Table of Contents
Urban Studies Research
Volume 2012, Article ID 385806, 13 pages
http://dx.doi.org/10.1155/2012/385806
Review Article

Diversity Management in the Canadian Workplace: Towards an Antiracism Approach

Metropolitan University College, Copenhagen, Denmark

Received 21 March 2012; Revised 28 August 2012; Accepted 15 September 2012

Academic Editor: Michelle Thompson-Fawcett

Copyright © 2012 Vanmala Hiranandani. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Most diversity management programs in Canada maintain that enhancing workforce diversity is of tremendous significance for business organizations in today’s competitive global urban markets. Since well-meaning diversity management initiatives have been largely ineffective thus far in dealing with workplace discrimination and racism in the Canadian workplace, this paper underscores the need to decenter the focus of diversity management from a business imperative to an antidiscrimination and social justice imperative. Within this latter perspective, the paper examines the strengths and limitations of the antiracism approach that has been implemented in various developed countries in recent years. The antiracism approach is an action-oriented strategy for institutional and systemic change that has at its core the interrogation of privilege, power disparities, and other forms of inequity within the organization. Drawing from the lessons of various initiatives that have utilized this approach, the present paper emphasizes the need for a nuanced antiracism approach in the multicultural Canadian society if diversity management is to attain its goal of greater inclusion of all individuals in informal networks and formal organizational programs.