Diversity in Work Organisations

Parkin, 1992, Tancred-Sheriff and Campbell, 1992). The relatively recent attention to

gender in organisational analysis has exposed the ubiquity of gendered relations, male

power and masculine bias within organisations (Burrell and Hearn, 1989; Hearn and

Parkin, 1992). The vast ‘women in management’ literature is an example of this.

Authors are now arguing for gendered organisational analysis to be extended to

include a multiplicity of intersecting dimensions of diversity, for example, race, disability, age and sexual orientation.