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!
2022
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Travis J. Grosser| Christopher M. Sterling | Rohit S. Piplani | Kristin L. Cullen-Lester | Theresa M. Floyd
A social network perspective on workplace inclusion: The role of network closure, network centrality, and need for affiliation
Organizations are increasingly recognizing the important role employee inclusion perceptions play in promoting positive employee attitudes and behaviors. Although social networks are frequently cited as being a driver of perceived inclusion, little empirical work has examined the social network conditions that give rise to it. We address this gap by examining how both network position (indegree centrality) and network structure
2022
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Francisco Perales, Christine Ablaza, and Nicki Elkin
Exposure to Inclusive Language and Well-Being at Work Among Transgender Employees in Australia, 2020
Objectives. To provide empirical evidence of the positive effects of exposure to inclusive language on trans employees’ well-being. Methods. We leveraged unique data from a large Australian national survey of workplace diversity and inclusion (2020 Australian Workplace Equality Index Employee Survey), focusing on a subset of trans respondents (n5453). We derived self-reported and aggregate-level measures of exposure to transinclusive language
2022
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Francisco Perales · Christine Ablaza · Wojtek Tomaszewski · Dawn Emsen‑Hough
You, Me, and Them: Understanding Employees’ Use of Trans‑Affirming Language within the Workplace
Introduction As the benefits of workplace inclusion become progressively recognized, employers are making greater efforts to cultivate inclusive organizational environments where employees from diverse backgrounds can thrive. Yet academic research has often neglected issues of sexual orientation and gender diversity. We contribute to redressing this knowledge gap by examining processes of workplace inclusion for employees with diverse genders and sexualities,
2022
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Stephanie Petty, Lydia Tunstall, Hannah Richardson, Niamh Eccles
Workplace Adjustments for Autistic Employees: What is ‘Reasonable’?
Autistic adults are inadequately supported in the workplace. This study sought a definition of ‘reasonable’ and explored facilitators and barriers to employers making reasonable adjustments. 98 employers and employees across a UK city completed a survey; 15% identified as being autistic. Qualitative data were analysed using framework analysis. Reasonable adjustments were defined as having a positive impact on autistic employees’
2022
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Ammarah Ahmed, Dapeng Liang, Muhammad Adeel Anjum and Dilawar Khan Durrani
Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance
Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee–supervisor dyads (n =
2022
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Michael W. Kraus , Brittany Torrez and LaStarr Hollie
How narratives of racial progress create barriers to diversity, equity, and inclusion in organizations
Despite statements in support of racial justice, many organizations fail to make good on their commitments to diversity, equity, and inclusion (DEI). In this review, we describe the role of the narrative of racial progress—which conceives of society as rapidly and automatically ascending toward racial equity— in these failures. Specifically, the narrative (1) envisions organizations as race neutral, (2) creates
2022
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Bonnie Dowling, Drew Goldstein, Michael Park, and Holly Price
Hybrid work: Making it fit with your diversity, equity, and inclusion strategy
After the Great Resignation comes the Great Renegotiation. Over the past two years, millions of people and organizations around the world were forced into hybrid virtual work, many for the first time. Survey after survey has shown that employers eagerly hope their employees will return to the office as soon as possible. Employees? Not so much, for reasons including health,
2022
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Aziz Mensah, Susanna Toivanen , Martin Diewald , Mahmood Ul Hassan, Anna Nyberg
Workplace gender harassment, illegitimate tasks, and poor mental health: Hypothesized associations in a Swedish cohort
Workers exposed to gender harassment and illegitimate tasks may experience adverse mental health outcomes such as depression and burnout. However, the longitudinal effects and the complex interrelationships between these variables remain largely unexplored. We investigated the cross-lagged relationships between gender harassment, illegitimate tasks, and mental health outcomes among working adults in Sweden over a period of two years, as well
2022
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Rachel Van Der Veen
Are Policies Sufficient to Foster Change in Diversity and Inclusion in the Australian and New Zealand Intelligence Sectors?
This article examines whether policies alone are sufficient to foster change in diversity and inclusion in the Australian and New Zealand intelligence sectors. It considers the diversity and inclusion policies of Australian intelligence agencies as well as applicable legislation regarding employment and nondiscrimination, as the legislation informs policy and is intended to reflect societal values. By comparing the Australian and
2022
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John M Luiz and Viktor Terziev
Axes and fluidity of oppression in the workplace: Intersectionality of race, gender, and sexuality
Our research explores how the historically institutionalized and authoritarian discriminatory South African context continues to affect the experiences of LGBT mid-level managers in the workplace. South Africa provides a rich environment to explore “axes of oppression” (heteronormativity/ homophobia, race/racism, gender/sexism), and how these manifest and impact on participants’ work experience. Bringing together intersectionality as an analytical strategy with identity work