Cecilie Bingham

Enabling and disabling: disability in the British and Dutch construction sectors

Though the British and Dutch approaches to disability in the construction sector exhibit common features, Britain tends towards a capabilities model compared with the Netherlands which is closer to a social model. The construction sector is considerably more regulated in the Netherlands but is in both countries highly disabling and exclusive. Sector‐specific disabling and enabling factors and policy measures were investigated in the two countries with a view to identifying which policies might facilitate labour market participation. The investigation was based on interviews using similar questionnaires with key stakeholders, firms and disabled employees and a focus group. Policy in each country addresses the nature of exclusion in different ways. The conclusion drawn is that a sector‐specific approach is needed if disability policy in Britain is to be more in tune with the social model—as apparent from the comparison with the Netherlands.

Managing diversity through flexible work arrangements: management perspectives

Purpose – The purpose of this paper is to evaluate the role flexible work arrangements (FWA) play in diversity policies, and the reasons for/barriers to their implementation. Design/methodology/approach – Based on qualitative case study research in four large multinational service companies. Primary data were collected through senior and line-manager interviews and questionnaires. Findings – The research shows FWA are an integral part of diversity implementation but organisational imperatives, particularly management concerns about client interaction, constrain the acceptance of FWA and therefore restrict their impact as a means to greater diversity. As FWA have different effects (being available “remotely” vs not being available) their acceptability is not inclusive, but dependent on job character and level. Research limitations/implications – Further research is needed on the difficulties of implementing FWA and, particularly, its impact on career progression. The prioritisation of business imperatives over social arguments, such as client needs and staff availability, with its impact on the acceptability of FWA and hence ultimate enhancement of diversity deserves more attention. Practical implications – This paper shows that company discourse with its unambiguous business focus highlights the shortcomings of relying upon FWA to bring about a changed climate for diversity. Originality/value – Importantly issues are explored which have not featured significantly in the literature to date, especially the role of clients/customers and differences in the effect of FWA as elements in managerial perspectives on the acceptability of FWA, which can act as constraints to its use for diversity enhancement.

A social institutionalist perspective on HR diffusion: historical and cultural receptivity to HRM in a post-communist context

Abstract This research considers cross-national diffusion of international human resource management (IHRM) ideas and practices by applying an emergent frame of sociological conceptualisation – ‘social institutionalism’ (SI). We look at cultural filters to patterns of diffusion, assimilation and adoption of IHRM, using Romania as a case study. The paper considers the former Communist system of employment relations, suggesting that through institutionalisation former ways of thinking have a residual influence on definitions and practice of people management in post-Communist Eastern Europe. The paper provides a new perspective on HRM by discussing the value of SI as a general model for understanding cross-cultural receptivity to HR ideas, sensitising the HR practitioner and academic to institutionalised culture as a historical legacy influencing absorption of international management ideas.

Rethinking research supervision: some reflections from the field of employment relations

This essay offers some reflections for the theory and practice of research supervision drawn from the field of employment relations. It argues that rethinking supervision in terms of the employment relationship can advance dialogue and debate about supervision. This is twofold. (1) Reframing supervision in terms of the employment relationship can illuminate our understanding of supervision as an institutionally prescribed power relationship. (2) Normative scholarship on the employment relationship can illuminate what may constitute ‘good’ supervision as well as inspire a benchmark against which supervision can be evaluated and managed. The essay concludes by suggesting some possible implications for supervisory practice.