| Popis: |
This theoretical essay reflects on the institutionalization of diversity in organizations, considering the perspective of organizational isomorphism. Even in the face of the influence of the Taylorist and Fordist past, which expected a homogeneous working class, society has become increasingly heterogeneous due to technological advances and geographical mobility, which challenges management models that overvalue uniformity. Diversity is seen as respecting individuality and recognizing the identities of individuals. However, this diversity can lead to stereotyping and discrimination, especially in case its management is nothing but fallacy. Especially because of digital platforms, organizations are being pressured to deal with diversity and to adopt inclusive practices that reflect the society in which they operate. The writing is a theoretical essay, has a reflective and interpretive nature, seeking to discuss the qualitative changes of phenomena, detached from typical empirical formatting and seeking freedom and depth of the proposed debate. The conclusion is that, many times, companies place themselves as allies to important causes simply out of concern to meet a "herd effect," not for the purpose they should - to make the promotion of diversity inclusion one of their values. Moreover, possible explanatory reasons for this reality, permeated by human prejudice and hypocrisy, are suggested. |
