approach is discussed as a way forward. The paper also outlines challenges that social enterprises face when adopting an ethical approach. Theoretical tools of Gramsci and Bourdieu are mobilized in the paper in order to render visible the often implicit and questioned structures of hegemonic power that shape the habitus of legitimacy in social enterprises.