Re-conceptualising organisational learning for addressing workplace equality

We suggest that most diversity management and traditional equal opportunities approaches have constraints that limit their potential to address inequality. A new diversity-centred view of inequality based on Sen's paradigm challenging capabilities theory is outlined that demands the development of more complex and integrated approaches. We have developed one potential framework, which builds on representations of knowing and learning; organisational reflection and personal construct theory, particularly constructs of diagnosis and dimensions of transition applied to understanding collective knowing and learning. Additionally, Sen's conceptual value system is compared with more general ones such as that of Schwartz.