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研究生: 貝摩根
Bakewell, John Morgan
論文名稱: Localized Narratives as Strategy to Drive Organizational Change for Diversity, Equity, and Inclusion: A Case Study of a Global American Company's Subsidiary in Taiwan
Localized Narratives as Strategy to Drive Organizational Change for Diversity, Equity, and Inclusion: A Case Study of a Global American Company's Subsidiary in Taiwan
指導教授: 盧承杰
Lu, Cheng-Chieh
口試委員: 盧承杰
Lu, Cheng-Chieh
張媁雯
Chang, Wei-Wen
張詠晴
Chang, Yung-Ching
口試日期: 2023/07/03
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2023
畢業學年度: 111
語文別: 英文
論文頁數: 56
英文關鍵詞: global DEI, communication for organizational change, organization development
DOI URL: http://doi.org/10.6345/NTNU202300844
論文種類: 代替論文:專業實務報告(專業實務類)
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  • Diversity, equity, and inclusion (DEI) is a growing trend in human resource development that is nearly ubiquitous now among Western organizations and increasingly popular around the world. The global rise of DEI practice is largely driven by Western multinational organizations implementing DEI in their overseas operations. I spent three months leading DEI at a Taiwanese subsidiary of a large, American company, where local leaders expressed strong desire to expand and improve DEI. Organization development literature is clear: implementing cultural change necessary for DEI reform is extremely difficult, and there is virtually no literature on DEI reform applicable to the Taiwanese context. I lean on Anand's (2022) new book on principles for driving DEI reform in foreign subsidiaries of global companies—the first of its kind. Major organizational change requires key stakeholders’ support, and this study focuses on constructing and leveraging contextually-specific narratives for DEI change as strategy to garner such support. My research seeks knowledge to inform such strategy by applying Anand's principles to analyze qualitative data collected during my DEI internship at the case study organization. I found that the most compelling narratives for DEI reform would center on three distinct issues of gender inequality, with special implications for tailoring narratives to better suit various audiences by emphasizing different rationales for acting on each issue. Additional recommendations for successful DEI reform at the case study site are outlined in my final chapter. Through this study, I aim to develop my professional abilities as a facilitator of organizational change by providing tangible guidance supporting the organization’s desired change with respect to DEI.

    ACKNOWLEDGEMENTS……………………………………………………...i ABSTRACT…………………………………………………………………….ii TABLE OF CONTENTS………………………………...………...…………..iii LIST OF FIGURES……………………………………………………...……...v CHAPTER I INTRODUCTION………………………………………………..1 Research Background………………………………………………………………….1 Statement of the Problem……………………………………………………………...3 Research Purposes……………………………………………………………………..5 Research Questions……………………………………………………………………5 Significance of the Study……………………………………………………………...6 CHAPTER II LITERATURE REVIEW…………..…………………………...9 Introduction……………………………………………..……………………………..9 DEI as HRD’s Organization Development Function………………………………...9 Rationales Motivating DEI: Examining Diversity Literature…….……………...…..10 Importance of Naming and Defining an Organization’s DEI Practice………12 Globalizing DEI in Multinational Organizations…………………………………….13 CHAPTER III METHODOLOGY……………………………………………19 Research Approach…………………………………………………...………….…..19 Research Paradigm………..…………………………………………….……………21 Data Collection……………………………………………………………………….22 Data Analysis……………………………………………………….……..….……...24 Representation…………………………………………………………………….….26 Research Quality……………………………………………………………………..27 CHAPTER IV FINDINGS & DISCUSSIONS……………………………….29 Subsidiary's ‘Equality’ Trumps Company's ‘Equity’: A Foundational Roadblock…29 Gender Emerges as Leading DEI Concern…………………………………………..38 Gender Issues Worth Narrating………………………………………………………39 CHAPTER V CONCLUSIONS & SUGGESTIONS…………………………45 Conclusions…………………………………………………………………………..45 Implications…………………………………………………………………………..47 Limitations…………………………………………………………………………...49 Suggestions for Future Studies……………………………………………………….51 REFERENCES……………………………………...…………………………53

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