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!

2023
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Jessica Halem
LGBTQ+ Workplace Inclusion and the Great Resignation
I was flying high after my first in-person keynote since the Covid-19 pandemic began. Finally, I got to put on some real pants, make some new slides, and talk to a live audience. I speak to audiences all over the world about lesbian, gay, bisexual, transgender, and queer (LGBTQ+) issues, mostly related to improving our health and wellness. I have
2023
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Marianne Piano , Kristin Diemer , Michelle Hall , Flora Hui , Elaina Kefalianos, Belinda J. Lawford , Gemma McKibbin and Rebecca J. Jarden
A rapid review of challenges and opportunities related to diversity and inclusion as experienced by early and mid-career academics in the medicine, dentistry and health sciences felds
Background Early- and mid-career academics in medicine, dentistry and health sciences are integral to research, education and advancement of clinical professions, yet experience significant illbeing, high attrition and limited advancement opportunities. Objectives Identify and synthesise published research investigating challenges and opportunities related to diversity and inclusion, as experienced by early and mid-career academics employed in medicine, dentistry and health sciences
2023
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Mikko Ranta and Mika Ylinen
Board gender diversity and workplace diversity: a machine learning approach
Purpose – This study aims to examine the association between board gender diversity (BGD) and workplace diversity and the relative importance of various board and firm characteristics in predicting diversity. Design/methodology/approach – With a novel machine learning (ML) approach, this study models the association between three workplace diversity variables and BGD using a social media data set of approximately 250,000
2023
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Davide La Torre , Cinzia Colapinto , Ilaria Durosini , and Stefano Triberti
Team Formation for Human-Artificial Intelligence Collaboration in the Workplace: A Goal Programming Model to Foster Organizational Change
The need for preparing for digital transformation is a recurrent theme in the recent public and academic debate. Artificial Intelligence (AI) has the potential to reduce operational costs, increase efficiency, and improve customer experience. Thus, it is crucial to forming project teams in an organization, in such a way that they will welcome AI in the decision-making process. The current
2023
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Tongtan Chantarat PhD, MPH | Taylor B. Rogers MPH | Carmen R. Mitchell MPH | Michelle J. Ko MD, PhD
Perceptions of workplace climate and diversity, equity, and inclusion within health services and policy research
Objective: To describe the perception of professional climate in health services and policy research (HSPR) and efforts to advance diversity, equity, and inclusion (DEI) in the HSPR workforce and workplaces. Data Source: We administered the HSPR Workplace Culture Survey online to health services and policy researchers. Study Design: Our survey examined participants’ sociodemographic, educational, and professional backgrounds, their perception on
2022
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Aziz Mensah, Susanna Toivanen , Martin Diewald , Mahmood Ul Hassan, Anna Nyberg
Workplace gender harassment, illegitimate tasks, and poor mental health: Hypothesized associations in a Swedish cohort
Workers exposed to gender harassment and illegitimate tasks may experience adverse mental health outcomes such as depression and burnout. However, the longitudinal effects and the complex interrelationships between these variables remain largely unexplored. We investigated the cross-lagged relationships between gender harassment, illegitimate tasks, and mental health outcomes among working adults in Sweden over a period of two years, as well
2022
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Rachel Van Der Veen
Are Policies Sufficient to Foster Change in Diversity and Inclusion in the Australian and New Zealand Intelligence Sectors?
This article examines whether policies alone are sufficient to foster change in diversity and inclusion in the Australian and New Zealand intelligence sectors. It considers the diversity and inclusion policies of Australian intelligence agencies as well as applicable legislation regarding employment and nondiscrimination, as the legislation informs policy and is intended to reflect societal values. By comparing the Australian and
2022
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John M Luiz and Viktor Terziev
Axes and fluidity of oppression in the workplace: Intersectionality of race, gender, and sexuality
Our research explores how the historically institutionalized and authoritarian discriminatory South African context continues to affect the experiences of LGBT mid-level managers in the workplace. South Africa provides a rich environment to explore “axes of oppression” (heteronormativity/ homophobia, race/racism, gender/sexism), and how these manifest and impact on participants’ work experience. Bringing together intersectionality as an analytical strategy with identity work
2022
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Eduard Fosch-Villaronga and Adam Poulsen
Diversity and Inclusion in Artificial Intelligence
Discrimination and bias are inherent problems of manyAI applications, as seen in, for instance, face recognition systems not recognizing dark-skinned women and content moderator tools silencing drag queens online. These outcomes may derive from limited datasets that do not fully represent society as a whole or from the AI scientific community’s western-male configuration bias. Although being a pressing issue, understanding
2022
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Ipshita Pal, Ellen Galinsky & Stacy Kim
Employee health and well-being after a crisis – reimagining the role of workplace inclusion
Covid-19 left many employees with life-altering challenges— deaths or illnesses of loved ones, health problems, and economic upheavals. Even during ordinary years, adverse events affect around 50% of employees, exacerbating work/non-work demands and depleting personal resources. In order to identify supports for employee recovery from the pandemic and similar crises, we examine inclusive relational practices. Drawing on a conservation-of-resources framework,