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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Kaur, Amandeep
Spotify your hiring experience with AI technology
Amandeep Kaur, Founder & CEO, Phoenix TalentX Branding, The digital age has caused immense upheaval in the world of work –remote work, global workforces, diversity in talent, mobile-first, personalised experiences, and wellness apps are not exceptions anymore, but norms. Talent today expects HR processes to be digital and hiring to be agile and personalised. AI and machine learning technologies can
2022
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Vigdis Sveinsdottir , Tone Langjordet Johnsen, Tonje Fyhn, Jon Opsahl, Torill Helene Tveito, Aage Indahl, Hege Randi Eriksen& Silje Endresen Reme
Development of the workplace inclusion questionnaire (WIQ)
Aims: To develop a questionnaire to examine attitudes among employees and managers to include people with various health problems into their work group, and to test the questionnaire in one relevant population within the labour market. Methods: A questionnaire was developed through a process involving discussions in a scientific forum and pilot testing with group discussions. The final questionnaire, which
2022
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Martin Oscarsson, Martina Nelson , Alexander Rozental, Ylva Ginsberg , Per Carlbring and Fredrik Jönsson
Stress and work-related mental illness among working adults with ADHD: a qualitative study
Background: Though many adults with ADHD underperform professionally, are more stressed, and have more days of sickness absence compared to adults without ADHD, few studies have explored the experience of working as an adult with ADHD. This study explores the general experience of working with ADHD, including stress and work-related mental illness. Methods: Semi-structured telephone interviews were conducted with 20
2022
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Khine Kyaw| Sirimon Treepongkaruna | Pornsit Jiraporn| Chaiyuth Padungsaksawasdi
Does board gender diversity improve the welfare of lesbian, gay, bisexual, and transgender employees?
This paper focuses on two of the highly debated social issues corporations that are pressured to address—gender equality and workplace discrimination. Countries around the world mandate gender quotas on corporate boards to facilitate firms in addressing the issue of gender equality and anti-discrimination legislations to address workplace discrimination. Gender diversity on the corporate boards can sway the board toward addressing
2022
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Reward Utete
Examining the relationship between employment equity implementation and employee performance at workplace: Evidence from a leading organisation in South Africa
Employment equity has continued to occupy a centre stage in the field of human resource management in the current and forthcoming decades in various countries worldwide. It plays a critical role in promoting the elimination of unfair discrimination and consideration of people from previously disadvantaged groups at the workplace. The paper aims to establish the relationship between employment equity implementation
2022
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Erin Macke, Gabriela Gall Rosa, Shannon Gilmartin, and Caroline Simard
Assignments Are Critical Tools to Achieve Workplace Gender Equity
Facing unprecedented levels of employee burnout and historic quit rates, how can companies lead with a model that attracts and retains talent? This period of transition, and the lessons learned from the pandemic, offer organizations a unique opportunity to improve and refine their diversity, equity, and inclusion (DEI) strategies. 1 It is imperative that leaders consider the landscape of work
2022
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Lukman Raimi and Jainaba M. L. Kah
Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics
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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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