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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Tristen Brenaé Johnson
The Experiences of Black Women Diversity Practitioners in Historically White Institutions
Mission A solid foundation is essential to the development and success of any organization and can be accomplished through the effective and careful management of an organization’s human capital. Research in human resources management and organizational development is necessary in providing business leaders with the tools and methodologies which will assist in the development and maintenance of their organizational structure.
2022
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Yuka Fujimoto· Ahmed Ferdous· Faisal Wali
Integrative Resource Model of Workplace Inclusion for Reduced Inequality: Conservation of Resources Perspective
This study provides much-needed empirical study of workplace inclusion of underresourced employees of low socioeconomic status. Based upon a conservation of resources perspective, we have examined the centrality of resources as a key inclusion process for well-being outcomes for employees with insufficient resources. In the context of misuse of institutional power over operative workers within highly segmented and hierarchical work
2022
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Anna Francis ,Kim M. O’Sullivan, Pinika Patel, Andrea K. Viecelli, James A. Hedley, Ramyasuda Swaminathan, Amy Crosthwaite, Imad Haloob, Alice Kennard , Matthew Rowlandson, Neil Boudville, Angela C. Webster and Kate Wyburn
Equity and diversity in the nephrology workforce in Australia and New Zealand
Background: Despite diversity initiatives, inequities persist in medicine with negative implications for the workforce and patients. Little is known about workplace inequity in nephrology. Aim: To describe perceptions and experiences of bias by health professionals in the Australian and New Zealand Society of Nephrology (ANZSN), focussing on gender and race. Methods: A web-based survey of ANZSN members recorded degree of
2022
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Asher G. Cristales , Ismael A. Haguisan III , Geff B. Sagala
Gender equality and workplace diversity in a school division office
Gender equality promotes equal rights, responsibilities, and opportunities for all genders. Nowadays, organizations are adopting a globally competitive environment with programs that promote diversity, inclusion, and non-discrimination policies. This study aimed to determine the extent of the practice of gender equality and workplace diversity in a School Division Office. The respondents were 110 non-teaching employees who completed a research questionnaire.
2022
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Muhizan Tamimi, Sopiah
The Influence of Leadership Style on Employee Performance: A Systematic Literature Review
Purpose – This systematic literature review aims to synthesize several studies related to the influence of leadership style on employee performance. Methodology/approach – This study was compiled using Preferred Reporting Items for Systematic Review and Meta-Analysis from research related to the influence of organizational culture on employee performance. The data collection method uses the Population, Intervention, Comparison, and Outcome methods
2022
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Rowan M. Thomson
Advancing equity, diversity, and inclusion: a how-to guide
Looking around the lunchroom on my first day at my first job in physics— as a summer student in a Canadian national laboratory— I was shocked to see that almost all the scientists present were white men! I loved that job and was thrilled to be paid to do physics, but I was disappointed in the lack of diversity at
2022
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Peter T. Coleman, Allegra Chen-Carrel, and Bodi M. Regan
A New Conflict-Resolution Model to Advance DEI
Racism, misogyny, classism, xenophobia — when these chronic problems afflict organizations, they stem from a constellation of forces, not a single attitude, act, or outdated norm. As a result of that complexity, solutions can be elusive, and we often see intransigence even in places explicitly committed to change. Take, for example, our home institution of Columbia University, which invested more
2022
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Natasha Cortis | Meraiah Foley | Sue Williamson
Change agents or defending the status quo? How senior leaders frame workplace gender equality
Senior leaders are usually understood to be ideally positioned to drive the organizational changes needed to promote workplace gender equality. Yet seniority also influences leaders’ values and attitudes, and how they interpret evidence of inequalities, determine organizational priorities, and design and implement remedies. This article examines leaders’ perceptions of workplace gender equality using system justification theory to explain survey data
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