An indisputable “holy trinity”? On the moral value of equality, diversity, and inclusion

• Pages: 438-449
• Published date: 18 June 2018
• DOI: https://doi.org/10.1108/EDI-04-2018-0072
• Date: 18 June 2018
• Author: Thomas Köllen,Marja-Liisa Kakkuri-Knuuttila,Regine Bendl
• Subject Matter: HR & organizational behaviour,Employment law,Diversity, equality, inclusion

An indisputable “holy trinity”?

On the moral value of equality,

diversity, and inclusion

Thomas Köllen

Department of Organization and Human Resource Management (IOP),

University of Bern, Bern, Switzerland

Marja-Liisa Kakkuri-Knuuttila

Department of Management Studies, Aalto University School of Business,

Helsinki, Finland, and

Regine Bendl

Department of Management,

Vienna University of Economics and Business, Vienna, Austria

Abstract

Purpose –There seems to exist a widespread, unquestioned and unquestionable consent, both in research

and practice, that there is a moral value inherent in equality and related initiatives toward diversity and

inclusion. However, this consent is primarily based on political convictions and emotional reasons, and is

without any strong ethical grounding. Whilst a considerable volume of research has been carried out into

different facets of the economic value of initiatives toward equality, diversity, and inclusion (EDI),

comparatively little research has been undertaken into its moral value. Therefore, the purpose of this paper is

to structure the moral perspectives on EDI more precisely and more critically.

Design/methodology/approach –Afterdiscussing the interrelationof the three concepts equality,diversity

and inclusion, the authors discuss the way in which initiatives toward diversity and inclusion are justified

morally in literature. The authorspoint out the crucial position of equality,and then, subsequently,outline how

differentapproaches to equality try to achievemoral legitimacy. Beingan important group of initiativesin this

debate,the authors subsequentlyreflect upon the moral (il)legitimacyof affirmativeaction (AA). The concluding

section of this paper provides a brief summary of the findings.

Findings –The moral evaluation of equality, diversity and inclusion remains an under-theorized field.

Within the discourse on equality, diversity and inclusion, the term “justice”is largely used in an intuitive way,

rather than being rooted in a specific moral philosophy. As there are several conceivable, differing moral

perspectives on EDI, one cannot expect an indisputable answer to the question as to whether a given

approach toward equality, diversity and inclusion is morally praiseworthy or just. However, the widespread

assumption that equality is morally praiseworthy per se, and that striving for equality morally justifies any

initiative toward diversity and inclusion, is untenable.

Originality/value –This paper addresses the lack of theorizing on the moral value of initiatives toward

equality, diversity, and inclusion, such as diversity management, AA or various equal opportunity

approaches. Future research could enrich the discourse on the moral evaluation of diversity management,

inclusion programs and organizational equality approaches with new philosophical facets and perspectives,

perspectives that might differ from those taken in the predominantly American discourse.

Keywords Moral value, Diversity management, Morality, Equality, Affirmative action, Reverse discrimination

Paper type General review

Introduction

Equality, diversity and inclusion are three closely-related concepts. The concept of diversity

builds on the fact that there are numerous categories, often referred to as dimensions of

diversity, that can be used to describe humans, and that humans can utilize to describe

themselves. These dimensions of diversity, such as age, sexual orientation, gender,

nationality, etc., can assume different shapes or manifestations; for example, being male,

female or intersex, in terms of the dimension of gender. Every human, at a given time,

represents at least one manifestation of every dimension of diversity, within a given context.

Equality, Diversity and Inclusion:

An International Journal

Vol. 37 No. 5, 2018

pp. 438-449

© Emerald PublishingLimited

2040-7149

DOI 10.1108/EDI-04-2018-0072

Received 14 April 2018

Accepted 16 April 2018

The current issue and full text archive of this journal is available on Emerald Insight at:

www.emeraldinsight.com/2040-7149.htm

438

EDI

37,5