000			03338nam a22002297a 4500
005			20250115160137.0
008			250115b |||||||| |||| 00| 0 eng d
020			_a9781032000763
082			_a331.133 _bWEB
100			_aWeber, Marguerite L _919757
245			_aTranscending equality, diversity and inclusion at work: _ba self-critical engagement
260			_bRoutledge _aNew York _c2024
300			_axvii, 215 p.
365			_aGBP _b135.00
500			_aTable of content: Introduction: Perspective on equality, diversity, and inclusion at work: questioning what is taken for granted Chapter 1: ‘The Diversity Hiring Agenda’ Chapter 2: Difference: organizational understandings and practices Chapter 3: Decolonizing Diversity? – Conceptions and Lexicon Chapter 4: Identification → Equal Values? Empathy → Differences Chapter 5: Diversity and Inclusion Regulations and Reporting Hypothesis Chapter 6: Findings: “let” the actors speak but listen to them. Learning about ‘otherness’ and ‘difference’ and ‘classification’. What do the experts say? [https://www.routledge.com/Transcending-Equality-Diversity-and-Inclusion-at-Work-A-Self-Critical-Engagement/Weber-Gaggiotti/p/book/9781032000763?srsltid=AfmBOoqAS3QoslrjKA1RL3AcOId3-REif54teK0hWwFgyjLxXVUvjq-X]
520			_aThe book reflects on ways of transcending Equality, Diversity and Inclusion (EDI) by establishing a dialogue between the professional experience of the authors and experts from academia and practitioners from financial services and executive search. The book emphasises the link and impact between what is taught and what is learned about EDI and how this reflects on later choices in career and workplace status. The book offers a critical and global perspective, emphasizing the multilocality and intersectionality dimension of diversity and unpicks key insights from different conceptualizations, like class, gender and postcolonialism and their relationship with the current paradigm of diversity and how people identify and communicate. With an extensive collection of testimonies and invitations for reflection, the book doesn’t limit the analysis to the influences of historical power relations in the workplace, but investigates at what stage multicultural power structures start developing a compulsory inclination to create “differences” and how this can influence hiring decision making and management in the workplace. In the book, academics and practitioners provide illumination and insights gleaned from their own personal experiences and perspectives. Whilst the research targeted financial services and executive search, the book's findings will appeal globally to individuals of all age groups regardless of educational status, seniority or in which industry they are employed, particularly those who are aware of how each one expresses similarity and differences sometimes in not obvious ways. (https://www.routledge.com/Transcending-Equality-Diversity-and-Inclusion-at-Work-A-Self-Critical-Engagement/Weber-Gaggiotti/p/book/9781032000763?srsltid=AfmBOoqAS3QoslrjKA1RL3AcOId3-REif54teK0hWwFgyjLxXVUvjq-X)
650			_aDiscrimination in employment _97300
650			_aDiversity in the workplace
650			_aLeadership
700			_aGaggiotti, Hugo _915353
942			_cBK _2ddc
999			_c8548 _d8548