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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Jeanne Meister
Ten HR Trends In The Age Of Artificial Intelligence
The future of HR is both digital and human as HR leaders focus on optimizing the combination of human and automated work. This is driving a new priority for HR: one which requires leaders and teams to develop a fluency in artificial intelligence while they re-imagine HR to be more personal, human and intuitive. As we enter 2019, it’s the
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
2022
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Hyelim Lee, Xiaochen Angela Zhang and Yoon Hi Sung
Symmetry, inclusion and workplace conflicts: conflict management effects of two leadership strategies on employee advocacy and departure
Purpose – This research aims to examine how two management strategies (symmetrical communication and inclusive management) work in handling workplace conflicts (interpersonal/organizational levels), especially with regard to employee advocacy and job turnover intentions. Design/methodology/approach – A total of three employee survey datasets were used to test hypotheses and research questions. Two secondary datasets were obtained in South Korea (N5600 and
2021
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Alicia Jean King , Tracy Lee Fortune, Louise Byrne and Lisa Mary Brophy
Supporting the Sharing of Mental Health Challenges in the Workplace: Findings from Comparative Case Study Research at Two Mental Health Services
Personal experience with mental health (MH) challenges has been characterized as a concealable stigma. Identity management literature suggests actively concealing a stigma may negatively impact wellbeing. Reviews of workplace identity management literature have linked safety in revealing a stigma to individual performance, well-being, engagement and teamwork. However, no research to date has articulated the factors that make sharing MH challenges
2022
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Ammarah Ahmed, Dapeng Liang, Muhammad Adeel Anjum and Dilawar Khan Durrani
Stronger Together: Examining the Interaction Effects of Workplace Dignity and Workplace Inclusion on Employees’ Job Performance
Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee–supervisor dyads (n =
2022
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Martin Oscarsson, Martina Nelson , Alexander Rozental, Ylva Ginsberg , Per Carlbring and Fredrik Jönsson
Stress and work-related mental illness among working adults with ADHD: a qualitative study
Background: Though many adults with ADHD underperform professionally, are more stressed, and have more days of sickness absence compared to adults without ADHD, few studies have explored the experience of working as an adult with ADHD. This study explores the general experience of working with ADHD, including stress and work-related mental illness. Methods: Semi-structured telephone interviews were conducted with 20
2021
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Kahn, J. M., Gray, D. M., Oliveri, J. M., Washington, C. M., DeGraffinreid, C. R., & Paskett, E. D.
Strategies to improve diversity, equity, and inclusion in clinical trials
There is a growing need for diversity, equity, and inclusion (DEI) in cancer care. One area requiring immediate attention and solutions is equal access and accrual to clinical trials. Increasing DEI in clinical trials is identified as a high-priority area by both the Institute of Medicine1 and the National Cancer Institute (NCI); however, persistent underenrollment of Black, Indigenous, and People
2012
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Miriam Shoshana Sobre-Denton
Stories from the Cage: Autoethnographic Sensemaking of Workplace Bullying, Gender Discrimination, and White Privilege
This autoethnography examines white privilege and systemic discrimination within contexts of my experiences as a white woman encountering workplace bullying, presented and examined on three levels. In sections marked “Then,” I integrate my own memories of my employment at AAA. In sections titled “Now,” I analyze my experiences through three interpretive lenses: first workplace bullying, then cultural enactments of gender
2021
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published by Human Resource Management International Digest
Stereotypes, stigma and support: Positive and negative experiences of gender diversity in the workplace
Stigma and discrimination in the workplace can take place against several different disadvantaged social groups. Predominantly it is found against women and racial groups. However, it can also take place against age, religion, disability and sexuality. One social group which has been little studied is Gender Diverse Individuals (GDIs). GDIs are individuals whose identity does not match their biological and
2015
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Courtney von Hippel, Denise Sekaquaptewa, and Matthew McFarlane
Stereotype Threat Among Women in Finance: Negative Effects on Identity, Workplace Well-Being, and Recruiting
Because women are in the minority in masculine fields like finance and banking, women in these fields may experience stereotype threat or the concern about being negatively stereotyped in their workplace. Research demonstrates that stereotype threat among women in management and accounting leads to negative job attitudes and intentions to quit via its effects on identity separation, or the perception