Defining and Dimensionalising Diversity:: Evidence from Corporate Websites across Europe

The corporate ‘diversity statement’ is a new tool increasingly used by large companies to promote diversity management policies on their websites. Through an examination of these on-line texts, we identify how companies construct the meaning of ‘diversity’ through its dimensions. Few companies actually define diversity. However, dimensions of diversity cover a wide-ranging set of individual differences, not just gender and race but other visible and less visible differences that might lead to discrimination in the workplace. By comparing statements from 241 top companies in eight countries (Finland, France, Germany, Netherlands, Norway, Sweden, Switzerland and the UK), we reveal how the definition of ‘diversity’ and its dimensions as used on websites varies across Europe.     

A Framework for Practising Knowledge Management

The management of an intangible asset such as knowledge is beset with complex and theoretical concepts. This paper sets out a matrix that describes four approaches to Knowledge Management based on whether it is in an organisational or an individual context, and whether knowledge management is imposed or empowered by managerial approaches. It explores the validity of the framework through an analysis of ongoing management projects at seven organisations.     

Employment mobility or turnover? An analysis of child welfare and protection employee retention

This article challenges the commonly held assumption that there is a high level of occupational turnover of social workers in all child protection and welfare agencies. By analysing occupational mobility patterns (turnover, retention and attrition) in five child protection social work teams, the article demonstrates how occupational mobility is a complex phenomenon and needs to be understood within wider shifts in employment patterns and the gendering of professions. In this paper we argue that it is important to distinguish between employee turnover and employee mobility, and that an examination of the posts taken up after leaving, at least in Ireland, may provide a different perspective on the narrative of high turnover of workers in this sector. Within the five teams, it is estimated that there was a turnover rate of 8 percent in 2006 and 11 percent in 2010, with 72 percent of child protection workers in post at the end of 2005 being retained and still in post at the end of 2010. While this should not lead to complacency, or a failure to recognise and respond to the stressful nature of child protection, it does raise questions for employers about how they might plan for occupational mobility within a stable workforce made up of largely women, aged between 25 and 35, frequently newly-qualified, who are often the main carers for children and adults outside the workplace.     

The Emergence and the Effects of Therapeutic Factors in Groups

ABSTRACT

This article explores the emergence of therapeutic factors in domestic violence men's group, as well as their effects on participants and the group. The authors conducted semistructured interviews with 72 men from groups in Quebec, after their fourth session. Thirty-eight of these men were met again, following their 16th session. A critical incident technique permitted us to identify various therapeutic factors. Three key factors are discussed: imparting information, hope, and cohesion. The authors found different processes influencing their development, particularly the roles of the worker, other members, and the group as a whole. These factors helped members meet their objectives and by their interdependency also contributed to group development. The authors made links with mutual aid and identified implications for research and practice.     

IASWG Standards for Social Work Practice with Groups: The Case of Quebec Practices

The International Association for Social Work with Groups (IASWG) proposes Standards of social group work that are intended to act as minimum standards that can be applied internationally. The aim of this article is to examine group work practices in Quebec in the light of IASWG Standards. To address this question, secondary analysis of existing data from a study undertaken in Quebec is presented. Results indicate that group work practices in Quebec tend to be rather structured (e.g., selection criteria, norms). The discussion shows that the IASWG Standards are useful for critically examining Quebec practices but also provides information that could contribute to the improvement of these Standards.