Case 8: What Does Diversity Actually Mean, and How Does This Shape Corporate Diversity Policies and Actions?: Insights from Germany

Author:

Mahadevan Jasmin,Ilie Iuliana Ancuţa

Publisher

Springer International Publishing

Reference44 articles.

1. Acker, J. (2012). Gendered organizations and intersectionality: Problems and possibilities. Equality, Diversity and Inclusion: An International Journal, 31(3), 214–224.

2. Allmendinger, J. (2010). Verschenkte Potenziale? [Untapped Potential?] Frankfurt am Main: Campus Verlag.

3. Allmendinger, J., & von den Driesch, E. (2015). Der wahre Unterschied. Erst die Rente zeigt den ganzen Umfang der Geschlechterungleichheit. [The real difference. The pension is the genuine indicator of gender inequality]. Available at: https://www.wzb.eu/sites/default/files/publikationen/wzb_mitteilungen/s36-39ja-vdriesch.pdf. Accessed 22 Nov 2016.

4. Barrett, C. (2014). Gender quotas feel coercive but appear to work. Financial times (online). Available from: https://www.ft.com/content/aef9d9c4-d521-11e3-9187-00144feabdc0.Accessed 29 Nov 2016.

5. Bendl, R., Eberherr, H., & Mensi-Klarbach, H. (2012). Vertiefende Betrachtung zu ausgewählten Diversitätsdimensionen [in-depth view on selected dimensions of diversity]. In: R. Bendl, E. Hanappi-Egger, and R. Hofmann (Eds.), Diversität und diversity management [Diversity and diversity management] (pp. 79–135). Wien: UTB-Facultas.

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