I-deals: Not Ideal for Employee Diversity?

I-deals or individualized employment arrangements could potentially benefit both employees and organizations. I-deals are expected to particularly benefit employees from diverse demographic groups. Needs of these employees are often not met by “one-size-fits all” organizational practices that cater to the majority of the workforce. I-deals allow these employees access to work arrangements that suit their individual circumstances. They allow employers an opportunity to support these employees by taking their diverse needs into account. Thus, on paper, i-deals appear to be a win–win solution for both parties. However, i-deals can activate stereotypes and can influence managerial decision-making and co-worker reactions. These responses may influence employees’ decisions to apply for and negotiate i-deals and their ability to obtain and maintain i-deals. In this chapter, we focus on two groups of employees who are expected to benefit from i-deals: women and mature-age workers. Drawing on literature on i-deals, organizational justice, and workforce diversity, we highlight specific challenges faced by women and mature-age workers in negotiating and maintaining i-deals. We also identify organizational contexts that are likely to exacerbate these challenges. We conclude with recommendations for future research and practical implications for organizations.