Tutor information is taken from the Module Catalogue
- 0+1: Why diversity management? Understanging exclusions, unconcious bias and intersectionality
- 2: The three cases for diversity management: Business, Legal and Social Justice
- 3. Gender Issues
- 4: Race and Ethnicity
- 5: Religion
- 6: Age
- 7: Disability
- 8: Managing sexual orientation in the workplace
- 9: Revision & Essay Writing
- 10: Covid-19 and its impact on Diversity Management
- Additional sources: Case studies in employment relations and diversity
- Additional Sources: Recruitment and workforce diversity
0+1: Why diversity management? Understanging exclusions, unconcious bias and intersectionality
Oswick, C. and Noon, M., 2014. Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions? . British journal of management., 25 (1), pp.23-39.
Ashley, L. 2010. Making a difference? The use (and abuse) of diversity management at the UK’s elite law firms. Work, employment and society.. 24(4), pp.711-727.
CIPD (2006) Managing Diversity Measuring Success. London: CIPD, Accessed at: http://www.academia.edu/344101/Managing_Diversity_Measuring_Success
Baker, D. Kelan, E. (2019) HRM practices to diversity management Individualization, precariousness and precarity in Collings, D. (Ed.), Wood, G. (Ed.), Szamosi, L. (Ed.). Human Resource Management. London: Routledge. Chapter 6.
Foster, C. and Harris, L. (2005) 'Easy to say, difficult to do: diversity management in retail.' In Human resource management journal., 15, 3, 4-17.
Hoque, K. and Noon, M. (2004) 'Equal opportunities policy and practice in Britain: evaluating the 'empty shell' hypothesis', Work, employment and society., 18, 3, 481-506.
Holck, Lotte; Muhr, Sara Louise; Villesèche, Florence (2016) Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice Equality, Diversity and Inclusion: An International Journal; Vol. 35, Iss. 1, (2016): 48-64.
Jonsen, K., Mazneveski, M.L. and Schneider, S.C. 2011. Diversity and its not so diverse literature: An international perspective. Cross cultural management. 11(1), pp.35-62.
Manoharan, A. Sardeshmukh, S. Gross, M. (2019) Informal diversity management practices and their effectiveness: In the context of ethnically diverse employees in hotels. International Journal of Hospitality Management. Volume 82,181-190.
Kersley, B., Alpin, C., Forth, J., Bryson, A., Bewley, H., Dix, G. and Oxenbridge, S. (2006) 'Equality, Diversity and Work-Life Balance'. (Ch 9) Inside the workplace : findings from the 2004 workplace employment relations survey. London: Routledge
Kirton, G. and Green, A.M. (2016) ' The dynamics of managing diversity : a critical approach London: Elsevier.
Knights, David; Omanovic, Vedran. (2016) (Mis)managing diversity: exploring the dangers of diversity management orthodoxyEquality, Diversity and Inclusion: An International Journal; Vol. 35, Iss. 1, (2016): 5-16.
Liff, S. (1999) 'Diversity and equal opportunities: room for a constructive compromise? ' Human resource management journal. 9 (1): 65-75
Shen, J., Chanda, A., D'Netto, B. and Monga, M. (2009) 'Managing diversity through human resource management: an international perspective and conceptual framework'. International journal of human resource management. 20: 2, 235-51.
CBI (2008) Talent not tokenism. The business benefits of workforce diversity, CBI, TUC, EHRC Report, accessed at https://www.tuc.org.uk/sites/default/files/extras/talentnottokenism.pdf
Kandola, R. and Fullerton J. (1998) (2nd ed.) Diversity in action : managing the mosaic (London: Institute of Personnel and Development) pp. 6-20
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2: The three cases for diversity management: Business, Legal and Social Justice
Johnson, S. K., Hekman, D. R. and Chan, E. T. (2016) 'If there's only one women in your candidate pool, there's statistically no chance she'll be hired'. Harvard business review., 11th April. Available at https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired
Noon, M. (2010) ‘ The shackled runner: time to rethink positive discrimination? ’ Work, employment and society.24(4): 728–739
Dickens, L. (1999) ‘Beyond the business case: a three-pronged approach to equality action’, in Human resource management journal. vol. 9 (1), pp. 9-19
Kirton, G. and Green, A.M. (2016) 'Theorizing policy approaches to equality and diversity' (Ch. 5), in The dynamics of managing diversity : a critical approach London: Elsevier.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, J., Levine, D. and Thomas, D. (2003) 'The effects of diversity on business performance: Report of the diversity research network'. Human resource management., 42, 1: 3-21.
Noon, M. (2007) 'The fatal flaws of diversity and the business case for ethnic minorities'. Work, employment and society.. 21(4): 773–784
Thomas, D. A. and Ely, R. J. (1996) 'Making Differences Matter: A New Paradigm for Managing Diversity'. Harvard business review., Sept.-Oct: 79-90
Tomlinson, F. and Schwabenland, C. (2010) 'Reconciling Competing Discourses of Diversity? The UK Non-Profit Sector Between Social Justice and the Business Case'. Organization : the interdisciplinary journal of organization, theory and society. . 17(1): 101–121
Klarsfeld, A., Ng, E. and Tatli, A. (2012) ‘ Social regulation and diversity management: A comparative study of France, Canada and the UK ’ European journal of industrial relations. 18 (4): 309-327.
Muttarak, R., Hamill, H., Heath, A. and McCrudden, C. (2013) ‘Does Affirmative Action Work? Evidence from the Operation of Fair Employment Legislation in Northern Ireland.’ Sociology. 47(3) 560–579.
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3. Gender Issues
Required reading (please look at both):
Evetts, J. (2000) ‘Analysing Change in Women’s Careers: Culture, Structure and Action dimensions’, Gender, work and organization. 7, 1, 57-67.
Vinnicombe, S, Sealy, R. and Humbert, A. 2017. The Female FTSE BoardReport 2017. Women on Boards: back on track? Available at https://www.cranfield.ac.uk/~/media/files/som-ftse-reports/cranfield-female-ftse-report-2017.ashx
Formánková, L. and Křížková, A., 2015. Flexibility trap–the effects of flexible working on the position of female professionals and managers within a corporate environment. Gender in Management: An International Journal, 30(3), pp.225-238. - Available online: https://www.researchgate.net/publication/276139064_Flexibility_trap_-_the_effects_of_flexible_working_on_the_position_of_female_professionals_and_managers_within_a_corporate_environment
Galea, C., Houkes, I. and De Rijk, A., 2014. An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life. International journal of human resource management., 25(8), pp.1090-1111.
Government Equalities Office 2009. Flexible working benefits and barriers: Perceptions of working parents. www.equalities.gov.uk at http://dera.ioe.ac.uk/9132/1/294951_GEO_flexible_working_acc.pdf
Khoreva, V. 2011. ‘Gender pay gap and its perceptions’. Equality, diversity and inclusion : an international journal.. 30. 3: 233-248.
Lewis, R and Smee, S. 2009. Closing the gap: does transparency hold the key to unlocking pay inequality. Fawcett Society. Available at https://web.archive.org/web/20131113170859/http://mbsportal.bl.uk/secure/subjareas/hrmemplyrelat/fawcettsociety/138408closinggap12.pdf
Pinnington, A. and Sandberg, J. 2013. Lawyers’ Professional Careers: Increasing Women’s Inclusion in the Partnership of Law Firms, Gender, work and organization. , 20 (6), 617-631
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4: Race and Ethnicity
EHRC (2016) Healing a divided Britain: the need for a comprehensive race equality strategy. London: Equality and Human Rights Commission. Pages 7-14 and 21-29https://www.equalityhumanrights.com/sites/default/files/healing_a_divided_britain_-_the_need_for_a_comprehensive_race_equality_strategy_final.pdf
Deitch, E. A., Barsky, A., Butz, R. M., Chan, S., Brief, A. P. and Bradley, J. (2003) ‘Subtle yet significant: The existence and impact of everyday racial discrimination in the workplace. Human Relations, 56, 11: 1299-324.
Holdaway, S. and O'Neill, M. (2007) 'Where has all the racism gone? Views of racism in constabularies after Macpherson'. Ethnic and racial studies., 30, 3: 397-415.
Lewis, D. and Gunn, R. (2007) 'Workplace bullying in the public sector: understanding the racial dimension'. Public administration., 85, 3: 641-65.
Longhi S, Brynin M (2017) The Ethnicity Pay Gap. London: Equality and Human Rights Commission. https://www.equalityhumanrights.com/sites/default/files/research-report-108-the-ethnicity-pay-gap.pdf
Wrench, J. (2007) Diversity management and discrimination : immigrants and ethnic minorities in the EU (Aldershot: Ashgate), ch.6, Diversity Management and Anti-Discrimination pp. 115-27
Ahmed, S. (2007) ‘”You end up doing the documentation rather than doing the doing”: Diversity, race equality and the politics of documentation’. Ethnic and racial studies., 30, 4: 590-609.
The Equalities Review (2007) Fairness and freedom [electronic resource] : the final report of the Equalities Review.. Norwich: HMSO, chapter 4, 'Why do inequalities still persist? ' pp. 90-107. Available online
Virdee, S. (2006) ‘“Race”, employment and social change: A critique of current orthodoxies’, Ethnic and racial studies., 29 (4): 605-28.
EHRC. (2010) 'How fair is Britain ? Equality, Human Rights and Good Relations in 2010 The First Triennial Review'. London : Equalities and Human Rights Commission. https://www.equalityhumanrights.com/en/publication-download/how-fair-britain-report - look at chapter 11 on employment.
Ethnic Minority Employment Task Force. (2006) 'Ethnic Minorities in the Labour Market': https://www.jrf.org.uk/sites/default/files/jrf/migrated/files/1986-ethnic-minorities-employment.pdf Last accessed 24 January 2017.
Hudson M, Netto G, Noon M, Sosenko F, de Lima P, Kamenou-Aigbekaen N (2017) Ethnicity and low wage traps: favouritism, homosocial reproduction and economic marginalization. Work, employment and society. . 31, 6. 992-1009. http://repository.essex.ac.uk/17613/1/Deanonymnised_Manuscript%20ID%20WES-Jun-2015-ARTC-192_150916.pdf
Kenny, E. and Briner, R. (2010) 'Exploring ethnicity in organizations', Equality, diversity and inclusion : an international journal. 29 (4): 348-363.
Atewologun, D. and Singh, V. (2010) 'Challenging ethnic and gender identities: An exploration of UK black professionals' identity construction', Equality, diversity and inclusion : an international journal. 29 (4): 332-347.
Kamali, M. (2008) Racial discrimination [electronic resource] : institutional patterns and politics London : Routledge. Introduction pp. 1-15.
Race for Opportunity – lots of useful information on this website: https://web.archive.org/web/20090823080710/https://www.bitc.org.uk/workplace/diversity_and_inclusion/race/index.html
Race for Opportunity. (2010) 'Race to the Future. The challenges and opportunities for ethnic minorities in the UK workforce n 2025'. London : Business in the Community. http://race.bitc.org.uk/all-resources/research-articles/race-future
Rafferty, A. (2012). Ethnic penalties in graduate level over-education, unemployment and wages: evidence from Britain. Work, employment and society. . 26, 987–1006.
Schaeffer, C.B. and Mattis, J.S., 2012. Diversity, religiosity, and spirituality in the workplace. Journal of management, spirituality & religion, 9(4), pp.317-333.
Daniels, K. and Macdonald, M. 2005. Equality, diversity and discrimination : a student text . London: Chartered Institute of Personnel and Development. pp87-90 – ‘Grounds for Discrimination: Religion or Belief’
Kirton, G. and Greene, A-M. 2016. The Dynamics of Managing Diversity: A Critical Approach. Oxon: Routledge pp38-40 ‘Employment and Religion’ and pp98-100 ‘Context and Concepts: Religion’
Shah, P. Ethnic and religious diversity in Britain: Where are we going? Pp77-92 in Healy, G., Kirton, G. and Noon, M. eds., 2010. Equality, inequalities and diversity : contemporary challenges and strategies. London: Palgrave Macmillan.
Uygur, S and Aydin, E. Religious Diversity in the Workplace, pp244-264 in Syed, J. and Ozbilgin, M. (eds) 2015. Managing diversity and inclusion : an international perspective. London: SAGE
Wallace, M., Wright, B.R. and Hyde, A., 2014. Religious affiliation and hiring discrimination in the American South: A field experiment. Social Currents, 1(2), pp.189-207.
EY 2016. Do you change your people or the way your people work? Available at https://betterworkingworld.ey.com/workforce/will-your-people-remain-your-greatest-asset-or-become-your-biggest-problem?wt.mc_id=11003112
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Weller, S. A. 2007. ‘Discrimination, labour markets and the labour market prospects of older workers: what can a legal case teach us? ’ Work, employment and society., 21, 3: 417-37.
Barnes, H., Smeaton, D. and Taylor, R. 2009. ‘An Ageing Workforce: the Employer’s Perspective. The Institute for Employment Studies Report 468, especially ch. 4, ‘Recruiting Older Workers’, pp. 32-50. Accessed at: http://www.employment-studies.co.uk/resource/ageing-workforce-employers-perspective
Duncan, C. 2003. 'Assessing anti-ageism routes to older worker re-engagement'. Work, employment and society., 17, 1: 101-20
Duncan, C. and Loretto, W. 2004. Never the Right Age? Gender and Age-Based Discrimination in Employment. Gender, work and organization.. 11(1), pp.95-115.
Kumra, S. and Mafredi, S. 2012. ‘Managing age diversity in the workplace’ in Managing equality and diversity : theory and practice. Oxford: OUP. Pp239-263 .
Loretto, W. and White, P. 2006. 'Employers' attitudes, practices and policies towards older workers'. Human resource management journal. 16, 3: 313-30.
Loretto, W. and Vickerstaff, S. 2015. 'Gender, age and flexible working in later life'. Work, employment and society. 29 (2): 233-249.
Riach, K. 2009. 'Managing "difference": understanding age diversity in practice'. Human resource management journal., 19, 3: 319-35.
Riach, K. and Loretto, W. 2009. Identity work and the 'unemployed' worker: age, disability and the lived experience of the older unemployed. Work, employment and society.. 23(1), pp.102-119.
Vickerstaff, S. 2006. 'Entering the Retirement Zone: How Much Choice do Individuals Have? Social policy and society., 5, 4: 507-17.
McNair, S., Flynn, M. and Dutton, N. 2007. Employer responses to an ageing workforce: a qualitative studyDepartment for Work and Pensions, Research Report No 455, especially summary, pp. 1-8 and ch. 3, pp. 17-35. Accessed at: http://research.dwp.gov.uk/asd/asd5/rrs-index.asp
Riach, K. 2006. 'Older Workers: Learning from Three International Experiences'. Social policy and society., 5, 4: 551-63.
Wood, A., Robertson, M. and Wintersgill, D. 2010. A Comparative Review of International Approaches to Mandatory Retirement Department for Work and Pensions Research Report No 674 Norwich: HMSO Available at http://research.dwp.gov.uk/asd/asd5/rports2009-2010/rrep674.pdf.
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Required reading (please read both, as these are quite different texts):
Barnes, C. (2012) 'Re-thinking Disability, Work and Welfare' Sociology Compass. Vol. 6, 472-484.
Wilson-Kovacs, D., Ryan, Michelle K., Haslam, S. A., Rabinovich, A. (2008) 'Just because you can get a wheelchair in the building doesn’t necessarily mean that you can still participate: barriers to the career advancement of disabled professionals' Disability & society., Vol. 23 (7), 705-717.
Barnes C (2012) Understanding the Social Model of Disability Past, Present and Future. In: N Watson, A Roulstone, C Thomas (eds). in Routledge Handbook of Disability Studies, London. Routledge.
Hoque, K., Bacon, N. and Parr, D. 2014. Employer disability practice in Britain: assessing the impact of the Positive About Disabled People ‘Two Ticks’ symbol. Work, employment and society.. 28(3), pp.430-451.
Foster, D. and Wass, V. 2013. Disability in the Labour Market: An Exploration of Concepts of the Ideal Worker and Organisational Fit that Disadvantage Employees with Impairments. Sociology.. 47(7), pp.705-721.
Jones, M. and Wass, V. 2013. Understanding changing disability-related employment gaps in Britain 1998–2011. Work, employment and society.. 27(6), pp.982-1003.
Lewis, R., Dobbs, L. and Biddle, P. 2013. If this wasn't here I probably wouldn't be: disabled workers; views of employment support. Disability & society.. 28(8), pp.1089-1103.
Roulstone, A. and Williams, J. 2013. Being disabled being a manager: Glass partitions and conditional identities in the contemporary workplace. Disability & society.. 29(1), pp.16-29.
Vedeler, J.S. 2014. Disabled persons’ job interview experiences: stories of discrimination, uncertainty and recognition. Disability & society.. 29(4), pp.597-610.
Von Schrader, S., M., V., and W., B., S. 2013. Perspectives on Disability Disclosure: The Importance of Employer Practices and Workplace Climate. Employee responsibilities and rights journal.. 26, pp.237-255.
ONS. 2016. Key statistics on people with disabilities in employment. Office for National Statistics. - Available online: http://researchbriefings.parliament.uk/ResearchBriefing/Summary/CBP-7540
Baldwin, M. L. and Johnson W. G.(2006), 'A critical review of studies of discrimination against workers with disabilities' in Rodgers, W. M. (ed.) Handbook on the economics of discrimination . Northampton, MA: Edgar Elgar Publishing, pp. 119-60.
Scholz, F., Yalcin, B., Priestley, M. . 2017. Internet access for disabled people: Understanding socio-relational factors in Europe. Cyberpsychology : Journal of Psychosocial Research on Cyberpspace. 11(1).
MacDonals, S.J. and Clayton, J. 2012. Back to the future, disability and the digital divide. Disability & society..28(5), pp.702-718.
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8: Managing sexual orientation in the workplace
Colgan, F. and Wright, F. 2011. Lesbian, Gay and Bisexual Equality in a Modernizing Public Sector 1997-2010: Opportunities and Threats. Gender, work and organization.. 18(5), pp.548-570.
Ng, E.S. and Rumens, N. 2017. Diversity and inclusion for LGBT workers: Current issues and new horizons for research. Canadian journal of administrative sciences = Revue canadienne des sciences de l'administration.. 34, pp.109-120.
Bowen, F. and Blackmon, K. 2003. Spirals of Silence: The Dynamic Effects of Diversity on Organizational Voice. Journal of management studies.. 40(6), pp.1393-1417.
Clair, J.A., Beatty, J.E. and Maclean, T.L. 2005. Out of sight but not out of mind: managing invisible social identities in the workplace. The Academy of Management review.. 30(1), pp.78-95.
Colgan, F., Creegan, C. McKearney, A. and Wright, T. 2007. Equality and diversity policies and practices at work: lesbian, gay and bisexual workers. Equal opportunities international. 26(6), pp.590-609.
Colgan, F., Wright, T., Creegan, C. and McKearney, A. 2009. Equality and diversity in the public services: moving forward on lesbian, gay and bisexual equality? Human resource management journal.. 19(3), pp.280-301.
Colgan, F., & Rumens, N. (2015). Sexual orientation at work [electronic resource] : contemporary issues and perspectives . London: Routledge.
EHRC. 2015. Is Britain Fairer? The state of equality and human rights in 2015. Equality and Human Rights Commission. Available online
Pudzianowska, D. and Smiszek, K. 2014. Combating Sexual Orientation Discrimination in the European Union.Brussels: European Commission. - Available online: http://ec.europa.eu/justice/discrimination/files/sexual_orientation_en.pdf
Aspinall, J. 2009. Estimating the size and composition of the lesbian, gay, and bisexual population in Britain. Equality and Human Rights Commission. - Available online: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.457.3476&rep=rep1&type=pdf
Köllen, T. 2013. Bisexuality and diversity management—Addressing the B in LGBT as a relevant ‘sexual orientation’ in the workplace. Journal of bisexuality. 13(1), pp.122-137.
Ragins, B.R., Singh, R. and Cornwell, J.M. 2007. Making the Invisible Visible: Fear and Disclosure of Sexual Orientation at Work. Journal of Applied Psychology.. 92(4), pp.1103-1118.
Ward, J. and Winstanley, D. 2003. The absent presence: Negative space within discourse and the construction of minority sexual identity in the workplace. Human relations.. 56(10), pp.1255-1280.
9: Revision & Essay Writing
10: Covid-19 and its impact on Diversity Management
This will be a guest lecture to discuss the current impact of Covid-19 on Diversity Management
Additional sources: Case studies in employment relations and diversity
Alleyne, A (2005) 'Invisible injuries and silent witnesses: The shadow of racial oppression in workplace contexts.' Psychodynamic practice. - Individuals, groups and organisations. 11: 3: 283-299.
Dickens, L (1997) 'Gender, race and employment equality in Britian: inadequate strateies and the role of industrial relations actors.' Industrial relations journal. 28: 4: 282–289.
Greene, AM and Kirton, G (2003) 'Advancing gender equality: the role of women-only trade union education.' Gender, work and organization.. 9: 1: 39-59.
Kirton, G and Green, A (2006) 'The discourse of diversity in unionised contexts: views from trade union equality officers.' Personnel review.. 35: 4: 431-448.
TUC (2009) Tackling racism in the workplace : a negotiators' guide. London: Trades Union Congress.
Dickens, L (1999) 'Beyond the business case: a three-pronged approach to equality action.' Human resource management journal.. 9: 1: 9-19.
Ellis, V (1988) 'Current trade union attempts to remove occupational segregation in the employment of women' in Walby, S. (ed.) Gender segregation at work: Open University Press.
Noon, M and Hoque, K (2001) 'Ethnic minorities and equal treatment: the impact of gender, equal opportunities policies and trade unions.' National Institute economic review. 176: 105-16.
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Additional Sources: Recruitment and workforce diversity
Holgate, J. and Mckay, S. (2007) Institutional barriers to recruitment and employment in the audio visual industries. The effect on black and minority ethnic workers. London: Working Lives Research Institute, Chapter 3, pp.49-66 and chapter 6, pp. 97-107. Available online from: http://mediaculturalwork.org/files/2014/08/Audiovisualreport.pdf
Rees, G. and French, R. (2010) 'Recruitment and Selection’ in Rees, G. and French, R. Leading, managing and developing people. London: CIPD. Chapter 9: 170-190. - https://web.archive.org/web/20170517005808/http://www2.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291-3D5CD4DE1BE5/0/9781843982579_sc.pdf
Bradley, H., Healy, G., Forson, C. and Kaul, P. (2007) Workplace cultures: What does and does not work. Manchester: EOC, ch. 3 and ch. 6, pp. 18-27 and 51-71. Access at: https://www.researchgate.net/publication/241016904_Workplace_cultures_what_does_and_does_not_work
Bryson, j., James, S. and Keep, E. (2013) 'Recruitment and selection.' in Bach, S. and Edwards, M. (eds.) Managing human resources : human resource management in transition.. Chichester: Wiley: 125-149.
Connor, H., Tyers, C., Modood, T., Hillage, J. (2004) Why the Difference? A Closer Look at Higher Education Minority Ethnic Students and Graduates Research Report No. 552, Department for Education and Skills, especially ch. 8 'Employer Perspective, pp. 105-24. Available at: https://web.archive.org/web/20130512182607/http://www.bristol.ac.uk/ethnicity/documents/educationreport.pdf
Hoque, K. and Noon, M. (1999) 'Racial discrimination in speculative applications: New optimism six years on'. Human resource management journal. 9, 3: 71-82.
Wood, M., Hales, J., Purdon, S., Sejersen, T. and Hayllar, O. (2009) A test for racial discrimination in recruitment practice in British cities. Department for Work and Pensions Research Report No 607. Accessed at: http://webarchive.nationalarchives.gov.uk/20130125101713/http://research.dwp.gov.uk/asd/asd5/rports2009-2010/rrep607.pdf
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This list was last updated on 16/01/2021