Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

The business case for diversity and the perverse practice of matching employees to customers

The business case for diversity and the perverse practice of matching employees to customers Purpose – The typical “business case” for workforce diversity management in the USA implies that matching the demographic characteristics of sellers to buyers increases firms' productivity and profitability. This paper aims to explore the consequences for both employers and employees of following that guidance. Design/methodology/approach – The paper statistically analyzes employment data on African Americans from one large US retailer and from the US advertising industry. Findings – In both cases analyzed, a badly conceived business case for diversity perversely translated into discriminatory employment practices, starting with stereotype‐based segregation in work assignments and spreading to consequent inequality in other employment outcomes such as earnings and promotions. Such patterns illegally limit employment opportunities for women and race/ethnic minorities. Simultaneously, they fail to promote customer relationships and sales. Practical implications – To avoid negative effects on both business and societal objectives, employers need to be guided by a business case promoting workplace inclusion, not “diversity without inclusion”, which buyer‐seller matching represents. Originality/value – The business case for diversity is often considered unimportant “boilerplate”. This paper alerts employers to the importance of articulating, and then following, a correct business case. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Review Emerald Publishing

The business case for diversity and the perverse practice of matching employees to customers

Marc Bendick, Jr; Mary Lou Egan; Louis Lanier
Personnel Review , Volume 39 (4): 19 – Jun 8, 2010
Download PDF
19 pages

Loading next page...
 
/lp/emerald-publishing/the-business-case-for-diversity-and-the-perverse-practice-of-matching-724CUEeBsn
Publisher
Emerald Publishing
Copyright
Copyright © 2010 Emerald Group Publishing Limited. All rights reserved.
ISSN
0048-3486
DOI
10.1108/00483481011045425
Publisher site
See Article on Publisher Site

Abstract

Purpose – The typical “business case” for workforce diversity management in the USA implies that matching the demographic characteristics of sellers to buyers increases firms' productivity and profitability. This paper aims to explore the consequences for both employers and employees of following that guidance. Design/methodology/approach – The paper statistically analyzes employment data on African Americans from one large US retailer and from the US advertising industry. Findings – In both cases analyzed, a badly conceived business case for diversity perversely translated into discriminatory employment practices, starting with stereotype‐based segregation in work assignments and spreading to consequent inequality in other employment outcomes such as earnings and promotions. Such patterns illegally limit employment opportunities for women and race/ethnic minorities. Simultaneously, they fail to promote customer relationships and sales. Practical implications – To avoid negative effects on both business and societal objectives, employers need to be guided by a business case promoting workplace inclusion, not “diversity without inclusion”, which buyer‐seller matching represents. Originality/value – The business case for diversity is often considered unimportant “boilerplate”. This paper alerts employers to the importance of articulating, and then following, a correct business case.

Journal

Personnel Review – Emerald Publishing

Published: Jun 8, 2010

Keywords: Equal opportunities; Discrimination in employment; Advertising; Retailing; African Americans

References

  • Visible Invisibility, Women of Color in Law Firms
    ABA
  • Diversity in Organizations
    Bell, M.
  • Situation testing for employment discrimination in the United States of America
    Bendick, M. Jr