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!
2019
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M. N. Murty, Anirban Biswas
Centrality and Diversity in Search: Roles in A.I., Machine Learning, Social Networks, and Pattern Recognition
Centrality and Diversity are two important notions in Search in a generic manner. Their Roles in A.I., Machine Learning (ML), Social Networks, and Pattern Recognition are important. This book aims at clarifying these notions in terms of some of the foundational topics like search, representation, regression, ranking, clustering, optimization, and classification. Centrality and diversity have different roles in different tasks
2019
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Elizabeth Brown and Inara Scott
Belief v. Belief: Resolving LGBTQ Rights Conflicts in the Religious Workplace
Employment disputes are increasingly centered on the conflicting moral and religious values of corporations, their employees, and their customers. These conflicts are especially challenging when they involve the rights of lesbian, gay, bisexual, transsexual, and queer/questioning (LGBTQ) employees and customers contraposed against the religious beliefs of corporations and their owners. When religious values compete with civil rights in the employment
2018
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Gurwinder Kaur Gill, Mary Jane McNally, Vin Berman
Effective diversity, equity, and inclusion practices
Demographics in Canada, and the workplace, are changing. These include population changes due to race, ethnicity, religion/faith, immigration status, gender, sexual identity and orientation, disability, income, educational background, socioeconomic status, and literacy. While this rich diversity can present challenges for patient experiences/outcomes and working environments, it can also present opportunities for positive transformation. For successful transformation to take place, strategies
2018
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Nicol Turner Lee
Detecting racial bias in algorithms and machine learning
Purpose – The online economy has not resolved the issue of racial bias in its applications. While algorithms are procedures that facilitate automated decision-making, or a sequence of unambiguous instructions, bias is a byproduct of these computations, bringing harm to historically disadvantaged populations. This paper argues that algorithmic biases explicitly and implicitly harm racial groups and lead to forms of
2018
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Junghyun Lee
Passive leadership and sexual harassment: Roles of observed hostility and workplace gender ratio
Purpose – The purpose of this paper is to examine whether observed hostility mediates the link between passive leadership and sexual harassment. The study also investigates how workplace gender ratio might moderate this mediated relationship. Design/methodology/approach – This study used online survey data by recruiting full-time working employees in various US organisations and industries. Findings – Results suggest that when
2018
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Lindsay Y. Dhanani, Jeremy M. Beus, Dana L. Joseph
Workplace discrimination: A meta-analytic extension, critique, and future research agenda
Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this metaanalytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary
2018
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Aneeta Rattan, Carol S. Dweck
What Happens After Prejudice Is Confronted in the Workplace? How Mindsets Affect Minorities’ and Women’s Outlook on Future Social Relations
Organizations are increasingly concerned with fostering successful diversity. Toward this end, diversity research has focused on trying to reduce prejudice and biased behavior. But what happens when prejudice in the workplace inevitably occurs? Research also needs to focus on whether recovery and repair of social relations after expressions of prejudice are possible. To begin investigating this question, we develop a
2018
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Stephanie L. Hardacre* and Emina Subašic
Whose Issue Is It Anyway? The Effects of Leader Gender and Equality Message Framing on Men’s and Women’s Mobilization Toward Workplace Gender Equality
Social psychologists have not fully investigated the role of leadership in mobilizing widespread support for social change, particularly gender equality. The burden of achieving gender equality is typically placed on women (particularly female leaders) – the main targets of such inequality. Traditional approaches frame workplace gender equality as either a women’s issue, which limits men’s (non-target’s) involvement in the movement,
2018
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Glorian Sorensen, PhD, MPH, Emily Sparer, ScD, Jessica A.R. Williams, PhD, Daniel Gundersen, PhD,Leslie I. Boden, PhD, Jack T. Dennerlein, PhD, Dean Hashimoto, MD JD, Jeffrey N. Katz, MD,Deborah L. McLellan, PhD, Cassandra A. Okechukwu, ScD, MSN, Nicolaas P. Pronk, PhD, FACSM,Anna Revette, PhD, and Gregory R. Wagner, MD
Measuring Best Practices for Workplace Safety, Health,and Well-BeingThe Workplace Integrated Safety and Health Assessment
Objective: To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Methods: Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. Results: The assessment measures
2018
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Sophie L. Kuchynka, Jennifer K. Bosson, Joseph A. Vandello, and Curtis Puryear
Zero-Sum Thinking and the Masculinity Contest: Perceived Intergroup Competition and Workplace Gender Bias
Gender-based zero-sum thinking reflects beliefs that women’s status gains correspond directly with men’s status losses. These beliefs may help explain people’s resistance to gender equity. Here, two studies examined the association between men’s zero-sum thinking and workplace gender biases. In Study 1, men (N = 235) employed in workplaces with stronger masculinity contest norms reported observing stronger bias against women