Workplace equality and diversity in Iceland : organizational efforts and influence on employees

The aim of this study was to determine whether management intentions to enhance or manage equality and diversity in organizations positively influences employee perceptions of equality, diversity, justice and trust. Participants in the study in phase one were 35 human resource managers in Icelandic organizations with 70 or more employees. In phase two, 1041 employees within the same organizations participated. The measurement used for phase one was designed by The Research Center for Human Resource Management at Reykjavík University and is based on the Strategic Human Resource Management (SHRM) maturity scale developed by Paul Kearns (2005). The measurement for phase two included constructs designed to assess employee perceptions of equality, diversity, justice and trust. Results revealed no relationship between the existence of equality statements and employees’ perceptions of equality, diversity, justice or trust, but there were significant relationships between the existence of diversity statements and employees’ perceptions of equality. Both organizations’ intentions in terms of acquiring equal wage certification and equality maturity had a positive and significant relationship with employee perceptions of equality. Overall, Strategic Human Resource Management maturity was significantly related to employee-perceived equality, diversity and trust scores.

Author dc:creator

• Laura Nesaule 1984-

Contributors dc:contributor

• Háskólinn í Reykjavík

• Mannauðsstjórnun og vinnusálfræði
• Meistaraprófsritgerðir
• Jafnréttismál
• Starfsfólk
• Human resource management and organizational psychology
• Equality
• Employees

Language dc:language.iso

en

Handle dc:identifier.uri

http://hdl.handle.net/1946/25703

OAI identifier oai:identifier

oai:skemman.is:1946/25703