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Coronavirus disease 2019 (COVID-19) pandemic had an adverse impact on workforce diversity internationally. While in the Global North, many countries have sophisticated laws and organizational mechanisms and discourses to deal with such adverse impacts on workforce diversity, such structures of diversity management are either ceremonial or poorly developed in the Global South. The global pandemic disproportionately impacted Global North and Global South increases the existing gap due to vaccine rollout inequality and divergence in recoveries. The authors explore social innovation as a possible option for responding to the challenges induced by the COVID-19 pandemic.

The study draws on interviews in 26 distinctive organizations operating in various industries in Turkey. The authors have adopted a qualitative design to explore how social innovation helps to respond to diversity concerns during the COVID-19 pandemic.

The authors demonstrate that social innovation presents a viable option for a country with a poorly regulated context of diversity management. Social innovation could help overcome the challenge of the absence of supportive legislation, discourses and practices of diversity in poorly regulated contexts.

The field study revealed several distinct forms of social innovation for diversity management, which emerged as a response to the COVID-19 pandemic. The authors demonstrate that in the absence of supportive diversity management structures and frameworks, social innovation in diversity management at the organizational level could provide a viable response to the emergent needs in the context of the COVID-19 pandemic.

The purpose of this paper is to offer a theoretical and methodological framework to overcome knowledge gaps on Whiteness in organizational and management studies.

The paper draws on a brief review of literature on ethnic privileges.

The authors propose a relational approach to tackling ethnic privileges in organizations and management research.

The framework contributes to a better understanding and deconstruction of ethnic privileges at work.

The paper proposes a theoretical and a methodological framework for tackling Whiteness in organizational and management studies. By doing so, it elucidates the topic of Whiteness, bringing new insights from an interdisciplinary perspective.

The careers of skilled migrant workers is an under‐theorised field of research. This paper proposes a theoretical and methodological expansion of studies of careers of skilled migrants.

The paper offers a critical review of the literature on careers of skilled migrants from a multilevel approach including individual, organizational, and contextual levels.

The review leads to two key theoretical and methodological expansions: first, it demonstrates that migrant careers need to be understood as a relational construct that is at the interplay of individual and institutions and as a multi‐layer and multi‐faceted phenomenon. This approach requires the authors to explore careers in temporal and spatial contexts. The second expansion made requires the adoption of relational methodologies, as well as more reflexive methods which encourages researchers to recognize a wider range of vested interests when framing their research questions and designing their studies.

This paper has two key values: first, it questions the central assumptions in the management and organizational literature regarding the topic of international mobility; second, it offers a theoretical and a methodological model for future research on this topic.

In management studies, assumptions surround the fixed, categorical and binary nature of male, ethnic and other privileges. Compared to white, middle-class men, “others” are typically assumed not to experience privilege. The authors counter this assumption by applying intersectionality to examine privilege's juxtaposition with disadvantage. The paper offers an elaborated conceptualisation of organisational privilege and insight into the agency employed by individuals traditionally perceived as non-privileged. The paper aims to discuss these issues.

Using diaries and interviews, the paper analyses 20 micro-episodes from four senior minority ethnic women and men's accounts of intersecting ethnic, gender and senior identities. The paper identifies how privilege plays out at the juxtaposition of (male gender and hierarchical) advantage with (female gender and ethnic) disadvantage.

The fluidity of privilege is revealed through contextual, contested and conferred dimensions. Additionally, privilege is experienced in everyday micro-level encounters and the paper illustrates how “sometimes privileged” individuals manage their identities at intersections.

This in-depth analysis draws on a small sample of unique British minority ethnic individuals to illustrate dimensions of privilege.

It is often challenging to discuss privilege. However, the focus on atypical wielders of power challenges binary assumptions of privilege. This can provide a common platform for dominant and non-dominant group members to share how societal and organisational privileges differentially impact groups. This inclusive approach could reduce dominant group members’ psychological and emotional resistance to social justice.

Through bridging privilege and intersectionality perspectives, the paper offers a complex and nuanced perspective that contrasts against prevalent conceptions of privilege as invisible and uncontested.

The purpose of this paper is twofold. First it offers an innovative conceptual framework for exploring how whiteness shapes ethnic privilege and disadvantage at work. Second it offers empirical evidence of the complexity of ethnic privilege and disadvantage explored through experiences of migrant workers from post-socialist Central and Eastern Europe (CEE) on the UK labour market.

Using a Bourdieuian conceptual framework the paper begins from the historical and macro socio-economic context of EU enlargement eastwards in order to explore whiteness and the complexity of ethnic privilege at work through semi-structured in-depth interviews with 35 Polish and Slovenian migrant workers in the UK.

The findings highlight racial segmentation of the UK labour market, expose various shades of whiteness that affect CEE workers’ position and their agency and point to relational and transnational workings of whiteness and their effects on diverse workforce.

Research has implications for diversity policies within organisations and wider social implications for building solidarity amongst diverse labour. Future research could increase generalisation of findings and further illuminate the complexity of ethnic privilege.

The paper contributes to management and organisational literature by offering a Bourdieuian conceptual framework for analysing whiteness and the complexity of ethnic privilege at work. It uncovers intersectional, transnational and relational workings of whiteness that shape ethnic privilege and disadvantage at work and speak of ongoing colonising and racialising processes that are part of contemporary capitalism.

The purpose of this paper is to review the Gender, Migration and Equality stream of the Industrial Relations in Europe 2007 (UREC) Conference, which took place in Athens, Greece.

This paper summarizes a paper delivered at the first plenary session and also papers presented at the stream.

The paper finds that all papers within the stream highlighted the fact that discrimination and prejudice still exist throughout Europe and these are endemic and institutionalised. Some progress has been made in some areas and industries but for the situation to really alter, people in power should acknowledge their role in reproducing discrimination.

The research papers selected show that equality discussions and debates took a prominent position in the IREC Conference, which is beneficial in terms of pushing forward an equality agenda to the mainstream.

The purpose of this paper is to trace the genealogy of ethnic (white) privilege in US organizations and its continuing significance in organizations today.

The paper relies upon the historical literature on work, culture, and society found primarily in the fields of labor history and sociology. It also references contemporary organization studies and sociological literature to illustrate the continuing significance of ethnic (white) privilege in the workplace.

There is an inexorable link between European global expansion and colonization, industrialization, and the racialization/ethnicization of nineteenth and twentieth century US organizations. Furthermore, the particular manifestations of ethnic (white) privilege today must be understood within its historical development and the new meanings whiteness has acquired within the workplace if scholars and practitioners are to be successful in creating inclusive workplaces.

The focus in this paper is on the USA and ethnic (white) privilege to the exclusion of other forms of difference and contexts. Suggestions for future research are provided along with managerial implications.

This paper provides historical insight into the formation of white privilege in organizations and constitutes a prelude to fully understanding its contemporary manifestations in the workplace. These insights suggest ways to disrupt inequality and create inclusive organizations that do not privilege one ethnic or racial group over another.

The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names.

Respondents (full- and part-time business students) evaluated names that sounded common, African-American, Russian, and unusual.

Results from two studies suggest that “common” or “neutral” names are perceived to be white, and to be more American than African-American, Russian or unusual-sounding names. Results also demonstrate that the common names have more positive attributes, including socio-economic class.

The study found that the basic comparison of American respondents will be to a white person. Second, the authors applied Critical Race Theory (CRT) to the research on names. Finally, the authors demonstrate that unless they are totally anonymous, virtual teams will still have the type of social categorization and stereotyping of team members found in ordinary teams.

Organizations and managers need to recognize that a “colorblind” approach simply reinforces the expectation that any differences in American organizations will be compared against the Whiteness standard. This can be a problem in any organizational setting, especially given the proliferation of virtual teams. This may be addressed with attempts to increase common in-group identity and strategies for identifying bias.

In this research the authors integrate concepts and theory from Virtual Teams, CRT and the Psychology of Names, providing both theoretical and practical implications.

The purpose of this paper is to understand the conditions under which racial/ethnic minorities are promoted to top leadership positions in American corporations. In addition to testing the glass cliff theory for racial/ethnic minorities, the paper also develops and test two additional theoretical mechanisms: bold moves and the savior effect. While the glass cliff theory predicts racial/ethnic minorities will be promoted to struggling firms, the bold moves theory predicts the opposite, that racial/ethnic minorities will be promoted to strong firms. The savior effect predicts that minority CEOs will be replaced by white male leaders if firm performance struggles during their tenure.

This paper relies on conditional logistic regression to analyze all CEO transitions among Fortune 500 companies over a 15-year period.

Consistent with the bold moves thesis but contrary to the predictions of glass cliff theory, the results suggest that racial/ethnic minorities are more likely than white executives to be promoted CEO in strongly performing firms. As predicted by the savior effect theory, the paper also finds that when firm performance struggles under the leadership of racial/minority CEOs, these leaders are likely to be replaced by white CEOs.

The findings contradict theory of the glass cliff and suggest additional mechanisms that shape the promotion probability of minority leaders.

Race and ethnicity shape promotion and replacement decisions for top leadership positions in important ways. While minority leaders are not set up to fail, as glass cliff theory would predict, the authors do find that confidence in the leadership of minority leaders may be tenuous. To overcome the risks of replacement of minority leaders, firms should seek to eliminate bias by allowing minority leaders enough time and resources to overcome declines in firm performance and increase the transparency of replacement decisions.

This is one of the first studies to test the glass cliff thesis with regard to racial/ethnic minorities. The paper also develops and tests two new mechanisms related to leader succession: bold moves and the savior effect.

The purpose of this paper is to report on the 2008 inaugural Equal Opportunities Conference held at the University of East Anglia, Norwich, UK.

The report is based on delegate observations, notes and audience reactions to some of the papers presented on research conducted across Europe, Asia and North America.

The papers represented new boundaries in diversity research. This included research on women's experiences in traditional male domains of Science Engineering and Technology, developments in investigating diversity such as intersectional analysis, resource dependency theory and social movement theory, and insights on the experiences of specific minority ethnic groups, challenging some of the assumptions of within‐group homogeneity in diversity research.

This report integrates a number of themes from diversity research across the world, highlighting some of the progress accomplished so far as well as the suggested direction for future diversity research.