Marjolein Dennissen

41 Networking for equality? Towards a framework of diversity networks and equality Based on theories from network studies, diversity studies and gender studies, I distinguish networks’ effects on equality on three main levels: network members individually, members as a group, and the organization as a whole. I conceptualize equality effects at the individual level as the contribution of networks to individual career development. Equality effects at the group level are conceptualized as the contribution of networks to community building. Networks can bring their members together to reduce their isolation in majority groups: members can connect, share experiences, and build social support and cohesion between them (Friedman 1996, 1999; Colgan & McKearney, 2012). Equality at the organization level is conceptualized as a contribution of networks to inclusion, that is, the full participation of all employees in all formal and informal organization processes (Mor Barak, 2015). Figure 1 shows my three-level framework of organizational equality. Individual level -- - - - - - - - - - - - - - - - - - - - - Group level -- - - - - - - - - - - - - - - - - - - - - Organizational level ORGANIZATIONAL EQUALITY Career development Inclusion Community building Figure 1. A three-level framework of organizational equality My literature review shows that it is not self-evident that diversity networks contribute to equality on all levels: some networks are more career oriented, while others aim to combat group isolation, or focus on changing policies. To gain a better understanding of diversity networks’ contributions to equality, I now turn to the key figures of diversity networks, the network board members. Diversity network board members play a crucial role in making strategic network decisions, defining the network goals and organizing network activities for members. My theoretical framework provides me with the conceptual tools to analyze the goals and values board members construct for their diversity networks in relation to the different levels of organizational equality.