Introduction: Social regulation of diversity and equality
Eddy S Ng2012, European Journal of Industrial Relations
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Abstract
This article introduces the special issue on diversity and equality. We discuss the development of European Union anti-discrimination legislation, in particular as relates to gender and race/ ethnicity, and the ways in which different European countries have implemented equality legislation. We also explore the complexities of the translation of the North American concept of diversity to European contexts. In conclusion we consider the interconnections between law and the 'voluntary' initiatives of employers and trade unions, and compare the contributions of the articles that follow.
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Social regulation of diversity and equality
This article introduces the special issue on diversity and equality. We discuss the development of European Union anti-discrimination legislation, in particular as relates to gender and race/ ethnicity, and the ways in which different European countries have implemented equality legislation. We also explore the complexities of the translation of the North American concept of diversity to European contexts. In conclusion we consider the interconnections between law and the 'voluntary' initiatives of employers and trade unions, and compare the contributions of the articles that follow.
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turkey, the Uk and the Usa. this second edition provides updates on some of the original country selections and supplements these with a further series of country-specific overviews. new to this edition are australia, Finland, Japan, new Zealand, nigeria and russia. countries that have been updated and expanded are austria, canada, France, India, Italy, the netherlands, south africa and the Uk. Historically, human resource management, when dealing with issues of equality and diversity, was concerned with the disparate activities of dealing with equity issues in pay systems, statutory employment regulation in relation to discrimination and of managing cross-cultural diversity when expatriate managers were sent to work overseas. one of the most significant effects of globalization has been a shift in the scope of diversity management into a much more interdependent and wide-ranging concept. the dynamics of labour markets around the world have led to far greater diversity of workforces and have therefore expanded the challenges to human resource managers in dealing with the consequences of these changes (verma and He, 2010). as the demographic profile of workers becomes more diverse in terms of age, gender, race and ethnicity, nationality, disability and other dimensions of diversity, human resource scholars and practitioners must now contend with managing intra-national diversity within the workforce. owing to these conditions of super-diversity (vertovec, 2007) long-standing modes of national diversity are subjected to new and varied migration flows and increasing complex social formations marked by the dynamic interplay of different variables. the above shifts have also elevated the significance of diversity management in some countries discussed in this edition, such as canada, south africa and the Uk, from a functional to a strategic level on corporate and government agendas. It is important to study issues of diversity from a national perspective for several reasons. anti-discrimination legislation which regulates the treatment of disadvantaged groups differs from country to country and the dynamics of equality and diversity vary according to national historical circumstances (for instance, the nature and extent of post-colonial legacy). For example, employers in australia, canada, new Zealand, south africa and the Uk are required to collect data and monitor the progress of racial minority employees in the workforce in order to enhance equality, but the practice of collecting 'ethnic' data by employers is explicitly forbidden in France and many european Union (eU) countries-also in the name of equality-making it difficult to track the progress
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This chapter is partially based on an unpublished Organisation for Economic Cooperation and Development (OECD) background report, titled 'OECD Research Project on Diversity in the Workplace: Country Report Germany', which was written by the authors of this chapter. While the OECD country report illustrates how diversity policies and related diversity instruments targeting various diversity dimensions have developed in Germany over recent decades, this chapter focuses solely on the management of ethnic diversity and its related policies. Diversity policies are broadly understood as any policy that seeks to increase the representation of disadvantaged social groups such as migrants and ethnic minorities, women, disabled persons, older workers and lesbian, gay, bisexual, transgender/transsexual, intersex and queer/ questioning (LGBTIQ) in the workplace, both in the public and in the private sector. The central idea of this chapter is to provide an overview of which Race Discrimination and Management of Ethnic Diversity and Migration at Work: European Countries' Perspectives International Perspectives on Equality, Diversity and Inclusion, Volume 6, 59À79
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