TY - CHAP

T1 - Employment Equality and Diversity Management in a Russian Context

AU - Colgan, Fiona

AU - McKearney, Aidan

AU - Bokovikova, Elena

AU - Kosheleva, Sofya

AU - Zavyalova, Elena

N1 - Colgan, F. Employment Equality and Diversity Management in a Russian Context / F. Colgan, A. McKearney, E. Bokovikova, S. Kosheleva, E. Zavyalova // International Handbook on Diversity Management at Work: Country Perspectives on Diversity and Equal Treatment, 2nd edition. - Edward Elgar Publishing, 2014. - P. 217-240.

PY - 2014

Y1 - 2014

N2 - Diversity management (DM) has been identified as a 'new paradigm' to address the demographic diversity of the workforce (Tatli et al., 2012, p. 1). Over the past two decades, the terms 'diversity' and 'diversity management' have travelled globally as transnational organizations and institutions have sought to introduce them in a range of settings. However, Calas et al. (2009, p. 349) remind us that what is meant by these terms in different national and cultural contexts may vary. Increasingly there has been recognition of the importance of national histories and social, cultural, economic, political and legal equality trajectories which have preceded the arrival of DM (Tatli et al., 2012). Klarsfeld (2010, p. 1) suggests the way forward on understanding DM should be 'to restore diversity to its national contexts'. Shen et al. (2009) point to the urgent need to extend research on 'diversity management' to its diffusion and translation in transitional and developing economies. This chapter considers DM in the R

AB - Diversity management (DM) has been identified as a 'new paradigm' to address the demographic diversity of the workforce (Tatli et al., 2012, p. 1). Over the past two decades, the terms 'diversity' and 'diversity management' have travelled globally as transnational organizations and institutions have sought to introduce them in a range of settings. However, Calas et al. (2009, p. 349) remind us that what is meant by these terms in different national and cultural contexts may vary. Increasingly there has been recognition of the importance of national histories and social, cultural, economic, political and legal equality trajectories which have preceded the arrival of DM (Tatli et al., 2012). Klarsfeld (2010, p. 1) suggests the way forward on understanding DM should be 'to restore diversity to its national contexts'. Shen et al. (2009) point to the urgent need to extend research on 'diversity management' to its diffusion and translation in transitional and developing economies. This chapter considers DM in the R

KW - business and management

KW - diversity and management

KW - gender and management

KW - human resource management

KW - SCOPUS

KW - РИНЦ

KW - РИНЦ

KW - SCOPUS

U2 - 10.4337/9780857939319.00017

DO - 10.4337/9780857939319.00017

M3 - Chapter

SN - 9780857939302, eISBN:9780857939319

SP - 217

EP - 240

BT - International Handbook on Diversity Management at Work: Country Perspectives on Diversity and Equal Treatment, 2nd edition

PB - Edward Elgar Publishing

ER -