Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity

Advancing, both conceptually and practically, the equality, diversity, and inclusion (EDI) agenda, which is notoriously difficult to implement, this paper addresses the under-researched area of global diversity management (GDM) in multinational companies (MNCs). Drawing on Harrison and Klein’s (2007) conceptualisations of diversity (separation, variety, and disparity) and two core concepts (fluidity and reciprocity) that reflect recent developments in the EDI literature, we propose a two-step framework for implementing the EDI agenda through GDM. We argue that to achieve inclusion, we first need to think differently about diversity and differences (i.e. view diversity in a positive light and recognise and appreciate diffe­rences as fluid), in order to act differently (i.e. promote reciprocal effort to leverage diversity). We illustrate our framework with the specific case of linguistic diversity, a diversity dimension that is particularly salient, but also often neglected in MNCs, and discuss the implications of the proposed framework for EDI theory as well as HRM policies and practice

Micropolitical dynamics of interlingual translation processes in an MNC subsidiary

An analysis of the process whereby a Polish subsidiary of a North American pharmaceutical company translated a set of corporate values into Polis

Application of Finite Element Method (FEM) for definition of the relationship between properties of laser alloyed steel surface layer

Investigations include FEM simulation model of alloying the PMHSS6-5-3 steel surface layer with the carbides and ceramic powders, especially WC, VC, TiC, SiC, Si3N4 and Al2O3 particles using the high power diode laser (HPDL). The FEM computations were performed using ANSYS software. The scope of FEM simulation was determination of temperature distribution during laser alloying process at various process configurations regarding laser beam power and method of powder deposition, as pre coated past or surface with machined grooves. The FEM simulation allows specifying the heat affected zone and the temperature distribution in the sample as a function of time and thus allows the estimation of the structural changes taking place during laser alloying process

Magnitude and crystalline anisotropy of hole magnetization in (Ga,Mn)As

Theory of hole magnetization Mc in zinc-blende diluted ferromagnetic semiconductors is developed relaxing the spherical approximation of earlier approaches. The theory is employed to determine Mc for (Ga,Mn)As over a wide range of hole concentrations and a number of crystallographic orientations of Mn magnetization. It is found that anisotropy of Mc is practically negligible but the obtained magnitude of Mc is significantly greater than that determined in the spherical approximation. Its sign and value compares favorably with the results of available magnetization measurements and ferromagnetic resonance studies.Comment: 5 pages, 3 figure

Origin of bulk uniaxial anisotropy in zinc-blende dilute magnetic semiconductors

It is demonstrated that the nearest neighbor Mn pair on the GaAs (001) surface has a lower energy for the [-110] direction comparing to the [110] case. According to the group theory and the Luttinger's method of invariants, this specific Mn distribution results in bulk uniaxial in-plane and out-of-plane anisotropies. The sign and magnitude of the corresponding anisotropy energies determined by a perturbation method and ab initio computations are consistent with experimental results.Comment: 5 pages, 1 figur

“That's bang out of order, mate!”: Gendered and racialized micro‐practices of disadvantage and privilege in UK business schools

The existence of gendered and racialized inequalities in academia has been well documented. To date, research has primarily addressed the intersectional disadvantages faced by members of minority groups with much less attention paid to the privileges experienced by dominant group members. This paper draws on 21 interviews and 36 audio‐diary entries completed by a diverse group of senior higher education leaders who have successfully navigated the career ladder in UK business schools. By juxtaposing minority with dominant group members' narratives, the study advances intersectionality research, offering a contextualized analysis of the micro‐practices of both disadvantage and privilege in academia. Through a focus on how micro‐practices perform differently for members of different groups, it foregrounds “obvious” as well as nuanced differences that contribute to the accumulation of disadvantage and privilege throughout an individual's career and emphasizes simultaneity as crucial to understanding the workings of gendered and racialized disadvantage and privilege

The quality of equality: thinking differently about gender inclusion in organizations

Purpose: This article suggests a shift in thinking about how to improve gender inclusion in organisations, as well as offering a number of practical action points. Design/methodology/approach: This article takes a perspective based on the authors’ own ongoing research as well as synthesis of existing insights into gender inclusion in organisations. Findings: In order to retain top talent and improve organisational climate, we need to re-think how we measure the success of organisational inclusion policies. Specifically, the article suggests moving from numbers and targets to looking at the quality of gender inclusion in the workplace. The article explains why this shift in thinking is important, and how to approach it. Practical implications: The article provides strategic insights into and practical thinking about ways in which progressive organisations can continue to improve gender equality. Originality/value: The article makes a provocative call for a change of perspective on gender inclusion in organisations based on cutting-edge research, and puts forward action points in an accessible format

Exploring gendered inclusion in contemporary organisations - ESRC

The last three decades have seen an unprecedented rise in the number of women in work and the mainstreaming of the equal opportunities agenda. In this context, we are also witnessing a growth of postfeminist rhetoric, suggesting that gender workplace equality has been achieved and that women's progress now depends on individual capabilities, such as confidence levels, because structural barriers have been dismantled. In Sheryl Sandberg's words, women simply need to 'lean in' in order to succeed alongside their male colleagues. Despite this optimism, academic research continues to highlight disadvantage experienced by women in the workplace, such as the gendered pay gap, the glass ceiling, women's concentration in lower-paid industries and low representation at senior levels, comprising only 8.6 per cent of directors in large UK firms in 2015

Computer simulation of the aluminium extrusion process

The purpose of the work is computer simulation of the aluminium extrusion process using the Finite elements method (FEM). The impact of the speed of a punch falling on the material in the aluminium extrusion process was investigated. It was found that high stresses are created, leading to material destruction, if the punch is falling too fast. The design cycle is significantly reduced in multiple industrial applications if the FEM is applied, which enhances productivity and profits