Narrow Results

The objective of this paper is to explore through in-depth interviews the reasons why diversity management initiatives targeting women is an important strategic management issue for companies. Interviewed are the human resource managers of two of Turkey’s leading business groups: a manager from the HR department of one of Turkey’s largest banks and the deputy general manager of a non-governmental organization. The evidence suggests that these firms exercise carefully honed policies aimed at fostering gender equality and to that end engage in a variety of activities targeting various human resource functions. Their motives appear to be to reinforce their corporate image, enhance employee satisfaction, and reap such anticipated rewards as greater productivity and increased innovation capability. The importance of company leadership is underlined as an antecedent to the adoption of gender-equality focussed diversity management. The study may have important implications for building sustainable corporate brands, especially in the emerging-market context.

Digitalization of the financial sector in the era of globalization has made it highly vulnerable to misuse for money laundering and terrorist financing. At the same time, the financial innovations due to digitalization have led to higher financial inclusion, especially in areas where there is no or limited access to regular banking facilities. To tackle the increased risk of money laundering and terrorist financing, the European Union, among other jurisdictions, has significantly increased regulation and supervision while balancing the security of financial inclusion. One of the issues with intensifying regulation in one sector or jurisdiction is that actors that need to operate in a less regulated and surveilled economy will tend to switch their sector, jurisdiction, or method of getting financial services. One available alternative, which has gathered much attention in recent years, is the hawala remittance system. Especially within the area of anti-money laundering and terrorist financing, the hawala system has been of great interest, as it gives criminals alternative ways of moving wealth outside of the regulated financial sector. This chapter seeks to understand the hawala system in its essence, considering the problems and regulatory dilemmas that this financial alternative creates in a modern financial system.

After reading this chapter, you will be able to do the following:

• Develop a fundamental understanding of diversity and inclusion.
• Understand how diversity and inclusion are related to aspects of social identity.
• Critically engage with the major areas of impact regarding diversity and inclusion in sports social media.
• Understand trends and current issues that exist around diversity and inclusion in sports social media.
• Summarize the key skills needed to address diversity issues in sports social media.

How can storytelling help create more inclusive workplaces and bring about consent with things as they really are? This chapter presents our intervention tool, Collaborative Story Craft (CSC), as a way to involve more members in the collective story at the workplace. From our positions as researchers and practitioners, we give an account of the tool’s theoretical framework, specifically schools of sensemaking and social worlds, to describe and connect our method to practice. In this chapter, we also introduce a fictional story to highlight the sensemaking process of using CSC as a meaningful way to include more voices into the collective story.

This chapter explores the concepts of ethics, morals and social responsibility from organisational and societal perspectives covering both marketing that is focused on profit and marketing focused on bringing about social benefit. It discusses the meanings of social responsibility from different paradigmatic viewpoints and highlights the advantages and limitations of particular approaches. The chapter also considers some aspects of legal and regulatory frameworks and the potential for the development of codes of conduct for socially responsible for-profit marketing and social marketing. The discussion is positioned in a global context and is grounded by intercultural considerations and the diversity of ethical perspectives and norms across cultures.

This chapter presents personal narrative accounts of lived experiences from African American diversity, equity and inclusion (DEI) practitioners and guides. These narrative accounts are an individual and collective reflection of life events, artifacts revealed during training events toward the achievement of True Storytelling institute (TSI) Train the Trainer certification and completion of Organizational Development modules. The Seven Principles of True Storytelling were the frame-work and methodology used to reveal parallel fractals and artifacts among the participants represented in the chapter. The account of events leading up to and including the training path toward guide certification presented an in-depth and absorptive milieu toward the objective of deconstruction and reconstruction driven by antenarrative interplay as a change process over the grand narrative in the DEI space. The seamless change process evolved through the seven principles and organizational development processes stimulated by David Boje’s 7 B’s and four hearts. The narrative life stories in the context of the seven principles of True Storytelling embody authentic voices of personal experiences integrating natural ways of thinking about aspects of DEI, rehistorizing from the past to the present.