Mine Karatas-Ozkan, Shahnaz Ibrahim, Mustafa Ozbilgin, Alain Fayolle, Graham Manville, Katerina Nicolopoulou, Ahu Tatli and Melike Tunalioglu
Social entrepreneurship education (SEE) is gaining increasing attention globally. This paper aims to focus on how SEE may be better understood and reconfigured from a Bourdieusian…
Abstract
Purpose
Social entrepreneurship education (SEE) is gaining increasing attention globally. This paper aims to focus on how SEE may be better understood and reconfigured from a Bourdieusian capital perspective with an emphasis on the process of mobilising and transforming social entrepreneurs’ cultural, social, economic and symbolic resources.
Design/methodology/approach
Drawing on qualitative research with a sample of social entrepreneurship educators and mentors, the authors generate insights into the significance of challenging assumptions and establishing values and principles and hence that of developing a range of capitals (using the Bourdieusian notion of capital) for SEE.
Findings
The findings highlight the significance of developing a range of capitals and their transformative power for SEE. In this way, learners can develop dispositions for certain forms of capitals over others and transform them to each other in becoming reflexive social agents.
Originality/value
The authors respond to the calls for critical thinking in entrepreneurship education and contribute to the field by developing a reflexive approach to SEE. The authors also make recommendations to educators, who are tasked with implementing such an approach in pursuit of raising the next generations of social entrepreneurs.
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Pathiranage Padmali Manesha Peiris, Ahu Tatli and Mustafa Bilgehan Ozturk
The aim of this study is to explore how women in Sri Lanka cultivate entrepreneurial personae to navigate the various gendered roles they situationally enact, as they attempt to…
Abstract
Purpose
The aim of this study is to explore how women in Sri Lanka cultivate entrepreneurial personae to navigate the various gendered roles they situationally enact, as they attempt to secure legitimacy and acceptance and overcome their otherness. Drawing on Goffman's theorisation of symbolic interaction, this study investigates how gender informs the performance of entrepreneurship in Sri Lanka. In this way, the study engages with the challenges women in the Global South navigate while undertaking entrepreneurship, and it contributes to the critical entrepreneurship literature on the intertwined nature of gender and entrepreneurship.
Design/methodology/approach
Following feminist standpoint epistemology (FSE), this qualitative study focuses on women entrepreneurs in Sri Lanka by examining the performance of entrepreneurship through 44 life history interviews (LHIs) and 40 Field Observations conducted over a seven-month period.
Findings
The findings reveal that women carefully cultivate entrepreneurial personae by striking a balance between entrepreneurial ideals and patriarchal social expectations around womanhood. The findings of the study present how the entrepreneurial personae are constructed by way of appearance, mannerism and setting, which presents opportunities for future research to explore the dramaturgical aspect of gender and entrepreneurship.
Originality/value
This study contributes to the growing body of feminist research surrounding women entrepreneurs, by drawing on insights from the lived experiences of women entrepreneurs in the Global South. This study also expands Goffman's theorisation of audience segregation and shows that a subject's understanding of the audience shapes their personae. A further contribution of this research is how space becomes an extension of the personae at play.
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Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on…
Abstract
Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on quantitative research, whereas some others use qualitative data or case studies in order to explore issues related to diversity management. This chapter is a rare example, which offers an analysis of empirical data by incorporating both qualitative and quantitative methods. As the mainstream diversity management literature engenders a tendency to de-contextualise the diversity management process by isolating it from its socio-economic and organisational settings, overlooking the issues of power which are embedded in organisational processes of diversity management is particularly relevant. But the agency of diversity managers, who are the most visible actors in the process of managing diversity, still continues to be an under-researched area. This chapter acknowledges that diversity managers, whose agency is relational and multi-layered, are important actors in diversity management process, using a Bourdieuan approach in order to understand diversity managers as a professional group through the combined explanatory power of individual, organisational and societal influences.
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Akram Al Ariss, Mustafa Özbilgin, Ahu Tatli and Kurt April
– The purpose of this paper is to offer a theoretical and methodological framework to overcome knowledge gaps on Whiteness in organizational and management studies.
Abstract
Purpose
The purpose of this paper is to offer a theoretical and methodological framework to overcome knowledge gaps on Whiteness in organizational and management studies.
Design/methodology/approach
The paper draws on a brief review of literature on ethnic privileges.
Findings
The authors propose a relational approach to tackling ethnic privileges in organizations and management research.
Research limitations/implications
The framework contributes to a better understanding and deconstruction of ethnic privileges at work.
Originality/value
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.
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The influence of traditional individually oriented Organization Development (OD), with its focus on psychological dispositions, on self-development and growth, is currently…
Abstract
The influence of traditional individually oriented Organization Development (OD), with its focus on psychological dispositions, on self-development and growth, is currently waning. I argue here that individually oriented OD would be well served by a new focus on habitus and social position that expand our understanding of human behavior. Using Bourdieu's concept of social position in the form of “habitus-oriented approach,” as I do here using my consulting experience, allows individually oriented OD to become a scholarly and professional site that understands human behavior in terms of both the social and the personal.
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Ahu Tatli and Mustafa Özbilgin
This paper seeks to explore the difficult territory of intersectionality as it relates to inequality and disadvantage in the labour market of the arts and cultural sector. It aims…
Abstract
Purpose
This paper seeks to explore the difficult territory of intersectionality as it relates to inequality and disadvantage in the labour market of the arts and cultural sector. It aims to first examine the way Acker's concept of inequality regimes is located in the extant literature. Then, it aims to study the dynamics of intersectionality in the arts and cultural sector, which offers an ideal setting with interesting and counter‐intuitive outcomes of intersectionality.
Design/methodology/approach
The paper draws on a qualitative study which generated interviews with students, employers and higher education institutions which are involved in industrial placements (internships) in the arts and cultural sector in Britain.
Findings
In line with Acker, the paper also disputes a‐contextual and cumulative formulations of intersecting inequalities that rely on multiplying the unequal outcomes on the basis of traditional categories of disadvantage. Instead, it argues that multiplicity of identities and forms of disadvantage introduce complexity and contextual depth into the analysis of inequality if we are to understand interplay between different forms of disadvantage. In addition, the paper maintains that intersectionality produces surprising outcomes which vary across industrial contexts, in particular across different sectors of employment. It uses the case of work undergraduate and postgraduate placement practices in the arts and cultural sector, in order to demonstrate the unexpected nature of intersectionality in producing disadvantage.
Research limitations/implications
The study draws on a selection of students, employers and higher education staff from London. A larger selection of institutions outside London could reveal differences between London and other cities and regions in Britain.
Practical implications
Intersectionality is an important concern for diversity and human resources management professionals. This paper provides an assessment of it in an unusual sectoral context.
Social implications
There is need to develop an emic understanding of intersectionality in each sector.
Originality/value
In the literature, intersectionality is problematised at workplace and individual levels. This paper's view of intersectionality is original in the sense that it explores how intersectionality operates at a sectoral level. In doing so, it demonstrates that salience of a strand of inequality in terms of producing intersectional disadvantage depends on the context.
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Doyin Atewologun and Ruth Sealy
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
This in-depth analysis draws on a small sample of unique British minority ethnic individuals to illustrate dimensions of privilege.
Practical implications
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.
Originality/value
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.
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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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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 limitations/implications
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.
Originality/value
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.
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Katerina Nicolopoulou and Mine Karatas‐Ozkan
The paper aims to generate insights into practitioners’ understanding of global knowledge work/workers by exploring the perspectives of an artist and economist.
Abstract
Purpose
The paper aims to generate insights into practitioners’ understanding of global knowledge work/workers by exploring the perspectives of an artist and economist.
Design/methodology/approach
Semi‐structured interviews with the two participants were conducted; and the interview material was transcribed and analyzed.
Findings
Global knowledge work is a multifaceted concept; it can exist in different fields, including art, technology and social sciences. Global knowledge work is about knowledge that is acquired, accumulated, shared and enriched through relocation, travel or integration into networks. Global knowledge workers are equipped with some form of specialized knowledge, skills set and different communication strategies. Their motivation varies from intellectual curiosity, financial and career benefits, personal reasons to seek a life in another country to the prestige of global knowledge work.
Practical implications
Diversity is a defining attribute of global knowledge work. Diverse backgrounds, expertise and viewpoints of global knowledge workers are becoming an increasingly significant asset for organizations. This has implications in terms of developing effective diversity management strategies in global and knowledge‐intensive organizations, such as universities.
Originality/value
The paper draws on two interviews with practising global knowledge workers, in the fields of art and economy. Useful insights are generated for practitioners in all fields, combining interesting perspectives on global knowledge work and its future value.