.
International migration continues to play a crucial role in the world demographic change. It has affected the very fabric of the receiving societies and seen as fundamentally challenging to liberal states like United Kingdom’s (UK) labour structure. Women and minority ethnic groups are gaining grounds in the labour market. Diversity is a positive thing that brings ideas and useful information from one economy to another with its integration and eventual labour force restructuring. Various approaches have been employed to manage the resulting diversity of the labour force, but these have not been very effective. An emerging third approach which is combination of the existing two i.e. discrimination & fairness and access and legitimacy, fits into the ad-hoc nature of managing diversity. This is called connecting diversity to work perspective. This allows for various aspects of the two above mentioned approaches to be used when the need arises. British Airways manage diverse labour force effectively through the use of very aspects of the third approach and constant research about the staff and the markets it operates. Labour diversity will continue to part of the UK’s labour structure for years to come, and with increasing globalisation different cultures are been understood and gaining recognition. Hence diversity management will continue to receive much research attention in the quest for a better and alternative ways of dealing with issues that emanate from labour diver
Full Text : PDF
- Berkeley (2000). Office of Human Resources, University of California, Berkeley Guide to Managing Human Resources: Chapter 12: Managing Diversity in the Workplace
- Cartwright, R. (2002). Managing Diversity. Capstone Publishing – A Wiley Company. United Kingdom
- Castles, S. and Miller M.J. 2003. The Age of Migration: International population movements in the modern world. 3rd Edition, London: Palgrave MacMillan
- Chant, S. and Radcliffe, S. 1992. Migration and development: the importance of gender, Belhaven: London
- Cornelius, Wayne 1996. Determinants of employer dependence on immigrants labour in San Diego County. Paper presented at centre for German and European studies working group on comparative immigration and integration policy. October 4
- Cox, T. {1994}.Cultural Diversity in Organizations: Theory, Research, and Practice Publisher: Berrett-Koehler Publishers; 1st ed edition (September 1993).
- Dale, Angela. Shirley, D. and Joanne Lindley, 2006. Ethnic Differences in Employment and Generational Change. Cathie Marsh Centre for Census and Survey Research. University of Manchester, Manchester UK
- Datta et al, 2006. Work and Survival Strategies among Low-paid Migrants in London. Economic & Social Research Council, Dept. of Geography- Queen Mary University of London, UK
- European Union, 2006. Why managing diversity in Europe? www.iegd.org/English/entrada.htm
- Hagan, J.M.1998. Social network, gender and immigrants incorporation: resources and constraints. America Sociological Review 63:55-67
- Hollifield, James F. 1992. Immigrants, markets and states. The political economy postwar Europe. Cambridge, MA: Harvard University press.
- Joppke, Christian. 1996. Multiculturalism and immigration: A comparison of the Untied States, Germany and Great Britain. Theory and Society: Renewal and critique in Social theory. Springer Netherlands. Vol. 25, No. 4
- Loden, Marilyn and Judy B. Rosener (1991). Workforce America: Managing Employee Diversity as a Vital Resource. Irwin Professional Publishing.
- Money, J. 1998. The management of international migration: short term dislocation versus long term benefits. Institute of global conflict and cooperation. CIAO 1/99
- Nicholson, N. 2000. Managing the human animals. Crown New York
- OECD (Organisation for Economic Co-operation and Development), 2005. Trends in International Migration. Paris
- Portes, A. 2003. Conclusion: Theoretical Convergences and Empirical Evidence in the study of Immigrant Transnationalism. International Migration Review, 37:3, 874-892.
- Siebers, H (2004): The Management of Multiculturalism: Coming to Terms with the Multiplication of Experienced Difference. International Journal on Multicultural Society (IJMS), Vol. 6, No. 2, 2004. Pages 300-321
- Skeldon, R. 1997. Migration and Development: A Global Perspective, Longman- London.
- Thewlis, M. Miller L. and Neathey, F. 2004: Advancing women in the work place. IRS Research for the women and equal opportunities commission. Published by Equal Opportunities Commission. http://www.eoc.org.uk/EOCcs/Research/statanalysis.pdf.
- Thomas, R. R. (1990). Beyond race and gender: Unleashing the power of your total work force by managing diversity. New York. American Management Association.
- Thomas, D.A. and Ely, R.J. (2002). Making a difference matter: A new paradigm for managing diversity. Harvard Business Review on Managing Diversity. Harvard Business School Press.
- World migration 2003: Managing migration-challenges and response for the people on the move. IOM
Websites
http://www.cia.gov/cia/publications/factbook/geos/uk.html. CIA World Fact book, 2005 (5).
UK census 2001. http://www.statistics.gov.uk/cci/nugget.asp. (2001 census)
www.britishairways.com