Discussion Topic
Noon and Ogbonna (2001) and Greene and Kirton (2009) highlight the dangers of basing the organisational imperative for introducing diversity management policies on a business case alone as:
“If there is no complementary recourse to a broader social justice or moral case beyond direct and quantifiable organizational benefits, then critics claim that the diversity paradigm may ignore deep-seated societal discrimination and patterns of disadvantage” (Kirton and Greene, 2016, p131).
If organisations introduce diversity policies only when there is a clear business advantage, what are the implications for equality when there is not a clear business advantage?
When might this occur?
What examples can you find?
Is it morally right for diversity to be promoted simply on business-case terms, or could this be seen as exploiting, rather than valuing, difference?
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Noon and Ogbonna (2001) and Greene and Kirton (2009) highlight appeared first on study tools.
