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!
2017
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Cristin A. Compton & Debbie S. Dougherty
Organizing Sexuality: Silencing and the Push–Pull Process of Co-sexuality in the Workplace
How human beings think about, talk about, and organize around sexuality is changing. Growing social legitimization for sexual minority relationships and a more fluid social understanding of sexual identities has shifted how we bound “normal” sexuality. In the workplace, these shifting norms affect employees of all sexual identities who must make sense of new policies and complex daily practices. This
2020
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David Lee, Morgen Johansen,and Kwang Bin Bae
Organizational Justice and the Inclusion of LGBT Federal Employees: A Quasi-Experimental Analysis Using Coarsened Exact Matching
Inclusiveness occurs when employees are considered a part of critical organizational processes, which means that they have access to information (including information that may be passed around through informal networks), a connectedness to coworkers, and the ability to participate in and influence the decision-making process. With an organizational justice framework, this study examines the level of inclusion federal lesbian, gay,
2010
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Kurt April, Eddie Blass
Measuring Diversity Practice And Developing Inclusion
Research over the past three decades have demonstrated that even though organisations may have the requisite diversity in their midst, the employees may not feel that all the strands of their social identities may be appreciated and included – hence, leaving them feeling excluded. Unfortunately, there are not many available tools for organizations to gauge such desired levels of inclusion.
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
2014
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Yesenia Rivera
Managing Diverse Employees at Starbucks: Focusing on Ethics and Inclusion
Workforce diversity is a reality of the modern times for every organization and managing it effectively can lead to a sustainable competitive advantage. The purpose of this paper is to analyze the management of diversity at one of the most admired companies in America, and one of the 100 best companies to work for, Starbucks. We will discuss how managers
2021
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Shalini Garg and Snehlata Sangwan
Literature Review on Diversity and Inclusion at Workplace, 2010–2017
Purpose: The article highlights various studies conducted in the field of diversity and inclusion at workplace. This helps us to understand the evolution of diversity and inclusion and identify future research gaps. Methodology: The article employs a citation analysis technique to analyse the citation index of journals and authors based on the data collected from various databases such as Social
2019
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Richard A. Prayson, MD, MEd, and J. Jordi Rowe, MD
LGBTQ Inclusivity and Language in the Workplace
To quote Bill Crawford, “Diversity, or the state of being different, isn’t the same as inclusion. One is a description of what is, while the other describes a style of interaction essential to effective teams and organization.” The workplace should be an environment where people feel safe to focus on getting work done. Unfortunately, this is not always the case.
2021
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Jojanneke van der Toorn ; Gaitho, Waruguru
LGBTIQ+ workplace inclusion: A global issue requiring a transdisciplinary and intersectional approach
Scholarly interest in the workplace experiences of lesbian, gay, bisexual, transgender, intersex, and queer (LGBTIQ+) employees has increased over the past decades (Velez, Adames, Lei, & Kerman, 2021; Byington, Tamm, & Trau, 2021). The research demonstrates the particular challenges that LGBTIQ+ individuals face, both in terms of access to work (e.g. gaining employment) and in terms of employees’ opportunities to
2018
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Matthew Egan
LGBTI staff, and diversity within the Australian accounting profession
Purpose – Large accounting firms lay claim today to a broad focus on staff diversity and inclusion. Related initiatives focus on gender, culture, age and sexuality. This paper aims to seek insight from publicly available discourse provided by the “Big 4” in Australia (Deloitte, Ernst and Young, KPMG and PwC), along with two second-tier firms, into the nature and drivers
2014
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Yuka Fujimoto, Ruth Rentschler, Huong Le, David Edwards and Charmine E. J. Härtel
Lessons Learned from Community Organizations: Inclusion of People with Disabilities and Others
Workforce diversity requires broader vision and scope in managing diversity so that there is greater inclusion inside and outside organizations. This paper provides this vision by extending the stream of workforce diversity research to community-oriented inclusion and its processes. The authors interviewed 34 people with disabilities and 40 people without disabilities who were stakeholders of community arts and sports organizations.