Diversity managers bear the responsibility of developing and implementing diversity policies. Despite advances in the legislation to fight discrimination, they often encounter resistance and need to generate change and to influence behaviors in the firm. Hence, they develop strategies to implement diversity within the organization. Based on the structuration approach developed by Giddens, and Barley and Tolbert, this research examines the discourse of diversity managers to generate change and institutionalize diversity. Based on a series of 37 in-depth interviews with diversity managers and experts in France, we identified eight scripts for diversity management in organizations. Whereas some scripts have the potential to generate change, others foster a “business as usual” vision of diversity and are in fact non-diversity scripts. This research sheds light on the role of discourse in promoting diversity in firms. To disrupt organizational practices, discourse needs to unveil hidden prejudice, and to be embedded in legislation, time, and space.

多样性经理负责制定和实施多样性政策。尽管在打击歧视方面的立法取得了进步，但他们经常遇到阻力，需要产生变化并影响公司的行为。因此，他们制定了在组织内实施多样性的策略。基于吉登斯（Giddens）以及巴利（Barley）和托尔伯特（Tolbert）提出的结构化方法，本研究考察了多样性管理者如何促成变革并使多样性制度化。在对法国的多样性经理和专家进行了37次深度访谈的基础上，我们确定了组织中多样性管理的八个脚本。尽管某些脚本可能会产生变化，但其他脚本会激发人们对多样性的“照常营业”愿景，实际上是非多样性脚本。这项研究揭示了话语在促进公司多元化中的作用。为了破坏组织实践，话语需要揭露隐藏的偏见，并嵌入立法，时间和空间中。