The Duality of an Atypical Leader in Diversity Management: The Legitimization and Delegitimization of Diversity Beliefs in Organizations
研究了非典型领导者（如少数群体背景的领导者）在组织中既可能促进也可能阻碍多样性信念的合法化，揭示了其双重性及其对多样性管理的影响。
Abstract An atypical leader is often celebrated as an individual who is likely to support workforce diversity in organizations. Yet the verity of the assumption that an atypical leader will invariably promote workforce diversity remains underexplored. In this paper, we question this assumption and demonstrate the dualities of an atypical leader in legitimizing and delegitimizing workforce diversity. We define and examine the concept of atypicality among leaders, in terms of how they emerge, who they are (dispositions), what they say (discourses) and what they do (performative acts). We introduce a conceptual framework that maps out the emergence and constitution of an atypical leader, as well as their impact on diversity management within an organization. Our analysis incorporates the concept of habitus (class‐specific and reflexive), in order to reveal the dualities of an atypical leader which determine the management of diversity within an organization and cause continuity and change in diversity beliefs.