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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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
2021
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Hongxia Shan, Amy Cheng, Nasim Peikazadi, Yeonjoo Kim
Fostering diversity work as a process of lifelong learning: A partnership case study with an immigrant services organisation
Diversity work is an area of growing interest for organisations in both the private and public sectors. In a nutshell, the term refers to the work conducted within an organisation that promotes inclusive and equitable engagement with people and communities across social differences such as gender, race, ethnicity, sexuality and religion. Related research has generated relatively more knowledge about the
2021
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Katalin Tardos, Veronika Paksi
What do equality plans reveal about workplace equality and diversity in higher education and research performing organisations? : a content analysis approach
In the last two decades implementing Equality/Equal Opportunities/Diversity and Inclusion Plans have been becoming more and more widespread across both private and public organisations (Konrad–Linnehan 1995; Edwin 2001; Kalev–Kelly–Dobbin 2006; Coast 2013; Ali–Konrad 2017). Moreover, as a consequence of internationalisation, globalisation, and growing pressures for excellence, higher education institutions and research performing organisations (RPOs) had to tackle the challenges of
2021
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Meraiah Foley and Rae Cooper
Workplace gender equality in the post-pandemic era: Where to next?
The COVID-19 pandemic exposed and accelerated many gendered labour market inequalities in Australia and around the world. In this introduction to our special issue, ‘Workplace Gender Equality: Where are we now and where to next?’, we examine the impact of the pandemic on women’s employment, labour force participation, earnings, unpaid care work and experience of gendered violence. We identify five
2021
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Kahn, J. M., Gray, D. M., Oliveri, J. M., Washington, C. M., DeGraffinreid, C. R., & Paskett, E. D.
Strategies to improve diversity, equity, and inclusion in clinical trials
There is a growing need for diversity, equity, and inclusion (DEI) in cancer care. One area requiring immediate attention and solutions is equal access and accrual to clinical trials. Increasing DEI in clinical trials is identified as a high-priority area by both the Institute of Medicine1 and the National Cancer Institute (NCI); however, persistent underenrollment of Black, Indigenous, and People
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