Personalpolitik

Alternative organizations such as collectives or cooperatives form an antithesis to the traditional profit-oriented enterprise. Their alternative approach to organizing work and related economic and social activities emphasizes solidarity, autonomy, participation and connectedness with each other and the planet. There is little research addressing gender relations and practices in these specific organizational contexts, but it is crucial for understanding their emancipatory potential. Existing studies have their disciplinary roots mainly in sociology and rely on qualitative, ethnographic case studies. They demonstrate that radical practices to distribute power and resources more equally, such as equal pay and collective decision-making, may reduce gender inequality, but may not eliminate it completely. Nevertheless, practitioners and scholars can be inspired by these alternatives to think about how organizations can be redesigned to mitigate gender inequality.

Gendered class work is an empirically grounded concept that combines the concepts of class work and inequality regimes with a particular focus on the luxury service segment. It refers to perceptions and practices of status enhancement and status dissonance among service workers as well as to gender practices and meanings such as specific feminized roles that service workers take on. From a critical management perspective, it highlights the highly gendered nature of class work in luxury service encounters and conceptualizes intersectional patterns of the enactment and reproduction of status differences between luxury service customers and workers.

Studies into international airlines have made important advances in our understanding of gender and diversity in management. While the flight attendant profession was initially a male one, it has evolved into a female-dominated profession. Today, images of the sexy stewardess and the heroic pilot permeate popular culture. The gendered nature of the airline industry serves various analyses on discriminatory workplace practices, traditional heteronormative gender processes and the (re)production of inequalities.

Mills and Helms Mills’ careers have spanned nearly 40 years. Together, they have forged a fruitful and productive scholarly partnership in developing theories, methods and critical insights into gender in management and organization studies. Now they are regarded as key scholars in several subfields, including critical management studies and management history for advancing equity, diversity and inclusion themes in research. Their legacy also involves training dozens of doctoral graduates in Canada and Finland.

Diversität im Arbeitsleben zu fördern und Diskriminierung zu reduzieren, steht seit Jahren auf der Agenda vieler Organisationen. Es verwundert daher nicht, dass auf dem Coachingmarkt eine gewisse Entwicklung hin zu diversitätssensiblen Coachingangeboten zu beobachten ist – zumeist an Menschen gerichtet, die von Diskriminierung betroffen sind. Ziel dieses Artikels ist es, anhand einer systematischen Literaturanalyse einen differenzierten Überblick über den wissenschaftlichen Diskurs zum Thema Diversity Coaching zu geben. Es wird ein konzeptioneller Orientierungsrahmen entwickelt, der nicht nur auf die Ausgestaltung des Coachingprozesses eingeht, sondern auch auf mögliche Zielgruppen, übergeordnete Zielsetzungen und Rahmenbedingungen von Diversity Coaching.

Despite extensive legal and organizational measures to promote diversity, inequalities in organizations, e.g. based on gender, class, or sexual orientation, persist or are (re)produced. This cumulative dissertation comprises six manuscripts that examine issues of diversity and inequality in organizations from a critical perspective. What are differences and inequalities and how are they maintained and (re)produced in daily work practices? The focus is on different aspects of doing difference and diversity as well as on specific contexts of work, management and organization, such as equal participation through e-voice in a digital alternative organization, intersections of gender and class in service work in the luxury segment, barriers and success factors for women’s entrepreneurship in the hospitality and tourism industry, and gay leaders in management. In the dissertation’s frame, the studies’ research perspectives and their critical, politicizing aim are reflected in order to position them within the research field of Critical Management Studies with a focus on diversity and (in)equality as well as in the field of Critical Diversity Studies with a focus on management and organizations.

Research often portrays women as weaker entrepreneurs in the hospitality and tourism (H&T) industry. Our systematic literature review sheds light on women's entrepreneurial success in H&T by examining four determining factors to success (or failure) for women's entrepreneurship: (1) motivations that lead women to become entrepreneurs, (2) barriers they face, (3) non-government strategies, and (4) governmental policies. Our findings suggest that financial and legal support, training, political, social, and cultural backing are among the consistent success factors examined in previous studies. However, scholarship is silent on how the four key themes can be aligned to support women to succeed in H&T entrepreneurship. As a key contribution, this systematic literature review provides a template for future research that starts from the identifiable success factors. In addition, this work provides practitioners such as policymakers and industry leaders with a better understanding of how to reduce barriers to women's entrepreneurship.