ABSTRACT
This chapter demonstrates that such post-bureaucratic concepts understand organizations in cultural terms. They represent a shift from functional to cultural definitions of standards for work and for organizational practices. Culturalized definitions lead to the exclusion of minority members on cultural instead of functional grounds and open up a wide range of arguments to be used against minority employees. The international literature recognizes that there is more to the factors causing such inequality than just inequality in human capital credentials, such as education, training, work experiences, and job tenure. Each organization has a variety of diversity management instruments that focus on stimulating minoritie's inflow into the organization and on creating a climate of acceptance within the organization. By contrast, socio-ideological standards identity and personality prescriptions, norms and values, attitudes, and soft skills such as social and communicative competences are much more encompassing in scope, more difficult to grasp, and less formalized.
