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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Stephanie J. Creary, PhD Nancy Rothbard, PhD Jared Scruggs
IMPROVING WORKPLACE CULTURE THROUGH: Evidence-Based Diversity, Equity and Inclusion Practices
The research and team was led by Stephanie Creary Ph.D., assistant professor of management at The Wharton School of the University of Pennsylvania. The research team included Nancy Rothbard Ph.D., Wharton management professor, Jared Scruggs, Wharton management doctoral candidate, and Moh Foundation Applied Insights Lab/Wharton MBA student research team members Elena Mariscal, Olivia Moore, Natalia Villarmán, Valerie Chia, Georgia Swee,
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
2021
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Darryl B. Rice & Nicole C. J. Young & Sharon Sheridan
Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors
Over two (i.e., a 2 × 2 experiment and a multi-source field study) studies, we propose and demonstrate how employees increase their emotional (i.e., affective commitment) and behavioral (i.e., citizenship behavior) investments in the workplace as a valuable outcome of the trickle-down effect of organizational inclusiveness. We also explain how supervisory moral identity impacts the trickle-down effect. Notably, the research
2023
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Abeni El-Amin
Implementing Diversity, Equity, Inclusion, and Belonging in Educational Management Practices
With more educational institutions entering into public, higher, and professional education, the educational environment has grown increasingly competitive. With this increase in competitiveness has come the need for a greater focus on leadership within the institutions, on administrative handling of educational matters, and on the marketing of the services offered. The Advances in Educational Marketing, Administration, & Leadership (AEMAL) Book
2022
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Marisela Jimenez
Impact of Artificial Intelligence as Part of an Organization’s Diversity
The aftermath of the global pandemic in 2020 brought many public and private organizational leaders to the whiteboard, and with a dry eraser in their hands, human leaders were expected to produce solutions, but only a few managed to write the new blueprint to protect millions of employees, customers, and students from the life-threatening COVID-19 virus. Subsequently, artificial intelligence was
2022
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Muzafer Eroğlu· Meltem Karatepe Kaya
Impact of Artifcial Intelligence on Corporate Board Diversity Policies and Regulations
With the use of artificial intelligence (AI) technologies in company activities, discussions on how to use AI in company management have emerged. Although AI is not legally recognised as a director in company law, there are examples of robot directors such as Vital, which have managed to get a seat in the corporate boardroom. Today, AI is on the verge
2019
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Inju Yang, Sabine Bacouel-Jentjens
Identity construction in the workplace: Different reactions of ethnic minority groups to an organizational diversity policy in a French manufacturing company
This study investigates how a French manufacturing company responds to institutional forces concerning its diversity policy and how employees react to it, particularly those belonging to minority groups not addressed by the policy. Such questions are relevant to the legitimacy of organizational diversity policies and employees’ perceptions of diversity in particular environments. We analyzed data from 35 interviews to characterize
2018
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Sabine Bacouel
Identity construction in the workplace: Different reactions of ethnic minority groups to an organizational diversity policy in a French manufacturing company
This study investigates how a French manufacturing company responds to institutional forces concerning its diversity policy and how employees react to it, particularly those belonging to minority groups not addressed by the policy. Such questions are relevant to the legitimacy of organizational diversity policies and employees’ perceptions of diversity in particular environments. We analyzed data from 35 interviews to characterize
2022
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Bonnie Dowling, Drew Goldstein, Michael Park, and Holly Price
Hybrid work: Making it fit with your diversity, equity, and inclusion strategy
After the Great Resignation comes the Great Renegotiation. Over the past two years, millions of people and organizations around the world were forced into hybrid virtual work, many for the first time. Survey after survey has shown that employers eagerly hope their employees will return to the office as soon as possible. Employees? Not so much, for reasons including health,
2020
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Robert Livingston
How to promote racial equity in the workplace
Organizations are relatively small, autonomous entities that afford leaders a high level of control over cultural norms and procedural rules, making them ideal places to develop policies and practices that promote racial equity. In this article, I’ll offer a practical road map for making profound and sustainable progress toward that goal. I’ve devoted much of my academic career to the