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| Titre : |
Conducting a diversity policy in a company as a legitimation process. Theoretical framework and empirical evidence |
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| Numéro : |
55 |
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| Année : |
2017 |
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| Volume : |
XXIII |
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| Auteur(s) : |
Jean-François CHANLAT, Maria Giuseppina BRUNA |
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| Résumé : |
Grounded in an empirical research (that has been conducted from 2010 to 2013), the present paper investigates retrospectively the strategic reasons that drove several French large companies to inaugurate, in the second half of the 2000’s, policies supporting diversity promotion and management. It examines, mirroring, the challenges and the issues that continues to support the diversity commitment of these firms and sustain their operational implementation, when these policies reach an organisational maturity. Analysed as a changing process (Bruna, 2013 a,b ; Bruna & Chanlat, 2015), conducting a diversity policy can be considered, following a neo-institutional approach, as an organizational legitimation lever, moral, pragmatic and cognitive as well (Suchman, 1995), in which are nested ethical and juridical constraints, economic considerations and research of conformity with cultural expectations of stakeholders (Barth, 2007; Singh & Point, 2009). The analysis is supported by an empirical exploratory research, based on a corpus of 35 interviews with key-actors engaged in the conduction of diversity policies in several French companies (HR Directors and Managers, diversity leaders and experts) and informal conversations with the same interlocutors. |
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| Pages : |
205 - 245 |
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| Type : |
Research paper |
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| Keywords : |
French companies, cognitive legitimacy, moral legitimacy, organizational legitimacy, pragmatic legitimacy, diversity management, diversity policies |
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| APA : |
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| Citations : |
20 |
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| CAIRN : |
https://www.cairn.info/revue-internationale-de-psychosociologie-de-gestion-des-comportements-organisationnels-2017-55-page-205.htm |
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