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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King, Nancy
DEI Is Not Enough
The ongoing wave of institutional attention to diversity, equity, and inclusion (DEI) is long overdue and profoundly necessary, but it is radically insuffi cient, especially in health care, health-related research, and bioethics. Understanding why DEI in hiring and funding more people of color can leave signifi cant inequities untouched helps move this essential effort beyond virtue signaling. Consider: Some institutions
2015
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Loan N.T. Pham, Lam D. Nguyen and Thomas Tanner
Cross-Culture Management: An Empirical Examination on Task and Relationship Orientations of German and Omani
Globalisation has increased the demand for an international group of leaders who can lead multinational corporations across cultures successfully. Understanding the leadership orientations of the international workforces becomes a necessity for these companies. This paper distinctively examines the task and relationship orientations of working adults in Japan and Oman. Through the analysis of 419 responses including 231 respondents from Japan
2023
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Robert Engle and Christopher Schlaegel
Cross-cultural impacts in the domestic workplace: multicultural work environment, cultural intelligence, and extra-role performance
Multiculturalism in the workplace has been increasing over the years in many countries, including the United States, with the United Nations indicating there have never been more immigrants than seen today (Titzmann & Fuligni, 2015). Multiculturalism has been increasingly viewed as beneficial, and even as “essential,” by business organizations as it is seen to positively impact such things as better
2010
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Jonathon R.B. Halbesleben, Anthony R. Wheeler
Coverage by smoke-free workplace policies by race/ ethnicity and health outcomes: Can workplace health policies improve worker health?
Purpose – The present research has three goals: to examine the prevalence of smoke-free workplace policies; to examine how coverage by a smoke-free workplace policy differs among racial/ethnic groups; and to examine the impact of smoke-free workplace policy (SFWP) coverage on health outcomes. Design/methodology/approach – The research uses secondary analysis of data from the Behavioral Risk Factor Surveillance System (BRFSS)
2019
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Eleni M. Honderich, Colleen M. Grunhaus, and Clayton V. Martin
Counselors’ Experiences of Workplace Aggression and Organizational Values: A Descriptive Analysis
The Occupational Safety and Health Administration (OSHA; n.d.) reported that nearly 2 million Americans experience episodes of workplace aggression on an annual basis. Reported incidents stretch across a spectrum and include threats, verbal hostility, physical assault, and homicide (OSHA, n.d.). Researchers and scholars have examined distinct facets of adversarial work conditions (e.g., harassment, discrimination) and linked these facets to the
2023
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Wei Wang · Julie V. Dinh · Kisha S. Jones · Siddharth Upadhyay· Jun Yang
Corporate Diversity Statements and Employees’ Online DEI Ratings: An Unsupervised Machine‑Learning Text‑Mining Analysis
Following the deaths of many Black Americans in spring 2020, public consciousness rose around the societal mega-threat of racism. In response, many organizations released public statements to condemn racism and affirm their stance on diversity, equity, and inclusion (DEI). However, little is known about the specific thematic contents covered in such diversity statements and their implications on important organizational outcomes.
2023
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Nopparat Wongsinhirun , Pattanaporn Chatjuthamard, Pornsit Jiraporn
Corporate culture and board gender diversity: Evidence from textual analysis
The issue of gender diversity on corporate boards of directors has gained prominence in recent decades (Adams & Ferreira, 2009; Arun, Almahrog, & Ali Aribi, 2015; Campbell & Mínguez-Vera, 2007; Carter, Simkins, & Simpson, 2003; Erhardt, Werbel, & Shrader, 2003; Kim & Starks, 2016; Lückerath-Rovers, 2011; Reguera-Alvarado, de Fuentes, & Laffarga, 2015; Sabatier, 2015). For example, several countries, such as
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
2023
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Catherine Lee
Coming out in the university workplace: a case study of LGBTQ+staf visibility
This article explores the issue of workplace visibility and signs and symbols of LGBTQ+identity in a UK university. A poststructuralist Butlerian theoretical framework underpins this article. Sexual and gender identities are understood as multiple and frag- mented, and constructed in relation to others and within the systems of power and knowl- edge that exist in universities and society more widely.
2022
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Natasha Cortis | Meraiah Foley | Sue Williamson
Change agents or defending the status quo? How senior leaders frame workplace gender equality
Senior leaders are usually understood to be ideally positioned to drive the organizational changes needed to promote workplace gender equality. Yet seniority also influences leaders’ values and attitudes, and how they interpret evidence of inequalities, determine organizational priorities, and design and implement remedies. This article examines leaders’ perceptions of workplace gender equality using system justification theory to explain survey data