"This article uses a discursive institutionalist approach to explain the different responses of Swedish and German trade unions to diversity management and their involvement in its institutionalization. It is argued that the institutionalization of diversity management is more likely to be based on social dialogue where it is introduced primarily as a solution to a socio-political crisis (as in Sweden). However, where its introduction is motivated primarily by a drive for softer regulation (as in Germany), it may undermine social dialogue. "

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