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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Sophie L. Kuchynka, Jennifer K. Bosson, Joseph A. Vandello, and Curtis Puryear
Zero-Sum Thinking and the Masculinity Contest: Perceived Intergroup Competition and Workplace Gender Bias
Gender-based zero-sum thinking reflects beliefs that women’s status gains correspond directly with men’s status losses. These beliefs may help explain people’s resistance to gender equity. Here, two studies examined the association between men’s zero-sum thinking and workplace gender biases. In Study 1, men (N = 235) employed in workplaces with stronger masculinity contest norms reported observing stronger bias against women
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
2014
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Sofia Elwér , Klara Johansson and Anne Hammarström
Workplace gender composition and psychological distress: the importance of the psychosocial work environment
Background: Health consequences of the gender segregated labour market have previously been demonstrated in the light of gender composition of occupations and workplaces, with somewhat mixed results. Associations between the gender composition and health status have been suggested to be shaped by the psychosocial work environment. The present study aims to analyse how workplace gender composition is related to psychological
2010
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Janice Witt Smith, Stephanie E. Joseph
Workplace challenges in corporate America: differences in black and white
Purpose – This article aims to provide a qualitative analysis of the diversity management challenges of professionals in corporate America. A specific focus is on the differential outcomes of women and ethnic minorities and their equal employment opportunities in the workplace. Design/methodology/approach – This paper examined the workplace experiences of 42 African- American and Caucasian men and women in corporate
2020
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Edited by Barbara Christiansen
WOMEN IN WORKPLACE POWER: A ROUNDTABLE DISCUSSION
Women’s work has always been multifaceted and applied across all aspects of human experience. Women have filled many roles: queen, mother, inventor, artist, healer, politician, caretaker, prophet. Women’s voices have been loud and quiet, sometimes invisible but always present, on the vanguard or on the margins, leading, pushing, making change. Today more women have the opportunity to fill prominent leadership
2020
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Rahel A. Kubik-Huch & Valérie Vilgrain& Gabriel P. Krestin & Maximilian F. Reiser & Ulrike I. Attenberger & Ada U. Muellner & Christopher P. Hess & Hedvig Hricak
Women in radiology: gender diversity is not a metric—it is a tool for excellence
Women in Focus: Be Inspired was a unique programme held at the 2019 European Congress of Radiology that was structured to address a range of topics related to gender and healthcare, including leadership, mentoring and the generational progression of women in medicine. In most countries, women constitute substantially fewer than half of radiologists in academia or private practice despite frequently
2018
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Stephanie L. Hardacre* and Emina Subašic
Whose Issue Is It Anyway? The Effects of Leader Gender and Equality Message Framing on Men’s and Women’s Mobilization Toward Workplace Gender Equality
Social psychologists have not fully investigated the role of leadership in mobilizing widespread support for social change, particularly gender equality. The burden of achieving gender equality is typically placed on women (particularly female leaders) – the main targets of such inequality. Traditional approaches frame workplace gender equality as either a women’s issue, which limits men’s (non-target’s) involvement in the movement,
2018
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Aneeta Rattan, Carol S. Dweck
What Happens After Prejudice Is Confronted in the Workplace? How Mindsets Affect Minorities’ and Women’s Outlook on Future Social Relations
Organizations are increasingly concerned with fostering successful diversity. Toward this end, diversity research has focused on trying to reduce prejudice and biased behavior. But what happens when prejudice in the workplace inevitably occurs? Research also needs to focus on whether recovery and repair of social relations after expressions of prejudice are possible. To begin investigating this question, we develop a
2020
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Clotilde Coron
What does “gender equality” mean? Social representations of gender equality in the workplace among French workers
Purpose – This work deals with social representations of gender equality in the workplace. Little academic work deals with the way workers define gender equality. My research also deals with the implications of this definition in terms of policy implementation. Design/methodology/approach – This work is based on a mixed-method approach. A quantitative study based on an online survey conducted in
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