Ideas at Work: a Discursive Institutionalist Analysis of Diversity Management and Social Dialogue in France, Germany and Sweden

Research output: Contribution to journalArticle

4 Downloads (Pure)

Abstract

This article applies discursive institutionalism (DI) to a comparative analysis of the relationship between diversity management and social dialogue. Schmidt’s (2008, 2010) method of ‘who said what, when and why’ and her concepts of actors’ ‘background discursive’ and ‘foreground ideational’ abilities are used to analyse the dynamic relationship between ideas (diversity management) and the institutional environment (social dialogue and national models of integration). It is argued that diversity management provided an opportunity either to maintain or strengthen existing levels of social dialogue, or to promote a more voluntary, managerial and individualist approach to equality issues. The research demonstrates the merits of DI for providing a fine-grained explanation of the (arguably) counter-intuitive outcomes in France, Germany and Sweden. Another aim is to respond to Hauptmeier and Heery’s (2014) calls for more recognition of the role of ideas in shaping the form, dynamics and products of the employment relationship and HRM.
Original languageEnglish
Article numberRIJH-2016-0810.R1
Pages (from-to)(in press)
Number of pages31
JournalThe International Journal of Human Resource Management
Volume(in press)
Early online date31 Mar 2018
DOIs
Publication statusE-pub ahead of print - 31 Mar 2018

Fingerprint

Sweden
Germany
France
Diversity management
Social dialogue
Institutionalism
Institutional environment
Comparative analysis
Equality

Bibliographical note

This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 30th March 2018, available online: http://www.tandfonline.com/10.1080/09585192.2018.1454489

Keywords

  • Discursive institutionalism, diversity management, managing diversity, social dialogue, comparative employment relations
  • diversity management
  • comparative employment relations
  • social dialogue
  • managing diversity

Cite this

@article{6fbb9fc7408243aa97d64d659d39a188,
title = "Ideas at Work: a Discursive Institutionalist Analysis of Diversity Management and Social Dialogue in France, Germany and Sweden",
abstract = "This article applies discursive institutionalism (DI) to a comparative analysis of the relationship between diversity management and social dialogue. Schmidt’s (2008, 2010) method of ‘who said what, when and why’ and her concepts of actors’ ‘background discursive’ and ‘foreground ideational’ abilities are used to analyse the dynamic relationship between ideas (diversity management) and the institutional environment (social dialogue and national models of integration). It is argued that diversity management provided an opportunity either to maintain or strengthen existing levels of social dialogue, or to promote a more voluntary, managerial and individualist approach to equality issues. The research demonstrates the merits of DI for providing a fine-grained explanation of the (arguably) counter-intuitive outcomes in France, Germany and Sweden. Another aim is to respond to Hauptmeier and Heery’s (2014) calls for more recognition of the role of ideas in shaping the form, dynamics and products of the employment relationship and HRM.",
keywords = "Discursive institutionalism, diversity management, managing diversity, social dialogue, comparative employment relations, diversity management , comparative employment relations, social dialogue, managing diversity",
author = "Emma Stringfellow",
note = "This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 30th March 2018, available online: http://www.tandfonline.com/10.1080/09585192.2018.1454489",
year = "2018",
month = "3",
day = "31",
doi = "10.1080/09585192.2018.1454489",
language = "English",
volume = "(in press)",
pages = "(in press)",
journal = "The International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Taylor & Francis",

}

TY - JOUR

T1 - Ideas at Work: a Discursive Institutionalist Analysis of Diversity Management and Social Dialogue in France, Germany and Sweden

AU - Stringfellow, Emma

N1 - This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 30th March 2018, available online: http://www.tandfonline.com/10.1080/09585192.2018.1454489

PY - 2018/3/31

Y1 - 2018/3/31

N2 - This article applies discursive institutionalism (DI) to a comparative analysis of the relationship between diversity management and social dialogue. Schmidt’s (2008, 2010) method of ‘who said what, when and why’ and her concepts of actors’ ‘background discursive’ and ‘foreground ideational’ abilities are used to analyse the dynamic relationship between ideas (diversity management) and the institutional environment (social dialogue and national models of integration). It is argued that diversity management provided an opportunity either to maintain or strengthen existing levels of social dialogue, or to promote a more voluntary, managerial and individualist approach to equality issues. The research demonstrates the merits of DI for providing a fine-grained explanation of the (arguably) counter-intuitive outcomes in France, Germany and Sweden. Another aim is to respond to Hauptmeier and Heery’s (2014) calls for more recognition of the role of ideas in shaping the form, dynamics and products of the employment relationship and HRM.

AB - This article applies discursive institutionalism (DI) to a comparative analysis of the relationship between diversity management and social dialogue. Schmidt’s (2008, 2010) method of ‘who said what, when and why’ and her concepts of actors’ ‘background discursive’ and ‘foreground ideational’ abilities are used to analyse the dynamic relationship between ideas (diversity management) and the institutional environment (social dialogue and national models of integration). It is argued that diversity management provided an opportunity either to maintain or strengthen existing levels of social dialogue, or to promote a more voluntary, managerial and individualist approach to equality issues. The research demonstrates the merits of DI for providing a fine-grained explanation of the (arguably) counter-intuitive outcomes in France, Germany and Sweden. Another aim is to respond to Hauptmeier and Heery’s (2014) calls for more recognition of the role of ideas in shaping the form, dynamics and products of the employment relationship and HRM.

KW - Discursive institutionalism, diversity management, managing diversity, social dialogue, comparative employment relations

KW - diversity management

KW - comparative employment relations

KW - social dialogue

KW - managing diversity

U2 - 10.1080/09585192.2018.1454489

DO - 10.1080/09585192.2018.1454489

M3 - Article

VL - (in press)

SP - (in press)

JO - The International Journal of Human Resource Management

JF - The International Journal of Human Resource Management

SN - 0958-5192

M1 - RIJH-2016-0810.R1

ER -