Abstract
Having originated in the USA in the 1980s, diversity is now a discourse and policy paradigm with global reach. This chapter discusses the theoretical and practical shape that diversity management has taken within the UK context. It charts the shift from equality to diversity and examines what this has meant for selected stakeholders, as well as considering how the corporate world has engaged with the diversity concept and how the British legal context has impacted upon policy. Despite depending on business case arguments, some organisations are positioning their diversity efforts within the CSR space, which the chapter concludes will be a real test of organisational commitment.
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Notes
- 1.
The equality legislation referred to in this chapter applies to England, Scotland and Wales. There is a separate statutory framework in Northern Ireland.
- 2.
The Equality and Diversity Forum (EDF) is a network of national organisations committed to equal opportunities, social justice, good community relations, respect for human rights and an end to discrimination based on age, disability, gender and gender identity, race, religion or belief and sexual orientation. Its members are national non-governmental organisations.
- 3.
Other possible job titles include diversity manager, diversity officer or diversity adviser; sometimes the job title includes equality.
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Kirton, G., Greene, Am. (2017). Understanding Diversity Management in the UK. In: Hansen, K., Seierstad, C. (eds) Corporate Social Responsibility and Diversity Management. CSR, Sustainability, Ethics & Governance. Springer, Cham. https://doi.org/10.1007/978-3-319-43564-0_3
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