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Mapping Brazilian workforce diversity: a historical analysis

Mapping Brazilian workforce diversity: a historical analysis <jats:sec> <jats:title content-type="abstract-subheading">Purpose</jats:title> <jats:p>The purpose of this paper is to examine how Brazilian organizations have handled diversity.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title> <jats:p>This study draws upon the historical analysis by focusing essentially on secondary sources of data, surface-level indicators, namely, race, gender and age. Accordingly, the major sources of information used in this study are the rankings of the Great Place to Work® Institute Brazil (between 2005 and 2013) and from the Brazilian Ministry of Labor and Employment’s reports (between 2009 and 2013).</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Findings</jats:title> <jats:p>The evidence gathered from the Great Place to Work® Institute Brazil’s lists and the Brazilian Ministry of Labor and Employment’s reports produced mixed results regarding the moral imperative derived from the acculturation of a broad diversity mindset.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Research limitations/implications</jats:title> <jats:p>This study is not free from limitations. Both sources used in this inquiry do not depict other relevant data that could provide more accurate results.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Practical implications</jats:title> <jats:p>Overall, the findings of this study suggest that training programs and sound work values revision are necessary steps to reduce discrimination, stereotypes, gender bias and to promote diversity and inclusion inside Brazilian organizations.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Originality/value</jats:title> <jats:p>It contributes to the understanding of the current diversity scenario in Brazilian organizations by drawing on a historical analysis method. It relied on two germane secondary sources of data.</jats:p> </jats:sec> http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Management Research Review CrossRef

Mapping Brazilian workforce diversity: a historical analysis

Management Research Review , Volume 39 (10): 1352-1372 – Oct 17, 2016

Mapping Brazilian workforce diversity: a historical analysis


Abstract

<jats:sec>
<jats:title content-type="abstract-subheading">Purpose</jats:title>
<jats:p>The purpose of this paper is to examine how Brazilian organizations have handled diversity.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title>
<jats:p>This study draws upon the historical analysis by focusing essentially on secondary sources of data, surface-level indicators, namely, race, gender and age. Accordingly, the major sources of information used in this study are the rankings of the Great Place to Work® Institute Brazil (between 2005 and 2013) and from the Brazilian Ministry of Labor and Employment’s reports (between 2009 and 2013).</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Findings</jats:title>
<jats:p>The evidence gathered from the Great Place to Work® Institute Brazil’s lists and the Brazilian Ministry of Labor and Employment’s reports produced mixed results regarding the moral imperative derived from the acculturation of a broad diversity mindset.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Research limitations/implications</jats:title>
<jats:p>This study is not free from limitations. Both sources used in this inquiry do not depict other relevant data that could provide more accurate results.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Practical implications</jats:title>
<jats:p>Overall, the findings of this study suggest that training programs and sound work values revision are necessary steps to reduce discrimination, stereotypes, gender bias and to promote diversity and inclusion inside Brazilian organizations.</jats:p>
</jats:sec>
<jats:sec>
<jats:title content-type="abstract-subheading">Originality/value</jats:title>
<jats:p>It contributes to the understanding of the current diversity scenario in Brazilian organizations by drawing on a historical analysis method. It relied on two germane secondary sources of data.</jats:p>
</jats:sec>

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Publisher
CrossRef
ISSN
2040-8269
DOI
10.1108/mrr-04-2015-0104
Publisher site
See Article on Publisher Site

Abstract

<jats:sec> <jats:title content-type="abstract-subheading">Purpose</jats:title> <jats:p>The purpose of this paper is to examine how Brazilian organizations have handled diversity.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title> <jats:p>This study draws upon the historical analysis by focusing essentially on secondary sources of data, surface-level indicators, namely, race, gender and age. Accordingly, the major sources of information used in this study are the rankings of the Great Place to Work® Institute Brazil (between 2005 and 2013) and from the Brazilian Ministry of Labor and Employment’s reports (between 2009 and 2013).</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Findings</jats:title> <jats:p>The evidence gathered from the Great Place to Work® Institute Brazil’s lists and the Brazilian Ministry of Labor and Employment’s reports produced mixed results regarding the moral imperative derived from the acculturation of a broad diversity mindset.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Research limitations/implications</jats:title> <jats:p>This study is not free from limitations. Both sources used in this inquiry do not depict other relevant data that could provide more accurate results.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Practical implications</jats:title> <jats:p>Overall, the findings of this study suggest that training programs and sound work values revision are necessary steps to reduce discrimination, stereotypes, gender bias and to promote diversity and inclusion inside Brazilian organizations.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Originality/value</jats:title> <jats:p>It contributes to the understanding of the current diversity scenario in Brazilian organizations by drawing on a historical analysis method. It relied on two germane secondary sources of data.</jats:p> </jats:sec>

Journal

Management Research ReviewCrossRef

Published: Oct 17, 2016

References