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!
2023
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Eddy S. Ng, Diana Rajendran and Wahed Waheduzzaman
Promoting workplace inclusion and self-efficacy among skilled migrant workers in Australia
Purpose – Although skilled migrants have a high capacity for integration, many report experiences of exclusion which impacts their ability to contribute fully to the host country. This experience of exclusion, which can diminish their self-efficacy at work, is especially acute for skilled migrants from non-English speaking backgrounds when functioning in a new or exclusionary environment. In this paper, we
2023
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Grace O’Farrell, Raymond T. Lee
What we know about Microaggression but were afraid to ask
Microaggression has been defined as “the brief and commonplace daily verbal, behavioral, and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial, gender, and sexual orientation, and religious slights and insults to the target person or group” (Sue, 2010, p. 229). Microaggression has been an underexplored construct in organizational psychology studies to date. In this paper,
2023
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Sharon Jayoung Song
Digital feminism: In the aftermath of #MeToo, what’s next for workplace equity for women?
This article seeks to analyze the aftereffects of the #MeToo movement to measure the efficacy of digital feminism. Perhaps the most recognizable outcome of the #MeToo movement is forcing a once-taboo subject of workplace sexual harassment into the limelight. The digital phenomenon prompted federal and state courts across the United States to navigate a seemingly new terrain of contributing to
2023
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Brigid Trenerry, Kevin Dunn, and Yin Paradies
Productive disruptions: Supporting diversity and anti-racism in the workplace through multi-level organisational strategies
Racism in the workplace occurs at both the interpersonal and institutional level in terms of prejudiced attitudes and behaviours and avoidable and unfair differences in hiring, retention and opportunities for training and promotion. Many organisations have stated commitments to workforce diversity; however, work-related racism remains the most common forms of reported discrimination. Rather, efforts to increase workforce diversity will fail
2023
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Elaine Burns, Emma Elcombe, Heather Pierce, Sky Hugman, Susanne Gannon
Breastfeeding after return to work: An Australian national workplace survey
Breastfeeding initiation rates in Australia are high but duration rates fall well below the World Health Organization targets. Return to work is a known factor impacting 6 months exclusive breastfeeding and continuation into the infants second year of life. Work related factors can influence a woman’s confidence in maintaining breastmilk supply after return to employment and determine whether she meets
2023
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Butler, Paris D. ; Wexner, Steven D. ; Alimi, Yewande R. ; Dent, Daniel L. ; Fayanju, Oluwadamilola M. ; Gantt, Nancy L. ; Johnston, Fabian M. ; Pugh, Carla M
Society of Black Academic Surgeons (SBAS) diversity, equity, and inclusion series: Microaggressions – Lessons Learned from Black Academic Surgeons
Dr. Steven Wexner: I would like to welcome everyone to this month’s episode of the Diversity, Equity, and Inclusion series, in alliance with the American College of Surgeons, proceedings From the Advances in Surgery (AIS) Channel’s Diversity, Equity, and Inclusion Series: Microaggressions: Lessons Learned from Black Academic Surgeons.1 I am very gratified that each of these broadcasts during the last
2023
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Jie Chen | Chenxing Jing | Kevin Keasey | Ivan Lim | Bin Xu
Gender, workplace preferences and firm performance: Looking through the glass door
Using Glassdoor data we show that women are less satisfied at work than men and that female employ- ees care more about work‐life balance. Further analysis shows that this gender difference in workplace preference vanishes at the manager level, suggesting that women who care less about work‐life balance self‐select into career paths that ultimately lead to management positions. Exploring the
2023
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Dr. Amanawa, David Ebiegberi
The Knowledge and Impact of Comparative Management in an Organization
The objective of this discussion is to familiarize you with the topic of comparative management and management techniques in various cultural contexts. The module covers fundamental ideas in comparative management, including how to distinguish between universalistic and particularistic theories, how to use and apply contingency theory, how to assess the explanatory power of culture, how to approach management and administration
2023
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Barnini Bhattacharyya and Jennifer L. Berdahl
Do You See Me? An Inductive Examination of Differences Between Women of Color’s Experiences of and Responses to Invisibility at Work
Intersectional invisibility is a salient experience for women of color in the workplace and stems from their nonprototypicality in gender and race. We expand research and theory on intersectional invisibility to propose that women of color vary in their degrees of nonprototypicality, and thus in their social power and their experiences of and responses to invisibility at work. We present
2023
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Leanne S. Son Hing * , Nouran Sakr, Jessica B. Sorenson, Cailin S. Stamarski, Kiah Caniera, Caren Colaco
Gender inequities in the workplace: A holistic review of organizational processes and practices
In this paper, we provide a broad, integrative review of the degree to which gender inequities exist in organizational domains and practices covering areas such as performance evaluation, compensation, leadership, work-family conflict, and sexual harassment, spanning the employee lifecycle from selection to exiting the organization. Where the literature allows, we review intersectionality findings. We also review the factors and processes