Marjolein Dennissen

137 Discussion and comparative analysis between diversity networks is, to my current knowledge, largely absent. The initial idea of this dissertation was to provide an in-depth exploration of various diversity networks in order to allow for a comparison and an analysis of possible differences between different networks. As Foldy (2002) noted, “power and identity are profoundly intertwined in all organizations, (…) this interconnection operates differently depending on organizational context” (p. 93). So, collecting data in two different organizations provided the possibility of considering different organizational contexts, as well as the organizational processes and practices, that could impact diversity networks and their contribution to organizational equality. Although differences exist between diversity networks in their history, goals, activities, support, and financial resources, I did not execute a systematic comparison of different diversity networks nor a comparison of different organizational contexts. However, studying diversity networks in different organizational contexts, I did notice differences between these contexts and how diversity networks maneuver. For example, within Finance, all diversity networks were incorporated in diversity and inclusion policies of the organization and, as a consequence, were supported by the organization in terms of financial resources. In Govt, diversity networks seemed to have more attention on organizational practices that lead to an organizational culture that is exclusive toward historically marginalized social groups, such as LGBT and chronically ill employees. These preliminary ideas indicate that future research should focus on a more systematic comparison. For example, this comparison could focus on organizations in different sectors, such as Govt and Finance, or organizations with different organizing methods for diversity networks, such as those organized from the top down and those that are strictly grassroots. In addition to amore systematic comparative analysis of diversity networks, my dissertation provides several other promising avenues for future research. First of all, research on diversity networks could be broadened by including networks other than women’s networks, ethnic minority networks, and LGBT networks. Many different types of diversity networks exist, such as networks related to religion, age, and disability, but research hitherto has focused primarily on these three network types. In addition, in contrast to a network for all ethnic minorities (as in Finance), different diversity networks exist for various ethnic groups. For example, at Govt, different diversity networks were initiated for employees with a Moroccan background, Turkish background, Suriname background, Antillean background, and Moluccan background; in addition, employees with an Indian background have expressed their ambition for their own network. In the light of a comparative study, it would be fascinating to explore the differences between these networks and the consequences of this fragmentation for the organization. Secondly, future research on diversity management in general could examine how other diversity management practices contribute to multiple levels of equality. In this dissertation, I developed a three-level framework to analyze the contribution of diversity networks to organizational equality. However, organizations implement other diversity management practices, such as diversity training, mentoring, and task forces. Similar to research on diversity