Gender and Diversity: Is a New Model of HRM Required?

By Lovanirina Ramboarison-Lalao and Gilles Lambert.

Published by The International Journal of Organizational Diversity

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Article: Print $US10.00
Article: Electronic $US5.00

The traditional approach to human resources management is built on a monolithic model in which individual differences are not taken into account. And yet, given the difficulties that companies have had putting equality into practice in the workplace, two theoretical approaches to the issues of equality in the workplace and performance have challenged the dominant monolithic HR model: a dual HR model focused on gender mainstreaming which suggests a social organization based on gender differences on the one hand, and a multi-category HR model that factors in employee diversity such as age, education, cultural origin, etc. on the other hand.
This paper reviews the HR policies currently in use in the Alsace Region of France, summarizing the views of 13 HR managers on the benefits of the two new approaches versus the traditional monolithic approach. Interviews with these managers reveal that when circumstances so require, they move beyond a one-size-fits-all mindset and view HR policies in light of employee gender or the broad spectrum of diversity. This tendency to switch among the three different approaches suggests that they are not necessarily mutually exclusive and that they can constitute an effective toolkit for situational HR management.

Keywords: Diversity, Gender-based Management, Situational Human Resources, Management Toolkit, Monolithic Approach, Dual Approach, Multifaceted Approach

International Journal of Organizational Diversity, Volume 12, Issue 1, pp.35-48. Article: Print (Spiral Bound). Article: Electronic (PDF File; 216.144KB).

Dr. Lovanirina Ramboarison-Lalao

Head of Organizations & HRM Department, ESC Troyes Business School, Hoenheim, Alsace Region, France

Dr. Lovanirina Ramboarison-Lalao is the Head of Organizations & HRM Department of ESC Troyes Business School, France. He is a member of the Association Francophone de Gestion des Ressources Humaines, ARIHME and IPM academic networks. He defended his Ph.D. dissertation in 2008 by comparing the gender mainstreaming approach and the diversity approach in HRM, through theoretical and empirical analysis. His academic work investigates diversity and gender management in the workplace, disability, leadership, competencies, and the brain drain phenomenon in Africa. Previously, he was a member of the board committee in charge of setting up the diversity chair in the EM Strasbourg Business School, and a member of the scientific committee of the International Conference on Diversity Management in the EM Strasbourg Business School in December 2009. He is involved in academic actions which aim to promote diversity management and is affiliated with HuMaNiS-EA 1347 research laboratory of the University of Strasbourg. He teaches HRM, Diversity management, organizational behavior and organization theories.

Prof. Gilles Lambert

Professor in Management, EM Strasbourg Business School, University of Strasbourg, France