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
/
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
/
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
/
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
/
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
/
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,
2022
/
Northington, Gina M ; Acevedo-Alvarez, Marian G ; Willis-Gray, Marcella G ; Hardart, Anne ; Carter-Brooks, Charelle M ; Hung, Kristin J ; Brown, Oluwateniola E ; Trowbridge, Elisa R
The American Urogynecologic Society Action Plan onDiversity, Equity, and Inclusion
The American Urogynecologic Society (AUGS) identified diversity, equity, and inclusion as the cornerstone of excellence in governance and operations. Although efforts to increase diversity of our membership have been ongoing for years, there had not previously been an adequate investment to ensure an inclusive climate that emphasizes equity across our volunteers and programs. In June 2020, the AUGS President, Dr
2022
/
Claudio Lucifora, Daria Vigani
What if your boss is a woman? Evidence on gender discrimination at the workplace
In this paper, we exploit rich cross-country survey data covering 15 European countries over the period 2000–2015 to investigate the relationship between the gender of the immediate supervisor (i.e. having a male or a female “boss”) and perceived gender discrimination at the workplace. We show that a female boss is associated with reduced gender discrimination, with positive spillovers mainly on
2022
/
Arnela Ceric, Felicity Small & Mark Morrison
What Indigenous employees value in a business training programme: implications for training design and government policies
Indigenous people tend to pursue education in their mature age. Indigenous employees thus, may need additional training opportunities in the workplace. As their preferred way of learning are different from other employees, training programmes for Indigenous employees should be designed and delivered with their preferred ways of learning in mind. In this article, we analyse what Indigenous employees working in
2022
/
John K. Peel, BHSc, MDa , Alana M. Flexman, MDb , Jeremy Cygler, MDCM c , Kyle R. Kirkham, MDa,d , Gianni R. Lorello, BSc, MD, MSc
Standing out or fitting in: A latent projective content analysis of discrimination of women and 2SLGBTQ+ anesthesiologists and providers
Introduction: Discrimination toward sex and gender minority anesthesiologists and anesthesia trainees exists. Potential reasons for this discrimination are unclear and incompletely characterized. This study sought to better understand what discrimination looks like for sex and gender minorities in anesthesiology and the culture within anesthesiology that allows this discrimination to occur. Materials and methods: With institutional research ethics board approval and
2022
/
Preeti S. Chauhan, Nir Kshetri
The Role of Data and Artificial Intelligence in Driving Diversity, Equity, and Inclusion
The year 2020 changed the world landscape in ways more than ever before. One of the differences that came about was the increased push to prioritize diversity, equity, and inclusion (DEI) at the workplace and in society at large. Data and artificial intelligence (AI) can be used to identify equality gaps and bring them to the forefront. According to U.S.