Diversity in Action: Managing Diverse Talent in a Global Economy
Diversity in Action: Managing Diverse Talent in a Global Economyhighlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectivel...
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley
Emerald Publishing Limited
2022
|
| Ausgabe: | 1st ed |
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | Diversity in Action: Managing Diverse Talent in a Global Economyhighlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (337 Seiten) |
| ISBN: | 9781801172288 |
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| 505 | 8 | |a Cover -- Diversity in Action -- Diversity in Action: Managing Diverse Talent in a Global Economy -- Copyright -- Table of Contents -- About the Contributors -- 1. Introduction -- 1. Gender Diversity in Research and Organizational Realities -- 2. Careers of Women in Japan: Different Identities, Work Attitudes and Career Paths -- Abstract -- Introduction -- The Identity Framework -- Methods and Contexts -- Data Collection -- Data Analysis -- Findings -- Emergent Identities: Careerist, Conflicted, Functionalist and Caregiver -- Life as a Woman in Japan -- The Careerist -- The Conflicted -- The Functionalist -- The Caregiver -- Identity-Driven Work Attitudes and Behaviours -- Discussion -- Theoretical Implications -- Practical Implications -- Conclusion -- Acknowledgements -- References -- 3. Stigmatization of Women in the Workplace: Sources of Stigma and its Consequences at the Individual, Organizational and S ... -- Abstract -- Introduction -- What Is Stigma and Stigmatization? -- Sources of Stigma and Their Consequences in the Workplace -- Gender -- Race and Ethnicity -- Age -- Childbearing Age -- Physical Appearance -- Mental Health -- Flexibility -- Conclusion -- References -- 4. From Women Empowerment to Practicing Gender Diversity: Empirical Evidence From Non-Western Contexts -- Abstract -- Introduction -- Literature Review -- Boardroom Gender Diversity and Its Effect on Firm Performance -- Entrepreneurial Gender Diversity, Enablers and Barriers of Female Entrepreneurship -- Female Talent Empowerment -- Female Talent Empowerment in Countries With Embedded Patriarchal Norms -- Methodology -- Findings -- Gender Discrimination -- Work-Home Balance -- The Role of a Family -- Self-Actualization Over Managerial Positions -- Empowered and Empowering Women -- Old Versus New Perceptions -- Discussion -- Theoretical Implications | |
| 505 | 8 | |a Implications for Management, Government and Policymaking -- Limitations and Future Research Directions -- References -- 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations -- 5. Managerial and Entrepreneurial Responses to Emerging Market Institutions: Problematizing Review -- Abstract -- Introduction -- Theoretical Background -- Methodology -- Review Process Overview -- Initial Assessment of Key Concepts in EM Research on Institutions and Responses -- Reflective Reading of EM Research -- Defining Review Boundaries -- Journal Selection and Review Scope -- Problematization and Interpretation Procedure -- Problematization of Key Constructs and Typology Development -- Theoretical Development of the Field -- Descriptive Findings -- Strategic (Proactive) Responses to Institutions -- Reactive Responses to Institutions -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- 6. An Intergenerational Perspective of Family Firms' Internationalization: Implications for Talent Management -- Abstract -- Introduction -- What Is the Role of Generations in FFs and Why Is It Important for TM? -- The Uniqueness and Challenges of TM in FFs -- The Role of Different Generations in FF Internationalization as a Promising Research Direction -- Conclusion -- References -- 7. Does Generation Matter for the Use of I4.0 Technologies?* -- Abstract -- Introduction -- I4.0 Technologies -- Generational Cohorts -- Methodology -- Literature Review -- Generational Cohorts and Social Media -- Generational Cohorts and Mobile Technologies -- Generational Cohorts and Augmented Reality (AR) -- Generational Cohorts and Autonomous Products -- Generational Cohorts and the Internet of Things -- Generational Cohorts and Virtual Assistants/Chatbots -- Generational Cohorts and Cybersecurity -- Conclusions -- References | |
| 505 | 8 | |a 3. Migrants, Returnees and Diasporas' Inclusion: Creating Global Talent Pool -- 8. Language Diversity - Multi-Ethnic Migrant and Diaspora Resources for International Business and Entrepreneurship -- Abstract -- Introduction -- Business Communication: Role of Language -- Context Matters: Multiethnicity, Migration and Diaspora Networks -- Review on the Role of Language as an Asset -- Shifting the Paradigm: Superdiversity -- Language Hierarchies and Dynamics -- Research Approach -- Findings -- Conclusions and Discussion -- Lessons for Managers and Policymakers -- References -- 9. Catch 22? Technology-Advanced Returnee Entrepreneur, Home-Country Political Relationships and Challenges From Increasing ... -- Abstract -- Introduction -- Returnee Entrepreneur Creating Business Ventures in Home Markets -- Home Market Uncertainty and Political Relationship Building -- Political Relationship Building and New Venture Performance -- Moderating Effects of Level of Technology Advancement -- Model Test -- Sample and Data Collection -- Constructs and Measurements -- Analysis -- Findings -- Discussion, Agenda for Future Research and Concluding Remarks -- Theoretical Implications on Returnee Entrepreneurship -- New Challenges in the Era of De-globalization and Increasing Geopolitical Tensions -- Strategic Implication for the Management of Returnee Entrepreneurs as Diverse Talent -- Agenda for Future Research and Concluding Remarks -- References -- 10. Leveraging Diaspora Opportunities for Destinations: The Triadic Bonds to Global Ethnic Diversity Analysis -- Abstract -- Introduction -- The Theoretical Scope: Diversity and Diaspora Phenomenon -- Ethnic Diversity: Leveraging Talent Diasporans Opportunities for Firms and Regions -- Old Versus New Diasporans: The Comparative Outlook -- Firms' Performance: The Triadic Analysis to Diversity | |
| 505 | 8 | |a Economic Performance of Cities/Regions: Spillover Effect -- Managing Diverse Talent Diasporans: Implications for Organizations and Policymakers -- Conclusion and Areas for Future Research -- References -- 11. Diasporas as an International Staffing Option: Opportunities and Threats During Business Internationalization -- Abstract -- Introduction -- Diasporas as an Economic Force -- Diasporas as Part of Their Country of Origin Firms' International Staffing Strategies -- Considerations for Future Research -- Conclusion -- Funding -- Notes -- References -- 4. Multifaceted Diversity in Global World -- 12. The Role of Diversity in Emerging Circular Business Models -- Abstract -- Introduction -- Conceptual Background -- Research Design -- Research Findings -- In Case Analysis -- Garment -- Artwork -- Furniture -- Cross-Case Analysis -- Discussion -- Conclusion -- References -- 13. Talent Management and HRM Practices in SOEs: Review and Opportunities for Diversity Management Research -- Abstract -- Introduction -- Research Background -- Methodology -- Selection of Articles -- Data Analysis -- Publication Outlets -- Theoretical Underpinnings of Research on HRM and TM in SOEs -- Analysis of Articles -- Evolution of SOEs HRM and TM Research From 1986 Till 2021 -- 1986-2001 -- 2002-2012 -- 2013-2021 -- National Contexts -- HRM of SOEs in China: Imported Personnel Management With Local Characteristics -- HRM of SOEs in Indonesia: The Role of State and International Bodies -- HRM of SOEs in Taiwan and Thailand: The Role of Labour Movement and Political Factors -- HRM of SOEs in Vietnam: The Socialist Legacy -- HRM of SOEs in Eastern-European Countries (Russia, Hungary, Ukraine): Tackling Inefficiencies -- HRM of SOEs in the Countries of Africa: Start of Celebrating Talent Management -- Talent Diversity and Future Research Agenda of HRM and TM Practices of SOEs | |
| 505 | 8 | |a References -- 14. Is There a Place for Neurodiversity in the Talent Pool? -- Abstract -- Introduction -- Neurodiversity and How It Matters to Organizations -- Challenges Faced by Neurodiverse Individuals -- Reasons to Broaden the Talent Pool With Neurodiversity -- The Case for Neurodiversity in the Talent Pool -- Diversity and TM -- The Meaning of Talent -- Neurodiverse Talent -- Opportunities for Integrating Neurodiversity Into TM Research -- TM and Neurodiversity: Diversity and Ethics -- TM and Neurodiversity: Levels of Analysis -- Organization -- Individuals -- TM and Neurodiversity: Contextualization and Intersectionality -- References -- 15. Diversity and Inclusion in Cyber Security Early Careers -- Abstract -- Introduction -- Conceptualizing Inclusion -- Opportunities and Challenges in Diversity and Inclusion for Cyber Security Talent -- Why Does Developing Diversity Matter? -- Legal Obligation -- Social Responsibility and Social Value -- Corkscrew Thinking -- Developing Diversity by Navigating the Cyber Skills Gap -- How to Develop Diversity in Cyber Security Young Talent? -- Understand Generational Trends in Cultural Outlook -- Include the Arts -- Educate the Educators as Well as the Students -- Focus on Competences Over Qualifications -- Utilize Role Models Effectively -- More Effective Competitions -- Revisit Business Practices -- The 20% Project -- Job-Sharing -- Flexible Working Week -- Paying the First Salary Before the End of the Month -- Embracing Inclusion of Cyber Security Early Careers Talent -- Recommendations on Embracing Inclusion -- Use Inclusive Language Across the Board -- Make the Most of Training -- Learn From Internal and External Experience -- Facilitate Open Discussion -- Maximizing Meaningful Data Through Transparency -- Enhance Business Processes -- Ensure Consistency and Coherence of Performance Review Processes | |
| 505 | 8 | |a Reconsider the Role of the 'Bell Curve' | |
| 520 | |a Diversity in Action: Managing Diverse Talent in a Global Economyhighlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed | ||
| 650 | 4 | |a Diversity in the workplace | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Latukha, Marina |t Diversity in Action |d Bingley : Emerald Publishing Limited,c2022 |z 9781801172271 |
| 912 | |a ZDB-30-PQE | ||
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Datensatz im Suchindex
| _version_ | 1810600638701109248 |
|---|---|
| adam_text | |
| any_adam_object | |
| author | Latukha, Marina |
| author_facet | Latukha, Marina |
| author_role | aut |
| author_sort | Latukha, Marina |
| author_variant | m l ml |
| building | Verbundindex |
| bvnumber | BV049874341 |
| collection | ZDB-30-PQE |
| contents | Cover -- Diversity in Action -- Diversity in Action: Managing Diverse Talent in a Global Economy -- Copyright -- Table of Contents -- About the Contributors -- 1. Introduction -- 1. Gender Diversity in Research and Organizational Realities -- 2. Careers of Women in Japan: Different Identities, Work Attitudes and Career Paths -- Abstract -- Introduction -- The Identity Framework -- Methods and Contexts -- Data Collection -- Data Analysis -- Findings -- Emergent Identities: Careerist, Conflicted, Functionalist and Caregiver -- Life as a Woman in Japan -- The Careerist -- The Conflicted -- The Functionalist -- The Caregiver -- Identity-Driven Work Attitudes and Behaviours -- Discussion -- Theoretical Implications -- Practical Implications -- Conclusion -- Acknowledgements -- References -- 3. Stigmatization of Women in the Workplace: Sources of Stigma and its Consequences at the Individual, Organizational and S ... -- Abstract -- Introduction -- What Is Stigma and Stigmatization? -- Sources of Stigma and Their Consequences in the Workplace -- Gender -- Race and Ethnicity -- Age -- Childbearing Age -- Physical Appearance -- Mental Health -- Flexibility -- Conclusion -- References -- 4. From Women Empowerment to Practicing Gender Diversity: Empirical Evidence From Non-Western Contexts -- Abstract -- Introduction -- Literature Review -- Boardroom Gender Diversity and Its Effect on Firm Performance -- Entrepreneurial Gender Diversity, Enablers and Barriers of Female Entrepreneurship -- Female Talent Empowerment -- Female Talent Empowerment in Countries With Embedded Patriarchal Norms -- Methodology -- Findings -- Gender Discrimination -- Work-Home Balance -- The Role of a Family -- Self-Actualization Over Managerial Positions -- Empowered and Empowering Women -- Old Versus New Perceptions -- Discussion -- Theoretical Implications Implications for Management, Government and Policymaking -- Limitations and Future Research Directions -- References -- 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations -- 5. Managerial and Entrepreneurial Responses to Emerging Market Institutions: Problematizing Review -- Abstract -- Introduction -- Theoretical Background -- Methodology -- Review Process Overview -- Initial Assessment of Key Concepts in EM Research on Institutions and Responses -- Reflective Reading of EM Research -- Defining Review Boundaries -- Journal Selection and Review Scope -- Problematization and Interpretation Procedure -- Problematization of Key Constructs and Typology Development -- Theoretical Development of the Field -- Descriptive Findings -- Strategic (Proactive) Responses to Institutions -- Reactive Responses to Institutions -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- 6. An Intergenerational Perspective of Family Firms' Internationalization: Implications for Talent Management -- Abstract -- Introduction -- What Is the Role of Generations in FFs and Why Is It Important for TM? -- The Uniqueness and Challenges of TM in FFs -- The Role of Different Generations in FF Internationalization as a Promising Research Direction -- Conclusion -- References -- 7. Does Generation Matter for the Use of I4.0 Technologies?* -- Abstract -- Introduction -- I4.0 Technologies -- Generational Cohorts -- Methodology -- Literature Review -- Generational Cohorts and Social Media -- Generational Cohorts and Mobile Technologies -- Generational Cohorts and Augmented Reality (AR) -- Generational Cohorts and Autonomous Products -- Generational Cohorts and the Internet of Things -- Generational Cohorts and Virtual Assistants/Chatbots -- Generational Cohorts and Cybersecurity -- Conclusions -- References 3. Migrants, Returnees and Diasporas' Inclusion: Creating Global Talent Pool -- 8. Language Diversity - Multi-Ethnic Migrant and Diaspora Resources for International Business and Entrepreneurship -- Abstract -- Introduction -- Business Communication: Role of Language -- Context Matters: Multiethnicity, Migration and Diaspora Networks -- Review on the Role of Language as an Asset -- Shifting the Paradigm: Superdiversity -- Language Hierarchies and Dynamics -- Research Approach -- Findings -- Conclusions and Discussion -- Lessons for Managers and Policymakers -- References -- 9. Catch 22? Technology-Advanced Returnee Entrepreneur, Home-Country Political Relationships and Challenges From Increasing ... -- Abstract -- Introduction -- Returnee Entrepreneur Creating Business Ventures in Home Markets -- Home Market Uncertainty and Political Relationship Building -- Political Relationship Building and New Venture Performance -- Moderating Effects of Level of Technology Advancement -- Model Test -- Sample and Data Collection -- Constructs and Measurements -- Analysis -- Findings -- Discussion, Agenda for Future Research and Concluding Remarks -- Theoretical Implications on Returnee Entrepreneurship -- New Challenges in the Era of De-globalization and Increasing Geopolitical Tensions -- Strategic Implication for the Management of Returnee Entrepreneurs as Diverse Talent -- Agenda for Future Research and Concluding Remarks -- References -- 10. Leveraging Diaspora Opportunities for Destinations: The Triadic Bonds to Global Ethnic Diversity Analysis -- Abstract -- Introduction -- The Theoretical Scope: Diversity and Diaspora Phenomenon -- Ethnic Diversity: Leveraging Talent Diasporans Opportunities for Firms and Regions -- Old Versus New Diasporans: The Comparative Outlook -- Firms' Performance: The Triadic Analysis to Diversity Economic Performance of Cities/Regions: Spillover Effect -- Managing Diverse Talent Diasporans: Implications for Organizations and Policymakers -- Conclusion and Areas for Future Research -- References -- 11. Diasporas as an International Staffing Option: Opportunities and Threats During Business Internationalization -- Abstract -- Introduction -- Diasporas as an Economic Force -- Diasporas as Part of Their Country of Origin Firms' International Staffing Strategies -- Considerations for Future Research -- Conclusion -- Funding -- Notes -- References -- 4. Multifaceted Diversity in Global World -- 12. The Role of Diversity in Emerging Circular Business Models -- Abstract -- Introduction -- Conceptual Background -- Research Design -- Research Findings -- In Case Analysis -- Garment -- Artwork -- Furniture -- Cross-Case Analysis -- Discussion -- Conclusion -- References -- 13. Talent Management and HRM Practices in SOEs: Review and Opportunities for Diversity Management Research -- Abstract -- Introduction -- Research Background -- Methodology -- Selection of Articles -- Data Analysis -- Publication Outlets -- Theoretical Underpinnings of Research on HRM and TM in SOEs -- Analysis of Articles -- Evolution of SOEs HRM and TM Research From 1986 Till 2021 -- 1986-2001 -- 2002-2012 -- 2013-2021 -- National Contexts -- HRM of SOEs in China: Imported Personnel Management With Local Characteristics -- HRM of SOEs in Indonesia: The Role of State and International Bodies -- HRM of SOEs in Taiwan and Thailand: The Role of Labour Movement and Political Factors -- HRM of SOEs in Vietnam: The Socialist Legacy -- HRM of SOEs in Eastern-European Countries (Russia, Hungary, Ukraine): Tackling Inefficiencies -- HRM of SOEs in the Countries of Africa: Start of Celebrating Talent Management -- Talent Diversity and Future Research Agenda of HRM and TM Practices of SOEs References -- 14. Is There a Place for Neurodiversity in the Talent Pool? -- Abstract -- Introduction -- Neurodiversity and How It Matters to Organizations -- Challenges Faced by Neurodiverse Individuals -- Reasons to Broaden the Talent Pool With Neurodiversity -- The Case for Neurodiversity in the Talent Pool -- Diversity and TM -- The Meaning of Talent -- Neurodiverse Talent -- Opportunities for Integrating Neurodiversity Into TM Research -- TM and Neurodiversity: Diversity and Ethics -- TM and Neurodiversity: Levels of Analysis -- Organization -- Individuals -- TM and Neurodiversity: Contextualization and Intersectionality -- References -- 15. Diversity and Inclusion in Cyber Security Early Careers -- Abstract -- Introduction -- Conceptualizing Inclusion -- Opportunities and Challenges in Diversity and Inclusion for Cyber Security Talent -- Why Does Developing Diversity Matter? -- Legal Obligation -- Social Responsibility and Social Value -- Corkscrew Thinking -- Developing Diversity by Navigating the Cyber Skills Gap -- How to Develop Diversity in Cyber Security Young Talent? -- Understand Generational Trends in Cultural Outlook -- Include the Arts -- Educate the Educators as Well as the Students -- Focus on Competences Over Qualifications -- Utilize Role Models Effectively -- More Effective Competitions -- Revisit Business Practices -- The 20% Project -- Job-Sharing -- Flexible Working Week -- Paying the First Salary Before the End of the Month -- Embracing Inclusion of Cyber Security Early Careers Talent -- Recommendations on Embracing Inclusion -- Use Inclusive Language Across the Board -- Make the Most of Training -- Learn From Internal and External Experience -- Facilitate Open Discussion -- Maximizing Meaningful Data Through Transparency -- Enhance Business Processes -- Ensure Consistency and Coherence of Performance Review Processes Reconsider the Role of the 'Bell Curve' |
| ctrlnum | (ZDB-30-PQE)EBC7078069 (ZDB-30-PAD)EBC7078069 (ZDB-89-EBL)EBL7078069 (OCoLC)1343249232 (DE-599)BVBBV049874341 |
| dewey-full | 658.3008 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3008 |
| dewey-search | 658.3008 |
| dewey-sort | 3658.3008 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
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Stigmatization of Women in the Workplace: Sources of Stigma and its Consequences at the Individual, Organizational and S ... -- Abstract -- Introduction -- What Is Stigma and Stigmatization? -- Sources of Stigma and Their Consequences in the Workplace -- Gender -- Race and Ethnicity -- Age -- Childbearing Age -- Physical Appearance -- Mental Health -- Flexibility -- Conclusion -- References -- 4. From Women Empowerment to Practicing Gender Diversity: Empirical Evidence From Non-Western Contexts -- Abstract -- Introduction -- Literature Review -- Boardroom Gender Diversity and Its Effect on Firm Performance -- Entrepreneurial Gender Diversity, Enablers and Barriers of Female Entrepreneurship -- Female Talent Empowerment -- Female Talent Empowerment in Countries With Embedded Patriarchal Norms -- Methodology -- Findings -- Gender Discrimination -- Work-Home Balance -- The Role of a Family -- Self-Actualization Over Managerial Positions -- Empowered and Empowering Women -- Old Versus New Perceptions -- Discussion -- Theoretical Implications</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Implications for Management, Government and Policymaking -- Limitations and Future Research Directions -- References -- 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations -- 5. Managerial and Entrepreneurial Responses to Emerging Market Institutions: Problematizing Review -- Abstract -- Introduction -- Theoretical Background -- Methodology -- Review Process Overview -- Initial Assessment of Key Concepts in EM Research on Institutions and Responses -- Reflective Reading of EM Research -- Defining Review Boundaries -- Journal Selection and Review Scope -- Problematization and Interpretation Procedure -- Problematization of Key Constructs and Typology Development -- Theoretical Development of the Field -- Descriptive Findings -- Strategic (Proactive) Responses to Institutions -- Reactive Responses to Institutions -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- 6. An Intergenerational Perspective of Family Firms' Internationalization: Implications for Talent Management -- Abstract -- Introduction -- What Is the Role of Generations in FFs and Why Is It Important for TM? -- The Uniqueness and Challenges of TM in FFs -- The Role of Different Generations in FF Internationalization as a Promising Research Direction -- Conclusion -- References -- 7. Does Generation Matter for the Use of I4.0 Technologies?* -- Abstract -- Introduction -- I4.0 Technologies -- Generational Cohorts -- Methodology -- Literature Review -- Generational Cohorts and Social Media -- Generational Cohorts and Mobile Technologies -- Generational Cohorts and Augmented Reality (AR) -- Generational Cohorts and Autonomous Products -- Generational Cohorts and the Internet of Things -- Generational Cohorts and Virtual Assistants/Chatbots -- Generational Cohorts and Cybersecurity -- Conclusions -- References</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">3. Migrants, Returnees and Diasporas' Inclusion: Creating Global Talent Pool -- 8. Language Diversity - Multi-Ethnic Migrant and Diaspora Resources for International Business and Entrepreneurship -- Abstract -- Introduction -- Business Communication: Role of Language -- Context Matters: Multiethnicity, Migration and Diaspora Networks -- Review on the Role of Language as an Asset -- Shifting the Paradigm: Superdiversity -- Language Hierarchies and Dynamics -- Research Approach -- Findings -- Conclusions and Discussion -- Lessons for Managers and Policymakers -- References -- 9. Catch 22? Technology-Advanced Returnee Entrepreneur, Home-Country Political Relationships and Challenges From Increasing ... -- Abstract -- Introduction -- Returnee Entrepreneur Creating Business Ventures in Home Markets -- Home Market Uncertainty and Political Relationship Building -- Political Relationship Building and New Venture Performance -- Moderating Effects of Level of Technology Advancement -- Model Test -- Sample and Data Collection -- Constructs and Measurements -- Analysis -- Findings -- Discussion, Agenda for Future Research and Concluding Remarks -- Theoretical Implications on Returnee Entrepreneurship -- New Challenges in the Era of De-globalization and Increasing Geopolitical Tensions -- Strategic Implication for the Management of Returnee Entrepreneurs as Diverse Talent -- Agenda for Future Research and Concluding Remarks -- References -- 10. Leveraging Diaspora Opportunities for Destinations: The Triadic Bonds to Global Ethnic Diversity Analysis -- Abstract -- Introduction -- The Theoretical Scope: Diversity and Diaspora Phenomenon -- Ethnic Diversity: Leveraging Talent Diasporans Opportunities for Firms and Regions -- Old Versus New Diasporans: The Comparative Outlook -- Firms' Performance: The Triadic Analysis to Diversity</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Economic Performance of Cities/Regions: Spillover Effect -- Managing Diverse Talent Diasporans: Implications for Organizations and Policymakers -- Conclusion and Areas for Future Research -- References -- 11. Diasporas as an International Staffing Option: Opportunities and Threats During Business Internationalization -- Abstract -- Introduction -- Diasporas as an Economic Force -- Diasporas as Part of Their Country of Origin Firms' International Staffing Strategies -- Considerations for Future Research -- Conclusion -- Funding -- Notes -- References -- 4. Multifaceted Diversity in Global World -- 12. The Role of Diversity in Emerging Circular Business Models -- Abstract -- Introduction -- Conceptual Background -- Research Design -- Research Findings -- In Case Analysis -- Garment -- Artwork -- Furniture -- Cross-Case Analysis -- Discussion -- Conclusion -- References -- 13. Talent Management and HRM Practices in SOEs: Review and Opportunities for Diversity Management Research -- Abstract -- Introduction -- Research Background -- Methodology -- Selection of Articles -- Data Analysis -- Publication Outlets -- Theoretical Underpinnings of Research on HRM and TM in SOEs -- Analysis of Articles -- Evolution of SOEs HRM and TM Research From 1986 Till 2021 -- 1986-2001 -- 2002-2012 -- 2013-2021 -- National Contexts -- HRM of SOEs in China: Imported Personnel Management With Local Characteristics -- HRM of SOEs in Indonesia: The Role of State and International Bodies -- HRM of SOEs in Taiwan and Thailand: The Role of Labour Movement and Political Factors -- HRM of SOEs in Vietnam: The Socialist Legacy -- HRM of SOEs in Eastern-European Countries (Russia, Hungary, Ukraine): Tackling Inefficiencies -- HRM of SOEs in the Countries of Africa: Start of Celebrating Talent Management -- Talent Diversity and Future Research Agenda of HRM and TM Practices of SOEs</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">References -- 14. Is There a Place for Neurodiversity in the Talent Pool? -- Abstract -- Introduction -- Neurodiversity and How It Matters to Organizations -- Challenges Faced by Neurodiverse Individuals -- Reasons to Broaden the Talent Pool With Neurodiversity -- The Case for Neurodiversity in the Talent Pool -- Diversity and TM -- The Meaning of Talent -- Neurodiverse Talent -- Opportunities for Integrating Neurodiversity Into TM Research -- TM and Neurodiversity: Diversity and Ethics -- TM and Neurodiversity: Levels of Analysis -- Organization -- Individuals -- TM and Neurodiversity: Contextualization and Intersectionality -- References -- 15. Diversity and Inclusion in Cyber Security Early Careers -- Abstract -- Introduction -- Conceptualizing Inclusion -- Opportunities and Challenges in Diversity and Inclusion for Cyber Security Talent -- Why Does Developing Diversity Matter? -- Legal Obligation -- Social Responsibility and Social Value -- Corkscrew Thinking -- Developing Diversity by Navigating the Cyber Skills Gap -- How to Develop Diversity in Cyber Security Young Talent? -- Understand Generational Trends in Cultural Outlook -- Include the Arts -- Educate the Educators as Well as the Students -- Focus on Competences Over Qualifications -- Utilize Role Models Effectively -- More Effective Competitions -- Revisit Business Practices -- The 20% Project -- Job-Sharing -- Flexible Working Week -- Paying the First Salary Before the End of the Month -- Embracing Inclusion of Cyber Security Early Careers Talent -- Recommendations on Embracing Inclusion -- Use Inclusive Language Across the Board -- Make the Most of Training -- Learn From Internal and External Experience -- Facilitate Open Discussion -- Maximizing Meaningful Data Through Transparency -- Enhance Business Processes -- Ensure Consistency and Coherence of Performance Review Processes</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Reconsider the Role of the 'Bell Curve'</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">Diversity in Action: Managing Diverse Talent in a Global Economyhighlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed</subfield></datafield><datafield tag="650" ind1=" " ind2="4"><subfield code="a">Diversity in the workplace</subfield></datafield><datafield tag="776" ind1="0" ind2="8"><subfield code="i">Erscheint auch als</subfield><subfield code="n">Druck-Ausgabe</subfield><subfield code="a">Latukha, Marina</subfield><subfield code="t">Diversity in Action</subfield><subfield code="d">Bingley : Emerald Publishing Limited,c2022</subfield><subfield code="z">9781801172271</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">ZDB-30-PQE</subfield></datafield><datafield tag="943" ind1="1" ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-035213799</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://ebookcentral.proquest.com/lib/hwr/detail.action?docID=7078069</subfield><subfield code="l">DE-2070s</subfield><subfield code="p">ZDB-30-PQE</subfield><subfield code="q">HWR_PDA_PQE</subfield><subfield code="x">Aggregator</subfield><subfield code="3">Volltext</subfield></datafield></record></collection> |
| id | DE-604.BV049874341 |
| illustrated | Not Illustrated |
| indexdate | 2024-09-19T05:22:06Z |
| institution | BVB |
| isbn | 9781801172288 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035213799 |
| oclc_num | 1343249232 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (337 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2022 |
| publishDateSearch | 2022 |
| publishDateSort | 2022 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| spelling | Latukha, Marina Verfasser aut Diversity in Action Managing Diverse Talent in a Global Economy 1st ed Bingley Emerald Publishing Limited 2022 ©2022 1 Online-Ressource (337 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Cover -- Diversity in Action -- Diversity in Action: Managing Diverse Talent in a Global Economy -- Copyright -- Table of Contents -- About the Contributors -- 1. Introduction -- 1. Gender Diversity in Research and Organizational Realities -- 2. Careers of Women in Japan: Different Identities, Work Attitudes and Career Paths -- Abstract -- Introduction -- The Identity Framework -- Methods and Contexts -- Data Collection -- Data Analysis -- Findings -- Emergent Identities: Careerist, Conflicted, Functionalist and Caregiver -- Life as a Woman in Japan -- The Careerist -- The Conflicted -- The Functionalist -- The Caregiver -- Identity-Driven Work Attitudes and Behaviours -- Discussion -- Theoretical Implications -- Practical Implications -- Conclusion -- Acknowledgements -- References -- 3. Stigmatization of Women in the Workplace: Sources of Stigma and its Consequences at the Individual, Organizational and S ... -- Abstract -- Introduction -- What Is Stigma and Stigmatization? -- Sources of Stigma and Their Consequences in the Workplace -- Gender -- Race and Ethnicity -- Age -- Childbearing Age -- Physical Appearance -- Mental Health -- Flexibility -- Conclusion -- References -- 4. From Women Empowerment to Practicing Gender Diversity: Empirical Evidence From Non-Western Contexts -- Abstract -- Introduction -- Literature Review -- Boardroom Gender Diversity and Its Effect on Firm Performance -- Entrepreneurial Gender Diversity, Enablers and Barriers of Female Entrepreneurship -- Female Talent Empowerment -- Female Talent Empowerment in Countries With Embedded Patriarchal Norms -- Methodology -- Findings -- Gender Discrimination -- Work-Home Balance -- The Role of a Family -- Self-Actualization Over Managerial Positions -- Empowered and Empowering Women -- Old Versus New Perceptions -- Discussion -- Theoretical Implications Implications for Management, Government and Policymaking -- Limitations and Future Research Directions -- References -- 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations -- 5. Managerial and Entrepreneurial Responses to Emerging Market Institutions: Problematizing Review -- Abstract -- Introduction -- Theoretical Background -- Methodology -- Review Process Overview -- Initial Assessment of Key Concepts in EM Research on Institutions and Responses -- Reflective Reading of EM Research -- Defining Review Boundaries -- Journal Selection and Review Scope -- Problematization and Interpretation Procedure -- Problematization of Key Constructs and Typology Development -- Theoretical Development of the Field -- Descriptive Findings -- Strategic (Proactive) Responses to Institutions -- Reactive Responses to Institutions -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- 6. An Intergenerational Perspective of Family Firms' Internationalization: Implications for Talent Management -- Abstract -- Introduction -- What Is the Role of Generations in FFs and Why Is It Important for TM? -- The Uniqueness and Challenges of TM in FFs -- The Role of Different Generations in FF Internationalization as a Promising Research Direction -- Conclusion -- References -- 7. Does Generation Matter for the Use of I4.0 Technologies?* -- Abstract -- Introduction -- I4.0 Technologies -- Generational Cohorts -- Methodology -- Literature Review -- Generational Cohorts and Social Media -- Generational Cohorts and Mobile Technologies -- Generational Cohorts and Augmented Reality (AR) -- Generational Cohorts and Autonomous Products -- Generational Cohorts and the Internet of Things -- Generational Cohorts and Virtual Assistants/Chatbots -- Generational Cohorts and Cybersecurity -- Conclusions -- References 3. Migrants, Returnees and Diasporas' Inclusion: Creating Global Talent Pool -- 8. Language Diversity - Multi-Ethnic Migrant and Diaspora Resources for International Business and Entrepreneurship -- Abstract -- Introduction -- Business Communication: Role of Language -- Context Matters: Multiethnicity, Migration and Diaspora Networks -- Review on the Role of Language as an Asset -- Shifting the Paradigm: Superdiversity -- Language Hierarchies and Dynamics -- Research Approach -- Findings -- Conclusions and Discussion -- Lessons for Managers and Policymakers -- References -- 9. Catch 22? Technology-Advanced Returnee Entrepreneur, Home-Country Political Relationships and Challenges From Increasing ... -- Abstract -- Introduction -- Returnee Entrepreneur Creating Business Ventures in Home Markets -- Home Market Uncertainty and Political Relationship Building -- Political Relationship Building and New Venture Performance -- Moderating Effects of Level of Technology Advancement -- Model Test -- Sample and Data Collection -- Constructs and Measurements -- Analysis -- Findings -- Discussion, Agenda for Future Research and Concluding Remarks -- Theoretical Implications on Returnee Entrepreneurship -- New Challenges in the Era of De-globalization and Increasing Geopolitical Tensions -- Strategic Implication for the Management of Returnee Entrepreneurs as Diverse Talent -- Agenda for Future Research and Concluding Remarks -- References -- 10. Leveraging Diaspora Opportunities for Destinations: The Triadic Bonds to Global Ethnic Diversity Analysis -- Abstract -- Introduction -- The Theoretical Scope: Diversity and Diaspora Phenomenon -- Ethnic Diversity: Leveraging Talent Diasporans Opportunities for Firms and Regions -- Old Versus New Diasporans: The Comparative Outlook -- Firms' Performance: The Triadic Analysis to Diversity Economic Performance of Cities/Regions: Spillover Effect -- Managing Diverse Talent Diasporans: Implications for Organizations and Policymakers -- Conclusion and Areas for Future Research -- References -- 11. Diasporas as an International Staffing Option: Opportunities and Threats During Business Internationalization -- Abstract -- Introduction -- Diasporas as an Economic Force -- Diasporas as Part of Their Country of Origin Firms' International Staffing Strategies -- Considerations for Future Research -- Conclusion -- Funding -- Notes -- References -- 4. Multifaceted Diversity in Global World -- 12. The Role of Diversity in Emerging Circular Business Models -- Abstract -- Introduction -- Conceptual Background -- Research Design -- Research Findings -- In Case Analysis -- Garment -- Artwork -- Furniture -- Cross-Case Analysis -- Discussion -- Conclusion -- References -- 13. Talent Management and HRM Practices in SOEs: Review and Opportunities for Diversity Management Research -- Abstract -- Introduction -- Research Background -- Methodology -- Selection of Articles -- Data Analysis -- Publication Outlets -- Theoretical Underpinnings of Research on HRM and TM in SOEs -- Analysis of Articles -- Evolution of SOEs HRM and TM Research From 1986 Till 2021 -- 1986-2001 -- 2002-2012 -- 2013-2021 -- National Contexts -- HRM of SOEs in China: Imported Personnel Management With Local Characteristics -- HRM of SOEs in Indonesia: The Role of State and International Bodies -- HRM of SOEs in Taiwan and Thailand: The Role of Labour Movement and Political Factors -- HRM of SOEs in Vietnam: The Socialist Legacy -- HRM of SOEs in Eastern-European Countries (Russia, Hungary, Ukraine): Tackling Inefficiencies -- HRM of SOEs in the Countries of Africa: Start of Celebrating Talent Management -- Talent Diversity and Future Research Agenda of HRM and TM Practices of SOEs References -- 14. Is There a Place for Neurodiversity in the Talent Pool? -- Abstract -- Introduction -- Neurodiversity and How It Matters to Organizations -- Challenges Faced by Neurodiverse Individuals -- Reasons to Broaden the Talent Pool With Neurodiversity -- The Case for Neurodiversity in the Talent Pool -- Diversity and TM -- The Meaning of Talent -- Neurodiverse Talent -- Opportunities for Integrating Neurodiversity Into TM Research -- TM and Neurodiversity: Diversity and Ethics -- TM and Neurodiversity: Levels of Analysis -- Organization -- Individuals -- TM and Neurodiversity: Contextualization and Intersectionality -- References -- 15. Diversity and Inclusion in Cyber Security Early Careers -- Abstract -- Introduction -- Conceptualizing Inclusion -- Opportunities and Challenges in Diversity and Inclusion for Cyber Security Talent -- Why Does Developing Diversity Matter? -- Legal Obligation -- Social Responsibility and Social Value -- Corkscrew Thinking -- Developing Diversity by Navigating the Cyber Skills Gap -- How to Develop Diversity in Cyber Security Young Talent? -- Understand Generational Trends in Cultural Outlook -- Include the Arts -- Educate the Educators as Well as the Students -- Focus on Competences Over Qualifications -- Utilize Role Models Effectively -- More Effective Competitions -- Revisit Business Practices -- The 20% Project -- Job-Sharing -- Flexible Working Week -- Paying the First Salary Before the End of the Month -- Embracing Inclusion of Cyber Security Early Careers Talent -- Recommendations on Embracing Inclusion -- Use Inclusive Language Across the Board -- Make the Most of Training -- Learn From Internal and External Experience -- Facilitate Open Discussion -- Maximizing Meaningful Data Through Transparency -- Enhance Business Processes -- Ensure Consistency and Coherence of Performance Review Processes Reconsider the Role of the 'Bell Curve' Diversity in Action: Managing Diverse Talent in a Global Economyhighlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed Diversity in the workplace Erscheint auch als Druck-Ausgabe Latukha, Marina Diversity in Action Bingley : Emerald Publishing Limited,c2022 9781801172271 |
| spellingShingle | Latukha, Marina Diversity in Action Managing Diverse Talent in a Global Economy Cover -- Diversity in Action -- Diversity in Action: Managing Diverse Talent in a Global Economy -- Copyright -- Table of Contents -- About the Contributors -- 1. Introduction -- 1. Gender Diversity in Research and Organizational Realities -- 2. Careers of Women in Japan: Different Identities, Work Attitudes and Career Paths -- Abstract -- Introduction -- The Identity Framework -- Methods and Contexts -- Data Collection -- Data Analysis -- Findings -- Emergent Identities: Careerist, Conflicted, Functionalist and Caregiver -- Life as a Woman in Japan -- The Careerist -- The Conflicted -- The Functionalist -- The Caregiver -- Identity-Driven Work Attitudes and Behaviours -- Discussion -- Theoretical Implications -- Practical Implications -- Conclusion -- Acknowledgements -- References -- 3. Stigmatization of Women in the Workplace: Sources of Stigma and its Consequences at the Individual, Organizational and S ... -- Abstract -- Introduction -- What Is Stigma and Stigmatization? -- Sources of Stigma and Their Consequences in the Workplace -- Gender -- Race and Ethnicity -- Age -- Childbearing Age -- Physical Appearance -- Mental Health -- Flexibility -- Conclusion -- References -- 4. From Women Empowerment to Practicing Gender Diversity: Empirical Evidence From Non-Western Contexts -- Abstract -- Introduction -- Literature Review -- Boardroom Gender Diversity and Its Effect on Firm Performance -- Entrepreneurial Gender Diversity, Enablers and Barriers of Female Entrepreneurship -- Female Talent Empowerment -- Female Talent Empowerment in Countries With Embedded Patriarchal Norms -- Methodology -- Findings -- Gender Discrimination -- Work-Home Balance -- The Role of a Family -- Self-Actualization Over Managerial Positions -- Empowered and Empowering Women -- Old Versus New Perceptions -- Discussion -- Theoretical Implications Implications for Management, Government and Policymaking -- Limitations and Future Research Directions -- References -- 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations -- 5. Managerial and Entrepreneurial Responses to Emerging Market Institutions: Problematizing Review -- Abstract -- Introduction -- Theoretical Background -- Methodology -- Review Process Overview -- Initial Assessment of Key Concepts in EM Research on Institutions and Responses -- Reflective Reading of EM Research -- Defining Review Boundaries -- Journal Selection and Review Scope -- Problematization and Interpretation Procedure -- Problematization of Key Constructs and Typology Development -- Theoretical Development of the Field -- Descriptive Findings -- Strategic (Proactive) Responses to Institutions -- Reactive Responses to Institutions -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- 6. An Intergenerational Perspective of Family Firms' Internationalization: Implications for Talent Management -- Abstract -- Introduction -- What Is the Role of Generations in FFs and Why Is It Important for TM? -- The Uniqueness and Challenges of TM in FFs -- The Role of Different Generations in FF Internationalization as a Promising Research Direction -- Conclusion -- References -- 7. Does Generation Matter for the Use of I4.0 Technologies?* -- Abstract -- Introduction -- I4.0 Technologies -- Generational Cohorts -- Methodology -- Literature Review -- Generational Cohorts and Social Media -- Generational Cohorts and Mobile Technologies -- Generational Cohorts and Augmented Reality (AR) -- Generational Cohorts and Autonomous Products -- Generational Cohorts and the Internet of Things -- Generational Cohorts and Virtual Assistants/Chatbots -- Generational Cohorts and Cybersecurity -- Conclusions -- References 3. Migrants, Returnees and Diasporas' Inclusion: Creating Global Talent Pool -- 8. Language Diversity - Multi-Ethnic Migrant and Diaspora Resources for International Business and Entrepreneurship -- Abstract -- Introduction -- Business Communication: Role of Language -- Context Matters: Multiethnicity, Migration and Diaspora Networks -- Review on the Role of Language as an Asset -- Shifting the Paradigm: Superdiversity -- Language Hierarchies and Dynamics -- Research Approach -- Findings -- Conclusions and Discussion -- Lessons for Managers and Policymakers -- References -- 9. Catch 22? Technology-Advanced Returnee Entrepreneur, Home-Country Political Relationships and Challenges From Increasing ... -- Abstract -- Introduction -- Returnee Entrepreneur Creating Business Ventures in Home Markets -- Home Market Uncertainty and Political Relationship Building -- Political Relationship Building and New Venture Performance -- Moderating Effects of Level of Technology Advancement -- Model Test -- Sample and Data Collection -- Constructs and Measurements -- Analysis -- Findings -- Discussion, Agenda for Future Research and Concluding Remarks -- Theoretical Implications on Returnee Entrepreneurship -- New Challenges in the Era of De-globalization and Increasing Geopolitical Tensions -- Strategic Implication for the Management of Returnee Entrepreneurs as Diverse Talent -- Agenda for Future Research and Concluding Remarks -- References -- 10. Leveraging Diaspora Opportunities for Destinations: The Triadic Bonds to Global Ethnic Diversity Analysis -- Abstract -- Introduction -- The Theoretical Scope: Diversity and Diaspora Phenomenon -- Ethnic Diversity: Leveraging Talent Diasporans Opportunities for Firms and Regions -- Old Versus New Diasporans: The Comparative Outlook -- Firms' Performance: The Triadic Analysis to Diversity Economic Performance of Cities/Regions: Spillover Effect -- Managing Diverse Talent Diasporans: Implications for Organizations and Policymakers -- Conclusion and Areas for Future Research -- References -- 11. Diasporas as an International Staffing Option: Opportunities and Threats During Business Internationalization -- Abstract -- Introduction -- Diasporas as an Economic Force -- Diasporas as Part of Their Country of Origin Firms' International Staffing Strategies -- Considerations for Future Research -- Conclusion -- Funding -- Notes -- References -- 4. Multifaceted Diversity in Global World -- 12. The Role of Diversity in Emerging Circular Business Models -- Abstract -- Introduction -- Conceptual Background -- Research Design -- Research Findings -- In Case Analysis -- Garment -- Artwork -- Furniture -- Cross-Case Analysis -- Discussion -- Conclusion -- References -- 13. Talent Management and HRM Practices in SOEs: Review and Opportunities for Diversity Management Research -- Abstract -- Introduction -- Research Background -- Methodology -- Selection of Articles -- Data Analysis -- Publication Outlets -- Theoretical Underpinnings of Research on HRM and TM in SOEs -- Analysis of Articles -- Evolution of SOEs HRM and TM Research From 1986 Till 2021 -- 1986-2001 -- 2002-2012 -- 2013-2021 -- National Contexts -- HRM of SOEs in China: Imported Personnel Management With Local Characteristics -- HRM of SOEs in Indonesia: The Role of State and International Bodies -- HRM of SOEs in Taiwan and Thailand: The Role of Labour Movement and Political Factors -- HRM of SOEs in Vietnam: The Socialist Legacy -- HRM of SOEs in Eastern-European Countries (Russia, Hungary, Ukraine): Tackling Inefficiencies -- HRM of SOEs in the Countries of Africa: Start of Celebrating Talent Management -- Talent Diversity and Future Research Agenda of HRM and TM Practices of SOEs References -- 14. Is There a Place for Neurodiversity in the Talent Pool? -- Abstract -- Introduction -- Neurodiversity and How It Matters to Organizations -- Challenges Faced by Neurodiverse Individuals -- Reasons to Broaden the Talent Pool With Neurodiversity -- The Case for Neurodiversity in the Talent Pool -- Diversity and TM -- The Meaning of Talent -- Neurodiverse Talent -- Opportunities for Integrating Neurodiversity Into TM Research -- TM and Neurodiversity: Diversity and Ethics -- TM and Neurodiversity: Levels of Analysis -- Organization -- Individuals -- TM and Neurodiversity: Contextualization and Intersectionality -- References -- 15. Diversity and Inclusion in Cyber Security Early Careers -- Abstract -- Introduction -- Conceptualizing Inclusion -- Opportunities and Challenges in Diversity and Inclusion for Cyber Security Talent -- Why Does Developing Diversity Matter? -- Legal Obligation -- Social Responsibility and Social Value -- Corkscrew Thinking -- Developing Diversity by Navigating the Cyber Skills Gap -- How to Develop Diversity in Cyber Security Young Talent? -- Understand Generational Trends in Cultural Outlook -- Include the Arts -- Educate the Educators as Well as the Students -- Focus on Competences Over Qualifications -- Utilize Role Models Effectively -- More Effective Competitions -- Revisit Business Practices -- The 20% Project -- Job-Sharing -- Flexible Working Week -- Paying the First Salary Before the End of the Month -- Embracing Inclusion of Cyber Security Early Careers Talent -- Recommendations on Embracing Inclusion -- Use Inclusive Language Across the Board -- Make the Most of Training -- Learn From Internal and External Experience -- Facilitate Open Discussion -- Maximizing Meaningful Data Through Transparency -- Enhance Business Processes -- Ensure Consistency and Coherence of Performance Review Processes Reconsider the Role of the 'Bell Curve' Diversity in the workplace |
| title | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_auth | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_exact_search | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_full | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_fullStr | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_full_unstemmed | Diversity in Action Managing Diverse Talent in a Global Economy |
| title_short | Diversity in Action |
| title_sort | diversity in action managing diverse talent in a global economy |
| title_sub | Managing Diverse Talent in a Global Economy |
| topic | Diversity in the workplace |
| topic_facet | Diversity in the workplace |
| work_keys_str_mv | AT latukhamarina diversityinactionmanagingdiversetalentinaglobaleconomy |