Abstract
Persistent power imbalances, inequitable workplace practices, and cultural stereotypes undermine diversity gains through representation. This challenges the argument that representation of diverse racial and gender identities in organisations improves workplace effectiveness, organisational performance, and employee satisfaction. In this chapter, we analyse the relationship between workplace diversity, power, and inequality in the international aid and development industry. We utilise collaborative autoethnographic data drawn from international development practitioners and academics with over 50 years’ combined experience spanning a range of intersecting identities and positionalities. Through this experiential qualitative research, we interpret our personal experiences of diversity and inclusion in the workplace within wider cultural, political, and social contexts. Our key findings are: without true inclusion, diversity misses the point about equity; embracing minority perspectives makes diversity complete; colonial legacies can still undermine good intentions; and power asymmetry renders diversity attempts inauthentic.
| Original language | English |
|---|---|
| Title of host publication | Research Handbook on Gender, Work and Employment Relations |
| Editors | Sue Williamson, Jane Parker, Noelle Donnelly, Mihajla Gavin, Susan Ressia |
| Place of Publication | Cheltenham |
| Publisher | Edward Elgar Publishing Ltd |
| Chapter | 12 |
| Pages | 153-165 |
| ISBN (Electronic) | 9781035302567 |
| ISBN (Print) | 9781035302550 |
| DOIs | |
| Publication status | Published - 3 Apr 2025 |
