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Working for change: experiences of Danish and Swedish diversity consultants

Mannov Olesen, Ronja LU (2015) SIMV12 20151
Department of Gender Studies
Master of Science in Social Studies of Gender
Graduate School
Abstract
The six participants, two in Sweden and four in Denmark, interviewed for this thesis are all organizational outsiders: they consult organizations on how to create diverse workplaces. The empirical, qualitative material is analyzed within an interdisciplinary framework consisting of feminist, queer, anti-racist, affect and critical diversity theories. The focus of the thesis concerns resistance from organizational actors, how to engage and maintain an interest in diversity work in organizations as an outsider, and the motivations of the participants. Finally, the thesis analyzes the role of, and differences in, anti-discrimination workplace legislation in Sweden and Denmark. While some participants find the legislation irrelevant or... (More)
The six participants, two in Sweden and four in Denmark, interviewed for this thesis are all organizational outsiders: they consult organizations on how to create diverse workplaces. The empirical, qualitative material is analyzed within an interdisciplinary framework consisting of feminist, queer, anti-racist, affect and critical diversity theories. The focus of the thesis concerns resistance from organizational actors, how to engage and maintain an interest in diversity work in organizations as an outsider, and the motivations of the participants. Finally, the thesis analyzes the role of, and differences in, anti-discrimination workplace legislation in Sweden and Denmark. While some participants find the legislation irrelevant or counterproductive to their work, others find it legitimizing and helpful. The paradigms of the participants vary greatly, and are reflected in their approaches, motivations and attitudes toward legislation. Some rely predominantly on the business case, while others merge it with social justice arguments. My analysis suggests that the paradigms of the participants vary due to differences in personal and educational background, and that participants based in Sweden experience increased legitimacy and freedom to choose discursive strategies than those in Denmark, who experience a somewhat skeptical attitude toward diversity initiatives. I conclude that detailed, preventive measures in workplace legislation and policies are key to an increased legitimization of diversity work. (Less)
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author
Mannov Olesen, Ronja LU
supervisor
organization
course
SIMV12 20151
year
type
H2 - Master's Degree (Two Years)
subject
keywords
gender studies, feminist organization studies, Workplace diversity, diversity consultant, Denmark, Sweden, critical diversity studies
language
English
additional info
contact info for the author: ronjamannov@gmail.com
id
7850935
date added to LUP
2015-09-02 16:56:19
date last changed
2015-09-02 16:56:19
@misc{7850935,
  abstract     = {The six participants, two in Sweden and four in Denmark, interviewed for this thesis are all organizational outsiders: they consult organizations on how to create diverse workplaces. The empirical, qualitative material is analyzed within an interdisciplinary framework consisting of feminist, queer, anti-racist, affect and critical diversity theories. The focus of the thesis concerns resistance from organizational actors, how to engage and maintain an interest in diversity work in organizations as an outsider, and the motivations of the participants. Finally, the thesis analyzes the role of, and differences in, anti-discrimination workplace legislation in Sweden and Denmark. While some participants find the legislation irrelevant or counterproductive to their work, others find it legitimizing and helpful. The paradigms of the participants vary greatly, and are reflected in their approaches, motivations and attitudes toward legislation. Some rely predominantly on the business case, while others merge it with social justice arguments. My analysis suggests that the paradigms of the participants vary due to differences in personal and educational background, and that participants based in Sweden experience increased legitimacy and freedom to choose discursive strategies than those in Denmark, who experience a somewhat skeptical attitude toward diversity initiatives. I conclude that detailed, preventive measures in workplace legislation and policies are key to an increased legitimization of diversity work.},
  author       = {Mannov Olesen, Ronja},
  keyword      = {gender studies,feminist organization studies,Workplace diversity,diversity consultant,Denmark,Sweden,critical diversity studies},
  language     = {eng},
  note         = {Student Paper},
  title        = {Working for change: experiences of Danish and Swedish diversity consultants},
  year         = {2015},
}