ABSTRACT Emotions are increasingly incorporated into organisational diversity management initiatives to address some of the challenges said to arise from workforce diversity. Yet few studies have looked at the impact that this emphasis on managing emotions has on minority group struggles for equality, inclusion and justice. We examine this issue in a hospital workplace within a District Health Board located in the bicultural, multi-ethnic and settler colonial context of Aotearoa / New Zealand. Through analysis of diversity training documents and interviews with senior-level managers, we found that the use of emotionality individualised responsibility for inclusive diversity to healthcare workers and maintained the privileged emotions of the white majority. This obscured the structural issues that (re)produce exclusion and inequities.

中文翻译：

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健康的多样性？在不同种族的医院员工中管理情绪的政治

摘要 情绪越来越多地被纳入组织多样性管理计划中，以解决据称由劳动力多样性引起的一些挑战。然而，很少有研究关注这种强调管理情绪对少数群体争取平等、包容和正义的斗争的影响。我们在位于新西兰双文化、多民族和定居者殖民环境的地区卫生委员会内的医院工作场所中研究了这个问题。通过对多元化培训文件的分析和与高层管理人员的访谈，我们发现情绪化的使用将包容性多元化的责任个性化给医护人员，并保持了白人多数的特权情绪。这掩盖了（重新）产生排斥和不平等的结构性问题。