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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Ed Hasan
Embracing Workplace Religious Diversity and Inclusion: Key Challenges and Solutions
This series seeks to assemble scholarly research around equity, diver-sity, inclusion, and indigenization in the business world. The books in this series will explore contemporary diversity topics such as gender and corporate governance, sexuality and career development, social justice in the workplace, race and marketing, Indigenous inclusion, supplier diversity, mental health and neurodiversity at work, and more. Through rigorous, disciplinary
2022
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Eunmi Jang and Xing Chen
How Can We Make a Sustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership
Ostracism in the workplace is a common phenomenon in modern society that impairs employees’ well-being. This study suggests that workplace ostracism reduces subjective well-being by examining the effect of workplace ostracism on subjective well-being. Based on self-determination theory and resource conservation theory, this study explores the underlying processes and their contingent factors in the relationship between workplace ostracism and employee
2022
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Gurinder Singh, Vikas Garg, Richa Goel
Promoting Inclusivity and Diversity Through Internet of Things in Organizational Settings
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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Q. Roberson and W. Scott
Contributive Justice: An Invisible Barrier to Workplace Inclusion
Characterized as an employee’s ability to fully and meaningfully contribute to work units or organizations (Mor Barak & Cherin, 1998), inclusion incorporates opportunities to significantly influence positive change in core work processes and to have that influence valued by others. Despite an increasing emphasis on inclusion as a strategy for valuing and integrating diversity into the formal and informal structures
2022
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Jade DaviesI, Brett Heasman , Adam Livesey , Amy Walker , Elizabeth Pellicano , Anna Remington
Autistic adults’ views and experiences of requesting and receiving workplace adjustments in the UK
This article examines 181 autistic adults’ views toward, and experiences of, requesting and receiving workplace adjustments in the UK. Using an online survey, we collected both qualitative and quantitative data relating to individuals’ experiences. While the majority of participants perceived workplace adjustments to be important, many were not receiving them. Analysis of open-ended text responses highlighted specific challenges that autistic
2022
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Randa Diab-Bahman
Psychological Diversity in the Workplace: Personality Types and Gender Differences within Ethnicities
Introduction: In recent years, the process of hiring an employee has become an important part. New and innovative ways of assessing employees are continuously sought after, primarily to ensure the right person for the right job. Exploring under-studied psychological differences which may impact the workplace could shed light on this important topic. Methodology: In this research, personality test results from
2022
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Giriraj Kiradoo
Diversity, Equity, and Inclusion in the Workplace: Strategies for Achieving and Sustaining a Diverse Workforce
This research paper explores the critical issue of diversity, equity, and inclusion (DEI) in the workplace and the strategies that can be employed to achieve and sustain a diverse workforce. The research paper is based on a comprehensive review of relevant literature, including peerreviewed articles, reports, and other relevant documents. The paper aims to contribute to the existing body of
2022
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Nemmara K. Chidambaran, Yun Liu, Nagpurnanand Prabhala
Director diversity and inclusion: At the table but in the game?
The issue of the presence of diverse directors on boards has attracted considerable attention among policymakers, practitioners, and academics. There is relatively less attention to the inclusion of diverse directors, or their onward trajectory after appointment. We study two outcomes related to inclusion—the retention of directors and their promotion to board leadership positions. Although gender is a key focus ofmany
2022
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Siti Khadijah Zainal Badri, Wai Meng Yap, Hazel Melanie Ramos
Workplace affective well-being: gratitude and friendship in helping millennials to thrive at work
Purpose – The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect ofworkplace friendship in explaining the linkages between gratitude and AWB at work. Design/methodology/approach – This study used a sample of 272 millennial workers in this study. A survey
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