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Casting the Other : The Production and Maintenance of Inequalities in Work Organizations (Routledge Studies in Management, Organizations and Society)

By: Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Barbara Czarniawska (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl 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Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by) , Heather Hopfl (Edited by)

Manufacture on Demand

Ksh 55,750.00

Format: Hardback or Cased Book

ISBN-10: 0415275016

ISBN-13: 9780415275019

Collection / Series: Routledge Studies in Management, Organizations and Society

Collection Type: Publisher collection

Publisher: Taylor & Francis Ltd

Imprint: Routledge

Country of Manufacture: GB

Country of Publication: GB

Publication Date: May 2nd, 2002

Publication Status: Active

Product extent: 240 Pages

Weight: 499.00 grams

Product Classification / Subject(s): Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management
Social discrimination & inequality
Gender studies, gender groups
Personnel & human resources management

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Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.
Emphasizing 'difference' as something to be managed can cause organizations to institute the 'problem of difference', so that attempts to remove inequality may actually promote it by making differences visible and stable.
Casting the Other: Maintaining Gender Inequalities in the Workplace focuses on the production and maintenance of gender inequalities in organizations. By emphasizing ''difference'' as something to be managed many organizations institute the ''problem of difference'', and while orgainzations pay lip-service to ideas of equality, their day-to-day practices may be unchanged and unchallenged. Discrimination of various groups such as women, immigrants and older people continues and its dynamics remain unclear, largely because of the difficulties of studying it in the field. Additionally, various programs aimed at removing inequality, such as gender equality of managing diversity programs, may actually promote it by making differences visible and stabilizing them. Management, under these circumstances, comes to refer to the management of appearances which take the place of more radical acts to change the ''status quo''.

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