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!
2017
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Randall Robbins
The untapped potential of the ADHD employee in the workplace
As diagnoses increase, Attention Deficit Disorder (ADD) and Attention Deficit Hyperactivity Disorder (ADHD) have come to the forefront of popular understanding. Subsequently, much discussion exists concerning the legal and social ramifications for those who have ADD or ADHD in the workplace. Although many people with ADD or ADHD will not qualify for special treatment under the Americans with Disabilities Act,
2017
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Lisa M. Steurer
Maternity Leave Length and Workplace Policies’ Impact on the Sustainment of Breastfeeding: Global Perspectives
Background: Breastfeeding is a global initiative of the World Health Organization and the U.S. domestic health agenda, Healthy People 2020; both recommend exclusive breastfeeding, defined as providing breast milk only via breast or bottle, through the first 6 months of an infant’s life. Previous literature has shown the correlation between socioeconomic status and breastfeeding, with higher maternal education and income
2017
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Diana Rajendran, Karen Farquharson, Chandana Hewege
Workplace integration: the lived experiences of highly skilled migrants in Australia
Purpose – The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration. Design/methodology/approach – An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically. Findings – Informal workplace practices, such as informal peer mentoring and having
2017
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Edited by Carlos Tasso Eira de Aquino and Robert W. Robertson
Diversity and Inclusion in the Global Workplace: Aligning Initiatives with Strategic Business Goals
In today’s workforce, employees belong to different age groups, races, and ethnicities are of different genders and have different sexual orientation, besides leading, managing, thinking, and learning in diverse ways. There are people in full command of their physical abilities working side by side with other employees with disabilities. And people with different values from different cultures are responsible for
2017
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Bronwyn Ewing, Grace Sarra, Robin Price, Grace O’Brien and Chelsey Priddle
Access to sustainable employment and productive training: workplace participation strategies for Indigenous employees
Access to sustainable and viable employment is crucial to an individual’s potential to achieve a reasonable quality of life. Policies introduced to promote Indigenous employment in Australia, such as Community Development Employment Projects (CDEP), have had minimal impact on long-term employment outcomes and the percentage of Indigenous people in employment has barely moved in 35 years. According to statistics in
2017
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Katina Sawyer, Christian Thoroughgood
Gender non-conformity and the modern workplace: New frontiers in understanding and promoting gender identity expression at work
“There is nothing more beautiful than seeing a person being themselves.” –—Steve Maraboli, Ph.D. As the opening quote suggests, when employees can authentically express themselves at work, they tend to be happier and healthier. In today’s modern workplace, HR man- agers are having to increasingly address the many complex issues surrounding gender identity and expression. With the public gender transitions
2017
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Rezza Moieni, Peter Mousaferiadis, and Carlos Oscar Sorezano
A Practical Approach to Measuring Cultural Diversity on Australian Organizations and Schools
Although there is an abundance of academic literature addressing the importance of cultural diversity, there is a significant lack of discussion afforded to actual methodologies employed when measuring diversity. Our research comprises the development of a set of quantifiable dimensions of diversity that can be benchmarked, compared over time, evaluated against adjustable variables and used to provide recommendations. Our research
2017
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Sara J. Baker, Kristen Lucas
Is it safe to bring myself to work? Understanding LGBTQ experiences of workplace dignity
Despite increased efforts by more organizations to be seen as “gay-friendly,” workplaces remain challenging sites for LGBTQ employees to navigate. We examine the ways in which LGBTQ employees experience dignity threats in the workplace and the protection strategies they use to deflect those threats. Interviews with 36 LGBTQ working adults revealed that their dignity is threatened by a range of
2017
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"Heasun Choi, Sounman Hong, and Jung Wook Lee"
Does Increasing Gender Representativeness and Diversity Improve Organizational Integrity?
Recent scholarship has suggested that representative bureaucracy improves organizational integrity. This article tests this argument with respect to gender, using data from Korean government agencies from 2008 to 2014. The findings suggest that an increase in female representation and diversity in public organizations leads to an improvement in the measured level of organizational integrity. We found, however, that incidents of
2017
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Tina Opie and Laura Morgan Roberts
Do black lives really matter in the workplace? Restorative justice as a means to reclaim humanity
Purpose – Overwhelming evidence suggests that black lives have not and do not matter in the American workplace. In fact, disturbing themes of black labor dehumanization, exploitation and racial discrimination appear throughout history into the present-day workplace. Yet, curiously, organizations and organizational scholars largely ignore how racism and slavery have informed management practice (Cooke, 2003) and contemporary workplace racism. The