More and more publications are becoming available that contain examples of how diversity management is interpreted and realized in various national contexts. Nevertheless, there still exists a lack of international comparisons of diversity management, particularly with regard to the role of US companies and the USA itself for the diffusion of diversity management. The starting point of diversity programs outside the USA is often related to organizations’ connections to the US market. For example, in many European countries, diversity management was first introduced by US companies such as Ford or IBM. For South America, the strong position of both US companies and European companies, which are strongly related to the USA, and its geographical proximity to the USA, can be seen as major reasons for a similarly emerging tendency in diversity management. Nevertheless the intensities, strategic focuses and specific realizations of diversity management differ between the continents, and also between the different nations. This paper proposes a conceptual framework for comparisons between countries based on the various degrees and layers of influence the USA has on each nation. Brazil, Germany, and Austria will serve as examples for how to categorize different approaches to diversity management from a historical and institutional perspective.
|Keywords:||Europe, South America, Diversity Management, Brazil, Germany, Austria|
Associate Professor, Graduate School of Social Work, Universidade Federal Fluminense, Niterói, Rio de Janeiro, Brazil
Professor, Head of Department, Department Management, Gender and Diversity Management Group, Vienna University for Economics and Business, Vienna, Austria
Assistant Professor, Department Management, Gender and Diversity Management Group, Vienna University of Economics and Business, Vienna, Austria