Reconceptualising diversity management from a paradox lens

• Date: 08 December 2023
• Pages: 656-669
• DOI: https://doi.org/10.1108/EDI-01-2023-0029
• Published date: 08 December 2023
• Author: Stina Rydell Brøgger,Maria Dahl Andersen

Reconceptualising diversity

management from a paradox lens

Stina Rydell Brøgger and Maria Dahl Andersen

Department of Management, Aarhus Universitet, Aarhus, Denmark

Abstract

Purpose –Since the 1980’s, diversity management (DM) has been regarded as a relevant scholarly and

practical endeavour laden with different and often contrasting rationales and conceptualisations. In this

regard, the current literature on DM largely differentiates between two overarching approaches –the

instrumental and the critical approach with varying conceptualisationsand underlying understandings of DM.

The purpose of this paper is to discuss how a paradox lens can be utilised to bridge existing understandings of

diversity management.

Design/methodology/approach –The authors aim to discuss the current state of DM literature and

reconceptualise DM from a paradox lens.

Findings –The authors argue that the use of a paradox lens on DM allows for challenges to be brought

forward instead of ignored or hidden away by illuminating and actively acknowledging both the liberating but

also the challenging and oftentimes constraining experiences for the actors involved. Thus, a Paradox lens

offers space for embracing and utilising paradoxes when working with diversity.

Originality/value–Diversity management is no new concept in the field of human resource management and

several scholars argue that the longstanding divide between the instrumental and critical approach remains

problematic and limiting for the practice of DM. Hence, the value of reconceptualising DM from a paradox lens

lies in bridging the two approaches inorder to give way to viewingDM as a nuanced, dynamic and multifaceted

practice that can accommodate complexity and contradictions in new and potentially beneficial manners.

Keywords Diversity management, Paradoxes, Paradox mindset, Reconceptualization

Paper type Conceptual paper

Introduction

Diversity management (DM) is by no means a new organisational endeavour (Shore et al.,

2009;McMahan et al., 1998). However, calls for new ways of understanding and managing an

increasingly diverse workforce have emerged in the DM literature (Yadav and Lenka, 2020a;

Heres and Benschop, 2010;Trittin and Schoeneborn, 2015;Nadiv and Kuna, 2020). In spite of

these calls, some debate whether or not it is even relevant to discuss the issue of DM in the

workplace and if problematising diversity is actually just creating more challenges than it is

solving (Bassett-Jones, 2005). We argue that DM is still highly relevant to consider for

organisations especially if approached in ways that allow for challenges to be brought to the

forefront instead of ignored or hidden away.

Acknowledging that diversity is a heavily debated topic, the management of diversity is

not without difficulties giving way to multiple challenges and paradoxes. The current

literature on DM largely differentiates between two distinct approaches; (1) the instrumental

and (2) the critical approach (Trittin and Schoeneborn, 2015). Based on our reading of the DM

literature, we have observed a call for more conceptualisations that take into account the

growing number of challenges and tensions modern DM faces (Nadiv and Kuna, 2020;

Omanovi

c, 2009), hence making it relevant to ask the following research question:

RQ1. how can a paradox lens be utilised to bridge existing understandings of diversity

management?

We believe that the utilisation of a paradox lens on DM can help bridge the existing tensions

between the instrumental and the critical approach by transitioning from an either/or mindset

towards a both/and mindset. With a paradox lens, researchers and practitioners can thus

illuminate and actively acknowledge both the liberating but also the challenging and

EDI

43,4

656

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

https://www.emerald.com/insight/2040-7149.htm

Received 23 January 2023

Revised 16 October 2023

Accepted 16 November 2023

Equality, Diversity and Inclusion:

An International Journal

Vol. 43 No. 4, 2024

pp. 656-669

© Emerald Publishing Limited

2040-7149

DOI 10.1108/EDI-01-2023-0029