Coming to terms with diversity. Recruitment between market and pay bargaining
Diversification of recruitment is the managerial response to the strengthening of anti-discrimination legislation. It places recruiters in the paradoxical situation of
having to both value and ignore “differences.” How can they do this without positive discrimination ? To answer this question, the article shows that recruitment cannot be reduced to a commodity exchange based on “skills agreements” but also fits into the rationales of differential mobilization of social groups. Diversity leads to the
promotion of the presence, within the business, of discriminated groups on the basis of “agreements on established practices and customs,” differentiated according to the presumption of competence attached to the source of their disrepute. The example of the catering industry allows us to show the conditions of implementation
of these policies in a sector under pressure. Although “diversity” legitimizes the principle of differentiation in wage requirements on the basis of the extraoccupational characteristics of individuals, it leads more to the replenishment of a reserve army of labour than to curbing the practices in use.
Keywords. RECRUITMENT – DIVERSITY – DISCRIMINATION–WORK – JOBS – HUMAN RESOURCE MANAGEMENT – EMPLOYEES – SERVICES