Diversity in Organizations. Conditioning of the visible and the invisible
A society that has been making progress towards more openness than in the past, with a speech supported by new values, brought to the light the social demands from groups that have historically been in the background, suffering –in not few occasions– high levels of discrim...
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| Autores principales: | , |
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| Formato: | Artículo revista |
| Lenguaje: | Español |
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Ediciones UNL
2020
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| Acceso en línea: | https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272 |
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| Sumario: | A society that has been making progress towards more openness than in the past, with a speech supported by new values, brought to the light the social demands from groups that have historically been in the background, suffering –in not few occasions– high levels of discrimination. This made clear the existence of certain groups of diverse people with specific needsaccording to each one of their particular realities and gave rise to the idea of diversity, understood, in principle, as the total sum of the potential in every group of people because of the uniqueness of each of them, which is a recognition and an appreciation of the differences. Within the framework of a methodology that combines quantitative and qualitative phenomenological approaches, this paper aims to examine the visible and invisible constraints that affect the notion of diversity in the ideological consideration of the actors involved in the daily routine of the organizational complexity pertaining to the environment of the Unicen-Tandil. The results draw to the conclusion that the issue presents a field of study that is to be explored, in which the visible and the non-visible diversities create different types of conditioning. The propensity to lead diverse groups and recruit diverse people depends on the category of the diversity in question,and for some categories there are some indications of prejudice. |
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