ABSTRACT
This chapter provides a summary of the conceptual and theoretical underpinning of organisational equality, diversity, and inclusion policies. The main theoretical approaches to equality, diversity, and inclusion are presented, identifying the chronological shift in thinking from equality to inclusion. It also provides an analysis of similarities and differences between policies of “equal opportunities”, “diversity management”, and “equality, diversity, and inclusion”. Overall, the chapter argues that there is still limited evidence as to the success of diversity policies, while specific dangers of the business case focus of diversity management are highlighted. In addition, examples are provided of where the “difference” approach can be used to reassert the inferiority and justify the exclusion of disadvantaged groups. There is still a lack of clarity about how to achieve equality in the workplace. Suggestions include recognising that people are both similar and different simultaneously. Therefore, “sameness” and “difference” should not be placed in opposition. This leads to the need to maintain traditional equality approaches alongside more recent diversity approaches and where recent use of the discourse of “equality, diversity, and inclusion” may signal more of an integrative approach.
