The fostering of solidarity among people belonging to minority groups significantly impacts on supportive behaviour in widening an inclusive and anti-discriminatory climate in organisations. This article explores how the distance between solidarity and Diversity Management is articulated in organisations, and what the terms of solidarity deficiency in gender and equality policies entail. In this article, the distance between solidarity and Diversity Management is explored through the analysis of seven public and private bodies in the UK. Using a Critical Discourse Analysis approach, diversity practices have been observed to analyse the extent to which the distance between solidarity and diversity within the policies adopted by these organisations hinders social innovation. Documents produced by the organisations involved, both singularly and in groups, have been analysed, together with semi-structured interviews. The main results concern the interpersonal nature of solidarity related to the strategic attitude of Diversity Management.
Keywords: Diversity Management, social innovation, solidarity, practices.