Abstract
This chapter focuses on corporate social responsibility (CSR) in relation to gender equality in the Arab Middle East. It examines the relationship between CSR and gender in the workplace whilst exploring the link between CSR and human resource management (HRM) policies and practices. The chapter first presents some seminal work on gender equality and diversity management, looking at the business case for gender equality within the CSR and HRM contexts, before engaging with relevant work on gender equality in the Arab Middle East. It concludes by offering recommendations on advancing the equality agenda at the macro- and meso-levels, within a framework which recognises the centrality of agency of women, as well as the potential of positive changes through corporations being seen as ‘agents of change’. The chapter advocates for organisational and governmental policies to promote gender equality in the Arab Middle East.
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Notes
- 1.
Positive action is when an employer takes steps to encourage certain groups of people with different needs, or who are disadvantaged in some way, access work or training. Positive action is lawful in some countries (e.g., in the UK, positive action is allowed under the UK Equality Act 2010) but not legally required (as is the case with positive discrimination or affirmative action, where quotas are legally enforceable).
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Kamenou-Aigbekaen, N. (2019). Gender Equality and Corporate Social Responsibility in the Middle East. In: Rettab, B., Mellahi, K. (eds) Practising CSR in the Middle East. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-02044-6_8
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