Managing diversity and inclusion: An international perspective. Jawad Syed and Mustafa Özbilgin, (eds), London: Palgrave Macmillan, 2015, pp.356, ISBN: 9781446294642

AuthorDennis Gabriel Pepple
Publication Date01 Jun 2017
Managing diversity and inclusion: An
international perspective. Jawad Syed and
Mustafa Özbilgin, (eds), London: Palgrave
Macmillan, 2015, pp.356,
ISBN: 9781446294642
Department of People,Management and Organisation, University of Huddersfield, Queensgate, Huddersfield
The concepts of diversity and inclusion have taken centre
stage for a wide range of stakeholders(Jamal et al., 2010;
Giles, 2016), from governments to business organisations
and industries. In recent years, migrants from
impoverished or war ravaged countries in Africa and
Middle East have continue to top the agenda of
governments and policy makers in Europe and North
America (Levin, 2012; Boeri et al., 2015).The issues of
gender and minority rights in Muslim majority countries
continue to draw the attention of scholars and activists
(Ali and Kramar, 2015; Monshipouri, 2015; Pföstl,
2015). Issues of diversity in Africa range from religious,
ethnic and tribal vio lence, to the tensions b etween
expatriate and host communities in the oil producing
countries (De Juan, 2015; García-Rodríguez, et al.,
2015; Murmu, 2014;Samy et al., 2015; Warren and Troy,
2015). Debates about diversity and equal opportunity are
also relevant in emerging economies and new economic
giants such as Brazil, Russia, India, China and South
Africa (BRICS) (Nkomo et al., 2015; Ralston et al.,
2015). Drawing on insights and experiences of diversity
management from the Europe, Australia, USA and
BRICS countries, the book in review stands out as a
valuable resource to understand and contextualise
diversity across many countries and continents.
The book in review, titled Managing Diversity and
Inclusion:an International Perspective addresses the
contextual and global issues related to diversity
management. It demonstrates that the issues of diversity
management, equal opportunities and inclusion are not
only socially and politically important; these also affect
all sectors of the economy and industry. For example, a
recent call for and heated debate about diversity in the
Oscars (aka the Academy Awards) indicates that the
entertainment industry too does not escape issues of
structural and attitudinal challenges when it comes to fair
representation of racial minorities (Syed, 2016).
With the increasingly heterogeneous demography of
the population and the workforce in the 21st century
(Levin, 2012), managing diversity is regarded as a key
challenge of human resource practitioners (Murmu,
2014). This is because the impact of diversity
management is not only seen in the outcome of
businesses, it may also lead to a socially responsible and
inclusive organisation (Syed and Kramar, 2009). Rapid
globalisation requires organisations to brace up with the
challenges of diversity management (Andrevski et al.,
2014). Diversity management has a Western origin (Syed
and Özbilgin, 2009) and has overtime been challenged
with context-specificity (Jamali et al., 2010). Hence a
major test for diversity management as a concept is its
appeal and utilityin diverse national and cultural contexts.
The book provides frameworks for understanding and
satisfying the uniqueness and belongingness needs of
employees in other to enable inclusive workplaces.
Correspondence:Dennis Gabriel Pepple,The Business School,Department
of People, Management and Organisation, University of Huddersfield,
Queensgate, Huddersfield, HD1 3DH, United Kingdom, Tel:
+447704914579. E-mail
European Management Review, Vol. 14, 115117, (2017)
DOI: 10.1111/emre.12085
©2016 European Academy of Management

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