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The Agency of Diversity Managers in Organizational Change
The article by Tatli and Ozbilgin (2009) identifies three concepts that are essential for understanding the diversity manager’s agency in the organizational change process: these concepts are 1) situatedness, 2) relationality, and 3) praxis. This three-dimensional conceptual framework used to chart the manager’s agency embeds it “in the process of organizational change” (Tatli & Ozbilgin, 2009, p. 247). This paper will provide a synopsis of the article by Tatlie and Ozbilgin (2009) and describe the authors’ conceptual framework in detail and discuss the three concepts used to develop a deeper understanding of the agency of diversity managers in organizational change.
Tatli and Ozbilgin (2009) state that “in our framework, social field of diversity management refers to three historically formed structures at the social level: cultural and demographic dynamics in the labour market; institutional structures regarding diversity and equality (legislation and institutional actors); and the business environment” (p. 248). What this means is that the conceptual framework developed by the authors is rooted in the history of social structures in labor, in institutions, and in business. The first of these—the cultural and demographic dynamics in the labor market—“frame...
248). That is, considering the various historical trajectories of different societies, it is important to realize that some demographics “are socially constructed as the majority or mainstream while others are relegated as minorities or are marginalized” (Tatli & Ozbilgin, 2009, p. 248). Because of this difference, the process of diversity management will vary with the dynamics of the culture that exist in the society and labor market in which the organization is situated at the time. Plus, the manner in which the labor market is constructed bears on the management of diversity as the former represents the need for the latter.
The conceptual framework is also not defined by cultural and demographic dynamics in the labor market but also by the institutional structures of diversity and equality—especially within the context of legislative and institutional acts. As Tatli and Ozbilgin (2009) put it, “the institutional structures that reproduce or combat inequality in the area of employment affect the handling of workforce diversity at the organizational level” (p. 284). This means that diversity managers must be aware of the employment laws in their society—those laws which provide regulatory guidelines on employing persons and preventing discrimination. Likewise,…
References
Tatli, A., Ozbilgin, M. (2009). Understanding diversity managers’ role in organizational change: Towards a conceptual framework. Canadian Journal of Administrative Sciences, 26, 244-258.
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