Academic Papers
Empowering inclusion with insightful research.
Welcome to the Diversity Atlas Academic Papers Repository!
We are delighted to offer you this collection of academic papers on diversity, equity, and inclusion, curated from verified and reputable sources. This resource is designed to provide our members with quick access to valuable research that can inform and enhance your DEI initiatives.
Please note that all papers included in this repository have been collected with respect for and in accordance with the rights of the original authors and publishers.
We hope you find this resource useful and enriching. Happy reading!
2021
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Frederick L. Oswald, Gregory Mitchell, Hart Blanton, James Jaccard, Philip E. Tetlock
Predicting ethnic and racial discrimination: A meta-analysis of IAT criterion studies
This article reports a meta-analysis of studies examining the predictive validity of the Implicit Association Test (IAT) and explicit measures of bias for a wide range of criterion measures of discrimination. The meta-analysis estimates the heterogeneity of effects within and across 2 domains of intergroup bias (interracial and interethnic), 6 criterion categories (interpersonal behavior, person perception, policy preference, microbehavior, response
2020
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Valentina Di Stasio and Edvard N. Larsen
The Racialized and Gendered Workplace: Applying an Intersectional Lens to a Field Experiment on Hiring Discrimination in Five European Labor Markets
We draw on a field experiment conducted in five European countries to analyze hiring discrimination on the basis of gender and race. We adopt an intersectional perspective and relate existing theories on gender and racial discrimination to recent work on the gendered stereotype content of different races. We find that employers prefer hiring white women over men for female-typed jobs.
2020
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Ivona Hidega, Anne E. Wilson
History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women
Public discourse on current inequalities often invokes past injustice endured by minorities. This rhetoric also sometimes underlies contemporary equality policies. Drawing on social identity theory and the employment equity literature, we suggest that reminding people about past injustice against a disadvantaged group (e.g., women) can invoke social identity threat among advantaged group members (e.g., men) and undermine support for employment
2020
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Yolande Strengers, Lizhen Qu, Qiongkai Xu, Jarrod Knibbe
Adhering, Steering, and Queering: Treatment of Gender in Natural Language Generation
Natural Language Generation (NLG) supports the creation of personalized, contextualized, and targeted content. However, the algorithms underpinning NLG have come under scrutiny for reinforcing gender, racial, and other problematic biases. Recent research in NLG seeks to remove these biases through principles of fairness and privacy. Drawing on gender and queer theories from sociology and Science and Technology studies, we consider
2020
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Tetyana (Tanya) Krupiy
A vulnerability analysis: Theorising the impact of artificial intelligence decision-making processes on individuals, society and human diversity from a social justice perspective
The article examines a number of ways in which the use of artificial intelligence technologies to predict the performance of individuals and to reach decisions concerning the entitlement of individuals to positive decisions impacts individuals and society. It analyses the effects using a social justice lens. Particular attention is paid to the experiences of individuals who have historically experienced disadvantage
2020
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Vanessa Grubbs
Diversity, Equity, and Inclusion That Matter
My pending exodus from academic medicine after 15 years is prompted by my belief that the institutional and systemic racism so obvious to me would never be fully acknowledged, much less addressed. This belief was formed after several experiences that left me — a Black woman — feeling stifled, unheard, unvalidated, unsupported, and concerned for my health.1 Too often, academic
2020
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Tongtan Chantarat , Taylor B. Rogers, Carmen R. Mitchell, Michelle J. Ko
Perceptions of workplace climate and diversity, equity, and inclusion within health services and policy research
Objective: To describe the perception of professional climate in health services and policy research (HSPR) and efforts to advance diversity, equity, and inclusion (DEI) in the HSPR workforce and workplaces. Data Source: We administered the HSPR Workplace Culture Survey online to health services and policy researchers. Study Design: Our survey examined participants’ sociodemographic, educational, and professional backgrounds, their perception on
2020
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Megan Paull, Maryam Omari, Premilla D’Cruz, Burcu Guneri Cangarli
Bystanders in workplace bullying: working university students’ perspectives on action versus inaction
There is increasing interest in bystanders to workplace bullying, including from human resource management (HRM) perspectives. This paper draws on literature from the fields of sexual harassment and helping behaviour to develop understanding of bystander action and inaction. Part of a project on workplace bullying, this study used online story-based responses from university students in Australia, India and Turkey with
2020
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Pnina Alon-Shenker and Therese MacDermott
Intersecting age and gender in workplace discrimination complaints
Older female workers experience significant barriers in the labor market. Despite the growing proportion of women in the labor force, gender wage gaps and gendered occupational segregation are still major problems.1 Non-standard employment and precarious work are more common among women than men.2 Women also bear significant unpaid caregiving responsibilities and experience interrupted paid working lives.3 As female workers age,
2020
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Susanne Bruckmüller1 and Maike Braun
One Group’s Advantage or Another Group’s Disadvantage? How Comparative Framing Shapes Explanations of, and Reactions to, Workplace Gender Inequality
Gender inequality is usually described as women’s disadvantage, only rarely as men’s advantage. Moreover, it is often illustrated by metaphors such as the glass ceiling—an invisible barrier to women’s career advancement—metaphors that often also focus on women’s disadvantage. Two studies (N = 228; N = 495) examined effects of these different ways of framing gender inequality. Participants read about gender