Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.592032
Title: Diversity management, intersectionality and racial others in the UK hospitality sector
Author: Pswarayi, Jessey
Awarding Body: Manchester Metropolitan University
Current Institution: Manchester Metropolitan University
Date of Award: 2013
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Abstract:
This study aims to investigate how and why hospitality organisations position racial others in their workplace. There is an existing belief in the literature that job positioning/job roles are influenced by such factors as social identities and the intersectionality of diversity categories. These approaches tend to focus on addressing the 'difference' and 'disadvantages' of racial others, where the other denotes a person of a different background, race or ethnicity to a self-contained social group, and who is embraced in discourses of inclusion and recognition . Hospitality organisations are represented by a multicultural workforce composed mostly of ethnic minorities/racial others and other minorities at the lower levels of the organisational structure. These workers are seen to have differences that can be useful for providing business benefits. In this sense, it can be argued that hospitality organisations' practices of diversity management are influenced by their need to meet customer needs and gain economic benefits. For this research, case studies, including semi-structured interviews with managers and employees, were undertaken to explore how hospitality managers and employees conceptualise and understand workplace diversity practices towards racial others, in order to examine the implications of assimilating or integrating racial others, and to see how these practices influence the coping strategies of minorities in the workplace. In addition, corporate web documents were used to collect data from the case studies, focusing on assessing the organisations' rationales for approaching diversity and equality and exploring the discursive practices of diversity. The evidence showed that the discourse of diversity was more rhetorical than practical, because ethnic and other minorities were seen as important elements of the workforce to meet customer needs. In addition, these employees were essentialised as ideal workers who were hard-working and reliable. The category of race was also linked with other diversity categories, such as gender, when considering the positioning or experiences of minorities in the workplace. Furthermore, there were differences between the ways that diversity was promoted in UK-based companies and those based in the US.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.592032  DOI: Not available
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