Jawad Syed

A relational framework for international transfer of diversity management practices

The aim of this paper is to propose that a relational framework, which is underpinned by a contextual and multilevel conceptualisation of diversity management, can help international transfer of diversity management policies and practices. We argue that the mainstream single-level conceptualisations of diversity management within the territory of legal or organisational policy fail to capture the relational interplay of structural- and agentic-level concerns of equality. Consequently, individual choices, organisational processes, and structural conditions – all of which collectively account for unrelenting power disparity and disadvantage within social and employment contexts – remain generally under explored. The paper proposes a relational framework that bridges the divide between macro-national, meso-organisational and micro-individual levels of analyses to arrive at a more comprehensive, realistic and context-specific framing of diversity management, which can overcome the difficulties of international transfer.

Beyond Rigour and Relevance: A Critical Realist Approach to Business Education

This article takes a critical realist perspective to understand the research—practice gap in the field of business and management. To investigate issues surrounding the rigour versus relevance debate, we examine how the divergent perspectives of scholars and practitioners can be bridged by a critical realist approach in relation to: (1) the research paradigm: instead of confining their research within methodological purism, scholars may need to deploy any research paradigm to investigate a phenomenon in its context, (2) context and causality: critical realism provides an ontological grounding for interpretivist research reaffirming the importance of a focus on context, meaning and interpretation as causal influences, (3) methodological rigidity: multiple research methods will be more important when addressing research—practice gaps since they are more receptive to interdisciplinary functions and contexts in time and space than traditional methodologies, and (4) ethical aspects of business research highlighting the need to engage with the knowledge agenda of not only the university but also society overall. The critical nature of management studies we contend also helps to explain why at least certain research—practice gaps can be treated as natural because of divergent preferences of scholars and practitioners.

An historical perspective on Islamic modesty and its implications for female employment

Purpose – The purpose of this paper is to offer an historical perspective on Islamic modesty and discuss its implications for female employment in Muslim majority countries (MMCs). Design/methodology/approach – First the paper explores the textual roots of modesty as enshrined in the Quran and the hadith and the historical and socio-cultural contexts within which the concept was introduced and subsequently transformed. It then discusses implications of Islamic modesty for female employment in MMCs. Findings – The paper argues that the originally protective provisions for women in the principal sources of Islam were gradually transformed in the subsequent periods into strict patriarchal institutions of female seclusion and gender segregation. This shift was incorporated into Islam by way of the exegesis of the Quran and other religious narratives, resulting in an extremely restrictive concept of female modesty. Research limitations/implications – The paper argues that in its current form the concept of Islamic modesty poses significant social, physical and emotional challenges for working women; unless these challenges are understood and addressed in their historical and socio-cultural contexts, it will remain difficult to achieve gender equality at work in MMCs. Practical implications – The orthodox (patriarchal) perspective on modesty does not grant women a role in a nations economy, resulting in an inefficient utilisation of human resources. A possible way forward is to engage in critical reinterpretation of religion to reform gender relations in MMCs, including with respect to gender equality at work. Originality/value – There has been relatively little research on Islam and gender equality in the context of employment. The usual radical feminist position is to view Islam and gender discrimination as intertwined, a union which would invariably result in female disadvantage in the workplace. This article contributes to this debate by offering an historical, socio-cultural perspective on Islamic female modesty and considering its implications for female employment.

Socially responsible diversity management

The purpose of this article is to develop a conceptual framework to describe ‘socially responsible diversity management’. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to afirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed ‘socially responsible diversity management’.

What is the Australian model for managing cultural diversity

Purpose – This paper seeks to assess the Australian approach to managing a culturally diverse workforce by examining the outcomes of this approach.Design/methodology/approach – The paper applies Syed and Ozbilgins relational, multilevel framework for managing diversity to study policies at three interrelated levels. At the macro‐national level, the paper examines legal and public policy initiatives for managing cultural diversity. At the meso‐organisational level, the paper discusses a variety of workplace diversity management approaches. This discussion encompasses the legal requirements for organisations to remove discrimination, and to create an equal employment opportunity workplace. A voluntary management approach known as “diversity management” is also outlined. At the micro‐individual level, the paper examines unique employment‐related issues faced by ethnic minority workers because of their ethnic, linguistic and religious identities. The multilevel perspectives are synthesised in a model labelle...

Critical issues in managing age diversity in Australia

This paper explores and discusses a number of factors related to critical issues in ageing. First, it explores age-based discriminatory practices found in labour management policies which are outdated and fail to reflect a range of changing demographics and social trends. Second, the paper examines several context-specific issues in HR policies that inadequately reflect recent trends in ageing. Several solutions are proposed, not least changes in job design factors that might account for the differences between younger and older groups. A poor match between the current realities facing mature workers on the one hand and inadequate organisational policies on the other underpins much of the discussion.

‘The other woman’ and the question of equal opportunity in Australian organizations

The present equal opportunity discourse in Australia, with its focus on ‘the mainstream woman’, i.e. the white Anglo-Celtic woman, overlooks the multiracial feminist perspectives of ‘the other woman’, the minority ethnic woman. As a result of the intersection of her sexual, ethnic and/or religious identities, ‘the other woman’ remains dually disadvantaged within Australian society and organizations; largely deprived of the opportunities available to her ‘mainstream’ sister. This paper discusses the complexity of intersections and of how the interaction of systems of stratification constructs specific social locations for minority ethnic women in Australian organizations. The paper draws on critical race and feminist theories with respect to intersectionality of race and gender, and offers quantitative and qualitative data to exemplify issues that surround representation and (in)equality within Australian organizations. The data include an empirical analysis of complaints filed under the federal legislation over a five-year period to determine how minority ethnic womens workplace experiences differ from those of their mainstream counterparts. The analysis reflects the ongoing nature of multiple discriminations faced by minority ethnic women.

Is work engagement gendered

Purpose – The way work engagement is constructed and researched in literature is assumed, at least implicitly, to be gender-neutral where women and men have equal opportunity to demonstrate their engagement in the workplace. This review paper aims to integrate gender into the notion of work engagement in order to examine whether the notion of work engagement is gendered. Design/methodology/approach – The paper is based on a review of the literatures related to work engagement and gendered organisations. Findings – The paper proposes a conceptual framework to develop and explain the notion of gendered work engagement. It shows that work engagement is gendered concept as it is easier for men to demonstrate work engagement than for women. Originality/value – The paper investigates the gendered nature of work engagement which is an under-explored area.

Appropriation or participation of the individual in knowledge management

Purpose – The purpose of this paper is to examine whether there is a tendency towards appropriation or participation of the individual in the literature of knowledge management (KM). Design/methodology/approach – This is a literature review paper. In terms of approach, appropriation in this paper is referred to as the KM tasks assigned to individual employees by the management whereas participation is referred to as KM tasks determined jointly by individuals and management. Findings – The review suggests that while the participation of individuals is seen as important for KM, the KM discourse is visibly oriented towards the appropriation of individual employees and their knowledge for better economic performance of organisations. The review suggests that an appropriation of the individual in KM serves neither employees nor organisations, and that individual employees are meant to be valued participants in the development and management of knowledge. Research limitations/implications – The paper is concern...

Our bodies, our minds, our men: working South Asian women

Purpose – This paper is a guest editorial piece in the Special Issue of the Gender in Management journal on “Gender equality at work in South Asia”. In this paper, the authors aim not only to introduce the papers selected for the Special Issue but also to offer an overview of the current state of female employment, economic activity and gender equality at work in countries in South Asia. Design/methodology/approach – The paper offers a review of extant literature and macro-economic data on gender equality in employment and management in South Asia. Findings – Four stories emerge: firstly the pervasive existence of structural and institutional barriers such as patriarchal ideologies reinforced by gender inegalitarian interpretations of holy texts; secondly womens limited access to education and skill development; thirdly lack of non-agricultural employment and economic resources resulting in economic dependence on men and sex-based division of labour; and fourthly the development and joy of agency where there is facilitation and nurturance of women. Originality/value – This Special Issue is probably the first ever collection of journal articles focused on gender equality at work in the South Asia region.