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, gathered from reputable sources across the internet. 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!
2018
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Nicol Turner Lee
Detecting racial bias in algorithms and machine learning
Purpose – The online economy has not resolved the issue of racial bias in its applications. While algorithms are procedures that facilitate automated decision-making, or a sequence of unambiguous instructions, bias is a byproduct of these computations, bringing harm to historically disadvantaged populations. This paper argues that algorithmic biases explicitly and implicitly harm racial groups and lead to forms of
2019
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Eleni M. Honderich, Colleen M. Grunhaus, and Clayton V. Martin
Counselors’ Experiences of Workplace Aggression and Organizational Values: A Descriptive Analysis
The Occupational Safety and Health Administration (OSHA; n.d.) reported that nearly 2 million Americans experience episodes of workplace aggression on an annual basis. Reported incidents stretch across a spectrum and include threats, verbal hostility, physical assault, and homicide (OSHA, n.d.). Researchers and scholars have examined distinct facets of adversarial work conditions (e.g., harassment, discrimination) and linked these facets to the
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
2018
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Raub, McKenzie
Bots, Bias and Big Data: Artificial Intelligence, Algorithmic Bias And Disparate Impact Liability in Hiring Practices
“With artificial intelligence, we are summoning the demon. You know all those stories where there’s the guy with the pentagram and the holy water and he’s like, yeah, he’s sure he can control the demon? Doesn’t work out.” * 1 While this is perhaps dramatic, many Americans share Elon Musk’s underlying anxieties about artificial intelligence’s increasing proliferation into everyday life.2
2021
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Kathomi Gatwiri, Darlene Rotumah and Elizabeth Rix
BlackLivesMatter in Healthcare: Racism and Implications for Health Inequity among Aboriginal and Torres Strait Islander Peoples in Australia
Despite decades of evidence showing that institutional and interpersonal racism serve as significant barriers to accessible healthcare for Aboriginal and Torres Strait Islander Peoples, attempts to address this systemic problem still fall short. The social determinants of health are particularly poignant given the socio-political-economic history of invasion, colonisation, and subsequent entrenchment of racialised practices in the Australian healthcare landscape. Embedded
2019
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Elizabeth Brown and Inara Scott
Belief v. Belief: Resolving LGBTQ Rights Conflicts in the Religious Workplace
Employment disputes are increasingly centered on the conflicting moral and religious values of corporations, their employees, and their customers. These conflicts are especially challenging when they involve the rights of lesbian, gay, bisexual, transsexual, and queer/questioning (LGBTQ) employees and customers contraposed against the religious beliefs of corporations and their owners. When religious values compete with civil rights in the employment
2021
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Kim, Pauline T, Bodie, Matthew T
Artificial Intelligence and the Challenges of Workplace Discrimination and Privacy
AI systems have the ability to generate insights that are not accessible based on ordinary human observation, and the more complex systems may generate results that are not fully explainable or understandable, even by their human creators.4 Early efforts at artificial intelligence endeavored to make machines into the equivalent of humans, with the ability to exercise judgment in a variety
2021
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Jeremy W. Bohonos, Stephanie Sisco
Advocating for social justice, equity, and inclusion in the workplace: An agenda for anti-racist learning organizations
Amidst ongoing racist violence in the United States, this article will recognize workplace-based efforts to act against racially motivated discrimination targeted at the Black community. More specifically, this article will examine anti-racist initiatives in the workplace by connecting these efforts to broader discussions of human rights, organizational social justice, and the Black Lives Matter movement. Culturally responsive leadership approaches, ally
2021
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Murray, Teri A. ; Loyd, Vanessa
Advancing Racial Justice and Diversity Through Equity and Inclusion
What better time than now for academic nursing to look critically and intentionally at how the profession addresses racism? The National Commission to Address Racism in Nursing (American Nurses Association [ANA], 2021) announced a call for immediate action earlier this year. The Commission’s focus is to explore racism within nursing, and the impact racism has on individuals, communities, and health
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