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ETHNIC DIVERSITY AT THE WORKPLACE WHAT ARE THE PROGRESSES THAT HAVE BEEN ACHIEVED?
WHAT ARE THE IMPLICATIONS ON INNOVATION?

Submission deadline:

15th March 2019

Co-hosted by

The National Conservatory of Arts and Crafts (CNAM) and the Maghtech Network (DIM-Clersé, CNRS) of the University of Lille cordially invite submissions of papers for the 2019 International Conference on the theme "Ethnic diversity at the workplace: what are the progresses that have been achieved since the diversity charter and label? What are the implications on innovation?".

In recent years, diversity has received a significant academic, media and business attention. The concept of diversity has established itself at the workplace normatively aligned with the fundamental rights of citizens, for instance in the French Constitution and in international public policies. This logic resulted in a proliferation of managerial devices such as management certifications, discrimination tests and other indicators (Alaktif, 2015) that echo wide societal implications including the democracy and the access to rights for all.

However, there is a strong tension due to difficulties to measure ethnic discrimination (Bereni & Chappe, 2011) and this weakens the operationality of anti-discrimination regulation (Mercat-Bruns, 2017). This is partly due to the paradox faced by organizations. On one hand, ethnic discriminations are legally recognized and penalized and this opens a way towards management norms which ensure rights. One the other hand, there is an inhibition of positive diversity actions in the form of institutional discouragement through challenges associated with measuring diversity. This context contributes to revive existing tensions related to "ethnic census" (Simon, 2008) and the acquisition of personal data by the French National Commission for Data Protection and Liberties (CNIL) to ensure a rigorous methodology.

Moreover, diversity can be considered as a richness in the professional environment by the contributions in terms of creativity (Khedhaouria & Ribiere, 2013). Thus the diversity of origins brings a wealth of talents, experiences, cultures, which can lead to boost the capacity of innovation of an organization (Alesina & La Ferrarra 2005) and to mobilize the plurality of creative energies. At the core are the interactive learning process (Lundvall, 1992) and collective devices (Archibugie, Howell, 1998). Diversity allows a greater socialization of tacit knowledge (Nonaka & Takeuchi 1995) because of the various experiences, norms, habits, practices and routines with the mixture of rationality (Lundvall, 1998) and cultures (Arocena & Sutz (2001). This helps to build trust and create a "culture of learning" resulting in organizational and individual learning processes.

On the academic level, there is a significant international literature on ethnic diversity at the workplace (Cox et al., 1991; Eroglu et al., 2005; Karsten, 2006; Yang, Y. & Konrad, 2010; Markham & Van Zyl, 2012), but there is little research on this topic in France (Klarsfeld, 2009). Massive taboos persist due to a lack of conceptual clarity (Alaktif & Doytcheva, 2018). Indeed, corporate discourse on ethnic diversity include a variety of terms such as "equal opportunity", "different cultures and origins", "people located in sensitive districts", "visible minorities" or "ethnic and cultural diversity". The concept of ethnic diversity involves semantic issues. Social science and management scholars help to provide a better understanding (Kelly & Dobbin, 1998 ; Doytcheva, 2010, 2012).

Regarding the diversity standards, the French and other European Diversity Charters contributed to put words on the various types of diversity and encourage businesses in promoting social and ethnic diversity in the name of pluralism. Most recently, the French diversity certification, based on the law aims to further the Diversity Charter procedure and cover all diversity criteria, including ethnic diversity, based on businesses audits (Alaktif & Doytcheva, 2018).

What progress has been accomplished in ethnic diversity over the last 15 years and what are the implications at the workplace? What are the implications for modes and forms of learning? What are the outcomes and effects of diversity on organizations (e.g., innovation output, creativity culture)? The conference attempts to provide a better understanding of ethnic diversity issues and create a dialogue between scholars and practitioners. The aim is to move beyond traditional debates that are often associated with ethnicity such as religion, ethnic marketing, or ethnic entrepreneurship. Rather, the point is to understand the relationships between managers and their employees and how do they deal with ethnic diversity in a professional context.

Research questions might include but not be limited to the following:

• • How to qualify the concept of ethnic diversity (ethnic, cultural, etc.)?
• • How do organizations cope with ethnic diversity and what are their underlying motives?
• • Is there any management approach specific to ethnic diversity? What are the consequences on anti-discrimination actions?

　

• • What tools do the decision-makers have at their disposal to ensure implementation of good diversity practices and in particular those related to the promotion of learning and innovation?
• • Are there any formal or informal population counting system used in businesses? How do they help to better manage ethnic diversity?
• • What are the advantages related to diversity based programs? What are the weaknesses faced by managers and how do they overcome them?
• • What are the implications for the supervisor, human resources managers and companies?
• • How to identify forms and dynamics of learning related to ethnic diversity?
• • How to promote creativity and innovation related to knowledge capital and experiences beyond the scope of the organization?
• • Which diversity management models are geared towards capitalization and optimal use of tacit knowledge and experience?
• • What are the European and International ethnic diversity standards and management guidelines? How do they impact organizations at the national level?

The conference is open to all researchers in social science and business practitioners.

Abstracts and full papers should be submitted to:

Dr Jamila ALAKTIF and Dr Anne-Françoise BENDER

j.alaktif@ieseg.fr ; anne-francoise.bender@lecnam.net  Practical information

15th March 2019 : submission deadline of abstracts 30th March 2019 : acceptance notification 1st May 2019 : full papers submission deadline 21st June 2019 : conference at: CNAM Amphitheatre Abbé Grégoire 292 Rue Saint-Martin 75003 Paris France Participation is free of charge, but participants are expected to cover their own travel and accommodation expenses.

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Alain Klarsfeld
Toulouse Business School
Toulouse
France
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