Skip to main content
SpringerLink
Log in

Managing Gender and Diversity in Organizations

  • Chapter
The Future International Manager

Abstract

Organizations of the twenty-first century demand managers who are culturally and gender and diversity sensitive, internationally focused, and capable of dealing with complexity. This means taking a different view of organizations and adding words to our management vocabulary in order to have a future-oriented way of seeing our responsibilities within organizations (Rosado, 2006). Gender and diversity management (GDM) is that paradigm which enables business to begin to effectively address the complexities of developing and sustaining a competitive and diverse workforce in a global economy. In this chapter we provide information and resources to assist managers in becoming highly competent and effective in engaging and managing a diverse workplace.

Managing diversity and creating a culture of inclusion are essential ingredients to building a sustainable business for the future.

(European Commission, 2005, p. 17)

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

Log in via an institution
Chapter
USD 29.95
Price excludes VAT (USA)
  • Available as PDF
  • Read on any device
  • Instant download
  • Own it forever
eBook
USD 39.99
Price excludes VAT (USA)
  • Available as EPUB and PDF
  • Read on any device
  • Instant download
  • Own it forever
Softcover Book
USD 54.99
Price excludes VAT (USA)
  • Compact, lightweight edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info
Hardcover Book
USD 54.99
Price excludes VAT (USA)
  • Durable hardcover edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Institutional subscriptions

Preview

Unable to display preview. Download preview PDF.

Unable to display preview. Download preview PDF.

References

  • Bassett-Jones, N. (2005). “The Paradox of Diversity Management. Creativity and Innovation.” Innovation Management, June 2005, 14(2), pp. 169–75.

    Google Scholar 

  • Belinszki, E., Hansen, K., & Müller, U. (eds) (2003). Diversity Management. Best Practices im internationalen Feld. Münster: LIT.

    Google Scholar 

  • Cao, G., Clarke, S., & Lehaney, B. (2003). “Diversity Management in Organizational Change: Towards a Systemic Framework.” Systems Research and Behavioral Science, May/June 2003, 20(3), pp. 231–42.

    Article  Google Scholar 

  • Commission of the European Communities (2007). Report from the Commission to the Council, the European Parliament, the European Economic and Social Committee and the Committee of Regions on Equality between Women and Men. Brussels.

    Google Scholar 

  • Council of the European Union (2000a). Council Directive 2000/43/EC of 29 June 2000. Implementing the Principle of Equal Treatment between Persons Irrespective of Racial or Ethnic Origin. Available at: http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CELEX:32002L0073:en:NOT [Accessed October 22, 2008].

  • Council of the European Union (2000b). Council Directive 2000/78/EC of 27 November 2000. Establishing a General Framework for Equal Treatment in Employment and Occupation. Available at: http://ec.europa.eu/employ-ment_social/fundamental_rights/pdf/legisln/2000_78_en.pdf [Accessed October 22, 2008].

  • Council of the European Union (2002). Council Directive 2002/73/EC of 23 September 2002. On the Implementation of the Principle of Equal Treatment for Men and Women as Regards Access to Employment, Vocational Training and Promotion, and Working Conditions. Available at: http://eurlex.europa.eu/LexUriServ/LexUriServ.do?uri=CELEX:32002L0073:en:NOT [Accessed October 22, 2008].

  • Cox, T. (2001). Creating the Multicultural Organization. San Francisco: Jossey Bass Publishers.

    Google Scholar 

  • Cox, T. & Blake, S. (1991). “Managing Cultural Diversity: Implications for Organizational Competitiveness.” Academy of Management Executive, 5(3), pp. 45–56.

    Article  Google Scholar 

  • Danowitz, M. & Hanappi-Egger, E. (2008). “Constructing and Negotiating Meanings of Gender and Diversity for Diversity Management.” The International Association of Cross-Cultural Competence and Management Conference, Poznan, Poland.

    Google Scholar 

  • Domsch, M.E. (2003). “Management Diversity: Das Hidden-Cost-Benefit-Phänomen,” in U. Pasero (ed.) (2003), Gender—from Costs to Benefits. Wiesbaden: Westdeutscher Verlag, pp. 253–70.

    Chapter  Google Scholar 

  • Economist.com (2008). The Demographic Time-Bomb. (Certain ideas of Europe article) [Online] (August 27, 2008). Available at: http://www.economist.com/blogs/certainideasofeurope/demographics [Accessed September 25, 2008].

  • Engel, R. & Hofmann, R. (2004). “Chancengleichheit—gestern—heute— morgen am Beispiel der Schering AG,” in P. Bendl, E. Hanappi-Egger, & R. Hofmann, Interdisziplinäres Gender-und Diversitätsmanagement. Einführung in Theorie und Praxis. Wien: Linde, pp. 247–52.

    Google Scholar 

  • Egan, M.L. & Bendick, M. (2003). “Workforce Diversity Initiatives of U.S. Multinational Corporations in Europe.” Thunderbird International Business Review, 45(6), pp. 701–27.

    Article  Google Scholar 

  • European Commission, Directorate-General for Employment, Social Affairs and Equal Opportunities (2005). The Business Case for Diversity: Good Practices in the Workplace. Luxembourg: Office for Official Publications of the European Union.

    Google Scholar 

  • European Foundation for the Improvement of Living and Working Conditions (1999). Active Strategies for an Ageing Workforce. Conference Report, prepared by Gerhard Naegele. Available at: http://www.eurofound.ie/publications/ files/EF9962EN.pdf [Accessed November 21, 2004].

  • European Social Fund (undated). Available at: http://ec.europa.eu/employ-ment_social/esf/index_en.htm.

  • Flood, R.L. (1995). Solving Problem Solving. Chichester, UK: Wiley.

    Google Scholar 

  • French, E. (2005). “The Importance of Strategic Change in Achieving Equity in Diversity.” Strategic Change, 14(1), pp. 35–44.

    Article  Google Scholar 

  • Gardenswartz, L. & Rowe, A. (1994). Diverse Teams at Work: Capitalizing on the Power of Diversity. New York: McGraw-Hill.

    Google Scholar 

  • Hanappi-Egger, E. (2004). “Einführung in die Organisationstheorien unter besonderer Berücksichtigung von Gender-und Diversitätsaspekten,” in R. Bendl, E. Hanappi-Egger, & R. Hofmann (eds) (2004), Interdisziplinäres Gender-und Diversitätsmanagement. Einführung in Theorie und Praxis. Wien: Linde, pp. 21–42.

    Google Scholar 

  • Hanappi-Egger, E. (2006a), “Diversitätsmanagement und Diversitätspolitik in der Kommunalverwaltung am Beispiel der MA 17: Ergänzende oder widersprüchliche Ansätze?” in Bendl, R., Hanappi-Egger, E., & Hofmann, R., Agenda Diversität: Gender-und Diversitätsmanagement in Wissenschaft und Praxis. München und Mering: Rainer Hampp Verlag, pp. 95–108.

    Google Scholar 

  • Hanappi-Egger, E. (2006b). “Gender and Diversity from a Management Perspective: Synonyms or Complements?” Journal of Organizational Transformation & Social Change, 3(2), pp. 121–34.

    Article  Google Scholar 

  • Hanappi-Egger, E. & Köllen, T. (2006). “Strengthening Innovative Ability in Technology-Intensive Organizations: A Question of (Gendered) Working Conditions?” 22nd EGOS Colloquium, Bergen, Norway.

    Google Scholar 

  • Hanappi-Egger, E. & Walenta, C. (2007). “An Integrative Multidisciplinary Model of Diversity Management.” 13th European Congress of Work and Organizational Psychology, Stockholm, Sweden.

    Google Scholar 

  • Hanappi-Egger, E., Köllen, T., & Mensi-Klarbach, H. (2007). “Diversity Management: Economically Reasonable or ‘Only’ Ethically Mandatory?” The International Journal of Diversity in Organisations, Communities and Nations, 7 (3), pp. 159–68.

    Google Scholar 

  • Hax, A.C. & Majluf, N.S. (1984). Strategic Management: An Integrated Approach. New Jersey: Prentice Hall.

    Google Scholar 

  • Hubbard, E.E. (2004). The Diversity Scorecard. Evaluating the Impact of Diversity on Organizational Performance. Amsterdam: Butterworth-Heinemann.

    Google Scholar 

  • Judy, R.W. & D’Amico, C. (1997). Workforce 2020: Work and Workers in the 21st Century. Indianapolis, IN: Hudson Institute.

    Google Scholar 

  • Kandola, R. & Fullerton, J. (2004). Diversity in Action: Managing the Mosaic. London: Institute of Personnel and Development.

    Google Scholar 

  • Keil, M., Amershi, B., Holmes, S., Jablonski, H., Lüthi, E., Matoba, K., Plett, A., & von Unruh, K. (2007). Training Manual for Diversity Management. Available at: http://ec.europa.eu/social/BlobServlet?docId=1474&langId=en [Accessed July 29, 2009].

  • Kidder, D.L., Lankau, M.J., Chrobot-Mason, D., Mollica, K.A., & Friedman, R.A. (2004). “Backlash Toward Diversity Initiatives: Examining the Impact of Diversity Program Justification, Personal and Group Outcomes.” International Journal of Conflict Management, 15 (1), pp. 77–104.

    Article  Google Scholar 

  • Knippenberg, D. van & Schippers, M.C. (2007). “Work Group Diversity.” Annual Review of Psychology, 58, pp. 515–41.

    Article  Google Scholar 

  • Konrad, A., Prasad, P., & Pringle, J. (eds) (2006). Handbook of Workplace Diversity. London: Sage.

    Google Scholar 

  • Linehan M. & Hanappi-Egger E. (2006). “Diversity and Diversity Management: A Comparative Advantage?” in H.H. Larsen & W. Mayrhofer (eds) (2006), Managing Human Resources in Europe. London: Routledge, pp. 217–33.

    Google Scholar 

  • Litvin, D. (1997). “The Discourse of Diversity: From Biology to Management.” Organization, 4 (2), pp. 187–209.

    Article  Google Scholar 

  • Litvin, D. (2006). “Diversity: Making Space for a Better Case,” in A. Konrad, P. Prasad, & J. Pringle (eds) (2006), Handbook of Workplace Diversity. London: Sage, pp. 75–94.

    Google Scholar 

  • Lorbiecki, A. & Gavin, J. (2000). “Critical Turns in the Evolution of Diversity Management.” British Journal of Management, 11 (Special Issue), pp. 17–31.

    Article  Google Scholar 

  • Prasad, P., Pringle, J., & Konrad, A. (2006). “Examining the Contours of Workplace Diversity: Concepts, Contexts, and Challenges,” in A. Konrad, P. Prasad, & J. Pringle (eds) (2006), Handbook of Workplace Diversity. London: Sage, pp. 1–22.

    Chapter  Google Scholar 

  • Probst, G.J.B. & Büchel, B. (1998). Organisationales Lernen. Wettbewerbsvorteil der Zukunft. Wiesbaden: Gabler.

    Book  Google Scholar 

  • Rosado, C. (2006). What do We Mean by “Managing Diversity”? Rosado Consulting for Change in Human Systems. Available at: http://www.dchange.org/multicultural/papers/rosado_managing_diversity.pdf [Accessed October 10, 2008].

  • Schein, E.H. (2004). Organizational Culture and Leadership. San Francisco: Jossey-Bass.

    Google Scholar 

  • Schneider, G. & Niles-Jolly, K. (1994). “Creating the Climate and Culture of Success.” American Marketing Association, 23, pp. 17–29.

    Google Scholar 

  • Statistical Office of the European Communities (2008). Europe in Figures: EUROSTAT Yearbook 2008. Available at: http://epp.eurostat.ec.europa.eu/ cache/ITY_OFFPUB/KS-CD-07-001/EN/KS-CD-07-001-EN.PDF [Accessed 25 September 2008].

  • Thomas, D.A. (2004). IBM Finds Profit in Diversity. Harvard Business School Working Knowledge. Available at: http://hbswk.hbs.edu/cgi-bin/print?id=4389 [Accessed October 2, 2008].

  • Verloo, M. (2006). “Multiple Inequalities, Intersectionality and the European Union.” European Journal of Women’s Studies, 13 (3), pp. 211–28.

    Article  Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Department of Management, Institute of Organizational Studies, USA

    Mary Ann Danowitz (Vienna University of Economics and Business)

  2. Research Institute of Gender and Diversity in Organizations, Vienna University of Economics and Business, Austria

    Edeltraud Hanappi-Egger (professor and director)

  3. Vienna University of Economics and Business, Austria

    Roswitha Hofmann (assistant professor)

Authors
  1. Mary Ann Danowitz
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Edeltraud Hanappi-Egger
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Roswitha Hofmann
    View author publications

    You can also search for this author in PubMed Google Scholar

Editor information

Editors and Affiliations

  1. Business Ethics Center, Corvinus University of Budapest, Hungary

    Laszlo Zsolnai (professor and director) (professor and director)

  2. Institute of Technology and Innovation Management, Department of Management, Università Bocconi, Milan, Italy

    Antonio Tencati (assistant professor of Management and Corporate Social Responsibility) (assistant professor of Management and Corporate Social Responsibility)

Copyright information

© 2009 Mary Ann Danowitz, Edeltraud Hanappi-Egger and Roswitha Hofmann

About this chapter

Cite this chapter

Danowitz, M.A., Hanappi-Egger, E., Hofmann, R. (2009). Managing Gender and Diversity in Organizations. In: Zsolnai, L., Tencati, A. (eds) The Future International Manager. Palgrave Macmillan, London. https://doi.org/10.1057/9780230274068_5

Download citation

Publish with us

Policies and ethics

Search

Navigation