Article i 'Tidsskrift for arbejdsliv' no. 2 2004, page 8-23.
Annette Kamp og Peter Hagedorn-Rasmussen
Diversity Management (DM) is a management concept that encourages organizations to approach human differences as strengths. DM has been embraced from many perspectives as a much needed new voice in the debate about equality. In this article we focus on the degree to which DM in practice provides a new positioning of ethnic minorities at the labor market. Based on an inquiry of ‘company frontrunners’ in Denmark, we suggest that DM may provide some changes; however these primarily will lead to assimilation and not mutual integration like the rhetoric of DM suggests. One of the explanations is that DM is confronted with strong institutions and thus is ‘translated’ to local variants. The discourse on corporate social responsibility plays a particular important role in the translation. In this discourse there is a tendency to see ethnic minorities as a burden.