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Title: Diversity officers : symbols of diversity-oriented organizational culture change programmes
Author: Adesina, Anthonia
ISNI:       0000 0004 6495 8699
Awarding Body: Cardiff University
Current Institution: Cardiff University
Date of Award: 2017
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As British society becomes increasingly more diverse, the concept of managing organizational diversity has become progressively more relevant. Theoretical developments within this field have increasingly argued that the adoption of, and approach to, diversity management by organizations is based on either the business case arguments or the moral justification arguments or sometimes on a combination of both. However, insights integrating diversity management approaches with micro and macro-organizational influences remain conceptual. Furthermore, while theoretical developments in the field of diversity management have increasingly associated successful diversity management with wider organizational culture change programs, there has been no empirical evaluation of the processes involved. This thesis explores the role of diversity officers in the implementation of diversity-oriented culture change programs. This research focuses on a single case study of an NHS organization within the United Kingdom. The evidence provided is based on observation data obtained within a 6 month period of shadowing the diversity officer within this organization. Alongside these are data obtained from 48 semi-structured interviews with employees across hierarchical and functional areas in the organization. These were supplemented by archival data, as well as data obtained from informal conversations, attendance at meetings and events and training sessions. The values-based approach adopted in this thesis recognizes diversity officers as crucial players within the field of organizational diversity management. This thesis concludes that contrary to literature which suggests that the existing values, experiences and attitudes of diversity officers determine the organization’s approach to equality and diversity management, this approach is determined by the influence of existing influential micro and macroorganizational factors. This thesis also reveals the invaluable influence of the position of diversity officers on the process of organizational culture change; highlighting their influence on the processes of realization and symbolization involved in the progression of organizational culture change.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available