Diversity, Difference and Diversity Management

264 Pages·2013·1.64 MB·English

by  Per Personal

Ekonomi och samhälle
Economics and Society
Skrifter utgivna vid Svenska handelshögskolan
Publications of the Hanken School of Economics
Nr 259
Jonna Louvrier
Diversity, Difference and Diversity Management
A Contextual and Interview Study of Managers and Ethnic Minority
Employees in Finland and France
Helsinki 2013
<
Diversity, Difference and Diversity Management: A Contextual and Interview Study
of Managers and Ethnic Minority Employees in Finland and France
Key words: diversity, difference, diversity management, ethnic minorities, discrimination,
discourse, postructuralism, Finland, France
© Hanken School of Economics & Jonna Louvrier, 2013
Jonna Louvrier
Hanken School of Economics
Department of Management and Organisation
P.O.Box 479, 00101 Helsinki, Finland

Hanken School of Economics

ISBN 978-952-232-204-3 (printed )
ISBN 978-952-232-205-0 (PDF)
ISSN-L 0424-7256
ISSN 0424-7256 (printed)
ISSN 2242-699X (PDF)

Edita Prima Ltd, Helsinki 2013
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ACKNOWLEDGEMENTS
The completion of this Ph.D. thesis has been a long, and at times winding, road. It has
led me move between Finland and France; it has taken me to different organisations
and to different universities. Along the road I have had the chance to encounter som e
wonderful, inspiring and insightful people. From these encounters I have learned a lot
and without them this research would not have been what it is now. I consider myself
immensely lucky in having had the chance to take this road, that now materialisens i
this book.
My gratitude especially goes to my supervisor, Professor Jeff Hearn. There are so many
things I feel gratitude for. Most importantly, you gave me the freedom to explore,
change direction and re-write whole sections. You accepted the winding road, instead of
a doctoral highway. This meant a lot to me. You also always had the patience of asking
questions, sometimes even the same questions with a few years' interval, rather than
giving the answers. You have the ability of giving the space and t htieme for learning
and growing. Thank you Jeff. While the doctoral process is (also) filled with anxiety and
insecurity, you have brought security into the process. I have always felt that you are
there. I also wish to thank Minna Hiillos who acted as my escond supervisor for a year
before becoming the Academic Dean of Aalto University Executive Education. I keep
fond memories of our discussions around motherhood and academic careers.
I am honoured in having had Professor Albert J. Mills from Saint MaryU’sn iversity,
Sobey School of Business, Canada, and Professor Judith K. Pringle from the Faculty of
Business and Law, Auckland University of Technology, New Zealand, as m- y pre
examiners. I am deeply grateful for their valuable and highly encouraging comments to
the manuscript.
A special thank you goes to all the people who were ready to share their experiences
and knowledge about diversity, difference and diversity management. They cannot be
named, but without their input this book would not exist. Thank you all for not only
your time, but also for your courage to share, at times very painful, experiences, with
me. I feel very honoured that you showed me such confidence.
Throughout the research process I have been a doctoral student at the Department of
Management and Organisation at Hanken School of Economics in Helsinki. I owe a lot
to Hanken and FLO, as the department is also called. Especially I wish to thank
Professor Ingmar Björkman, nowadays the Dean of Aalto School of Economics. Ingmar
supervised my Master's thesis and asked me if I was interested to continue as a doctoral
student. Had he not asked, I might never have started. The FLO department has been a
good place to work. Many doctoral theses are written in much less favourable
conditions, and I am very happy to having had the privilege to carry out this research as
a Hanken doctoral student.
The Department of Management and Organisation is not only a place providing the
material resources for doing good research, it is also a place where you amnde et
become friends with wonderful people. Thank you Anna Talasmäki, Annamari Tuori,
Beata Segercrantz, Denise Salin, Henrika Franck, Hertta Vuorenmaa, Lotta Niemistö,
Jennie Sumelius, Kari Jalonen, Marjut Jyrkinen, Martin Fougère, Mats Ehrnrooth,
Philip Gylfe, Pernilla Gripenberg, Sanne Bor, Teemu Tallberg, Tom Lahti, Tricia
Cleland, Wille Barne-rRasmussen, Violetta Khoreva and Virpi Sors afor the good
moments shared. A special thank you to Anna and Bea- twa e shared the joys and
ii
anxieties of the early years of doctoral studies. Everything would have been much less
fun without you!
There are several people who have been particularly important in reading different
drafts, and discussing different themes of this book. I especially want to thank
Annamari Tuori for all our work sessions together. Annamari, our discussions have
have meant so much to me, and many times have they led to great insights. Working
together has simply been amazing. I also want to thank my dear friend Liisa Suvikumpu
for reading and discussing almost everything – thank you for your friendship and your
support. My gratitude also goes to Eeva Luhtakallio for giving discussions about
France, and to MarLjiai-sa Trux for discussions about diversity and diversity
management.
From 2003 to 2006 hI ad the chance to live and work in France. I was a visiting
doctoral student, then an enrolled doctoral student, at Centre d'Analyse et
d'Intervention Sociologiques (CADIS) at Ecole des Hautes Etudes en Sciences Sociales.
I owe a debt of gratitude to Professor Michel Wieviorka who during my stay was my
thesis supervisor, and who gave me the opportunity to work for the French Ministry of
Culture and to learn so much about France, French immigration history and sociology.
I have fond memories of Professor Weiviorka's engaging seminars on “sociologie des
conflits”. I also want to thank Professor Philippe Bataille who introduced me to CADIS
and gave me the chance to work for the Racism and Xenophobia European Network. A
special thank you goes to Alexandra Poli ,my colleague within the French immigration
history research project, and good friend. Alexandra, I am very grateful for the many
things I learned from you. Thank you also for the numerous long walks through Paris,
while discussing work and life. I also nwta to thank Madame Karine Renon for the
exceptional support given to the students of the methodology seminar. Before my stay
at the Ecole des Hautes Etudes en Sciences Sociales I was a visiting doctoral student at
Conservatoire National des Arts et Métie(rCsN AM). At CNAM I want to thank
Professor Michel Lallement for accepting me, and Francois Sarfati for introducing me
to the daily life of CNAM.
While living in France I also had the opportunity to work with the Center for Creative
Leadership. I want to thank the entire Leadership Across Differences research team for
the remarkable professionalism with which the project was carried out; it was a real
pleasure to work within the project. We never met face to face, but you all truly made
me feel a part of teh team. Many organisations would have a lot to learn from you. I
especially want to express my gratitude to Sarah Glover for her extraordinary talent in
guiding me and keeping me informed about everything, as well as for many inspiring
and fun discussions over the phone. I also want to thank Monsieur Frédéric Herlin,
regional director of the Center for Creative Leadership, for all the help provided on-site
in France.
The completion of this research would not have been possible without the financial
support from various foundations. I am most grateful for the financial support provided
by the Foundation for Economic Education, Dr. h.c. Marcus Wallenberg foundation,
Alfred Kordelin Foundation, Heikki and Hilma Honkanen Foundation, Helsingin
Sanomat Centennial Foundation, Elisabeth Schuster Fund, the Hanken Funds, the
Rudolf Gesellius Fund, the Waldemar von Frenckell Foundation, the Oskar Öflund
Foundation, the Department of Management and Organisation at Hanken School of
Economics. I also want to express my gratitude to Professor Martin Lindell head of the
Gradute School of Management and Information Systems, through which I received a
salary during four years.
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When describing their personal histories, many of the ethnic minority employees that I
met mentioned a teacher who had had a significant impact on their routes. I want to
thank one such teacher, Marianne Palladino, or Mrs P., as her students call her. Mrs. P.
is the headteacher of Castelli International School, in the beautiful Castelli Romani area
south of Rome. I met Mrs. P. almost thirty years ago; however, she gave me something
invaluable that I have had use of during this project: confidence in independent
learning, curiosity, and the joy to learn. It was also in her creative writing class that I
discovered my love for words and for writing. Thank you Mrs. P.
Last, but not least, I want to thank my family. I especially want to thank my late
grandmother, Eila Holopainen, for always being there for me. She meant the world to
me. My grandmother Maire Ldinroos, for being the best grandmother a child can
dream of, and for now being it for my two children. You bring a lot of happiness to our
lives. My mother, Kristina LindroosH- enriksson, for your help particularly during the
last year of this project, which also was the first year of project Lelio. I do not know how
we would have managed without you. My father, Matti Holopainen, for always letting
me feel you knew this project would come to a good end. It meant a lot to me. And my
mother-in-law, Elizabeth Labaye, for always showing interest in my project, your
encouragement and our many fruitful discussions around work-life questions.
Julien, you have so many roles, there are so many things am I grateful for. You are not
just my husband and the father of mcyh ildren. You are also my best friend and my
closest colleague. You have helped me in so many ways during this project, among
others by discussing plans, listening to and commenting vague ideas, by going through
interview transcripts, and by sharing yourw on research with me. Our many, often
heated, debates over breakfast on Sunday mornings about different societal questions
have I also come to love. You stayed at home with Aïnoa when I returned back to work.
You took care of our daughter, our home and ou'cru isine'. That year I had the best
home-made lunches ever. My research project has been a part of our lives since we met.
During these years we have grown together. I especially thank you for your courage and
your will to constantly make our lives even more beautiful and better. You are the best
partner I can imagine of, words cannot express the gratitude and happiness I feel to
have the chance to share the many sides of life with you.
Aïnoa and Lelio, my sunshines. It is from you, and with you, that I learn the most beautiful
and the most important things in life. Thank you - mina älsklingar - for being who you are.

In Helsinki, 22th of May 2013
Jonna Louvrier
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CONTENTS
1 INTRODUCTION....................................................................................... 1
1.1. The underlying assumptions shaping the meanings of diversity management .. 3
1.1.1. Difference ................................................................................................3
1.1.2. Differences in relation to each other .......................................................4
1.1.3. Differences, language and context .......................................................... 5
1.1.4. The individual and his or her difference(s) ............................................6
1.1.5. Difference and Equality .......................................................................... 7
1.2. Underlying assumptions and research philosophy ............................................ 8
1.2.1. Theoretical approach ............................................................................. 8
1.3. Research questions ............................................................................................ 11
1.4. Empirical contexts ............................................................................................. 12
1.5. Structure ............................................................................................................ 14
2 DIVERSITY AND DIVERSITY MANAGEMENT: CONTEXTS,
DISCOURSES, AND SUBJECT POSITIONS .......................................... 15
2.1. The origins and meanings of diversity management ........................................ 15
2.1.1. The diversity field.................................................................................. 15
2.1.2. Diversity origins .................................................................................... 16
2.1.3. Diversity management in organisations ............................................... 17
2.1.3.1. Diversity management is not regulated by the law ................ 18
2.1.3.2. Diversity management is motivated by business................... 18
2.1.3.3. Diversity management is about more than providing access 19
2.1.3.4. Diversity management provides new solutions to the
similarities versus differences-debates ................................. 20
2.1.3.5. Diversity management focuses on individuals rather than
groups ................................................................................... 20
2.1.3.6. Two opposite models or many different? ............................. 20
2.2. Diversity in Context ........................................................................................... 21
2.3. Discourses of diversity ......................................................................................2 3
2.3.1. Discursive approaches to diversity .......................................................2 3
2.3.2. The reality through discourses of diversity ...........................................24
2.3.2.1. Business results behind everything, and it is in everyone's
interests ..................................................................................24
2.3.2.2. Managers and the others 'different' .......................................24
2.3.2.3. Differences ............................................................................. 25
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2.4. Diversity management and ethnic minority subject positions ......................... 25
2.4.1. Experiences of minorities in work life ..................................................26
2.4.2. Intersectional approach ........................................................................ 27
2.4.3. Subjectivities at work ............................................................................29
2.5. Conclusion ........................................................................................................ 30
3 METHODS AND METHODOLOGY ...................................................... 33
3.1. The research process .........................................................................................3 3
3.2. Different perspectives on diversity management – four different research
settings ..............................................................................................................3 4
3.3. Theoretical perspectives on interviews .............................................................3 6
3.3.1. Why is power an issue in interviewing? ................................................ 37
3.3.2. What are ethics in interviewing? ..........................................................3 9
3.4. Conducting the interviews................................................................................ 40
3.5. Researching managers in Finland ..................................................................... 41
3.5.1. Selection and negotiating access ........................................................... 41
3.5.2. The organisations ..................................................................................42
3.5.3. The participants ....................................................................................4 3
3.5.4. The semi-structured interview ..............................................................4 3
3.6. Researching managers in France ..................................................................... 44
3.6.1. Selection and negotiating access ........................................................... 45
3.6.2. The organisations ................................................................................. 46
3.6.3. The participants ................................................................................... 46
3.6.4. The semi-structured interview .............................................................. 47
3.7. Researching minorities in Finland .................................................................... 47
3.7.1. Selection and negotiating access .......................................................... 48
3.7.2. The organisations ................................................................................. 48
3.7.3. The participants ................................................................................... 49
3.7.4. The semi-structured interview ............................................................. 50
3.8. Researching minorities in France .................................................................... 50
3.8.1. Selection and negotiating access .......................................................... 50
3.8.2. Organisations ........................................................................................ 52
3.8.3. Participants ........................................................................................... 52
3.8.4. The semi-structured interview .............................................................. 53
3.9. Transcription ..................................................................................................... 54
3.10. Analysis ............................................................................................................. 55
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3.10.1. Starting with NVivo ............................................................................... 56
3.10.2. Continuing with paper and pencil......................................................... 56
3.11. Evaluating discursive research .......................................................................... 57
3.12. Conclusion ......................................................................................................... 59
4 FINLAND, DIVERSITY, DIFFERENCE AND WORK ........................... 60
4.1. Finland constructed ......................................................................................... 60
4.1.1. Self-images of Finns: a homogeneous, ordinary and self-deprecating
population ............................................................................................. 61
4.2. Images of 'Others' ..............................................................................................6 3
4.3. Minorities and Finland in statistics ................................................................. 64
4.4. Diversity and difference in work life ................................................................. 65
4.4.1. Diversity management in Finland ....................................................... 66
4.4.1.1. Diversity dimensions ............................................................ 66
4.4.1.2. Diversity and organisational practices .................................. 67
4.4.2. Ethnic difference in work ..................................................................... 68
4.4.2.1. The figure of the ethnic minority employee ........................... 70
4.5. Conclusion ......................................................................................................... 71
5 FINNISH DIVERSITY MANAGERS TALK ABOUT DIVERSITY,
DIFFERENCE AND DIVERSITY MANAGEMENT ............................... 73
5.1. Diversity and Differences .................................................................................. 73
5.1.1. Finns ................................................................................................ 73
5.1.2. Immigrants as a homogeneous group ................................................... 75
5.2. Diversity and Finland ........................................................................................7 8
5.2.1. Finland in a state of change .................................................................. 78
5.2.2. Finland a prejudiced and non-conflictual society................................ 80
5.3. Discrimination and racism ................................................................................ 81
5.4. Diversity and organisations ............................................................................. 84
5.4.1. Positioning the organisation vis-à-vis diversity and society .................85
5.4.1.1. The change-maker .................................................................85
5.4.1.2. The passive adapter .............................................................. 86
5.4.1.3. The guardian of business conditions .................................... 86
5.5. Diversity initiatives ...........................................................................................8 7
5.5.1. Changing managerial practices ............................................................ 88
5.5.2. Shaping attitudes ................................................................................. 89
5.5.3. Preventing conflicts.............................................................................. 90
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5.5.3.1. Minimising differences ......................................................... 90
5.5.3.2. Counteracting prejudice ........................................................ 91
5.5.4. The consequences of diversity initiatives ............................................. 91
5.6. Conclusion .........................................................................................................92
6 ETHNIC MINORITIES IN FINLAND TALK ABOUT DIVERSITY,
DIFFERENCE AND DIVERSITY MANAGEMENT ............................... 94
6.1. Finland and differences .................................................................................... 94
6.1.1. Finland as a racist society not used to multiculturalism ..................... 94
6.2. The organisation ............................................................................................... 96
6.3. Differences constructed within the organisational context ............................. 98
6.3.1. Difference through negative acts ......................................................... 98
6.4. Ethnic minority workers' subject positions.....................................................1 00
6.4.1. The lead-taker .....................................................................................1 00
6.4.2. The lacking .......................................................................................... 102
6.4.3. The insensitive .................................................................................... 103
6.4.4. The superior immigrant ...................................................................... 105
6.4.5. The happy ............................................................................................ 106
6.5. Subject positions to reconcile success and discrimination ............................. 106
6.6. Conclusion ....................................................................................................... 108
7 FRANCE, DIVERSITY, DIFFERENCE AND WORK ............................ 110
7.1. France constructed .......................................................................................... 110
7.1.1. French national identity and differences ............................................ 110
7.2. Approaches to difference ................................................................................. 113
7.2.1. From Assimilation to Integration, Discrimination and Diversity ...... 113
7.3. Minorities and France in statistics ...................................................................1 15
7.4. Legislation concerning differences .................................................................. 117
7.5. Diversity Management in France .................................................................... 119
7.5.1. Meanings of diversity .......................................................................... 123
7.5.2. Diversity motivations .......................................................................... 125
7.5.2.1. Business outcomes by promoting equality in a voluntary
fashion .................................................................................. 125
7.5.3. Diversity dimensions .......................................................................... 126
7.5.4. Diversity practices ............................................................................... 127
7.5.4.1. Recruitment ......................................................................... 127
7.5.4.2. Cultural change .................................................................... 128
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7.5.4.3. Communication ................................................................... 128
7.5.4.4. Reporting: a question of measuring progress? .................... 129
7.5.5. Positioning vis-à-vis diversity ............................................................. 130
7.6. Conclusion ....................................................................................................... 131
8 FRENCH DIVERSITY MANAGERS TALK ABOUT DIVERSITY,
DIFFERENCE AND DIVERSITY MANAGEMENT ............................. 133
8.1. Introduction .................................................................................................... 133
8.2. Four discourses positioning diversity ............................................................. 134
8.3. The business discourse .................................................................................... 134
8.3.1. Motivations ......................................................................................... 135
8.3.1.1. Diversity as improving organisational practices ................. 135
8.3.1.2. Diversity and diversity management as enabling the
attainment of organisational goals ...................................... 137
8.3.1.3. Discussion: motivations in the business discourse ............. 138
8.3.2. Practices .............................................................................................. 139
8.3.2.1. Discussion: practices in the business discourse .................. 141
8.3.3. Conclusion: Diversity and diversity management in the business
discourse ............................................................................................. 141
8.4. The Equal Opportunity discourse ................................................................... 142
8.4.1. Motivations ......................................................................................... 143
8.4.1.1. Discussion: motivations in the equality discourse .............. 144
8.4.2. Practices .............................................................................................. 144
8.4.2.1. Discussion: practices in the equality discourse ................... 148
8.4.3. Conclusion: diversity and diversity management in the equality
discourse ............................................................................................. 149
8.5. The Corporate Social Responsibility discourse ............................................... 150
8.5.1. Motivations ......................................................................................... 150
8.5.1.1. Discussion: motivations in the CSR discourse ..................... 151
8.5.2. Practices .............................................................................................. 152
8.5.2.1. Discussion: practices in the CSR discourse ......................... 153
8.5.3. Conclusion: Diversity and diversity management in the CSR discourse153
8.6. The trend discourse ......................................................................................... 154
8.6.1. Conclusion: Diversity and diversity management in the trend discourse155
8.7. Conclusion: four different discourses ............................................................. 155
8.8. Diversity as dimensions of difference ............................................................. 157
8.8.1. Business: gender, internationals, age and ethnicity ........................... 157