Abstract
Different organizational approaches to diversity reflecting distinct rationales for engaging in diversity interventions can be identified in the extant literature. Diversity management emerged as an organizational endeavour to substantially move beyond legally imposed organizational policies, such as equal employment opportunities and affirmative action: the voluntary nature of the former was thus opposed to the legally enforced character of the latter. Diversity management begun to dominate the organizational field particularly under the form of the business case for diversity, which related diverse workforces to a strong competitive business advantage. Far from being unquestioned, the business case involves not only promises, but also certain deficiencies insofar as it appears to be subject to serious limitations, fact that has triggered so much criticism and raised serious doubts on a set of controversial issues, among the scholarly community of diversity researchers.
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Gotsis, G., Kortezi, Z. (2015). Different Approaches to Managing a Diverse Workforce. In: Critical Studies in Diversity Management Literature. SpringerBriefs in Psychology. Springer, Dordrecht. https://doi.org/10.1007/978-94-017-9475-6_2
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