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!
2019
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Bozani, Vasiliki; Drydakis, Nick; Sidiropoulou, Katerina; Harvey, Benjamin;Paraskevopoulou, Anna
Workplace Positive Actions, Trans People’s Self-Esteem and Human Resources’ Evaluations
This study provides empirical patterns regarding trans people’s self-esteem-oriented reflections during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil our aims. We adopt Rawls’ political philosophy framework in order to evaluate whether trans people’s self-esteem-oriented concepts might be enhanced by policy makers’ positive actions. The study does find that trans people’s
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
2018
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Melanie M. Henderson, Kyle A. Simon
The Relationship Between Sexuality–Professional Identity Integration and Leadership in the Workplace
How do members of minority groups navigate identity in the workplace—such as being both a sexual minority and a working professional? This article extends research on identity integration (II)—perceptions of multiple social identities as compatible versus conflicting—to examine the intersection of personal identity (sexual minority) and professional identity, and the effects of II on how people influence others. The current
2018
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Vincenza Priola, Diego Lasio, Francesco Serri, and Silvia De Simone
The organisation of sexuality and the sexuality of organisation: A genealogical analysis of sexual ‘inclusive exclusion’ at work
This article problematises sexual inclusion in the workplace by theorising the social and historical processes that underpin heteronormativity in organisations. Drawing on a genealogical analysis of sexuality and inclusion in four Italian social firms that support the work and social integration of disadvantaged individuals, the article provides an in-depth analysis of the historical conditions affecting the management of sexualities in
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
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
2018
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Renzo J. Barrantes & Asia A. Eaton
Sexual Orientation and Leadership Suitability: How Being a Gay Man Affects Perceptions of Fit in Gender-Stereotyped Positions
The current set of studies examines perceptions of gay men’s fitness for leadership positions in the workplace. In two betweensubjects experiments we examined the effect of a male employee’s sexuality on perceptions of his suitability for stereotypically feminine, masculine, and gender-neutral managerial positions, as well as potential mediators (perceptions of target agency and communion) and moderators (target out status) of
2019
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Elizabeth Sepper & Deborah Dinner
Sex in Public
This Article recounts the first history of sex in public accommodations law- a history essential to debates that rage today over gerider and sexuality in public. Just fifty years ago,not only LGBTQ people but also cisgender women were the subject of discrimination in public.Restaurants and bars displayed “men-only” signs. Women held secondary status in civic organi-zations, such as Rotary and
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,