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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Laurie A. Hiemstra, MD, PhD, FRCSC, Sarah Kerslake, MSc, BPhty, Marcia Clark, MD, MSc, FRCSC, Claire Temple-Oberle, MD, MSc, MEd, FRCSC, and Erin Boynton, MD, FRCSC
Experiences of Canadian Female Orthopaedic Surgeons in the Workplace: Defining the Barriers to Gender Equity
Background: Only 13.6% of orthopaedic surgeons in Canada are women, even though there is nothing inherent to the practice of orthopaedic surgery that favors men over women. Clearly, there is a need to identify, define, and measure the barriers faced by women in orthopaedic surgery. Methods: An electronic survey was distributed to 330 female-identifying Canadian orthopaedic surgeons and trainees and
2022
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Kristen M. Getchell, Stephen Carradini, Peter W. Cardon, Carolin Fleischmann, Haibing Ma, Jolanta Aritz, and James Stapp
Artificial Intelligence in Business Communication: The Changing Landscape of Research and Teaching
The rapid, widespread implementation of artificial intelligence technologies in workplaces has implications for business communication. In this article, the authors describe current capabilities, challenges, and concepts related to the adoption and use of artificial intelligence (AI) technologies in business communication. Understanding the abilities and inabilities of AI technologies is critical to using these technologies ethically. The authors offer a proposed
2022
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Ashley Williams, Neill Thompson, and Binna Kandola
Sexual Orientation Diversity and Inclusion in the Workplace: A Qualitative Study of LGB Inclusion in a UK Public Sector Organisation
Inclusion has been identified as a key component of successful approaches to organisational diversity management. To date, the inclusion literature has predominantly used quantitative methodology to study visible forms of diversity such as gender and ethnicity. Invisible forms of diversity, such as sexual orientation diversity, have received limited research attention, despite Lesbian, Gay, and Bisexual (LGB) employees facing significantly higher
2022
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Julia Kurzawa , Evangeline Danseco , Gabrielle Lucente , Christal Huang , Purnima Sundar , and Aliya Allen-Valley
Advancing Racial Equity, Diversity, and Inclusion in Ontario’s Child and Youth Mental Health Sector: Perspectives of Agency Leaders
Systematic challenges in providing culturally responsive mental health and addictions services have produced widespread inequities for racialized service providers, clients, and communities. There is a pressing need for coordinated system-level change. In this article, we present findings from a cross-sectional mixed methods study examining current organizational practices in advancing racial equity in the child and youth mental health and addictions
2022
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Madeline Donaghy and Francisco Perales
Workplace wellbeing among LGBTQ+ Australians: Exploring diversity within diversity
A wealth of research documents disparities in workplace outcomes between cisgender heterosexual employees and LGBTQ+ employees. However, few studies have examined how workplace wellbeing may differ among different subgroups within the LGBTQ+ umbrella – that is, the notion of ‘diversity within diversity’. The current study fills this gap in knowledge by theorising and testing differences in workplace wellbeing across nuanced
2022
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Vindell Washington, Joseph B. Franklin, Erich S. Huang, Jessica L. Mega, Amy P. Abernethy
Diversity, Equity, and Inclusion in Clinical Research: A Path Toward Precision Health for Everyone
Healthcare disparities are a persistent societal problem. One of the contributing factors to this status quo is the lack of diversity and representativeness of research efforts, which result in nongeneralizable evidence that, in turn, provides suboptimal means to enable the best possible outcomes at the individual level. There are several strategies that research teams can adopt to improve the diversity,
2022
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Aarti Iyer
Understanding advantaged groups’ opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat
To combat social inequality, organizations develop and implement initiatives that seek to improve the status of disadvantaged groups (e.g., women, racial/ethnic minority groups). Such diversity, equity, and inclusion (DEI) policies are controversial, because people disagree about whether they are necessary and what their (positive and negative) consequences may be. Opposition can be particularly fierce from people who belong to advantaged
2022
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Jane Parker | Janet Sayers | Amanda Young-Hauser | Shirley Barnett | Patricia Loga | Selu Paea
Gender and ethnic equity in Aotearoa New Zealand’s public service before and since Covid-19: Toward intersectional inclusion?
Since its bi-cultural foundation with Te Tiriti o Waitangi (the Treaty of Waitangi, signed in 1840 by Māori, the indigenous Polynesian people of Aotearoa New Zealand (NZ), chiefs and representatives of the British Crown), cultural identities have expanded through immigration. While Aotearoa NZ’s government seeks to encourage workplace diversity in public service agencies, developments are being disrupted by Covid-19. Using
2022
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Marisela Jimenez
Impact of Artificial Intelligence as Part of an Organization’s Diversity
The aftermath of the global pandemic in 2020 brought many public and private organizational leaders to the whiteboard, and with a dry eraser in their hands, human leaders were expected to produce solutions, but only a few managed to write the new blueprint to protect millions of employees, customers, and students from the life-threatening COVID-19 virus. Subsequently, artificial intelligence was
2022
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Hyelim Lee, Xiaochen Angela Zhang and Yoon Hi Sung
Symmetry, inclusion and workplace conflicts: conflict management effects of two leadership strategies on employee advocacy and departure
Purpose – This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational levels), especially with regard to employee advocacy and job turnover intentions. Design/methodology/approach – A total of three employee survey datasets were used to test hypotheses and research questions. Two secondary datasets were obtained in South Korea (N5600 and