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!
2021
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Christopher M. Rosett , Austin Hagerty
Introducing HR Analytics with Machine Learning: Empowering Practitioners, Psychologists, and Organizations
Introducing HR Analytics with Machine Learning is a book to demystify machine learning for non-statisticians and non-data scientists as well as to explain why and how using machine learning with employee data (and other workforce data) requires special consideration for all professionals, regardless of technical background. We understand that using data to inform decisions about human capital is paramount to
2022
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Juliet Elizabeth Kele | Catherine Cassell | Jacqueline Ford | Kathryn Watson
Intersectional identities and career progression in retail: The experiences of minority-ethnic women
Contributing to scholarship on diversity and inclusion (D&I) and careers within UK retailing, this paper documents the lived experiences of minority-ethnic women working in retail. Given the extensive research on both the career obstacles faced by women in a highly feminized sector and the disadvantages experienced by minority-ethnic workers in the UK labor market more broadly, consideration of social identity
2020
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Pnina Alon-Shenker and Therese MacDermott
Intersecting age and gender in workplace discrimination complaints
Older female workers experience significant barriers in the labor market. Despite the growing proportion of women in the labor force, gender wage gaps and gendered occupational segregation are still major problems.1 Non-standard employment and precarious work are more common among women than men.2 Women also bear significant unpaid caregiving responsibilities and experience interrupted paid working lives.3 As female workers age,
2020
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Lara Steel & Brody Heritage
Inter‐cultural contexts: Exploring the experience of indigenous employees in mainstream Australian organisations
Objective: This study aimed to understand more about the experiences of Indigenous employees within mainstream Australian workplaces. Employment and retention rates for Indigenous employees continue to be disproportionately lower than the mainstream Australian population. The potential impact of the inter-cultural workplace context has featured little in the current research and public discourse on employment and retention rates. This study contributes
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
2023
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Darryl B. Rice · Nicole C. J. Young
Integrating ethics and inclusion: How and when upper-level managerial leadership impact supervisory inclusiveness
This study seeks to integrate behavioral ethics and organizational diversity, equity, and inclusion research in effort to extend our understanding of the workplace factors that impact the engagement of inclusive leadership. For this purpose, we rely on social information processing theory to explain how and when upper-level managerial leadership impacts middle-level supervisory inclusiveness. We clarify these baseline relationships by integrating
2021
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M. Nazmul Islam, Fumitaka Furuoka, Aida Idris
Influence of Gender Diversity on Employee Work Engagement in the Context of Organizational Change
Employee work engagement is one of the key factors to manage successful organizational change. The present study investigated the moderating effect of gender diversity between transformational leadership, valence, and employee work engagement. Applying social bond theory, expectancy theory of motivation, and mental model theory, six hypotheses were examined in this study, using data from 300 full-time employees from Bangladesh’s banking
2021
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Jeffrey A. Flory, Andreas Leibbrandt, Christina Rott, Olga Stoddard
Increasing Workplace Diversity Evidence from a Recruiting Experiment at a Fortune 500 Company
While many firms have set ambitious goals to increase diversity in their ranks, there is a dearth of empirical evidence on effective ways to reach them. We use a natural field experiment to test several hypotheses on effective means to attract minority candidates for top professional careers. By randomly varying the content in recruiting materials of a major financial services
2022
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Ryan Payne, Jennifer Kruwinnus and Deanna Grant-Smith
Inclusive Leadership Framework to Promote a Climate for Participation: A Framework to Address Inclusiveness, Tokenism, Equity, and the Advancement of Female Entrepreneurs
Tokenism and the exclusion of marginalized individuals can inhibit the development of new ideas and innovation in organizations. Using social justice theory to explore the case of female entrepreneurs, this chapter outlines the benefits to be realized via their inclusion in the workplace and presents a framework for fostering a climate that supports their full participation. This framework foregrounds the
2016
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Huong Le, Connie Zheng, Yuka Fujimoto
Inclusion, organisational justice and employee well-being
Purpose – The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry. Design/methodology/approach – The sample is selected from employees who work in the tourism industry in Australia,