| dc.description.abstract | Advancing, both conceptually and practically, the equal ity, diversity, and inclusion (EDI) agenda, which is noto riously difficult to implement, this paper addresses the
under-researched area of global diversity management
(GDM) in multinational companies (MNCs). Drawing on
Harrison and Klein's (2007) conceptualisations of diversity
(separation, variety, and disparity) and two core concepts
(fluidity and reciprocity) that reflect recent developments
in the EDI literature, we propose a two-step framework
for implementing the EDI agenda through GDM. We argue
that to achieve inclusion, we first need to think differently
about diversity and differences (i.e., view diversity in a posi tive light and recognise and appreciate differences as fluid),
in order to act differently (i.e., promote reciprocal effort to
leverage diversity). We illustrate our framework with the
specific case of linguistic diversity, a diversity dimension
that is particularly salient, but also often neglected in MNCs,
and discuss the implications of the proposed framework for
EDI theory as well as human resource management policies
and practice | vi |
