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Justice and fairness in the workplace: a trajectory for managing diversity

Justice and fairness in the workplace: a trajectory for managing diversity PurposeThe purpose of this paper is to argue that diversity management (DM) interventions, underpinned by principles of justice and fairness, create a powerful force that drives sustainable outcomes. Further, the authors argue that justice and fairness should be embedded at the core of DM.Design/methodology/approachA qualitative case study methodology was used to ascertain how four organizations approached critical issues regarding diversity. Justice and fairness principles were used as a framework to evaluate each organization’s DM interventions. Different approaches adopted by the case study organizations were compared using a cross-case analysis.FindingsJustice and fairness principles provide a useful framework to evaluate DM interventions. The findings show that justice and fairness principles have an effect across the continuum of DM, including identifying dimensions of diversity, executing DM programs and realizing outcomes of DM.Research limitations/implicationsThe current study is limited to four case studies using qualitative methods.Practical implicationsThe findings demonstrate the importance of integrating justice and fairness benchmarks when implementing DM programs.Originality/valueThe findings shed light on the link between DM and justice and fairness, an area lacking empirical studies. It also presents a new area for empirical enquiry—the application of social justice principles in evaluating organizational interventions in DM. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Equality Diversity and Inclusion: An International Journal Emerald Publishing

Justice and fairness in the workplace: a trajectory for managing diversity

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References (88)

Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2040-7149
DOI
10.1108/EDI-11-2016-0105
Publisher site
See Article on Publisher Site

Abstract

PurposeThe purpose of this paper is to argue that diversity management (DM) interventions, underpinned by principles of justice and fairness, create a powerful force that drives sustainable outcomes. Further, the authors argue that justice and fairness should be embedded at the core of DM.Design/methodology/approachA qualitative case study methodology was used to ascertain how four organizations approached critical issues regarding diversity. Justice and fairness principles were used as a framework to evaluate each organization’s DM interventions. Different approaches adopted by the case study organizations were compared using a cross-case analysis.FindingsJustice and fairness principles provide a useful framework to evaluate DM interventions. The findings show that justice and fairness principles have an effect across the continuum of DM, including identifying dimensions of diversity, executing DM programs and realizing outcomes of DM.Research limitations/implicationsThe current study is limited to four case studies using qualitative methods.Practical implicationsThe findings demonstrate the importance of integrating justice and fairness benchmarks when implementing DM programs.Originality/valueThe findings shed light on the link between DM and justice and fairness, an area lacking empirical studies. It also presents a new area for empirical enquiry—the application of social justice principles in evaluating organizational interventions in DM.

Journal

Equality Diversity and Inclusion: An International JournalEmerald Publishing

Published: Jun 18, 2018

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