Corporate Social Responsibility and Diversity Management Theoretical Approaches and Best Practices 1st Edition by Katrin Hansen, Cathrine Seierstad 3319435640 9783319435640

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ISBN 10: 3319435640 

ISBN 13: 9783319435640

Author:  Katrin Hansen, Cathrine Seierstad 

This book highlights the most critical aspects of diversity and their implications for Corporate Social Responsibility (CSR), examining them in a collection of conceptual and practical contributions from researchers and practitioners alike. In particular the book discusses good and best practices for diversity management and analyzes possible links between CSR and diversity within organizations. Examples are drawn from a diverse range of organizational settings including corporations, educational institutions and other (non-profit) organizations and in various countries, including Germany, the UK, the USA and India. 

Corporate Social Responsibility and Diversity Management Theoretical Approaches and Best Practices 1st table of contents: 

Introduction: CSR and Diversity Management
1 Introduction
2 Corporate Social Responsibility
2.1 Approaching CSR
2.2 The European Commission´s (EC) Strategy on CSR
2.2.1 Enhancing the Visibility of CSR and Disseminating Good Practices
2.2.2 Improving and Tracking Levels of Trust in Business
2.2.3 Improving Self- and Co-regulation Processes
2.2.4 Enhancing Market Rewards for CSR
2.2.5 Improving Company Disclosure of Social and Environmental Information
2.2.6 Further Integrating CSR into Education, Training and Research
2.2.7 Emphasising the Importance of National and Subnational CSR Policies
2.2.8 Better Aligning European and Global Approaches to CSR
3 How to Manage Workforce Diversity: From Affirmative Action/Equal Opportunity to DM and Inclusion
3.1 An International View on Diversity
3.2 Perspectives on Diversity
3.2.1 Discrimination and Fairness
3.2.2 Access and Legitimacy
3.2.3 Integration and Learning
3.3 Accounting for Diversity: The Need to Go Beyond the Shareholders
3.4 International Diversity and DM Discourses
3.5 Rationales Used Within the Diversity Debates
3.6 Remarks
4 Frameworks for Integrating and Adopting CSR and DM Strategies
4.1 A Process Model of Organisational Sensemaking: The Importance of Understanding the Philosophical
4.2 Diversity and CSR as a Multi-level Construct
4.3 Cornerstones of Implementation
4.3.1 Providing Resources
4.3.2 Defining and Meeting Goals
4.3.3 Ensuring Integration
4.3.4 Realising Cultural Change
5 Concluding Remarks
Bibliography
Part I: CSR and Diversity from a Theoretical Perspective
Introduction
(Un)clear Relationships?
1 Determinants of Reflexive Diversity Research
2 Establishing the Relationships Between DM and CSR
2.1 Types of Diversity Management (DM)
2.2 Types of Corporate Social Responsibility (CSR)
2.3 Establishing the Relationships: An Attempt
3 Conclusion and Research Perspectives
References
Understanding Diversity Management in the UK
1 Introduction
2 From Equality to Diversity: Theory and Practice in the UK
3 Legal Context: Impact on Diversity Management
4 Equality and Diversity Stakeholders
4.1 Diversity Champions and Specialists
4.2 Line Managers
4.3 Trade Unions
5 Conclusion
References
Corporate Social Responsibility and Diversity Management: A Win-Win Situation? Comments from the Cas
1 Introduction
2 Systematic Comparison Between DM and CSR
2.1 Origins of DM and CSR
2.2 Societal Drivers for DM and CSR
2.3 Aims of DM and CSR
2.4 Implementing DM and CSR
2.5 CSR and DM Instruments
2.6 How Is Success Measured?
2.7 Company DM and CSR Communication
3 The Relationship Between CSR and DM
3.1 Synergies and Conflicts Between CSR and DM
3.2 How Can a Win-Win Situation Be Created?
References
Uncovering the Myth of the Rational Good: Diversity Management and Corporate Social Responsibility i
1 Introduction
2 Conceptualizing Diversity Management and Corporate Social Responsibility
3 Illustration: Austrian Best Practice Examples
4 Shedding Light on Moral and Instrumental Motives
5 Conclusion: “So What?´´
Bibliography
Part II: Diversity Charter Practitioners
Introduction
Bibliography
The Charta der Vielfalt: Assuming Responsibility for Diversity
1 Practical Experience with the Charta der Vielfalt: What Is the Relationship Between CSR and Divers
1.1 The Role of the Charta der Vielfalt: Agenda Setter for Diversity Management in Business and Soci
1.2 The Activities of Charta der Vielfalt: A Voluntary Commitment to More Diversity
1.3 The Opportunity of the Charta der Vielfalt: Closer Interaction Between CSR and Diversity Managem
1.4 Difference in Orientation
2 Inclusion Strengthens Organisations
2.1 The Holistic Diversity Approach: From Integration to Inclusion
2.2 Transformation of Company Culture
3 The German Diversity Day: Taking Stock and Sharing Successes
4 Conclusion
From Equal Treatment to Diversity: The Case of the French Diversity Charter
1 The Meaning of Diversity
2 Diversity as a Way of Improving Business Performance in France
3 Role and Action of the French Diversity Charter
4 What Can Be the Next Steps for the French Charter?
Reference
Towards Employee-Friendly Work Environment, Diversity Charter in Poland
1 Introduction
2 Harnessing Diversity Potential
3 Managing Diversity in Poland: Beginnings
4 Diversity Charter: European and Local Context
5 The Importance of Cooperation: Genesis of Diversity Charter in Poland
6 Beyond Declaration: Obligations of Diversity Charter Signatories
7 Gender, Age, Disability: Leading Themes
8 Role of Diversity Charters: Promotion, Education, Evaluation
9 Transformation Companion
10 Good Start and First Benefits
11 Further Steps
References
Part III: CSR and Diversity: Practical Implications for Corporations
Introduction
Hiring for Diversity: The Challenges Faced by American and European Companies in Employee Selection
1 The Psychometric Selection Paradigm
2 Selection and Diversity Management in the USA
3 Diversity Selection: What Can Organizations Do?
4 Diversity Selection in the USA: What Do Organizations Do?
5 Selection and Diversity Management in Europe
6 Selection with a Diversity Focus in Europe: What Do Organizations Do?
7 Discussion
References
Corporate Social Responsibility and Diversity in Small and Medium Enterprises (SMEs) in the Engineer
1 Management Summary
2 Definitions of CSR and Diversity
3 Management Principles and Their Effect on Success
4 Demographic Change and Intercultural Employment
5 The HR Process, the Shared Role of the HR Department and Management
6 Leading by Example
6.1 How SMEs in the Manufacturing and Production Sector Are Reaping the Benefits of CSR and Diversit
6.2 Gender and Intercultural Teams at a Partner for the Development of Engineering Services in the A
Bertrandt: Your Trusted Development Partner
6.3 Policies
6.4 Culture and Management
Promoting Diversity and Celebrating the Differences Between People
6.5 Bertrandt, 2015
7 CSR: An HR Consultancy Partners with Customers for CSR
8 The Challenges of De Facto Diversity in Multinationals
8.1 Diversity and Points of View
8.2 Making Diversity a Formal HR Policy Is Key
9 Conclusion: Key Learning Points and Outlook
9.1 Key Learning Points
9.2 Outlook
Bibliography
Others
Influencing Employer Attractiveness by Connecting Corporate Social Responsibility and Diversity Mana
1 Challenges of Global Corporate Environments
2 Studies on “Employer Attractiveness´´
3 Connection Between Social Responsibility and Employer Attractiveness
3.1 Conclusion
4 CSR, Diversity Management, and Employer Attractiveness
4.1 Conclusion
5 Integrative Model for Increasing Employer Attractiveness
6 Recommendations for Action on How to Increase Employer Attractiveness
7 Outlook: We Need You Both
References
CSR and Diversity in the Steel Industry
1 Introduction
2 The Steel Industry and CSR Policies
3 CSR Implementation in the Individual Steel Companies
4 Examples of Individual Companies
4.1 ArcelorMittal
4.2 Nippon Steel and Sumitomo Metal Corporation
4.3 Baosteel Group Corporation
4.4 POSCO
4.5 Tata Steel Group
4.6 Nucor
4.7 Gerdau
4.8 ThyssenKrupp
5 Conclusion
References
Adding Value Through Appreciation: Reflecting the Case of Henkel
1 The Diversity and Inclusion Concept
2 Diversity and Inclusion at Henkel
3 Diversity and CSR
4 Inclusion as an Independent Concept: Experiences from Henkel
5 Conclusion: The Interaction of Awareness and Commitment
References
Corporate Diversity Consulting: Reflections from a Practitioner
1 Introduction
2 What Is Meant by Diversity Consulting?
3 Consulting Companies
4 Consulting Fields of Diversity
4.1 Anti-discrimination
5 Diversity Management as a Management Tool
6 Implementation of Diversity Management from a Practitioner´s Perspective
6.1 Quantitative Data
6.2 Qualitative Data
7 Activities of Diversity Management
7.1 Communication
7.2 Human Resources
7.3 Learning
7.4 Networks
7.5 Flexible Work
7.6 Corporate Responsibility
7.7 Controlling
7.8 Challenges of an International Diversity Management
8 Finding Suitable Diversity Consulting
9 Summary and Outlook
Part IV: CSR and Diversity: Practical Implications for Learning
Introduction
Cultural Diversity in Russia: Addressing the Challenges of CSR-Related Diversity in Education
1 Introduction
2 Levels of Culture: What We Teach
3 Cultural Diversity in Russia: Challenges Addressing CSR
4 Remaining Questions and Conclusion
References
Corporate Social Responsibility: ThirdPlaceLearning for Absorbing Diverse Perspectives
1 Introduction
2 Part I: Absorbing Complex Stakeholder Perspectives for CSR
2.1 Proactive Stakeholder-Based Global CSR
2.2 Contextual and Stakeholder Relations: Complexity Absorption
2.3 CSR Rhetoric and Action Before and During a Crisis
3 Part II: Absorbing Diverse Stakeholders´ Perspectives
3.1 ThirdPlaceLearning Relational Criteria
4 Conclusion

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Tags: Corporate Social, Responsibility, Diversity Management, Theoretical Approaches, Best Practices, Katrin Hansen, Cathrine Seierstad