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!
2021
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Stephanie J. Creary, PhD Nancy Rothbard, PhD Jared Scruggs
IMPROVING WORKPLACE CULTURE THROUGH: Evidence-Based Diversity, Equity and Inclusion Practices
The research and team was led by Stephanie Creary Ph.D., assistant professor of management at The Wharton School of the University of Pennsylvania. The research team included Nancy Rothbard Ph.D., Wharton management professor, Jared Scruggs, Wharton management doctoral candidate, and Moh Foundation Applied Insights Lab/Wharton MBA student research team members Elena Mariscal, Olivia Moore, Natalia Villarmán, Valerie Chia, Georgia Swee,
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
2021
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Michelle T. Violanti
Addressing Workplace Bullying Behaviors Through Responsible Leadership Theory: Essential Skills for Strategic Communicators
The purpose of this chapter is to argue why a responsible leadership (RL) approach advances the diversity, equity, and inclusion (DEI) efforts of organizations and their members in ways that reduce or eradicate bullying behaviors that can thwart DEI authenticity. Strategic communicators (SCs) are positioned to address issues that influence their organization’s ability to remain sustainable and to treat each
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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Cynthia S. Wang, Jennifer A. Whitson, Brayden G King, Rachel L. Ramirezd
Social Movements, Collective Identity, and Workplace Allies: The Labeling of Gender Equity Policy Changes
Social movements seek allies as they campaign for social, political, and organizational changes. How do activists gain allies in the targeted institutions they hope to change? Despite recognition of the importance of ally support in theories about institutional change and social movements, these theories are largely silent on the microdynamics of ally mobilization. We examine how the labeling of organizational
2021
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Ramirez, Elda G
Diversity, Equity, and Inclusion: Is It Just Another Catchphrase?
Writing about diversity, equity, and inclusion (DEI) and not reiterating the same slogans about health care disparities, implicit bias, White privilege, or “Black Lives Matter,” over and over is painfully difficult. Before I was tasked with writing this piece, I had been educating myself for years on the issues that revolved around DEI. I immersed myself in topics such as
2021
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Joan Marques
Exploring Gender at Work: Multiple Perspectives
This collective volume was created through a wonderful collaboration of 39 authors, representing five global continents and a wide range of academic and practical disciplines. It reviews gender from the standpoints of inequality in multiple regards, such as through discrimination, stereotyping, maintaining prejudice through oftentimes longstanding, unconscious biases, industry influences, but also based on cultural, religious, political, and other boundaries.
2021
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Pankaj C. Patel and Cong Feng
LGBT Workplace Equality Policy and Customer Satisfaction: The Roles of Marketing Capability and Demand Instability
A lesbian, gay, bisexual, and transgender workplace equality policy (LGBT-WEP) helps signal and reinforce the organizational commitment to workplace equality and diversity. Prior evidence suggests that LGBT-WEP is viewed favorably by stakeholders (customers, employees, and channel partners) and influences firm performance. Drawing on stakeholder theory and the resource-based view of the firm, the authors examine whether LGBT-WEP influences customer satisfaction
2021
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Pallab Kumar Biswas, Helen Roberts, Kevin Stainback
Does women’s board representation affect non-managerial gender inequality?
Research examining gender and corporate boards has explored how women’s representation impacts firm strategy and policy, particularly around corporate social responsibility (CSR) issues related to communities and other relevant stakeholders, the environment, and diversity and equity initiatives. However, fewer studies have examined how women’s representation on boards affects gender inequality in firms. The studies that have been conducted generally focus
2021
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Katherine A. Lingras, M. Elizabeth Alexander & Danielle M. Vrieze
Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress
Academic Health Centers (AHCs) across the nation are experiencing a reawakening to the importance of Diversity, Equity, and Inclusion (DEI). Such work impacts both employees and patients served by healthcare institutions. Yet, for departments without previously existing formal channels for this work, it is not always apparent where to begin. The current manuscript details a process for creating a committee