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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Erin A. Cech and Tom Waidzunas
LGBTQ@NASA and Beyond: Work Structure and Workplace Inequality among LGBTQ STEM Professionals
Scholars are just beginning to understand how organizational processes shape LGBTQ workplace inequality. Using multimethod data from STEM professionals, this article examines how one such factor—the way work tasks are structured within organizations—may impact LGBTQ workers’ experiences of marginalization and devaluation. Through interviews with STEM professionals at two NASA space flight centers with different work structures, we find that LGBTQ
2022
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Dominique Chao, Maya Badwan & Emily M. Briceño
ADDRESSING diversity, equity, inclusion and belonging (DEIB) in mentorship relationships
The growing racial, ethnic, and cultural diversity within the United States underscores the importance of neuropsychologists developing cultural competence to improve patient care and support increased practitioner diversity. APA has recognized the importance of expanding the field’s diversity, equity, inclusion, and belonging (DEIB) efforts to promote the retention of historically underrepresented practitioners and culturally competent practices. Supervisors and mentors are
2022
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James D. Johnson · Monika Prasad · David N. Sattler · Geir Henning Presterudstuen · Maria Giuseppina Pacilli · Stefano Pagliaro
Fijian Reactions to Transgender‑Directed Workplace Mistreatment: The Moderating Role of the Victim’s Group Identifcation
Across the world, there is anecdotal evidence that transgender women tend to minimalize easily discernable identity cues to reduce the likelihood of facing antitransgender prejudice and discrimination. Thus, we believe that an examination of whether variability in transgender women’s group identification (i.e., strong or weak transgender group identification) might influence important life outcomes (e.g., workplace mistreatment) certainly seems warranted. Moreover,
2022
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Cathy Roche· P. J. Wall · Dave Lewis
Ethics and diversity in artifcial intelligence policies, strategies and initiatives
A burgeoning of Artificial Intelligence (AI) technologies in recent years has led to increased discussion about its potential to address many issues considered otherwise intractable, including those highlighted by the United Nations 2030 Agenda for Sustainable Development and associated Sustainable Development Goals. In tandem with this growth in AI is an expanding body of documentation regarding how such advanced technologies
2022
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Tone Langjordet Johnsen, Tonje Fyh , Anika Jordbru, Steffen Torp, Torill Helene Tveito and Irene Øyeflaten
Workplace Inclusion of People With Health Issues, Immigrants, and Unemployed Youths—A Qualitative Study of Norwegian Leaders’ Experiences
Aim: To explore leaders’ perceptions and experiences of facilitators and barriers for successful workplace inclusion of immigrants, unemployed youths, and people who are outside the labor market due to health issues. Methods: Semi-structured individual interviews with 16 leaders who actively engaged in inclusion work, representing different occupations, were conducted. Systematic Text Condensation was used to structure the analysis. Results: The
2022
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edited by Joan Marques, Satinder Dhiman
Leading With Diversity, Equity and Inclusion: Approaches, Practices and Cases for Integral Leadership Strategy
The Future of Business and Finance book series features professional works aimed at defining, describing and charting the future trends in these fields. The focus is mainly on strategic directions, technological advances, challenges and solutions which may affect the way we do business tomorrow, including the future of sustainability and governance practices. Mainly written by practitioners, consultants and academic thinkers,
2022
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Francisco Perales
Improving the wellbeing of LGBTQ+ employees: Do workplace diversity training and ally networks make a difference?
Despite growing recognition that lesbian, gay, bisexual, trans, queer, and other minority (LGBTQ+) employees have lower levels of workplace wellbeing than cis-gender heterosexual employees, few studies have examined how different workplace interventions may mitigate these disparities. This study provides first-time evidence of associations between LGBTQ+ employee wellbeing and two types of initiatives that have received substantial public attention and employer
2022
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Perry Zurn, Joseph Stramondo, Joel Michael Reynolds, and Dani S. Bassett
Expanding Diversity, Equity, and Inclusion to Disability: Opportunities for Biological Psychiatry
Given its subject matter, biological psychiatry is uniquely poised to lead STEM (science, technology, engineering, and mathematics) DEI (diversity, equity, and inclusion) initiatives related to disability. Drawing on literatures in science, philosophy, psychiatry, and disability studies, we outline how that leadership might be undertaken. We first review existing opportunities for the advancement of DEI in biological psychiatry around axes of
2022
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Harris, Lawana
Examining Workplace Diversity, Equity and Inclusion (DEI) With The COMMIT Inclusive Behavior Framework
Efforts to protect marginalized and minority groups from workplace discrimination go back decades: Title VII of the Civil Rights Act of 1964 established a federal law that prohibits employers from discriminating against employees because of race, color, religion, sex, and national origin (United States Equal Employment Opportunity Commission, n.d.) Even though a previous study declared that now more than ever,
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