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!
2015
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Courtney von Hippel, Denise Sekaquaptewa, and Matthew McFarlane
Stereotype Threat Among Women in Finance: Negative Effects on Identity, Workplace Well-Being, and Recruiting
Because women are in the minority in masculine fields like finance and banking, women in these fields may experience stereotype threat or the concern about being negatively stereotyped in their workplace. Research demonstrates that stereotype threat among women in management and accounting leads to negative job attitudes and intentions to quit via its effects on identity separation, or the perception
2018
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Renzo J. Barrantes & Asia A. Eaton
Sexual Orientation and Leadership Suitability: How Being a Gay Man Affects Perceptions of Fit in Gender-Stereotyped Positions
The current set of studies examines perceptions of gay men’s fitness for leadership positions in the workplace. In two betweensubjects experiments we examined the effect of a male employee’s sexuality on perceptions of his suitability for stereotypically feminine, masculine, and gender-neutral managerial positions, as well as potential mediators (perceptions of target agency and communion) and moderators (target out status) of
2019
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Elizabeth Sepper & Deborah Dinner
Sex in Public
This Article recounts the first history of sex in public accommodations law- a history essential to debates that rage today over gerider and sexuality in public. Just fifty years ago,not only LGBTQ people but also cisgender women were the subject of discrimination in public.Restaurants and bars displayed “men-only” signs. Women held secondary status in civic organi-zations, such as Rotary and
2021
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Higgins, Robert S. D.
Reflections on Diversity and Inclusion: Déjà vu All Over Again
De´ja` vu is the feeling that one has lived through the present situation before. . . As we reflect on the past, present, and future, it feels like we have seen this before. Despite significant career and professional growth as an underrepresented academic surgeon, I am actually quite amazed to find myself in this place at this time in these
2016
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Andri Georgiadou
Reflections from EDI conference: Equality, diversity, inclusion and human rights in times of austerity
Purpose – The purpose of this paper is to provide an overview of the research presented at the 2016 Equality, Diversity and Inclusion (EDI) Conference in Nicosia, Cyprus. Design/methodology/approach – The report is based on six papers, of interest to Equality, Diversity and Inclusion readers, which were selected from the proceedings and presentations made at the conference. The papers vary
2015
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Laura J. Chavez, MPH, India J. Ornelas, PhD, Courtney R. Lyles, PhD, Emily C. Williams, PhD, MPH
Racial/Ethnic Workplace Discrimination: Association with Tobacco and Alcohol Use
Background: Experiences of discrimination are associated with tobacco and alcohol use, and work is a common setting where individuals experience racial/ethnic discrimination. Few studies have evaluated the association between workplace discrimination and these behaviors, and none have described associations across race/ethnicity. Purpose: To examine the association between workplace discrimination and tobacco and alcohol use in a large, multistate sample of
2015
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LAURA M. LITTLE, VIRGINIA SMITH MAJOR, AMANDA S. HINOJOSA, DEBRA L. NELSON
PROFESSIONAL IMAGE MAINTENANCE: HOW WOMEN NAVIGATE PREGNANCY IN THE WORKPLACE
Women now constitute a significant portion of the workforce, making the effects of pregnancy on professional image (others’ perceptions of competence and character at work) more salient. While opinions regarding how pregnant women should manage others’ impressions and the consequences of doing so abound (Noveck, 2012) research to substantiate or disconfirm these opinions has lagged. In this paper, we present
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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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
2015
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MARÍA DEL CARMEN TRIANA, MEVAN JAYASINGHE AND JENNA R. PIEPER
Perceived workplace racial discrimination and its correlates: A meta-analysis
We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta-analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding