Marjolein Dennissen

149 References Nkomo, S., & Hoobler, J. M. (2014). A historical perspective on diversity ideologies in the United States: Reflections on human resource management research and practice. Human Resource Management Review ,  24 (3), 245-257. O’Neil, D. A., Hopkins, M. M., & Sullivan, S. E. (2011). Do women’s networks help advance women’s careers? Differences in perceptions of female workers and top leadership. Career Development International, 16 (7), 733-754. Ogbonna, E., & Harris, L. C. (2006). The dynamics of employee relationships in an ethnically diverse workforce. Human Relations, 59 (3), 379-407. Oswick, C., & Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions? British Journal of Management, 25 (1), 23-39. Özbilgin, M. F., & Woodward, D. (2004). ‘Belonging’and ‘otherness’: sex equality in banking in Turkey and Britain. Gender, Work & Organization, 11 (6), 668-688. Parkhe, A., Wasserman, S., & Ralston, D.A. (2006). New frontiers in network theory development. Academy of Management Review, 31 (3), 560-568. Phillips, N., & Hardy, C. (2002). Discourse analysis: Investigating processes of social construction . London: Sage. Pini, B., Brown, K., & Ryan, C. (2004). Women-only networks as a strategy for change? A case study from local government. Women in Management Review, 19 (6), 286-292. Poggio, B. (2006). Editorial: Outline of a theory of gender practices. Gender, Work and Organization, 13 (3), 225–233. Potter, J., & Wetherell, M. (1994). Analyzing discourse. In A. Bryman & R. G. Burgess (Eds.), Analyzing Qualitative Data (pp. 47-66). London: Routledge. Prasad, P., & Mills, A.J. (1997). From showcase to shadow: Understanding the dilemmas of managing workplace diversity. In P. Prasad, J.A. Mills, M. Elmes, & A. Prasad (Eds), Managing the organizational melting pot: Dilemmas of workplace diversity ( pp. 3-27). London: Sage. Prasad, A., & Prasad, P. (2002). The coming of age of interpretive organizational research. Organizational Research Methods, 5 (1), 4-11. Pratto, F., & Stewart, A. L. (2012). Group dominance and the half-blindness of privilege. Journal of Social Issues, 68 (1), 28-45. Pullen, A., & Knights, D. (2007). Undoing gender in organizations. Gender, Work and Organization, 14 (6), 505–511. Pullen, A., & Simpson, R. (2009). Managing difference in feminized work: Men, otherness and social practice. Human Relations, 62 (4), 561-587. Puwar, N. (2004). Space invaders: Race, gender and bodies out of place . Oxford: Berg. Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal, 43 (6), 1177-1194. Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management, 31 (2), 212-236. Rodriguez, J. K., Holvino, E., Fletcher, J. K., & Nkomo, S. M. (2016). The Theory and Praxis of Intersectionality inWork and Organisations: Where DoWe Go FromHere? Gender,Work andOrganization, 23 (3), 201-222. Romani, L., Holck, L., & Risberg, A. (2018). Benevolent discrimination: Explaining how human resources professionals canbe blind to the harmof diversity initiatives. Organization , DOI: 10.1177/1350508418812585 Rothstein, M. G., Burke, R. J., & Bristor, J. M. (2001). Structural characteristics and support benefits in the interpersonal networks of women and men in management. The International Journal of Organizational Analysis, 9 (1), 4-25.