Frank Dobbin and Alexandra Kalev. Getting to diversity: What works and what doesn’t
By: Gorman, Elizabeth
.
Material type: 
BookPublisher: Administrative Science Quarterly Description: 69(3),Sep, 2024: p.NP43-NP45.
In:
Administrative Science QuarterlySummary: Over the last two decades, Frank Dobbin and Alexandra Kalev, together with a changing cast of collaborators, have published a series of important articles investigating the impact of organizational initiatives on racial, ethnic, and gender diversity among managers in U.S. corporations. Most organizational scholars interested in workplace inequality are likely to be familiar with their work, which combines survey data on organizations’ adoption of various employment practices with Equal Employment Opportunity Commission data on managers’ race, ethnicity, and gender over a 30-year period. Getting to Diversity serves as a capstone to this impressive research program. For academic audiences, including students, the book is valuable because it brings most of the authors’ previous findings together in one place, adds some previously unreported analyses, and assesses effects over a newly extended time period. Yet, the book is primarily aimed at corporate managers who are in a position to change organizational practices. Dobbin and Kalev argue that “companies have not had clear evidence about what works, and so they jumped on the wrong bandwagons” (p. 180). The research presented in this book provides the evidence that companies need so they can do better. Over the last two decades, Frank Dobbin and Alexandra Kalev, together with a changing cast of collaborators, have published a series of important articles investigating the impact of organizational initiatives on racial, ethnic, and gender diversity among managers in U.S. corporations. Most organizational scholars interested in workplace inequality are likely to be familiar with their work, which combines survey data on organizations’ adoption of various employment practices with Equal Employment Opportunity Commission data on managers’ race, ethnicity, and gender over a 30-year period. Getting to Diversity serves as a capstone to this impressive research program. For academic audiences, including students, the book is valuable because it brings most of the authors’ previous findings together in one place, adds some previously unreported analyses, and assesses effects over a newly extended time period. Yet, the book is primarily aimed at corporate managers who are in a position to change organizational practices. Dobbin and Kalev argue that “companies have not had clear evidence about what works, and so they jumped on the wrong bandwagons” (p. 180). The research presented in this book provides the evidence that companies need so they can do better.- Reproduced
https://journals.sagepub.com/doi/full/10.1177/00018392241235909
| Item type | Current location | Call number | Vol info | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
Articles
|
Indian Institute of Public Administration | 69(3),Sep, 2024: p.NP43-NP45 | Available | AR133821 |
Over the last two decades, Frank Dobbin and Alexandra Kalev, together with a changing cast of collaborators, have published a series of important articles investigating the impact of organizational initiatives on racial, ethnic, and gender diversity among managers in U.S. corporations. Most organizational scholars interested in workplace inequality are likely to be familiar with their work, which combines survey data on organizations’ adoption of various employment practices with Equal Employment Opportunity Commission data on managers’ race, ethnicity, and gender over a 30-year period. Getting to Diversity serves as a capstone to this impressive research program. For academic audiences, including students, the book is valuable because it brings most of the authors’ previous findings together in one place, adds some previously unreported analyses, and assesses effects over a newly extended time period. Yet, the book is primarily aimed at corporate managers who are in a position to change organizational practices. Dobbin and Kalev argue that “companies have not had clear evidence about what works, and so they jumped on the wrong bandwagons” (p. 180). The research presented in this book provides the evidence that companies need so they can do better. Over the last two decades, Frank Dobbin and Alexandra Kalev, together with a changing cast of collaborators, have published a series of important articles investigating the impact of organizational initiatives on racial, ethnic, and gender diversity among managers in U.S. corporations. Most organizational scholars interested in workplace inequality are likely to be familiar with their work, which combines survey data on organizations’ adoption of various employment practices with Equal Employment Opportunity Commission data on managers’ race, ethnicity, and gender over a 30-year period. Getting to Diversity serves as a capstone to this impressive research program. For academic audiences, including students, the book is valuable because it brings most of the authors’ previous findings together in one place, adds some previously unreported analyses, and assesses effects over a newly extended time period. Yet, the book is primarily aimed at corporate managers who are in a position to change organizational practices. Dobbin and Kalev argue that “companies have not had clear evidence about what works, and so they jumped on the wrong bandwagons” (p. 180). The research presented in this book provides the evidence that companies need so they can do better.- Reproduced
https://journals.sagepub.com/doi/full/10.1177/00018392241235909
There are no comments for this item.