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!
2023
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Blandina Blackburn
Managing neurodiversity in workplaces
Judy Singer [1], a sociologist who has autism, coined the term ‘neurodiversity’ (ND) in the late 1990s, introducing the concept that some developmental disorders may represent a variation of ‘normal’. ND commonly refers to a variety of conditions including, but not limited to, autism spectrum conditions, attention deficit hyperactive disorder (ADHD), dyslexia, dyspraxia, dyscalculia and other unspecified conditions. Is it
2015
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Mitchell, Rebecca ; Boyle, Brendan ; Parker, Vicki ; Giles, Michelle ; Chiang, Vico ; Joyce, Pauline
MANAGING INCLUSIVENESS AND DIVERSITY IN TEAMS: HOW LEADER INCLUSIVENESS AFFECTS PERFORMANCE THROUGH STATUS AND TEAM IDENTITY
While there is increasing pressure to work collaboratively in interprofessional teams, health professionals often continue to operate in uni-professional silos. Leader inclusiveness is directed toward encouraging and valuing the different viewpoints of diverse members within team interactions, and has significant potential to overcome barriers to interprofessional team performance. In order to better understand the influence of leader inclusiveness, we develop
2014
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Yesenia Rivera
Managing Diverse Employees at Starbucks: Focusing on Ethics and Inclusion
Workforce diversity is a reality of the modern times for every organization and managing it effectively can lead to a sustainable competitive advantage. The purpose of this paper is to analyze the management of diversity at one of the most admired companies in America, and one of the 100 best companies to work for, Starbucks. We will discuss how managers
2018
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Naman Sharma, Vinod Kumar Singh, Swati Pathak
Management Techniques for a Diverse and Cross-Cultural Workforce
Mission Operations research and management science continue to influence business processes, administration, and management information systems, particularly in covering the application methods for decision-making processes. New case studies and applications on management science, operations management, social sciences, and other behavioral sciences have been incorporated into business and organizations real-world objectives. The Advances in Logistics, Operations, and Management Science (ALOMS) Book
2021
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Hyoung Eun Chang,Suyong Jeong
Male Nurses’ Experiences of Workplace Gender Discrimination and Sexual Harassment in South Korea: A Qualitative Study
Purpose: The purpose of this study was to explore male nurses’ experiences of workplace gender discrimination and sexual harassment in South Korea. Methods: Phenomenological qualitative methodology exploring male nurses’ experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews
2022
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Lukman Raimi, 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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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.
2021
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Shalini Garg and Snehlata Sangwan
Literature Review on Diversity and Inclusion at Workplace, 2010–2017
Purpose: The article highlights various studies conducted in the field of diversity and inclusion at workplace. This helps us to understand the evolution of diversity and inclusion and identify future research gaps. Methodology: The article employs a citation analysis technique to analyse the citation index of journals and authors based on the data collected from various databases such as Social
2017
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Nanette L. Yragui • Caitlin A. Demsky • Leslie B. Hammer • Sarah Van Dyck • Moni B. Neradilek
Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)
Purpose The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses.
2020
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Harald Dale-Olsena , Henning Finseraas
Linguistic diversity and workplace productivity
A key component in firms’ production strategies is to put together a workforce with the optimal mix of skills. Hiring workers with complementary human capital will improve productivity and profits. The ability to speak several languages and knowledge about cultures and religions could thus be important human capital resources influencing firm performance. Workers might differ along these dimensions too, and