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L E C T U R E S L I D E S A R E N O T N O T E S
Lecture slides are designed to be visual aids for the live
presentation.
Reading them cannot substitute for attending the lecture or
listening to
recordings. Sometimes concepts and ideas presented are then
critiqued
and challenged during lectures.
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D I V E R S I T Y
A N D
I N C L U S I O N
Dr Helena Liu
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Week 3 — Re-Radicalising Diversity and Inclusion
Photograph of the Civil Rights March on Washington, 28th
August, 1963 courtesy of the

National Archives.
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For whom do we do diversity and for what
purpose? Decolonising diversity requires
interrogating how power operates in and
through diversity management. The
systems of power that can be reinforced
through diversity practices include
patriarchy, heteronormativity and white
supremacy.
REVIEW
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MULTIPLE CHOICE
QUIZ REVIEW
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AGENDA
Week 5
• Queering organisations with Helen Taylor
• Anti-racist feminist futures
• Final Reflexive Practice Journal task
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G U E S T S E M I N A R
W I T H H E L E N T AY L O R
S E C T I O N
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1 0 M I N S B R E A K
S E C T I O N
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A N T I - R A C I S T
F E M I N I S T F U T U R E S
S E C T I O N
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Feminism — or really, feminisms — is both a
theoretical field and a political practice
aimed at ending the subordination of
women.
FEMINISM
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FEMINISMS
Feminism is far from a unitary
movement. Rather, it is often

distinguished through its political
positions including:
1. Liberal feminisms;
2. Marxist feminisms;
3. Poststructuralist and
postmodernist feminisms;
4. Anti-racist and decolonial
feminisms; and
5. Queer theory.
WARNING: There are inherent
limitations in the use of
classifications. Namely, they
suggest a temporal and special
fixedness in each classification. It’s
therefore important to remember
that feminism is also a process,
with each category identified
being revised and reshaped.

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Anti-racism is a theoretical field and a
political practice aimed at ending the
subordination of people of colour. Like
feminist movements, it comprises diverse
groups of people struggling to ameliorate
conditions for their community.
ANTI-RACISM
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Justice is what love looks like
in public
— Cornel West“
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ANTI-RACISM
Anti-racism challenges white supremacy through
scholarship and activism that encourages love for
people of colour; especially, for people of colour to
learn to love ourselves.
This resistance affects organisations because unless
we love people of colour, we are not going to think of
them as capable, reliable, intelligent, creative, etc.
(Bambara, 1989; Yancy, 2018)
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ALLYSHIP
PRIVILEGE AND BLAME
One of the privileges of whiteness is not having to acknowledge
race
and thus believe that organisations and societies are
meritocratic.
Under neoliberalism, we often insist that individuals wholly
responsible for their destinies. When we disconnect from the
painful

realities of racism, structural disadvantages can be blamed on
people of colour themselves who are castigated for ‘playing the
race
card’ and not working hard enough to achieve success for
themselves (DiAngelo, 2018).
Although the temptation can be strong to flee from discomfort,
education scholar Barbara Applebaum (2017) believes
discomfort
can bear the possibility for personal and social transformation.
NOT A LABEL, BUT AN ONGOING PROCESS
Allyship cannot be achieved through quick fixes. It requires
ongoing
critical self-reflection and analysis to resist the white
supremacy that
is often taken-for-granted and normalised (see Swan, 2017).
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REDOING
WHITENESS
Redoing whiteness requires interrogating everyday racist

practices. For example, we can name white power where it
exists but remains invisible, such as in conceptualisations of the
‘ideal worker’. We can open ourselves up to forming
meaningful relationships with people of colour so that diversity
becomes what we are, rather than just something we have.
(Liu, 2020; Swan, 2017)
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WEEK 6
Your final Reflexive Practice Journal is due
next week, Monday 9:00am on Canvas
WHAT’S NEXT
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REFERENCES
Applebaum, B. (2017). Comforting discomfort as complicity:
White fragility and the pursuit of invulnerability.
Hypatia, 32(4), 862–875.

* Bambara, T.C. (1983). Foreword. In C. Moraga & G. E.
Anzaldúa (Eds.), This Bridge Called My Back: Writings by
Radical Women of Color (2nd ed., pp. vi–viii). New York:
Kitchen Table: Women of Color Press.
DiAngelo, R. (2018). White Fragility: Why It’s So Hard for
White People to Talk About Racism. Boston, MA: Beacon
Press.
Liu, H. (2020). Redeeming Leadership: An Anti-Racist Feminist
Intervention. Bristol: Bristol University Press.
* Oluo, I. (2018). “I just got called racist, what do I do now?”
and “Talking is great, but what else can I do?”. In I. Oluo,
So You Want to Talk About Race (pp. x–238). New York: Seal
Press.
Swan, E. (2017). What are white people to do? Listening,
challenging ignorance, generous encounters and the ‘not
yet’ as diversity research praxis. Gender, Work and
Organization, 24(5), 547–563.
Yancy, G. (2018). Risking the white self. In G. Yancy,
Backlash: What Happens When We Talk Honestly about
Racism in America (pp. 55–93). Lanham, MD: Rowman &
Littlefield Publishers.
* = the required
readings of the
topic
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1
presentation.

listening to
critiqued
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D I V E R S I T Y
A N D
I N C L U S I O N
Dr Helena Liu
2 1 8 8 3
Week 3 — Critical Approaches to Diversity
National Archives.
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Last week in this subject, we explored the

context of multiculturalism in Australia and
how it gave rise to current ideologies and
practices of diversity management. An
online video also introduced power and
privilege.
REVIEW
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REVIEW
MULTICULTURALISM
White Australia haunts our treatment of diversity as a
commodity to be
pursued, captured and used in ways that benefit white
institutions.
INDIVIDUALISM
Psychological perspectives of power has kept attention on
individuals
rather than structural forms of power.
WE ARE ALL DIVERSE
The term ‘diversity’ expanded beyond traditional disadvantaged
groups

to include identifications such as education, corporate
background and
personality. Diversity’s vagueness is its strength. As
“‘diversity’ does not
so powerfully appeal to our sense of justice and equality”
(Benschop,
2001, p. 1166), it has been more attractive to organisational
elites (see also
Ahmed, 2012; Puar, 2011).
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AGENDA
Week 3
• Power and privilege
• Identities in diversity management
• Individualist and systemic approaches to diversity
• Feedback on journal tasks and self-study
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This lecture is about developing critical consciousness as
members of society who
live and work together. Feelings of anxiety, discomfort, guilt
and even anger may
surface, but they suggest learning and growth.
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I D E N T I T I E S
S E C T I O N
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Identities are individuals’ subjective
interpretations of who they are, based on
their socio‐ demographic characteristics,
political identifications, roles, and group
memberships (Caza et al., 2018).
IDENTITY
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IDENTITY
Identity “can be linked to nearly everything: from
mergers, motivation and meaning‐ making to ethnicity,
entrepreneurship and emotions to politics,
participation and project teams” (Alvesson, Ashcraft
and Thomas, 2008, p. 5).
Our meanings of self are not fixed and static, but rather,
multidimensional and dynamic (Ashforth, Harrison and
Corley, 2008; Brown, 2015; Caza et al., 2018).
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1. Collective (e.g., organisational,
occupational, etc.)
2. Role (e.g., ‘entrepreneur’, ‘leader’, etc.)
3. Personal (e.g., gender, racial, notion of
‘good worker’, etc.)

IDENTITY
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SOCIAL CONSTRUCTION
OF GENDER
Gender was traditionally assumed to be a mandatory binary
system where humans are characterised as male or female at
birth based on the appearance of their external genitalia.
Traditional Assumptions
In this essentialist view, those born male are supposed to act
‘masculine’
and be sexually attracted to women and those born female are
supposed
to act ‘feminine’ and be sexually attracted to men.
Society then applies “multiple methods of … reinforcement
including
legal, religious and cultural practices to enforce adherence to
these
gender roles” (Nagoshi, Nagoshi & Brzuzy, 2014, p. 16). The
socialisation of
this gender binary became viewed as ‘natural’ and thus left

unquestioned
(Garfinkel, 1967).
Relationships between men and women were primarily assumed
to be
for reproduction, which reinforced a gender role schema.
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However, in practice, gender roles have
changed over time based on the needs of
the culture. It is less rigid than the
traditional view suggests (Connell, 2002).
GENDER
IN PRACTICE
Two students at the Faculty of Medicine in Kabul in 1962
listening to their professor (at right) as they examine a
plaster cast showing a part of a human body.
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GENDER AS PRACTICE
‘DOING’ GENDER
Social norms inform the mundane social practices and
behaviours that denote ‘femininity’ and ‘masculinity’ (West
and Zimmerman, 1987). Most of us ‘do’ our gendered
identity without thinking about it, but we were taught at
some time/place what it meant to be a ‘boy’ and ‘girl’.
Consequently, we monitor the gender ‘performances’ of
others and ourselves and move along a narrowly prescribed
path.
Sociologist Tristan Bridges gives a fascinating example of how
we do
gender with wallets and purses:
http://creativesociology.blogspot.com/2011/08/doing-
gender.html
VIDEO: Sociologist C.J. Pascoe discusses the roots of bullying
and its
relationship with the enforcement of masculine stereotypes in
young men
and boys: https://www.youtube.com/watch?v=5Ha2kSDJ9dY
(6mins).
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It has been “conclusively demonstrated that
racial categories linking the physical, mental
and behavioural traits of selected individuals
to a hidden nature putatively shared by
them as a group are without scientific basis”
(Ingram, 2005, p. 243).
WHAT IS RACE?
Art from Nordisk familjebok (1904)
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SOCIAL
CONSTRUCTION
OF RACE
Like gender, what it means to be ‘black’ and ‘white’ have
shifted over time across contexts. For example, Noel Ignatiev’s
(1995) work explored how Irish migrants in the U.S. ‘became’
white from the mid–19th Century.

Art from Harper’s Weekly.
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SOCIAL
CONSTRUCTION
OF RACE
From 1850 to 1920, Mexicans were considered by definition
“white” in the United States. This changed during the Great
Depression and in 1930, the US Census officially separated
“Mexican” from “white” as an identity category and restricted
immigration as well as repatriated those already living in the
US (Overmyer-Velázquez, 2013).
José Antonio Romualdo Pacheco, Jr. (1831–1899)
served as Governor of California (1875). Official
portrait from the California State Capitol.
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Race (and gender) is not only a

categorisation externally imposed on you by
others, but one that you can claim politically
for you and your community.
RACE
IN PRACTICE
The three races according to the German Meyers Konversations-
Lexikon of 1885-90.
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“There was a time when the term ‘Asian American’ was not
merely a
demographic category, but a fight you were picking with the
world” —
Jeff Chang (in the foreword for Ishizuka, 2016, p. i).
For Asian Australian identities, see Ang (2014)
PHOTOGRAPH: Asian American protestors rally for Peter Yew
in 1975
by Corky Lee. See a trailer for a documentary about the
photographer,
Photographic Justice: The Corky Lee Story:
https://vimeo.com/213750495.
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I N D I V I D U A L A N D
S Y S T E M I C A P P R O A C H E S
S E C T I O N
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(NEO)LIBERALISM
Where societies come to be defined through market rationalities
so that
economic considerations take precedence over democratic
values, social
issues are translated into private matters and citizens are treated
as
customers (Giroux, 2003).
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LIBERAL
INTERVENTIONS
Focusing at the individual level, liberal interventions seek equal

rights, opportunities and compensation (Kirton, Greene &
Dean, 2007).
Individualisation
Individualised measures can mean that marginalised groups
become
reframed as deficient (e.g., not ambitious enough) and targeted
for
development.
Liberal values have more recently been co-opted into existing
systems of
power (see postfeminism: Lewis et al., 2017; Rottenberg, 2014).
The traditional approach of looking at one identity at a time can
also elide
intersectional considerations (Crenshaw, 1989; 1991).
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POWER
1. Systemic
2. Institutionalised
3. Internalised

Power extends beyond interpersonal interactions.
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GENDERED ORGANISATIONS
As important social phenomena, gender relations
influence the organisational functioning and the ways
we think about aims, strategy, values, leadership, and
so on (Calás and Smircich, 2006). This means shifting
from an individual-level perspective towards a
sociological perspective where we think of work and
organisations as being inherently gendered (Acker,
1990).
Our focus then shifts from counting the number of
‘men’ and ‘women’ in organisations, for example, to
power systems underpinning the structures of
organisations and societies (MacKinnon, 1982).
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GENDERED
ORGANISATIONS
Gender differences are structured into organisations. Rosabeth
Moss Kanter (1977) argued that while organisations are defined
as a gender-neutral, even the earliest models of organisations
revealed a ‘masculine ethic’ where the traits assumed to
belong to men were seen to be key to effective management.
In other words, patriarchy as a system of power structures
organisations to maintain women’s experiences of
discrimination, exclusion, segregation and low wages (Acker,
1990).
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RACIALISED
ORGANISATIONS
Like gender, organisations are inexorably racialised.
Racial inequality is not merely “in” organisations but “of”
them,

as racial processes are foundational to organisational formation
and continuity (Ray, 2019).
Like gender, race is part of a wider system of power that is not
only institutionalised but internalised.
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DOUBLE
CONSCIOUSNESS
W.E.B DuBois (2005, p. 9) explored
the consequences of living beneath
the white gaze through his concept
of ‘double consciousness,’ which he
described as “a peculiar sensation …
of always looking at one’s self
through the eyes of others, of
measuring one’s soul by the tape of
a world that looks on in amused

contempt and pity”.
The manifestations of double consciousness include a sense of
one’s own
inferiority that can be seen in the black-on-black violence of
both
traditional colonies and modern ghettos (Liu, 2020). It can also
see
individuals endorse ideologies or policies that are repressive to
one’s
group, as DuBois observed among his black contemporaries,
like Booker T.
Washington, who argued for the black population to receive
only
industrial training and be confined to manual labour. Part and
parcel of
being a person of colour is about negotiating our double
consciousness.
For a history of Black political conservativism in the United
States, see
Saviors or Sellouts: The Promise and Peril of Black
Conservatism, from
Booker T. Washington to Condoleezza Rice by Christopher A.
Bracey
(2008).
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WEEK 4
Re-Radicalising Diversity and Inclusion
On decolonising diversity, queering

organisations and other forms of radical
love
Read the required readings, work on your
reflexive journal, download the lecture slides
and attend class.
NEXT CLASS
Demonstrators march through the streets during the Gay
Liberation Day
parade in New York in 1971.
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REFERENCES
Acker, J. (1990). Hierarchies, jobs, bodies: A theory of
gendered organizations. Gender & Society, 4(2), 139–158.
Ahmed, S. (2012). On Being Included: Racism and Diversity in
Institutional Life. Durham, NC: Duke University Press.
Alvesson, M., Ashcraft, K.L. & Thomas, R. (2008). Identity
matters: Reflections on the construction of identity
scholarship in organization studies. Organization, 15(1), 5–28.
Ashforth, B.E., Harrison, S.H. & Corley, K.G. (2008).
Identification in organizations: An examination of four

fundamental questions. Journal of Management, 34(3), 325–374.
Bauer, G.R., Hammond, R., Travers, R., Kaay, M., Hohenadel,
K.M. & Boyce, M. (2009). “I don’t think this is theoretical;
this is our lives”: How erasure impacts health care for
transgender people. Journal of the Association of Nurses in
AIDS Care, 20(5), 348–361.
Benschop, Y. (2001). Pride, prejudice and performance:
Relations between HRM, diversity and performance.
International Journal of Human Resources Management, 12(7),
1166–1181.
Bonilla-Silva, E. (2006). Racism Without Racists: Color-Blind
Racism and the Persistence of Racial Inequality in the
United States. Lanham: Rowman & Littlefield Publishers.
Bracey, C.A. (2008). Saviors or Sellouts: The Promise and Peril
of Black Conservatism, from Booker T. Washington to
Condoleezza Rice. Boston: Beacon Press.
* = the required
readings of the
topic
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REFERENCES
Brown, A.D. (2015). Identities and identity work in
organizations. International Journal of Management Reviews,
17(1), 20–40.

Calás, M.B., & Smircich, L. (2006). From the “woman’s point
of view” ten years later: Towards a feminist organization
studies. In S. R. Clegg, C. Hardy, & W. R. Nord (Eds.), The
SAGE Handbook of Organization Studies (2nd ed., pp.
284–346). London: Sage.
Caza, B.B., Vough, H., & Puranik, H. (2018). Identity work in
organizations and occupations: Definitions, theories, and
pathways forward. Journal of Organizational Behavior, 39(7),
889–910.
* Clare, E. (2001). Stolen bodies, reclaimed bodies: Disability
and queerness. Public Culture, 13(3), 359–365.
Connell, R.W. (1987). Gender and Power: Society, the Person
and Sexual Politics. Cambridge: Polity Press.
Connell, R.W. (1995). Masculinities. Berkeley: University of
California Press.
Connell, R.W. (2002). Gender. Cambridge: Polity Press.
Connell, R.W. (2014). Margin becoming centre: For a world-
centred rethinking of masculinities. NORMA:
International Journal for Masculinity Studies, 9(4), 217–231.
Crenshaw, K. (1989). Demarginalizing the intersection of race
and sex: A black feminist critique of antidiscrimination
doctrine, feminist theory, and antiracist politics. University of
Chicago Legal Forum, 1989(1), 139–167.
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REFERENCES
Crenshaw, K. (1991). Mapping the margins: Intersectionality,
identity politics, and violence against women of color.
Stanford Law Review, 43(6), 1241–1299.
Deitch, E.A., Barsky, A., Butz, R.M., Chan, S., Brief, A.P. &
Bradley, J. (2003). Subtle yet significant: The existence and
impact of everyday racial discrimination in the workplace.
Human Relations, 56(11), 1299–1324.
Donaldson, M. & Tomsen, S.A. (2003). Male Trouble: Looking
at Australian Masculinities. Sydney: Pluto Press.
DuBois, W.E.B. (2005). The Souls of Black Folk. New York:
Pocket Books.
Essed, P. (1991). Understanding Everyday Racism: An
Interdisciplinary Theory. Newbury Park: Sage.
Feagin, J.R. (2013). The White Racial Frame: Centuries of
Racial Framing and Counter-Framing. New York, NY:
Routledge.
Foucault, M. (1980). Power/Knowledge. New York: Pantheon
Books.
Garfinkel, H. (1967). Studies In Ethnomethodology. New
Jersey: Prentice-Hall.
Giroux, H.A. (2003). Spectacles of race and pedagogies of
denial: Anti-Black racist pedagogy under the reign of
neoliberalism. Communication Education, 52(3/4), 191–211.

Gorman-Murray, A. (2013). Urban homebodies: Embodiment,
masculinity, and domesticity in inner Sydney.
Geographical Research, 51(2), 137–144.
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REFERENCES
Hill, J.H. (2009). The Everyday Language of White Racism.
Chichester: John Wiley & Sons.
Ignatiev, N. (1995). How the Irish Became White. New York:
Routledge.
Ishizuka, K.L. (2016). Serve the People: Making Asian America
in the Long Sixties. Brooklyn: Verso.
Kanter, R.M. (1977). Men and Women of the Corporation. New
York: Basic Books.
Jackson, S. (2006). Gender, sexuality and heterosexuality: The
complexity (and limits) of heteronormativity. Feminist
Theory, 7(1), 105–121.
Kimmel, M. (2006). Manhood in America (2nd ed.). New York:
Oxford University Press.
Kirton, G., Greene, A. & Dean, D. (2007). British diversity
professionals as change agents: Radicals, tempered radicals
or liberal reformers? International Journal of Human Resource
Management, 18(11), 1979–1994.
Lewis, P., Benschop, Y., & Simpson, R. (2017). Postfeminism,

gender and organization. Gender, Work and
Liu, H. (2017). Sensuality as subversion: Doing masculinity
with Chinese Australian professionals. Gender, Work and
* Liu, H. (2020). Destruction. In H. Liu, Redeeming
Leadership: An Anti-Racist Feminist Intervention (pp. 63–79).
Bristol: Bristol University Press.
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REFERENCES
MacKinnon, C.A. (2013). Intersectionality as method: A note.
Signs, 38(4), 1019–1030.
Martin, K. & Kazyak, E. (2009). Hetero-romantic love and
heterosexiness in children’s G-rated films. Gender & Society,
23(3), 315–336.
Nagoshi, J.L., Nagoshi, C.T. & Brzuzy, S. (2014). Gender and
Sexual Identity: Transcending Feminist and Queer
Theory. New York: Springer.
Nkomo, S.M. & Al Ariss, A. (2014). The historical origins of
ethnic (white) privilege in US organizations. Journal of
Managerial Psychology, 29(4), 389–404.
* Noon, M. (2018). Pointless diversity training: Unconscious
bias, new racism and agency. Work, Employment and
Society, 32(1), 198–209.

Overmyer-Velázquez, M. (2013). Good neighbors and White
Mexicans: Constructing race and nation on the Mexico-
U.S. border. Journal of American Ethnic History, 33(1), 5–34.
Puar, J. (2011). “I would rather be a cyborg than a goddess”:
Intersectionality, assemblage, and affective politics.
Transversal. Retrieved from
http://eipcp.net/transversal/0811/puar/en
Rottenberg, C. (2014). The rise of neoliberal feminism. Cultural
Studies, 28(3), 418–437.
Rich, A. (1980). Compulsory heterosexuality and lesbian
existence. Signs, 5(4), 631–660.
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REFERENCES
* Rumens, N. (2017). Queering lesbian, gay, bisexual and
transgender identities in human resource development
and management education contexts. Management Learning,
48(2), 227–242.
Seidman, S. (2005). From polluted homosexual to the normal
gay: Changing patterns of sexual regulation in
America. In C. Ingraham (Ed.), Thinking Straight: New Work in
Critical Heterosexuality Studies (pp. 39–62). New
York: Routledge.
Warner, M. (1999). The Trouble with Normal: Sex, Politics, and

the Ethics of Queer Life. New York: The Free Press.
West, C. & Zimmerman, D.H. (1987). Doing gender. Gender &
Society, 1(2), 125–151.
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COPYRIGHT
copyright owner.
researchers
38

1
presentation.
listening to
critiqued
1
2
D I V E R S I T Y
A N D
I N C L U S I O N
Dr Helena Liu
2 1 8 8 3
Week 4 — Re-Radicalising Diversity and Inclusion

National Archives.
2
3
Last week in this subject, we explored the
interlocking systems of power that structure
our society and organisations. From a
sociological perspective, we examined how
organisations are gendered,
heteronormative and racialised.
REVIEW
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REVIEW
IDENTITY
Dominant assumptions about ‘natural’ gender and
racial differences can belie the ways identities are
socially constructed and politically contested.

INDIVIDUALIST AND SYSTEMIC APPROACHES
(Neo)liberal interventions targeting individuals
treat inequality as an anomaly rather than a
deliberate function of power structures.
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D E C O L O N I S I N G
D I V E R S I T Y
S E C T I O N
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DECOLONISING DIVERSITY
For whom do we do diversity and for what purpose?
Is it only to increase organisational and performance
efficiencies? Is it to increase the career mobility of
professionals (or of academics)? Or is it to maintain
the socio-political status quo?
By critically asking and answering these questions,

we may begin to identify and challenge the
interlocking systems of power in our society.
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PATRIARCHY
Key Components
Patriarchy comprises a complex and shifting set of power
dynamics that
intersects multiple sites in culture and moves through us. It
cannot be
reduced to a universalist binary between oppressors and the
oppressed.
Rather, patriarchal ideology captures our imaginations and
enlists all of us
as its agents (Foucault, 1980).
“Wind Chill Effect”
The discrepancy between the amount of power held by men
collectively
and the amount felt by individual men (Kimmel, 2006).
Patriarchy in Organisations
Gender pay gap; gendered division of labour; ‘think manager
think male’;

gendered violence; good old regular sexism as well as
benevolent sexism;
hegemonic masculinity; and on and on.
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One practice of patriarchy is the inscription
of a hegemonic masculine ideal that is then
transposed onto work and organisations as
the ideal worker and manager.
HEGEMONIC
MASCULINITY
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HEGEMONIC
MASCULINITY
Hegemonic masculinity is what sociologist Raewyn Connell
(1987, 1995) defines as the currently most honoured way of
being a man. What constitutes hegemonic masculinity varies

across context. Within contemporary Western societies, the
practice of hegemonic masculinities is often described as
‘macho’, in other words, tough, competitive, assertive,
unemotional, self-reliant and heterosexual (Connell, 2014;
Donaldson and Tomsen, 2003; Gorman-Murray, 2013).
Masculinities
in Sydney
Australian
masculinities
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DOING
MASCULINITY
Masculinity is not necessarily associated with those who
identify as men as gender is a social performance. Hegemonic
masculinity at work means that all professionals, regardless of
their gender identification, are compelled to perform their
identities in line with this ideal (Liu, 2017).
Although white, cis-gender, heterosexual, middle/upper class,

able-bodied men may more closely embody hegemonic
masculinity, their achievement of an elite status can never be
guaranteed and requires continual, careful regulation.
14
15
HETERO-
NORMATIVITY
Heteronormativity can be seen as an extension of patriarchal
gendered division of labour (Rich, 1980). Under these
circumstances, heterosexuality is socially constructed as a
neutral, ‘natural’ category of sexuality against which others,
most notably LGBTQ+ sexualities, are cast as ‘abnormal’,
‘unhealthy’ and ‘deviant’ (Warner, 1999).
A related concept is cisnormativity, which similarly
marginalises
subjects who identify as gender diverse (Bauer et al., 2009).
Cisnormativity “describes the expectation that all people are
cissexual,
that those assigned male at birth always grow up to be men and
those

assigned female at birth always grow up to be women” (Bauer et
al., 2009,
p. 356). This assumption is so pervasive that it otherwise has
not yet been
named. See ‘Hetero-romantic love and heterosexiness in
children’s G-
rated films’ (Martin and Kazyak, 2009).
15
16
HETERONORMATIVITY
HETEROSEXUAL PRIVILEGE
The concept is widely used “as shorthand for the numerous
ways in which heterosexual privilege is woven into the fabric
of social life, pervasively and insidiously ordering everyday
existence” (Jackson, 2006, p. 108). However, heterosexuality
regulates those kept within its boundaries as well as
marginalising those outside them (Jackson, 2006).
SOCIAL CONTROL
Heteronormativity “not only establishes a
heterosexual/homosexual hierarchy but also creates
hierarchies among heterosexualities”, resulting in

“hegemonic and subordinate forms of heterosexuality”
(Seidman, 2005, pp. 40).
16
17
Peter Cvjetanovic chants with fellow neo-Nazis and white
nationalists in Charlottesville,
NC (from The Independent)
17
18
White supremacy is the centuries-old
racialised social system comprising the
“totality of the social relations and practices
that reinforce white privilege” (Bonilla-Silva,
2006, p. 9).
WHITE
SUPREMACY
18

19
WHITE
SUPREMACY
White supremacy operates in and through everyday racism to
maintain a strong positive orientation to “white superiority,
virtue, moral goodness, and action” (Feagin, 2013, p. 10; see
also
Deitch et al., 2003; Essed, 1991; Hill, 2009; Nkomo and Al
Ariss,
2014). It is not some aberrant and deviant attitude, but a
ubiquitous and integral part of work and social life.
An advertisement for Pears' Soap, from the 1890s, instructing
whites to promote cleanliness
among other races.
19
20
INTERSECTIONALITY
Before our class next week, an activity will be made available
on Canvas

that allows you to apply intersectionality theory to analyse your
own
standpoint. This activity will help you to complete your final
Reflexive
Journal Task.
20
21
WEEK 5
Re-Radicalising Diversity and Inclusion
On decolonising diversity, queering
organisations and other forms of radical
love
and attend class.
NEXT CLASS
Demonstrators march through the streets during the Gay
Liberation Day
parade in New York in 1971.
21

22
REFERENCES
Acker, J. (1990). Hierarchies, jobs, bodies: A theory of
gendered organizations. Gender & Society, 4(2), 139–158.
Ahmed, S. (2012). On Being Included: Racism and Diversity in
Institutional Life. Durham, NC: Duke University Press.
Alvesson, M., Ashcraft, K.L. & Thomas, R. (2008). Identity
matters: Reflections on the construction of identity
scholarship in organization studies. Organization, 15(1), 5–28.
Ashforth, B.E., Harrison, S.H. & Corley, K.G. (2008).
Identification in organizations: An examination of four
fundamental questions. Journal of Manageme nt, 34(3), 325–374.
Bauer, G.R., Hammond, R., Travers, R., Kaay, M., Hohenadel,
K.M. & Boyce, M. (2009). “I don’t think this is theoretical;
this is our lives”: How erasure impacts health care for
transgender people. Journal of the Association of Nurses i n
AIDS Care, 20(5), 348–361.
1166–1181.
Bonilla-Silva, E. (2006). Racism Without Racists: Color-Blind
Racism and the Persistence of Racial Inequality in the
United States. Lanham: Rowman & Littlefield Publishers.
Bracey, C.A. (2008). Saviors or Sellouts: The Promise and Peril
of Black Conservatism, from Booker T. Washington to

Condoleezza Rice. Boston: Beacon Press.
* = the required
readings of the
topic
22
23
REFERENCES
Brown, A.D. (2015). Identities and identity work in
organizations. International Journal of Management Reviews,
17(1), 20–40.
Calás, M.B., & Smircich, L. (2006). From the “woman’s point
of view” ten years later: Towards a feminist organization
studies. In S. R. Clegg, C. Hardy, & W. R. Nord (Eds.), The
SAGE Handbook of Organization Studies (2nd ed., pp.
284–346). London: Sage.
Caza, B.B., Vough, H., & Puranik, H. (2018). Identity work in
organizations and occupations: Definitions, theories, and
pathways forward. Journal of Organizational Behavior, 39(7),
889–910.
* Clare, E. (2001). Stolen bodies, reclaimed bodies: Disability
and queerness. Public Culture, 13(3), 359–365.
Connell, R.W. (1987). Gender and Power: Society, the Person
and Sexual Politics. Cambridge: Polity Press.
Connell, R.W. (1995). Masculinities. Berkeley: University of

California Press.
Connell, R.W. (2002). Gender. Cambridge: Polity Press.
Connell, R.W. (2014). Margin becoming centre: For a world-
centred rethinking of masculinities. NORMA:
International Journal for Masculinity Studies, 9(4), 217–231.
Crenshaw, K. (1989). Demarginalizing the intersection of race
and sex: A black feminist critique of antidiscrimination
doctrine, feminist theory, and antiracist politics. University of
Chicago Legal Forum, 1989(1), 139–167.
23
24
REFERENCES
Crenshaw, K. (1991). Mapping the margins: Intersectionality,
identity politics, and violence against women of color.
Stanford Law Review, 43(6), 1241–1299.
Deitch, E.A., Barsky, A., Butz, R.M., Chan, S., Brief, A.P. &
Bradley, J. (2003). Subtle yet significant: The existence and
impact of everyday racial discrimination in the workplace.
Human Relations, 56(11), 1299–1324.
Donaldson, M. & Tomsen, S.A. (2003). Male Trouble: Looking
at Australian Masculinities. Sydney: Pluto Press.
DuBois, W.E.B. (2005). The Souls of Black Folk. New York:
Pocket Books.

Essed, P. (1991). Understanding Everyday Racism: An
Interdisciplinary Theory. Newbury Park: Sage.
Feagin, J.R. (2013). The White Racial Frame: Centuries of
Racial Framing and Counter-Framing. New York, NY:
Routledge.
Foucault, M. (1980). Power/Knowledge. New York: Pantheon
Books.
Garfinkel, H. (1967). Studies In Ethnomethodology. New
Jersey: Prentice-Hall.
Giroux, H.A. (2003). Spectacles of race and pedagogies of
denial: Anti-Black racist pedagogy under the reign of
neoliberalism. Communication Education, 52(3/4), 191–211.
Gorman-Murray, A. (2013). Urban homebodies: Embodiment,
masculinity, and domesticity in inner Sydney.
Geographical Research, 51(2), 137–144.
24
25
REFERENCES
Hill, J.H. (2009). The Everyday Language of White Racism.
Chichester: John Wiley & Sons.
Ignatiev, N. (1995). How the Irish Became White. New York:
Routledge.
Ishizuka, K.L. (2016). Serve the People: Making Asian America
in the Long Sixties. Brooklyn: Verso.

Kanter, R.M. (1977). Men and Women of the Corporation. New
York: Basic Books.
Jackson, S. (2006). Gender, sexuality and heterosexuality: The
complexity (and limits) of heteronormativity. Feminist
Theory, 7(1), 105–121.
Kimmel, M. (2006). Manhood in America (2nd ed.). New York:
Oxford University Press.
Kirton, G., Greene, A. & Dean, D. (2007). British diversity
professionals as change agents: Radicals, tempered radicals
or liberal reformers? International Journal of Human Resource
Management, 18(11), 1979–1994.
Lewis, P., Benschop, Y., & Simpson, R. (2017). Postfeminism,
gender and organization. Gender, Work and
Liu, H. (2017). Sensuality as subversion: Doing masculinity
with Chinese Australian professionals. Gender, Work and
* Liu, H. (2020). Destruction. In H. Liu, Redeeming
Leadership: An Anti-Racist Feminist Intervention (pp. 63–79).
Bristol: Bristol University Press.
25
26
REFERENCES
MacKinnon, C.A. (2013). Intersectionality as method: A note.

Signs, 38(4), 1019–1030.
Martin, K. & Kazyak, E. (2009). Hetero-romantic love and
heterosexiness in children’s G-rated films. Gender & Society,
23(3), 315–336.
Nagoshi, J.L., Nagoshi, C.T. & Brzuzy, S. (2014). Gender and
Sexual Identity: Transcending Feminist and Queer
Theory. New York: Springer.
Nkomo, S.M. & Al Ariss, A. (2014). The historical origins of
ethnic (white) privilege in US organizations. Journal of
Managerial Psychology, 29(4), 389–404.
* Noon, M. (2018). Pointless diversity training: Unconscious
bias, new racism and agency. Work, Employment and
Society, 32(1), 198–209.
Overmyer-Velázquez, M. (2013). Good neighbors and White
Mexicans: Constructing race and nation on the Mexico-
U.S. border. Journal of American Ethnic History, 33(1), 5–34.
Puar, J. (2011). “I would rather be a cyborg than a goddess”:
Intersectionality, assemblage, and affective politi cs.
Transversal. Retrieved from
http://eipcp.net/transversal/0811/puar/en
Rottenberg, C. (2014). The rise of neoliberal feminism. Cultural
Studies, 28(3), 418–437.
Rich, A. (1980). Compulsory heterosexuality and lesbian
existence. Signs, 5(4), 631–660.
26

27
REFERENCES
* Rumens, N. (2017). Queering lesbian, gay, bisexual and
transgender identities in human resource development
and management education contexts. Management Learning,
48(2), 227–242.
Seidman, S. (2005). From polluted homosexual to the normal
gay: Changing patterns of sexual regulation in
America. In C. Ingraham (Ed.), Thinking Straight: New Work in
Critical Heterosexuality Studies (pp. 39–62). New
York: Routledge.
Warner, M. (1999). The Trouble with Normal: Sex, Politics, and
the Ethics of Queer Life. New York: The Free Press.
West, C. & Zimmerman, D.H. (1987). Doing gender. Gender &
Society, 1(2), 125–151.
27
28
COPYRIGHT

copyright owner.
researchers
28
1
presentation.
listening to
critiqued

12
D I V E R S I T Y
A N D
I N C L U S I O N
Dr Helena Liu
2 1 8 8 3
Week 2 — History and Politics of Diversity
National Archives.
13
MULTIPLE CHOICE
QUIZ REVIEW
18
H I S T O R Y & P O L I T I C S
O F D I V E R S I T Y
S E C T I O N
19

MULTICULTURALISM
Diversity is not what we are, but what Australia has (Hage,
1998).
Lanterns of the Terracotta Warriors by Xia Nan (2014)
20
Although this term has become increasingly
widespread, it has no single definition.
Diversity management is understood in
diverse ways in different countries and in
different organisations (Kramar, 2012).
‘DIVERSITY’
21
WORKFORCE 2000
This report published in the United States in 1987 was one of
the first to establish the notion of “managing diversity”.
Predictions
The report predicted that the proportion of white male entrants
would

fall, while the numbers of women and people of colour would
rise.
The Rise of Diversity Management
Academics and practitioners began to ask and answer how to
effectively
manage diversity in the wake of these predictions. A wide range
of
diversity management programmes were subsequently
developed, not
only across organisations in the United States, but also in other
countries
like Canada, Britain, Australia and New Zealand that
anticipated similar
demographic trends.
(Johnston and Packer, 1987)
22
Managing diversity is an idea
whose time has come. More and
more corporations and
organisations are awakening to the
fact that a diverse workforce is not
a burden, but their greatest
potential strength — when
managed properly.”
— R. Roosevelt Thomas (1991, p. viii)

23
DIFFERENCES
1. Characteristics (e.g., gender, race, sexuality, dis/ability, age,
family responsibilities, personality, dress styles, working styles
and leisure pursuits);
2. Outcomes (e.g., performance and corporate social
responsibility agenda).
(Bertone and Leahy, 2001; Kramar, 2012)
24
In Australia, diversity management
overwhelmingly targets women as a group.
Dominant approaches have overlooked
other (intersecting) forms of inequality
(Beck, 2021), while progress towards gender
equality has also been slow.
WOMEN

We will explore
intersectionality
theory further next
week
25
DIVERSITY POLICIES
AND PRACTICES
Mixed Results
Due to the varied ways people understand diversity, the
‘success’ of these
policies and practices have been difficult to evaluate.
Resistance and Backlash
Diversity management is rarely embedded into the management
processes or culture (Kramar, 2012). Senior management have a
tendency
to see diversity and inclusion as issues to be ‘solved’ by the
particular unit
(Ahmed, 2007). Resistance, and sometimes backlash, remain a
persistent
feature alongside diversity initiatives.
26

DIVERSITY ON
WHITE TERMS
While whiteness remains the organisational norm, notions of
racial diversity have in some ways become more desirable and
(visible) non-whiteness has become a commodity for
organisations to acquire and exploit.
Under what legal scholar Nancy Leong (2012, p. 2152) calls
“racial capitalism”, people of colour are defined in terms of the
social and economic value they provide to white people and
institutions. Diversity policies and practices have degraded
non-whiteness into an object to be “pursued, captured,
possessed and used” (Leong, 2012, p. 2155).
Studies of corporate websites have shown that diversity is
instrumentally
adopted in organisations’ visual branding, where companies will
often
overrepresent the diversity of their workforce via photographs.
By
displaying numerous photographs of happy people of colour,
companies
can use their bodies to present itself as cosmopolitan,
progressive and
inclusive, irrespective of their actual policies and practices
(Guerrier and
Wilson, 2011).

27
T H E P O L I T I C S O F
F E E L I N G G O O D
S E C T I O N
28
In contrast to gender and other
categories of identity, which are often
represented as sources of social
inequality in organisations, ‘diversity’
does not so powerfully appeal to our
sense of social justice.”
— Yvonne Benschop (2001, p. 1166)
29
The assumption that diversity can be
managed as if it is a human resource is
rooted in our ideology of multiculturalism.
For scholars like Benschop (2001),
organisational preferences for ‘diversity’ can
be a sign of the lack of commitment to

change.
DIVERSITY AS A
HUMAN RESOURCE
30
WARM AND FUZZY
Secures Rather Than Disrupts
Diversity, in certain contexts, can be a feel-good concept. It
paints the picture of happy people who look different working
together in harmony. It contains the threat of dissent as
“everyone is presented as harmless, friendly and positive”
(Swan, 2010, p. 92).
What Does ‘Diversity’ Conceal?
In individuating difference, the term diversity conceals
structural inequality born from systems of power.
31
POWER AND PRIVILEGE
Before our class next week, a video will be made available to
watch on

Canvas that dives deeper into the power structures that diversity
management can conceal.
32
WEEK 3
Critical Approaches to Diversity
On body counts, rainbow-washing
and saviours
and attend class.
NEXT CLASS
33
REFERENCES
Ahmed, S. (2007). The language of diversity. Ethnic and Racial
Studies, 30(2), 235–256.
* Ahmed, S., & Swan, E. (2006). Introduction: Doing diversity.
Policy Futures in Education, 4(2), 96–100.

1166–1181.
Bertone, S. and Leahy, M. (2001). Social equity,
multiculturalism and the productive diversity paradigm:
Reflections
on their role in corporate Australia. In S. Philips (ed.) Everyday
Diversity: Australian Multiculturalism and
Reconciliation (pp. 113–144). Melbourne: Common Ground
Publishing.
Guerrier, Y., & Wilson, C. (2011). Representing diversity on
UK company web sites. Equality, Diversity and Inclusion:
An International Journal, 30(3), 183–195.
* Hage, G. (1998). Good white nationalists: The tolerant society
as a white fantasy. In G. Hage, White Nation:
Fantasies of White Supremacy in a Multicultural Society (pp.
79–104). Hoboken: Taylor and Francis.
Johnston, W. and Packer, A. (1987). Workforce 2000: Work and
Workers for the 21st Century. Indianapolis: Hudson
Institute.
Kramar, R. (2012). Diversity management in Australia: A
mosaic of concepts, practice and rhetoric. Asia Pacific
Journal of Human Resources, 50(2), 245–261.
* = the required
readings of the
topic
34
REFERENCES

Leong, N. (2012). Racial capitalism. Harvard Law Review,
126(8), 2151–2224.
* Liu, H. (2017). Undoing whiteness: The Dao of anti-racist
diversity practice. Gender, Work and Organization, 24(5),
457–471.
Swan, E. (2010). Commodity diversity: Smiling faces as a
strategy of containment. Organization, 17(1), 77–100.
Thomas, R.R. (1990). From affirmative action to affirming
diversity. Harvard Business Review, 68(2), 107–117.
Thomas, R.R. (1991). Beyond Race and Gender. New York:
American Management Association.
35
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