# data[].attributes.body
This class opened my mind and made me think differently about diversity and it's many forms. What is diversity? How is it being managed? Are we approaching it in the right way?
The course also makes me feel that we talk a lot about gender and it's fine but when I think about diversity I think about a multicultural work environment. I feel that countries such a Denmark and other Scandinavian countries focus so much on the topic of gender, when I feel the most urgent matter is to create equal opportunities regardless of your ethnicity or your educational/professional background. I want to know how to change stereotyping and bias and put everyone at the same level.

# data[].attributes.headline
Integrating aspects, perspectives, wishes, needs etc. from all possible groups within an organization's processes (majority and minority groups)

# data[].attributes.subject
Integrating aspects, perspectives, wishes, needs etc. from all possible groups within an organization's processes (majority and minority groups)

# data[].attributes.body
Diversity is meaningless unless we have some context.

# data[].attributes.body
A concept of integrating, accomodating and/or include underrepresented minorities

# data[].attributes.body
What have I learned:
Diversity is embedded in the context. Diversity is nothing in it self, but it is how people make meaning of it that matters. Management can become obsessed with the idea of diversity without an actual goal of diversity.

# data[].attributes.body
Memes and metaphors does make things easier to understand.

# data[].attributes.body
The idea of fixing diversity issues in an organization by, for instance, hiring more women or mentoring new aspirants to manage in the traditional ways is not evolving the organization. If no new input is being introduced, then no change has occured. This can be related to how large corporations hire women to a "man's" position rather than creating a new position specifically designed to women, is not a path towards real diversity, only a manifestation of false diversity.

# data[].attributes.body
- concept often treated too deterministic / vague / narrow
- constructive and not a finite concept
- strong psychological/philosphical aspects
- diversity is what you make of it

# data[].attributes.headline
Lancanian theory is highly similar to Buddhist philosophy. Our existence or even feelings are artificial. 

# data[].attributes.subject
Lancanian theory is highly similar to Buddhist philosophy. Our existence or even feelings are artificial. 

# data[].attributes.body
The desire for diversity will be unquenchable, when the company is done with one type it will eventually move to another type of diversity and try to improve there repeating until the corporation shut down.

# data[].attributes.body
The lack of clear definition of diversity can cause anxiety

# data[].attributes.body
https://www.youtube.com/watch?v=uAXtO5dMqEI

# data[].attributes.body
Diversity is volatile, it can be anything and it is nothing. People started attaching meaning to it. For example, diversity as a metter of gender equality.

# data[].attributes.body
My understanding of diversity management entails that we should read a more diverse literature on diversity management i.e. not only Western scholars, researching Western-based organisations

# data[].attributes.body
What we perceive, understand or consider diverse can only be brought into context if we have something to relate it to.

# data[].attributes.body
Nope.

# data[].attributes.body
I actually didn't get the connection between these fantasies and diversity management. I get the result and conclusion from the paper but I am still kind of confused about the practical meaning of it in a organization.

# data[].attributes.headline
constant Integration, evalluation and management of perspectives and needs

# data[].attributes.subject
constant Integration, evalluation and management of perspectives and needs

# data[].attributes.body
Seems that you can view diversity management in many different aspects using many different theories and you will still never fully understand it. I fully enjoy the idea of the onion and how it has multiple layers and you can't understand something based off one or a combination of layers. Seems that you can view diversity management in many different aspects using many different theories and you will still never fully understand it. I fully enjoy the idea of the onion and how it has multiple layers and you can't understand something based off one or a combination of layers.

# data[].attributes.body
We try to ensure diversity by hiring an excluded group in an organisation with a fixed mindset and thus forcing them to think the same way.

# data[].attributes.body
Lecture 20/11/2018

- key takeaways
- understanding that diversity in the workforce is not necessarily a good thing if the diverse people are labeled as just that, diverse, making that the token minority in the organisation

-  The importance of managing diversity; letting in different voices in your organisation without letting those voices be heard, or changing the voice into something familiar by demanding homogeneity defeats the purpose of diversity

- the idea of the core unconscious bias carried and how it affects the above scenarios

-

# data[].attributes.body
These is no diversity in a person itself but the people act differently depends on the environment and the context.

# data[].attributes.body
if we follow the Lacanian perspective, a “diverse state” cannot be reached and we need to rethink our approach to our live cases as well.

# data[].attributes.body
Full of layers, no real core, makes you cry

# data[].attributes.body
Psychoanalysis can help uncover the hidden things in diversity management.

It  doesn’t question diversity management as a strategy, but in terms of what this is as a phenomenon and what actually is the relational signifiers of the term.

Diversity management is more than just about minorities and discrimination, it is a lack of something in organisations, that it desires.

In organisations, it is interesting to see who does the diversity management (who is the agency of diversity management) and what actions are taken for it. For should it be the minorities that do diversity for the sake of it, or should it be those who do not have this diversity.

# data[].attributes.body
You may appear diverse, but no one can truly be diverse.

# data[].attributes.body
-       A more in-depth understanding of Lacan’s theory – it was a little broad and confusing to me before coming to class

-       A more critical perspective on diversity management – can it really be managed?

-       Building on the critical diversity management literature – questioning what really is diversity rather than just questioning motives for managing diversity

-       Realising there is an underlying assumption in DM literature that diversity can be managed

-       A case example of using discourse for analysis of situations – post-structuralist

-       Signifier-signified links back to the course with Mette – post-modern and post-structuralist

# data[].attributes.body
minority stress
extra stress that minorities experience because they are the minority.

https://www.youtube.com/watch?v=OGBC1aEyfqg

Breaking the norm puts the norm front and center! making it visible to others that there was a norm.

# data[].attributes.headline
These lectures have a postmodern approach

# data[].attributes.subject
These lectures have a postmodern approach