Abstract
The concept of diversity should be disentangled from the 'neodarwinist' interpretations, liberated from close affinities with the equally ambiguous concept of 'identity' and become more 'relational' and 'socialised' in order to become a robust foundation of a promising research program. Celebrating differences, we should be careful not to legitimise inequalities inherent, implicitly included in 'otherness' and 'difference'. Critical social researchers have to reach towards sweatshops, sex workers and domestics in order to understand the 'unnatural selection of tolerated versus opposed forms of systematic inequalities'. Neodarwinism is wrong; diversity management does not necessarily have to be.
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