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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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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published by Human Resource Management International Digest
Stereotypes, stigma and support: Positive and negative experiences of gender diversity in the workplace
Stigma and discrimination in the workplace can take place against several different disadvantaged social groups. Predominantly it is found against women and racial groups. However, it can also take place against age, religion, disability and sexuality. One social group which has been little studied is Gender Diverse Individuals (GDIs). GDIs are individuals whose identity does not match their biological and
2021
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Joshua Hollands
Work and Sexuality in the Sunbelt: Homophobic Workplace Discrimination in the U.S. South and Southwest, 1970 to the Present
In 2016, PayPal, a multinational financial services company canceled an expansion into North Carolina worth millions of dollars and with hundreds of jobs. The cancellation was in response to the state legislature’s passage of a transphobic law. The Public and Facilities Privacy and Security Act restricted transgender and nonbinary individuals from using public restrooms consistent with their gender identity. The
2021
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Maura Kelly & JaDee Carathers & Tristen Kade
Beyond Tolerance: Policies, Practices, and Ideologies of Queer-Friendly Workplaces
Introduction In the United States, workplace protections for queer and trans workers have expanded; however, previous research has indicated that policy change alone is not sufficient to create supportive workplace cultures. The inequality regimes theoretical framework suggests examining policies, practices, and ideologies to understand inequality in work organizations. Methods Drawing upon 75 qualitative interviews with queer and trans workers in
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
2020
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Travis Speice
The “Okay” Gay Guys: Developing Hegemonic Sexuality as a Tool to Understand Men’s Workplace Identities
This research investigates gender and sexuality identity management among gay men. Thirty self-identified gay men participated in semi-structured, in-depth interviews and provided their accounts of how they manage performances of gender and sexuality in the workplace. This research contributes to the scholarship of gender and sexuality by highlighting how sexuality, as an organizing principle, contributes to the further marginalization of
2020
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Angela Jones
“It’s Hard Out Here for a Unicorn”: Transmasculine and Nonbinary Escorts, Embodiment, and Inequalities in Cisgendered Workplaces
In this article, I draw from in-depth interviews with 34 transmasculine and nonbinary escorts who were assigned female at birth (AFAB) to explore the complicated relationship between gender, race, sexuality, embodiment, and workplace inequalities in what I have called cisgendered workplaces. Cissexism, transmisogyny, and racism are embedded in workspaces, brothels, agencies, and the websites escorts use for advertising, and clients
2020
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"Rifat Kamasak, Mustafa Ozbilgin, Sibel Baykut, Meltem Yavuz"
Moving from intersectional hostility to intersectional solidarity Insights from LGBTQ individuals in Turkey
Purpose – Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that there is utility in exploring intersectionality at the intersection of individual and institutional levels. As such the authors move beyond the polarised take on intersections as either individual or institutional phenomenon and tackle intersectionality as
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
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,