Franklin Oikelome

A global link between national diversity policies? The case of the migration of Nigerian physicians to the UK and USA

This paper considers global diversity management in relation to migration from Africa, specifically Nigeria, of doctors to the UK and the USA. It seeks to demonstrate the importance of global diversity strategies for African countries, often driven by ethnic tensions. It argues that these tensions play their part in the decisions to migrate. It also brings in the triadic relationships to global diversity analysis and demonstrates that diasporic professional groups play often hidden roles in the diversity structures of the destination country and provide important means of connecting with their country of origin.

Equality and diversity actors: a challenge to traditional industrial relations?

Purpose – The purpose of this paper is to explore four types of equality and diversity actors at both the national and the local level and the extent to which such actors may be seen as either alternative sources of loyalty and as replacements in competition with trade unions or as complementary to existing union structures.Design/methodology/approach – The research method is multi‐level and based on national level policy analysis and on two local NHS trust case studies. It relies on 30 interviews with policy advisers and key actors (i.e. officials of trade unions, Black networks, identity groups and community groups) and 66 case study interviews; in sum, a total of 96 participants were involved in the study. The paper also involves documentary analysis of Department of Health strategies on equalities and diversity, BMA reports and advisory documents, and policy and advisory documents of the two hospitals.Findings – Findings indicate that the interrelationship between networks reflects both the complement...

Competing rationalities in the diversity project of the UK judiciary: The politics of assessment centres

Assessment centres (ACs) are increasingly used to recruit highly qualified staff, yet there are few attempts to appraise their introduction from a diversity perspective. This article addresses this gap by exploring the introduction of ACs as a means of increasing the diversity of the judiciary in the UK. It analyses the underpinning politics guiding the processes and subjective experiences of ACs using Weber’s identification of types of rationality and argues that substantive rationalities drive the formal rationality of the AC. The study demonstrates the theoretical value of incorporating diversity into the rationality framework and shows that the design, management and implementation of ACs are shaped by the competing rationalities that surround and imbue judicial work. While ACs may be introduced to demonstrate fair selection practices and challenge the reproduction of unfair discriminatory practices, such formal interventions are inevitably partial and bound by the distinctive institutional context and the societal context of inequalities.

Racial Inequality and Managing Diversity in the United Kingdom and United States

This chapter provides comparative insights into the context of equality and diversity in the United States and the United Kingdom. It argues that there is a real danger that progressive initiatives in combatting racism in both countries may have stalled and indeed may be slipping backwards. The chapter focuses on one sector, the healthcare sector, where service delivery is local but where in both countries there is huge reliance on an international workforce through migration. Despite huge differences in the US and UK healthcare systems, it is found that the pattern of migration with respect to both highly qualified professional workers (e.g. physicians) and middle and lower ranked workers is similar. The resilience of racial disadvantage is exposed in the context of a range diversity management initiatives.

An exploration of “Working against racism: the role of trade unions”

Purpose – To report on conference deliberations.Design/methodology/approach – The report is generated through general observations, notes, and tape recordings.Findings – Racism is still endemic in british Society. Trade unions risk alienating their black constituency unless they venture out of their comfort zone and rebuild confidence within the black community and improve organisation, participation, and recruitment of black members in the movement.Originality/value – This report is valuable in exposing the problems the trade union movement in the UK is faced with and the extent to which black members are at odds with trade unions regarding the approach to adopt in fighting discrimination in the work place.