Abstract:
This paper aims at establishing the impact of feminism on diversity management and organizational justice. It is difficult to talk about diversity within a rigid amount of space, since there are many ways to direct such a discussion on such an ambiguous concept. Despite its good intentions, it seems that it continues to identify ways of keeping those historically on the margins within them, whether intended or not. Discussion of various identity experiences allowed us to see the diversity of lived experiences that need to be considered, acknowledge and respected when dealing with a population full of diverse backgrounds. The limitations of talking about various identity groups is that by taking a singular approach with each identity group, aided in the process of defining their characteristics, especially for those with whom the researcher have no allegiance of identity or experience (such as disability or Urban working class). It is also learned that second-hand accounts of identity-related experiences do not contain a full portrait of the lived experiences of all within a specific identity group. Nor can I assume that lived experiences for groups are the same. As an aspiring employee affairs professional in top management, introduce some new ground to see how we can challenge the way we create and cement boxes that keep those who are underrepresented and underprivileged in their status positions and eliminate the status quo identity that exists within the culture of top management. The hope for the future is that organizations of private sector, will allow the unsung voices and the invisible bodies to permeate the hierarchies and reform the industry into one that truly values difference not for the sheer cosmetic nature but for its richness in organizational culture and
justice.
