Abstract
Management of diversity has become a “global issue”, having various translations in diversity of local contexts and organizational practices (Ostendorp & Steyaert, 2009). These contextual and organizational translations have influenced the conceptualization and focus related to diversity issues. For example, Holvino and Kamp (2009, p. 397) show that the context of the US serves as a more business-driven translation of the concept compared with the Northern European welfare states’ focus on notions of equality as sameness. In spite of these contextual differences, over the past several years many critical diversity studies have been quite sceptical, showing that diversity programmes conceal rather than reveal patterns of exclusion (Prasad Mills, 1997; Zanoni et al., 2010). The critique is mainly based on an inconsistency: that the expressed good intentions of organizations concerning the inclusion of others have not resulted in much more than short-term tolerance leading to long-term exclusion (Essed, 2002).
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© 2015 Halleh Ghorashi, Christine Carabain and Ewa Szepietowska
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Ghorashi, H., Carabain, C., Szepietowska, E. (2015). Paradoxes of (E)quality and Good Will in Managing Diversity: A Dutch Case in the Philanthropic Sector. In: Matejskova, T., Antonsich, M. (eds) Governing through Diversity. Global Diversities. Palgrave Macmillan, London. https://doi.org/10.1007/978-1-137-43825-6_5
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