Identity construction in the workplace: Different reactions of ethnic minority groups to an organizational diversity policy in a French manufacturing company
By: Yang, Inju
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Contributor(s): Bacouel-Jentjens, Sabine.
Material type: 
BookPublisher: 2019Description: p.410-431.Subject(s): Identity | Ethnic groups | Cultural identity | Organizational diversity
In:
OrganizationSummary: This study investigates how a French manufacturing company responds to institutional forces concerning its diversity policy and how employees react to it, particularly those belonging to minority groups not addressed by the policy. Such questions are relevant to the legitimacy of organizational diversity policies and employees’ perceptions of diversity in particular environments. We analyzed data from 35 interviews to characterize organizational efforts to comply with regulations in the form of gender-affirmative actions. Among ethnic minorities, there were three different reactions to gender-based affirmative action policies that were not accompanied by ethnicity-based affirmative action policies: indifference, focus on gender issues, and discontent. We propose three identity constructions could explain these reactions: dissociation, selective association, and heightened identity, respectively. Together, our results demonstrate trickle-down effects from institutional forces to organizational diversity policy, and hence to construction of identity by minorities within the organization. - Reproduced.
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Articles
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Indian Institute of Public Administration | 26(3), May, 2019: p.410-431, | Available | AR120749 |
This study investigates how a French manufacturing company responds to institutional forces concerning its diversity policy and how employees react to it, particularly those belonging to minority groups not addressed by the policy. Such questions are relevant to the legitimacy of organizational diversity policies and employees’ perceptions of diversity in particular environments. We analyzed data from 35 interviews to characterize organizational efforts to comply with regulations in the form of gender-affirmative actions. Among ethnic minorities, there were three different reactions to gender-based affirmative action policies that were not accompanied by ethnicity-based affirmative action policies: indifference, focus on gender issues, and discontent. We propose three identity constructions could explain these reactions: dissociation, selective association, and heightened identity, respectively. Together, our results demonstrate trickle-down effects from institutional forces to organizational diversity policy, and hence to construction of identity by minorities within the organization. - Reproduced.
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