Innovation Through Diversity: We Aren't Post-Politics

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Author(s): Samantha Szczur (Eastern Illinois University, USA)
Copyright: 2017
Pages: 18
Source title: Discrimination and Diversity: Concepts, Methodologies, Tools, and Applications
Source Author(s)/Editor(s): Information Resources Management Association (USA)
DOI: 10.4018/978-1-5225-1933-1.ch087

Keywords: Gender & Diversity / Information Science Reference / Medicine & Healthcare / Sociology

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Abstract

Organizations operating on a global scale encounter much pressure to be innovative in order to survive. For many, embracing diversity is a means of enhancing creativity, and thus, success. A common organizational strategy to harness diversity is through structures and cultures that organizational scholars would identify as post-modern alternatives to traditional, tall bureaucracies. While such organizations claim that these structures and cultures cater to diversity, particularly gendered diversity, they can often operate to mitigate gendered equality. This occurs because organizations, despite their best intentions and efforts, reinscribe masculine norms of working and organizing. This chapter examines two highly recognizable technology organizations, Google and Facebook, and closely attends to the ways in which their structures and cultures privilege masculinity.

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