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, curated from verified and reputable sources. 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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PAUL R. DAUGHERTY, H. JAMES WILSON, AND RUMMAN CHOWDHURY
Using Artificial Intelligence to Promote Diversity
Artificial intelligence has had some justifiably bad press recently. Some of the worst stories have been about systems that exhibit racial or gender bias in facial recognition applications or in evaluating people for jobs, loans, or other considerations. 1 One program was routinely recommending longer prison sentences for blacks than for whites on the basis of the flawed use of
2019
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Mr. Vivek V. Yawalkar
A Study of Artificial Intelligence and its role in Human Resource Management
In the competitive world Industries, collet the accurate data and analyzed the collected data for the use of companies growth and daily working is essential. Artificial Intelligence helps the industry to work in faster way and efficient way to complete the work. Artificial Intelligence is entering into various department like human resource department, finance department, marketing and production department. With
2019
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Rudolf M. Oosthuizen
Smart Technology, Artificial Intelligence, Robotics and Algorithms (STARA): Employees’ Perceptions and Wellbeing in Future Workplaces
Futurists predict that a third of jobs that exist today could be replaced by smart technology, artificial intelligence, robotics and algorithms (STARA). Robots will handle 52% of current work tasks by 2025, almost twice as many as in 2019. Rapid changes in machines and algorithms or computer processes could create 133 million new roles in place of 75 million that
2019
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Jeanne Meister
Ten HR Trends In The Age Of Artificial Intelligence
The future of HR is both digital and human as HR leaders focus on optimizing the combination of human and automated work. This is driving a new priority for HR: one which requires leaders and teams to develop a fluency in artificial intelligence while they re-imagine HR to be more personal, human and intuitive. As we enter 2019, it’s the
2018
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Junghyun Lee
Passive leadership and sexual harassment: Roles of observed hostility and workplace gender ratio
Purpose – The purpose of this paper is to examine whether observed hostility mediates the link between passive leadership and sexual harassment. The study also investigates how workplace gender ratio might moderate this mediated relationship. Design/methodology/approach – This study used online survey data by recruiting full-time working employees in various US organisations and industries. Findings – Results suggest that when
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
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
2018
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Ellen Ernst Kossek
Exploring an Organizational Science View on Faculty Gender and Work-Life Inclusion: Conceptualization, Perspectives, and Interventions
Although women faculty are increasingly hired into historically male-dominated organizational contexts (STEM disciplines), career equality progress is stalled in terms of recruitment, promotion (advancement to leadership roles such as tenured, full, chaired professorships, senior leadership) (Aguinis, Ji, & Joo, 2018); retention, and equality in nonwork and well-being metrics related to family life and personal recovery & social activities (Kossek &
2018
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Raub, McKenzie
Bots, Bias and Big Data: Artificial Intelligence, Algorithmic Bias And Disparate Impact Liability in Hiring Practices
“With artificial intelligence, we are summoning the demon. You know all those stories where there’s the guy with the pentagram and the holy water and he’s like, yeah, he’s sure he can control the demon? Doesn’t work out.” * 1 While this is perhaps dramatic, many Americans share Elon Musk’s underlying anxieties about artificial intelligence’s increasing proliferation into everyday life.2
2017
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Edited by Carlos Tasso Eira de Aquino and Robert W. Robertson
Diversity and Inclusion in the Global Workplace: Aligning Initiatives with Strategic Business Goals
In today’s workforce, employees belong to different age groups, races, and ethnicities are of different genders and have different sexual orientation, besides leading, managing, thinking, and learning in diverse ways. There are people in full command of their physical abilities working side by side with other employees with disabilities. And people with different values from different cultures are responsible for