Human Resource Management

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or continue to push traditional equality approaches.

That unions may engage more or less positively with diversity as a policy approach clearly depends on the national industrial relations and equality contexts. It is interesting that in practice there are significant national variations in the way in which diversity management has penetrated union thinking, regardless of the convergence of legislation in organizational and conceptual development of diversity (Wrench, 2005b). This is not necessarily a weakness; some have argued against a `global discourse of assimilation' where the American model of diversity management is adopted in Europe and throughout the world (Jones et al., 2000). It has been asked elsewhere how transferable US theories and practices of human resource management are to Europe (Harzing and Van Ruysseveldt, 1995), and the same question needs to be asked about diversity management.

However, does the acknowledgement of the effects of different contexts mean ...

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