Implementing the equality, diversity, and inclusion agenda in multinational companies: A framework for the management of (linguistic) diversity
本文提出一个两步框架，帮助跨国公司在全球多样性管理中实施平等、多样性与包容议程，并以语言多样性为例说明如何通过重新认识差异和促进互惠努力来实现包容。
Abstract Advancing, both conceptually and practically, the equality, diversity, and inclusion (EDI) agenda, which is notoriously difficult to implement, this paper addresses the under‐researched area of global diversity management (GDM) in multinational companies (MNCs). Drawing on Harrison and Klein's (2007) conceptualisations of diversity (separation, variety, and disparity) and two core concepts (fluidity and reciprocity) that reflect recent developments in the EDI literature, we propose a two‐step framework for implementing the EDI agenda through GDM. We argue that to achieve inclusion, we first need to think differently about diversity and differences (i.e., view diversity in a positive light and recognise and appreciate differences as fluid ), in order to act differently (i.e., promote reciprocal effort to leverage diversity). We illustrate our framework with the specific case of linguistic diversity, a diversity dimension that is particularly salient, but also often neglected in MNCs, and discuss the implications of the proposed framework for EDI theory as well as human resource management policies and practice.