Trade unions and discourses of diversity management: A comparison of Sweden and Germany created by Emma Stringfellow

By:

Stringfellow, Emma [author]

Material type: Text

TextSeries: European journal of industrial relations ; Volume 18, number 4London: Sage, 2012Content type:

text

Media type:

unmediated

Carrier type:

volume

ISSN:

09596801

Subject(s):

Diversity management -- Union behaviour -- Sweden, Germany -- Sweden, Germany

LOC classification:

HD8371 EUR

Online resources:

Click here to access online

Abstract: This article uses a discursive institutionalist approach to explain the different responses of Swedish and German trade unions to diversity management and their involvement in its institutionalization. It is argued that the institutionalization of diversity management is more likely to be based on social dialogue where it is introduced primarily as a solution to a socio-political crisis (as in Sweden). However, where its introduction is motivated primarily by a drive for softer regulation (as in Germany), it may undermine social dialogue.

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Holdings
Item type	Current library	Call number	Vol info	Copy number	Status	Notes	Date due	Barcode
Journal Article	Main Library - Special Collections	HD8371 EUR (Browse shelf(Opens below))	Vol. 18, no. 4 (pages 329-346)	SP14924	Not for loan	For in house use

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Previous	HD8371 EUR European journal of industrial relations.	HD8371 EUR The role of regulatory and temporal context in the construction of diversity discourses: The case of the UK, France and Germany	HD8371 EUR Introduction: Social regulation of diversity and equality	HD8371 EUR Trade unions and discourses of diversity management: A comparison of Sweden and Germany	HD8371 EUR Social regulation of the gender pay gap in the EU	HD8371 EUR Evaluating the extent and nature of the informalization of employment relations in South-East Europe	HD8371 EUR The role of productivity coalitions in building a ‘high road’ competitive strategy: The case of Denmark and Ireland	Next

This article uses a discursive institutionalist approach to explain the different responses of Swedish and German trade unions to diversity management and their involvement in its institutionalization. It is argued that the institutionalization of diversity management is more likely to be based on social dialogue where it is introduced primarily as a solution to a socio-political crisis (as in Sweden). However, where its introduction is motivated primarily by a drive for softer regulation (as in Germany), it may undermine social dialogue.

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