Annette Risberg

• Gorska, Anna M. & Risberg, Annette (2026). From benchmarking to selective borrowing: Lessons for European business schools. European Management Journal. ISSN 0263-2373. doi: 10.1016/j.emj.2026.08.004. Full text in Research Archive Show summary

  European business schools operate in a transnational field shaped by rankings, accreditations, journal lists, student satisfaction metrics, and performance-based accountability. These instruments can support transparency, improvement, and international visibility, but they may also narrow academic work when adopted without attention to institutional mission, governance, and workload sustainability. Drawing on institutional theory, higher education scholarship, and illustrative vignettes, this article asks what European business schools can adopt, adapt, and avoid when engaging global performance templates. We argue for selective borrowing guided by three principles: purpose before performance, pluralised prestige, and protected autonomy through collegial governance. Rather than treating the tension between external standards and local missions as a problem to be eliminated, we show how European business schools can manage it as an institutional strength.

• Pullen, Alison; Górska, Anna M.; Risberg, Annette; Rhodes, Carl; Ericsson, Daniel & Bizjak, Davide [Show all 17 contributors for this article] (2026). Tamara: Invitation to the Academic Conversation. Tamara: Journal for Critical Organization Inquiry. ISSN 1532-5555. on-line. doi: https:/repozytorium.kozminski.edu.pl/entities/publication/cda99431-8dbd-43a7-8ee6-9cf4f0c96d0b. Full text in Research Archive
• Diedrich, Andreas; Hamrin, Solange & Risberg, Annette (2026). ‘I've Made it though I'm an Immigrant' – Critically Exploring Skilled Immigrants’ ‘Success’ in the Workplace. In Wilmot, Natalie Victoria & Gaibrois, Claudine (Ed.), The Routledge Companion to Cross-Cultural Management. Routledge. ISSN 9781003477723. p. 279–279. doi: 10.4324/9781003477723-29. Full text in Research Archive Show summary

  This Routledge Companion provides a timely and authoritative overview of cross‑cultural management as an academic domain and field of practice for academics and students. This second edition is organized into five thematic areas: • Review, Survey, and Critique • The New International Business Landscape • Language and Languages as Core Dimension of Cross‑Cultural Management • Cross‑Cultural Management and Migration • Cross‑Cultural Management Research: Evolving Paradigms. Edited by an international team of scholars and featuring contributions from a range of leading cross‑cultural management experts, this prestigious second edition represents the most comprehensive guide to the development and scope of cross‑cultural management as an academic discipline. It takes many advancements in the field into account, including language in management and migration, and provides perspectives from around the globe, offering a diverse array of viewpoints. While this volume retains the original edition’s commitment to paradigmatic diversity and broad coverage of contemporary themes in the field, it has been updated to reflect new developments, including societal changes, post‑pandemic recovery, and virtual work, and increased interest in intersectionality in cross‑cultural management.

• Ababio, Paul Nti; Risberg, Annette & Engen, Marit (2026). From individual uniqueness to collective practice: a study on how workforce diversity impacts daily practices. Equality, Diversity and Inclusion (EDI). ISSN 2040-7149. ahead-of-print, p. 20–20. doi: 10.1108/edi-07-2025-0469. Full text in Research Archive Show summary

  Purpose This study explores how workforce diversity impacts daily practices in elderly care. It examines how diverse knowledge can become integrated into daily caregiving through specific processes and conditions. Design/methodology/approach Drawing on a qualitative case study of two departments in a Norwegian elderly care facility, data were gathered through field observations and interviews with staff from diverse backgrounds. Findings The study demonstrates how different forms of knowledge, including cultural, professional and personal knowledge, and language capabilities combine via informal learning and collaborative problem-solving. Leadership support and team trust enable this integration, although language barriers, cultural stereotyping and resource constraints create challenges. Research limitations/implications The study is based on a single case in Norwegian elderly care. It theorizes how diversity becomes a resource through situated interactions, offering insights that are transferable to similar care contexts. Practical implications Organisations must establish conditions that enable knowledge-sharing across different experiences: leadership support for experimentation, spaces for informal learning and opportunities for reflection. Social implications This study shows how recognizing and integrating different perspectives in the workplace can lead to inclusive and collaborative practices. It indicates the social value of diversity not merely as representation but as a potential resource for collective learning and innovation in everyday work, with relevance for policy, management, and care quality. Originality/value This study contributes to both diversity management and service innovation literature by showing how different forms of knowledge blend and become integrated in elderly care practice. It moves past viewing diversity through demographic categories and shows how different backgrounds and knowledge serve as potential resources for the development of caregiving practices.

• Pullen, Alison; Ystebø, Amalie Vågen; Lund, Anne Kamilla; Risberg, Elvi Annette Susanna; Wigren, Caroline & Ber, Elsa Le [Show all 11 contributors for this article] (2026). Feminist theorizing as collective practice: staying with the art of reading. Culture and Organization. ISSN 1475-9551. p. 1–16. doi: 10.1080/14759551.2026.2626381. Full text in Research Archive Show summary

  A group of feminist scholars met and collectively read feminist texts aloud. As an alternative to hegemonic modes of theorizing dominant in Management and Organization Studies (MOS), we propose ‘readinglistening’ as a feminist intervention: a practice in which collective reading aloud and embodied listening are re-conceived as acts of curiosity, joy, and relationality. Refusing the instrumentalization of reading and its privileging of theoretical abstraction, knowledge can emerge not only in words but in resonant voices and affective, communal presence. We conceptualize readinglistening as a practice that resists the normative pursuit of universal clarity, privileging theorization grounded in lived experience and enabling the emergence of theory through heterogeneous media and collaborative engagement. Readinglistening is offered as both inquiry and an invitation: for feminist theory to make sense in new ways, sustaining political and creative engagement with the world.

• Risberg, Annette & Corvellec, Hervé (2026). Selective inclusion - The resourcification of neurodivergent individuals by consulting companies. Equality, Diversity and Inclusion (EDI). ISSN 2040-7149. on-line. doi: 10.1108/EDI-09-2025-0611. Full text in Research Archive Show summary

  Purpose: This study analyzes how consultancies at the forefront of neurodiversity advocacy turn neurodivergent individuals into resources to increase their employability. Design/methodology/approach: Drawing on resourcification theory, the study presents a qualitative analysis of how three specialist consultancies dedicated to promoting neuroinclusive workplaces use their websites to demonstrate that employing neurodivergent individuals can deliver value for corporations. Findings: The analysis explains how specialist consultancies resourcify neurodivergent individuals. They focus on corporations as adequate resourcification contexts, demonstrate the strong resource potential of neurodivergent individuals, guide neurodivergent and neurotypical individuals through the creation of value from neurodivergence, and develop a regime of value that demonstrates how neurodivergent individuals can become resources in the labor market. Originality: The study not only analyzes how consultancies actively contribute to the careers of neurodivergent individuals and the development of neuroinclusive organizations but also shows that, in the name of inclusion, specialist consultancies create a dichotomy between neurodivergent individuals who can become a corporate resource and those who cannot. Consultancies help neurodivergent individuals find a career, but this is a selective resource-based inclusion – not for all, not everywhere, and not all the time. Selective inclusion points to the need to construct alternative resourcification processes for those who do not benefit from it.

• Risberg, Annette & Corvellec, Hervé (2025). Främlingsgörande och avfrämlingsgörande i organisationer. Organisation & Samhälle. ISSN 2001-9114. doi: https:/org-sam.se/framlingsgorande-och-avframlingsgorande-i-organisationer/. Full text in Research Archive Show summary

  Svensk Företagsekonomisk Tidskrift

• Johansson, Janet; Risberg, Annette & Malin, Kvitvær (2025). Toward full inclusion: Understanding individual experiences as epistemic resources in sameness-difference dilemmas. Management Learning. ISSN 1350-5076. 56(5), p. 920–939. doi: 10.1177/13505076241310226. Full text in Research Archive Show summary

  This study aims to highlight how individual experiences serve as epistemic resources in disability management by examining how differently-abled individuals respond to and resist exclusionary and essentializing mechanisms within organizational equality, diversity, and inclusion interventions, particularly in relation to the sameness-difference dilemma. Using empirical data from observations and interviews with deaf employees in a performing arts organization, we analyze how these individuals navigate a work environment shaped by hearing norms and initiate change. Our findings reveal that deaf employees resist framing their needs as economic burdens within ableist discourses, asserting their right to be different and adapting to dominant hearing structures by assuming influential roles and collaboratively effecting changes. Through these actions, they broaden the concept of able-bodiedness within organizational contexts, foster critical reflexivity, engage in learning, and enrich organizational knowledge. Building on this, we propose the concept of full inclusion, moving beyond mere critiques of ableist practices in diversity management. This approach provides an alternative epistemic pathway for reflexive organizational learning rooted in differently-abled individuals’ experiences, encouraging organizations to view “others” as essential knowledge resources to mitigate the sameness-difference dilemma within ableist norms.

• Diedrich, Andreas & Risberg, Annette (2023). Organising the “Labour of Hope”: A Critical Take on the Role of Internships and Mentorships in Supporting Highly Skilled Immigrants into Jobs. In Diedrich, Andreas & Czarniawska, Barbara (Ed.), Organising Immigrants' Integration. Practices and Consequences in Labour Markets and Societies. Springer Nature. ISSN 9783031268205. p. 189–215. doi: 10.1007/978-3-031-26821-2_11. Full text in Research Archive
• Risberg, Annette & Corvellec, Hervé (2022). The significance of trying: How organizational members meet the ambiguities of diversity. Gender, Work & Organization. ISSN 0968-6673. doi: 10.1111/gwao.12883. Full text in Research Archive Show summary

  We address the uncertain outcomes of diversity work in organizations by showing that diversity management does not let itself be reduced to a matter of success and failure. Drawing upon theories of ambiguities in organizations and 2.5 years of longitudinal fieldwork in a Swedish municipality, we show that ambiguities characterize diversity work, including what diversity encompasses, the goals of diversity management, and its outcomes. To account for these ambiguities, we suggest approaching diversity management in terms of trying rather than outcomes. First, focusing on trying emphasizes that working with diversity entails a shifting, relative, and tension-filled notion. Second, it brings forth the tentative performativity of diversity management. Third, it opens ways of looking at diversity in the workplace beyond a reductionist dichotomy between success and failure. Diversity work has no clear end, but this lack of an endpoint does not call into question its raison d'être. On the contrary, it makes it a reason to insist on trying to strive for enhancing diversity.

• Risberg, Annette (2022). How to be a good editor – ten (very personal) commandments. In Kostera, Monika (Eds.), How to Write Differently. A Quest for Meaningful Academic Writing. Edward Elgar Publishing. ISSN 9781800887725. p. 147–148. Full text in Research Archive
• Risberg, Annette & Romani, Laurence (2021). Underemploying highly skilled migrants: an organizational logic protecting corporate ‘normality’. Human Relations. ISSN 0018-7267. 75(4), p. 655–680. doi: 10.1177/0018726721992854. Full text in Research Archive Show summary

  Why do highly skilled migrants encounter difficulties getting a skilled job? In this study, instead of searching for an answer in migrants’ characteristics, we turn to organizations and ask: why do organizations underemploy highly skilled migrants? With an in-depth qualitative study of a programme for highly skilled migrants’ labour integration in Sweden, we show that highly skilled migrants are perceived as a potential threat to organizational norms and practices. Using the relational theory of risk – approaching risk as socially constructed – the study provides a novel explanation for highly skilled migrants’ underemployment. It shows an organization logic protecting corporate practices seen as ‘normal’ from a perceived disruption that employing highly skilled migrants could possibly cause. Theoretical contributions to the understanding of highly skilled migrants’ employability are threefold: (1) the field assumption that organizations are in favour of hiring migrants is challenged; (2) highly skilled migrants’ underemployment is explained through a protective organizational logic; and (3) we stress the necessity to problematize an implicit reference to organizational normality when recruiting.

• Just, Sine Nørholm; Risberg, Annette & Villesèche, Florence (2020). Doing Diversity Research - What Now? In Sine, Nørholm Just; Risberg, Annette & Florence, Villsèche (Ed.), The Routledge Companion to Organizational Diversity Research Methods. Routledge. ISSN 9780367211486. p. 257–259. Full text in Research Archive
• Just, Sine Nørholm; Risberg, Annette & Villesèche, Florence (2020). Researching Organizational Diversity: Opportunities and Challenges. In Sine, Nørholm Just; Risberg, Annette & Florence, Villsèche (Ed.), The Routledge Companion to Organizational Diversity Research Methods. Routledge. ISSN 9780367211486. p. 1–10. Full text in Research Archive
• Romani, Laurence; Holck, Lotte & Risberg, Annette (2019). Benevolent discrimination: Explaining how human resources professionals can be blind to the harm of diversity initiatives. Organization. ISSN 1350-5084. p. 1–20. doi: 10.1177/1350508418812585. Full text in Research Archive Show summary

  This article contributes to critical diversity management studies by exploring how human resources professionals do not see that the diversity measures they initiate can contribute to the reproduction of inequalities. We argue that framing such practices as benevolent obscures the fact that they are discriminatory acts. Drawing on the concept of benevolent discrimination, we conceptualise it along three dimensions: (1) a well-intended effort to address discrimination within (2) a social relationship that constructs the others as inferior and in need of help, which is granted with (3) the expectation that they will accommodate into the existing hierarchical order. Benevolent discrimination is a subtle and structural form of discrimination that is difficult to see for those performing it, because it frames their action as positive, in solidarity with the (inferior) other who is helped, and within a hierarchical order that is taken for granted. We develop the concept of benevolent discrimination building on an in-depth qualitative case study of a Swedish organisation that is believed to be exemplary in its engagement in diversity management initiatives. The organisation is however swayed by an inequality regime based on the intersection of class and ethnicity. We argue that it is precisely because human resources professionals frame their actions as acts of benevolence that they cannot see how they take part in organisational discrimination.

• Risberg, Annette & Gottlieb, Sofie Skovbo (2019). Workplace diversity and gender in merger and acquisition research. Advances in Mergers and Acquisitions. ISSN 1479-361X. 18, p. 51–63. Full text in Research Archive
• Romani, Laurence; Holck, Lotte & Risberg, Annette (2018). Benevolent discrimination: How HR managers reproduce ethnic discrimination with diversity initiative. Academy of Management Proceedings. doi: 10.5465/ambpp.2018.16111abstract. Full text in Research Archive
• Risberg, Annette & Pilhofer, Katharina (2018). Diversity and difference research: a reflection on categories and categorization. Ephemera : Theory and Politics in Organization. ISSN 2052-1499. 18(1), p. 129–146. Full text in Research Archive
• Meglio, Olimpia; King, David R. & Risberg, Annette (2017). Speed in Acquisitions: A Managerial Framework. Business Horizons. ISSN 0007-6813. 60(3), p. 415–425. doi: 10.1016/j.bushor.2016.12.004. Full text in Research Archive
• Risberg, Annette & Just, Sine Noerholm (2015). Ambiguous diversities - Practices and perceptions on diversity in organizations. In Bendl, Regine; Bleijenbergh, Inge; Henttonen, Elina & Mills, Albert (Ed.), The Oxford Handbook of Diversity in Organizations. Oxford University Press. ISSN 9780199679805. Full text in Research Archive
• Risberg, Annette (2015). Qualitative and longitudinal studies of mergers and acquisitions: A reflection of methods in use. In Risberg, Annette; King, David R. & Meglio, Olimpia (Ed.), The Routledge Companion to Mergers and Acquisitions. Routledge. ISSN 9780415704663. Full text in Research Archive
• Meglio, Olimpia; King, David R. & Risberg, Annette (2015). Improving Acquisition outcomes with Contextual Ambidexterity. Human Resource Management. ISSN 0090-4848. 54(S1), p. 29–43. doi: 10.1002/hrm.21721. Full text in Research Archive
• Risberg, Annette; Tienari, Janne & Vaara, Eero (2012). Making Sense of a Transnational Merger: Media Texts and the (Re)construction of Power Relations. In Rhodes, Carl & Lilley, Simon (Ed.), Organizations and Popular Culture: Information, Representation and Transformation. Routledge. ISSN 9780415692397. p. 103–119. doi: 10.1080/14759550302806. Full text in Research Archive
• Remke, Robyn V. & Risberg, Annette (2012). Work, Life and a Culture of Care. In Danowitz, Mary Ann; Hanappi-Egger, Edeltraud & Mensi-Klarbach, Heike (Ed.), Diversity in Organizations: Concepts and Practices. Palgrave Macmillan. ISSN 9780230361317. p. 239–274. doi: 10.1007/978-1-137-28487-7_10. Full text in Research Archive
• Risberg, Annette & Meglio, Olimpia (2012). Merger and acquisition outcomes - Is it meaningful to talk about high failure rates? In Weber, Yaakov (Eds.), Handbook of Research on Mergers and Acquisitions. Edward Elgar Publishing. ISSN 9781848449565. doi: 10.4337/9781781953655.00014. Full text in Research Archive
• Meglio, Olimpia & Risberg, Annette (2012). Are All Mergers and Acquisitions Treated as if they were Alike? A Review of Empirical Literature. In Cooper, Gary L. & Finkelstein, Sydney (Ed.), Advances in Mergers and Acquisitions. Emerald Group Publishing Limited. ISSN 9781780521961. p. 1–18. doi: 10.1108/s1479-361x(2012)0000010004. Full text in Research Archive
• Risberg, Annette; Beauregard, Alexandra & Sander, Gudrun (2012). Organizational Implementation; Diversity Practices and Tools. In Danowitz, Mary Ann; Hanappi-Egger, Edeltraud & Mensi-Klarbach, Heike (Ed.), Diversity in Organizations: Concepts and Practices. Palgrave Macmillan. ISSN 9780230361317. p. 185–339. doi: 10.1007/978-1-137-28487-7_9. Full text in Research Archive
• Risberg, Annette (2012). The Stake of High Failure Rates in Mergers and Acquisitions. In Anderson, Helen; Havila, Virpi & Nilsson, Fredrik (Ed.), Mergers and Acquisitions: The Critical Role of Stakeholders. Routledge. ISSN 9780415536523. Full text in Research Archive
• Meglio, Olimpia & Risberg, Annette (2010). The (mis)measurement of M&A performance - A systematic narrative literature review. Scandinavian Journal of Management. ISSN 0956-5221. 27, p. 418–433. Full text in Research Archive
• Meglio, Olimpia & Risberg, Annette (2010). Mergers and acquisitions - Time for a methodological rejuvenation of the field. Scandinavian Journal of Management. ISSN 0956-5221. 26(1), p. 87–95. Full text in Research Archive
• Risberg, Annette & Søderberg, Anne-Marie (2008). Translating a Management Concept: Diversity Management in Denmark. Gender in Management. ISSN 1754-2413. 23(6), p. 426–441. doi: 10.1108/17542410810897544. Full text in Research Archive
• Corvellec, Hervé & Risberg, Annette (2007). Sensegiving as mise-en-sens - The case of wind power development. Scandinavian Journal of Management. ISSN 0956-5221. 23(3), p. 306–326. Full text in Research Archive
• Risberg, Annette; Tienari, Janne & Vaara, Eero (2003). Making Sense of a Transnational Merger: Media Texts and the (Re)construction of Power Relations. Culture and Organization. ISSN 1475-9551. 9(2), p. 121–137. doi: 10.1080/14759550302806. Full text in Research Archive
• Risberg, Annette (2001). Employee experiences of acquisitions. Journal of World Business. ISSN 1090-9516. 36(1), p. 58–84. doi: 10.1016/S1090-9516(00)00054-7. Full text in Research Archive
• Risberg, Annette (1997). Ambiguity and communication in cross-cultural acquisitions - Towards a conceptual framework. Leadership & Organization Development Journal. ISSN 0143-7739. 18(5), p. 257–266. Full text in Research Archive

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• Sine, Nørholm Just; Risberg, Annette & Florence, Villsèche (2020). The Routledge Companion to Organizational Diversity Research Methods. Routledge. ISBN 9780367211486. 280 p. Full text in Research Archive
• Risberg, Annette & Mensi-Klarbach, Heike (2019). Diversity in Organizations. Macmillan Publishers Ltd.. ISBN 9781137569271. 342 p. Full text in Research Archive
• Risberg, Annette; King, David R. & Meglio, Olimpia (2015). The Routledge Companion to Mergers and Acquisitions. Routledge. ISBN 9780415704663. 396 p. Full text in Research Archive
• Risberg, Annette (2006). Mergers and Acquisitions. A Critical Reader. Routledge. ISBN 9780415364607. 247 p. Full text in Research Archive

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• Risberg, Annette & Corvellec, Hervé (2025). How consultancies make the business case for neurodivergent individuals – A resourcification perspective. Full text in Research Archive Show summary

  This study examines how consultancies leading neurodiversity advocacy leverage neurodivergent individuals as resources to support career advancement. The case of specialized consultancies that promote the employment of neurodivergent individuals is illustrative of how management consultancies influence the practice of diversity, equity, and inclusion (DEI) in organizations. These specialized consultancies not only advise neurodivergent individuals on job acquisition but also guide clients on leveraging neurodiversity. By presenting neurodivergent individuals as “a largely untapped and desired talent pool” (Bruyère and Colella, 2024) and inviting companies to make the most of the competitive advantage of neurodiversity (Austin and Pisano, 2017), consultancies condition inclusion policies on the existence of a business case for inclusion. They advocate among clients and society at large for more diversity in the workplace, subject to conditions set by corporations, which puts them in a powerful position to appreciate diversity freely. Drawing on resourcification theory (Hultman et al., 2021; Corvellec et al., 2021), the study presents a qualitative analysis of how three specialist consultancies dedicated to promoting neuroinclusive workplaces use their websites to demonstrate that employing neurodivergent individuals can deliver value for corporations, explaining how specialist consultancies resourcify neurodivergent individuals. They focus on corporations as resourcification contexts, demonstrating the strong potential of neurodivergent individuals, guiding both neurodivergent and neurotypical individuals through the creation of value from neurodiversity, and developing a regime of value that shows how neurodivergent individuals can become resources in the labor market. The study not only celebrates how consultancies, by helping neurodivergent people find jobs that match their skills, contribute actively to the career of neurodivergent individuals and the development of neuroinclusion in organizations and society at large. It also shows that specialist consultancies create an economic model of neurodiversity that allows corporate performance criteria to develop, in the name of inclusion, a dichotomy between neurodivergent individuals who can become a corporate resource and those who cannot. Consultancies help neurodivergent individuals find a career, but this help comes at the cost of an economization of neurodiversity on corporate terms.

• Johnsen, Christian Garmann; Muhr, Sara Louise & Risberg, Annette (2025). Differences in and around organizations. Culture and Organization. ISSN 1475-9551. p. 8–8. doi: 10.1080/14759551.2025.2582224. Full text in Research Archive
• Diedrich, Andreas; Hamrin, Solange & Risberg, Annette (2025). "I’ve made it though I’m an immigrant” – Critically exploring skilled immigrants’ “success” in the workplace. Full text in Research Archive Show summary

  The paper critically examines the strategies deployed by skilled immigrants to integrate into the workplace and to advance their careers. By providing a structured review of the extant literature on immigrant workplace integration this study aims to provide deeper insights into the mechanisms of workplace adaptation and to offer practical recommendations for policymakers and employers to support more inclusive work environments.

• Risberg, Annette & Corvellec, Hervé (2024). Othering and De-Othering in Organizations. Full text in Research Archive
• Risberg, Annette & Hamrin, Solange (2024). A Literature Review of the Strategies for Labor Market Integration and Career Advancement of Skilled Immigrants: Perspectives from Employees and Employers. Full text in Research Archive
• Risberg, Annette & Hamrin, Solange (2023). Immigrant job integration – a study of the lived experiences of skilled immigrants pursuing a career in Swedish work organizations. Full text in Research Archive
• Risberg, Annette (2023). Mångfald i organisationer - vem är mångfaldig? Full text in Research Archive
• Risberg, Annette (2023). Diskriminering i arbetslivet. [TV]. AKAVIA / SVT Forum . Full text in Research Archive
• Risberg, Annette (2022). Affärsnyttan med mångfald. Full text in Research Archive
• Risberg, Annette; Johansson, Janet & Malin, Kvitvær (2022). Performing diversity and normalizing disability: An analysis of inclusion and exclusion of the silent others. Full text in Research Archive
• Risberg, Annette & Corvellec, Hervé (2021). Continuously Trying Organizations: Ambiguities, Contradictions, and Paradoxes in Diversity Work. Full text in Research Archive
• Risberg, Annette & Corvellec, Hervé (2021). De-othering the Other. Full text in Research Archive
• Risberg, Annette (2021). Bedriftene stoler ikke på kompetansen til innvandrere med høy utdanning. [Journal]. forskning.no. Full text in Research Archive
• Risberg, Annette (2021). High-skilled migrants as risk for organizations. Full text in Research Archive
• Risberg, Annette (2020). Constantly Trying Organizations: Ambiguities, Contradictions, and Paradoxes in Diversity Work. Full text in Research Archive
• Risberg, Annette & Brink, Marieke van den (2019). Organizational Implementation: Diversity Practices and Tools. In Risberg, Annette & Mensi-Klarbach, Heike (Ed.), Diversity in Organizations. Macmillan Publishers Ltd.. ISSN 9781137569271. p. 240–263. Full text in Research Archive
• Risberg, Annette & Romani, Laurence (2019). High-Skilled Migrants’ underemployment: When migrants are perceived as a risk to organizational normality. Full text in Research Archive
• Risberg, Annette; Mensi-Klarbach, Heike & Hanappi-Egger, Edeltraud (2019). Setting the scene for diversity in organizations. In Risberg, Annette & Mensi-Klarbach, Heike (Ed.), Diversity in Organizations. Macmillan Publishers Ltd.. ISSN 9781137569271. p. 3–24. Full text in Research Archive
• Risberg, Annette & Romani, Laurence (2019). High-Skilled Migrants’ underemployment: When migrants are perceived as a risk to organizational normality. Full text in Research Archive
• Risberg, Annette & Romani, Laurence (2019). High-Skilled migrants’ employment: introducing the notion of risk. Full text in Research Archive
• Just, Sine Nørholm; Muhr, Sara Louise & Risberg, Annette (2018). Feminism,activism, writing! Introduction to the special section. Ephemera : Theory and Politics in Organization. ISSN 2052-1499. 18(4), p. 841–853. Full text in Research Archive
• Hole, Åse Storhaug; Haugen, Anne Oline & Risberg, Annette (2018). The after-math of whistleblowing. Full text in Research Archive Show summary

  The focus of the article is the after-math of whistleblowing. Based on a literature review, we discuss some strategies for how organizations can learn from whistleblowing processes. The effectiveness of whistleblowing, which means that the reported wrongdoing is terminated at least partly within a reasonable timeframe, seems to depend mainly on the following three important factors: organizational climate, internal whistleblowing routines and procedures, and managerial responses to whistleblowing. We argue that whistleblowing processes can be of great value to an organization, and a source to organizational learning, rather than a problem. We propose an extension of the concept of whistleblowing effectiveness by including organizational learning in addition to just correcting the wrongdoing in a reasonable amount of time, as described in the literature. The aim of this theoretical paper is thus to discuss if and how organizations in addition to correct the wrongdoing within a reasonable amount of time (single-loop learning) can take initiatives to organizational learning from the wrongdoing and the whistleblowing processes (double-loop learning). We propose a theoretical framework for organizational learning in the after-math of whistleblowing. Keyword: Whistleblowing, whistleblowing effectiveness, organizational learning, learning strategies

• Risberg, Annette & Corvellec, Hervé (2018). Diversity management implementation and the market for organizational concerns. Full text in Research Archive
• Romani, Laurence; Holck, Lotte & Risberg, Annette (2018). Benevolent discrimination: How HR managers reproduce ethnic discrimination with diversity initiative. Full text in Research Archive
• Risberg, Annette & Romani, Laurence (2017). Paradoxes and ambiguities of mentor programs for the integration of migrant academics. Full text in Research Archive
• Risberg, Annette & Laurence, Romani (2017). Employable, but not employed Ambiguous goals of a mentor program for the insertion of migrants1. Full text in Research Archive
• Romani, Laurence; Holck, Lotte & Risberg, Annette (2017). Inequality regimes of ethnicity and class: Exploring the intersection of ethnicity and class in the employment of high-skilled migrants. Full text in Research Archive
• Andreas, Diedrich; Ola, Bergström; Risberg, Annette & Nicklas, Simonsson (2020). Integration av nyanlända på arbetsmarknaden. FORTE. Full text in Research Archive
• Risberg, Annette (1999). Ambiguities Thereafter. An Interpretive Approach to Acquisitions. Lund University Press. ISSN 9789179665548. Full text in Research Archive

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