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Introducing the concepts of equality, diversity, and inclusion (EDI), the chapter provides an overview of frameworks and approaches used to manage workforce diversity. First, the authors introduce the notion of the old deal based on the uneven relationship between human diversity, nature, and technological innovation. The chapter then explores the new deal between humans, nature, and technology. The authors are providing cases from the EU, Ecuador, Bolivia, and Iceland to show the emergence of the new deal in managing diversity.

We introduce the notion of rainbow burning and develop the concept of rainbow washing, which draws on the concept of genderwashing, to explicate the instrumentalization of Lesbian, Gay, Bisexual and Trans Plus (LGBT+) inclusion. Rainbow burning happens when LGBT+ rights and visibility are targeted through hate to divert attention from economic, social, and political decline. For example, LGBT+ rights are unjustly blamed for the decline of the social and economic fabric. Rainbow washing happens when an organization uses or instrumentalizes LGBT+ concerns for commercial and social ends. We draw on examples from unsupportive and supportive capitalist market systems and explore how rainbow burning and washing manifest in each. This chapter explores the antecedents, correlates and consequences of rainbow burning and washing in unsupportive and supportive contexts. We identify regulatory, cultural and governance measures that can be taken against rainbow burning and rainbow washing to foster LGBT+ inclusion.

Due to their multifarious backgrounds, multinational enterprises from emerging economies offer unique research opportunities to push the boundaries of our understanding knowledge of diversity management in transitional contexts. In that regard, Central and Eastern European multinationals present a blind spot in diversity management research.

This article examines the extent to which context shapes the discourse on diversity management in the Oil and Gas industry across Central and Eastern Europe (CEE) through a qualitative approach based on content analyses of corporate communication data matched with data on national institutional contexts.

The data suggests a lack of effective pro-diversity pressures across CEE except for cultural pressure in European Union member countries. However, CEE Oil and Gas companies report a broader scope of diversity management than studies of Western counterparts suggest. Companies with subsidiaries in Western countries show convergence towards etic diversity approaches, while local and regional companies are more divergent.

This article defines the boundary conditions of diversity management in the Oil and Gas industry across nine CEE countries and how they impact the diversity discourse in the industry. This article also showcases the impact of foreign market presence in the West as a driver for diversity management reporting.

The purpose of this viewpoint is to examine the claims made in the resignation letter and global petition surrounding the mass resignation of editorial members from the journal Gender, Work and Organization. It aims to shed light on the overlooked voices that criticized the boycott and to reflect on how the protest, while addressing legitimate concerns, inadvertently marginalized early-career and minoritized scholars, undermining principles of Equality, Diversity and Inclusion (EDI).

The authors adopted a reflexive methodology, engaging with a globally diverse set of junior, mid-career and senior scholars to gather their insights on the unfolding events. By intentionally seeking out those critical of the resignation, the authors emphasized their positionality as scholars committed to fostering inclusivity and fairness. They positioned themselves against the instrumentalization of social justice rhetoric, critiquing how it disproportionately impacted vulnerable academic communities.

The viewpoint highlights how the mass resignation and academic boycott of Gender, Work and Organization failed to account for its adverse effects on early-career and marginalized scholars, missing opportunities for feminist care and solidarity. It argues that the boycott, while signalling virtue, had a polarizing impact and overlooked key principles of EDI, leading to unintended negative consequences.

The originality of this viewpoint lies in its focus on the often-unheard voices of scholars who opposed the mass resignation and academic boycott of Gender, Work and Organization, offering a counter-narrative to the widely publicized protest. Its value comes from critically examining how actions intended to promote social justice and equality can inadvertently harm early-career and marginalized scholars. By spotlighting these complexities and challenging the virtue signalling behind the boycott, the critique contributes to ongoing discussions on the ethical responsibilities of academic activism, solidarity and inclusivity in feminist scholarship.

The purpose of this paper is to introduce the papers in this special issue and some issues surrounding choosing management as a career. A jointly developed questionnaire is also presented.

The paper is descriptive in nature.

It is crucial for researchers and practitioners to expand their perspectives to include other cultures and other theoretical perspectives beyond those offered by traditional vocational choice theories.

Understanding the antecedents, correlates and consequences of people's vocational choice to become managers will not only help researchers and practitioners and benefit managers, but will improve the understanding of career choice in general.