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!
2022
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Melissa Parsons, Martina T. Caldwell, Al’ai Alvarez, , Dayle Davenport, Moises Gallegos, Adaira Landry, Michael Gottlieb, Sreeja Natesan
Physician Pipeline and Pathway Programs: An Evidence-based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine
Improving the diversity and representation in the medical work force requires intentional and deliberate efforts to improve the pipeline and pathway for under represented in medicine (UIM) applicants. Diversity enhances educational experiences and improves patient care and outcomes. Through a critical review of the literature, in this article we offer evidence-based guidelines for physician pipeline and pathway programs (PP). Recommendations
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
2019
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Sophie Hennekam, Sabine Bacouel-Jentjens, Inju Yang
Perceptions of Diversity Management Practices among First- versus Second-generation Migrants
Drawing on an extended case method approach consisting of observations, analysis of organisational documents and semi-structured in-depth interviews with first- and secondgeneration migrants working in a French car manufacturing company, this article examines how and why diversity management practices are perceived differently by first- versus second-generation migrant workers. Using social identity theory and equity theory as a theoretical framework, it
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
2013
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Sofia Elwer, Lisa Harryson, Malin Bolin, Anne Hammarstrom
Patterns of Gender Equality at Workplaces and Psychological Distress
Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress.
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
2015
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Mitchell, Rebecca ; Boyle, Brendan ; Parker, Vicki ; Giles, Michelle ; Chiang, Vico ; Joyce, Pauline
MANAGING INCLUSIVENESS AND DIVERSITY IN TEAMS: HOW LEADER INCLUSIVENESS AFFECTS PERFORMANCE THROUGH STATUS AND TEAM IDENTITY
While there is increasing pressure to work collaboratively in interprofessional teams, health professionals often continue to operate in uni-professional silos. Leader inclusiveness is directed toward encouraging and valuing the different viewpoints of diverse members within team interactions, and has significant potential to overcome barriers to interprofessional team performance. In order to better understand the influence of leader inclusiveness, we develop
2020
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ERIN A. CECH AND WILLIAM R. ROTHWELL
LGBT WORKPLACE INEQUALITY IN THE FEDERAL WORKFORCE: INTERSECTIONAL PROCESSES, ORGANIZATIONAL CONTEXTS, AND TURNOVER CONSIDERATIONS
How do lesbian, gay, bisexual, and transgender (LGBT) employees fare in US workplaces? Beyond formal discrimination, do LGBT workers encounter biases that degrade the quality of their day-today workplace experiences? Using a representative sample of more than 300,000 employees in 28 ‘‘best case’’ organizations—federal agencies with LGBT-inclusive policies—the authors examine not only whether these informal workplace inequalities occur but also
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
2020
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R.M. Barnett
Leading with meaning: Why diversity, equity and inclusion matters in US higher education
In this paper, I review some recent research findings that demonstrate the need to address issues of diversity, equity and inclusion in US higher education contexts so that educational leaders can live out the espoused values of their institutions as they work to transform students into responsible citizens. Articles were selected for review with the intent of painting a picture