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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Kamila Usmanova, Daoping Wang and Amjad Younas
Leader’s strategy to encourage employee’s innovative work behavior in multicultural workplace: do supportive colleagues matter?
Purpose – In recent years, China’s growing global economic influence has attracted more foreign workers, requiring leaders to have effective communication skills to manage diverse personnel to drive innovations. Although previous research studies revealed the effects of a leader’s motivating language (ML) on employee’s innovativeness, the mechanism and the boundary conditions for stimulating the relationship between ML and innovative work
2022
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Matthew A. Hall, Peter Barbrook-Johnson, Sait Bayrakdar & Andrew King
Queer(y)ing Agent-Based Modeling for Use in LGBTQ Studies: An Example from Workplace Inequalities
This article explores the contribution agent-based modeling (ABM) can make to the study of LGBTQ workplace inequalities and, conversely, how ABM can adapt to theoretical traditions integral to LGBTQ studies. It introduces an example LGBTQ workplace model, developed as part of the CILIA-LGBTQI+ project, to illustrate how ABM complements existing methods, can address methodological binarism and bridge macro and micro
2022
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Melissa Parsons, Martina T. Caldwell, Al’ai Alvarez, , Dayle Davenport, Moises Gallegos, Adaira Landry, Michael Gottlieb, Sreeja Natesan
Physician Pipeline and Pathway Programs: An Evidence-based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine
Improving the diversity and representation in the medical work force requires intentional and deliberate efforts to improve the pipeline and pathway for under represented in medicine (UIM) applicants. Diversity enhances educational experiences and improves patient care and outcomes. Through a critical review of the literature, in this article we offer evidence-based guidelines for physician pipeline and pathway programs (PP). Recommendations
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
2022
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Juliet Elizabeth Kele | Catherine Cassell | Jacqueline Ford | Kathryn Watson
Intersectional identities and career progression in retail: The experiences of minority-ethnic women
Contributing to scholarship on diversity and inclusion (D&I) and careers within UK retailing, this paper documents the lived experiences of minority-ethnic women working in retail. Given the extensive research on both the career obstacles faced by women in a highly feminized sector and the disadvantages experienced by minority-ethnic workers in the UK labor market more broadly, consideration of social identity
2022
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Muzafer Eroğlu· Meltem Karatepe Kaya
Impact of Artifcial Intelligence on Corporate Board Diversity Policies and Regulations
With the use of artificial intelligence (AI) technologies in company activities, discussions on how to use AI in company management have emerged. Although AI is not legally recognised as a director in company law, there are examples of robot directors such as Vital, which have managed to get a seat in the corporate boardroom. Today, AI is on the verge
2022
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Lukman Raimi, Jainaba M. L. Kah
Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics
Mission A solid foundation is essential to the development and success of any organization and can be accomplished through the effective and careful management of an organization’s human capital. Research in human resources management and organizational development is necessary in providing business leaders with the tools and methodologies which will assist in the development and maintenance of their organizational structure.
2022
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Ryan Payne, Jennifer Kruwinnus and Deanna Grant-Smith
Inclusive Leadership Framework to Promote a Climate for Participation: A Framework to Address Inclusiveness, Tokenism, Equity, and the Advancement of Female Entrepreneurs
Tokenism and the exclusion of marginalized individuals can inhibit the development of new ideas and innovation in organizations. Using social justice theory to explore the case of female entrepreneurs, this chapter outlines the benefits to be realized via their inclusion in the workplace and presents a framework for fostering a climate that supports their full participation. This framework foregrounds the
2022
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Sulaimon Giwa, Roddrick A. Colvin, Rosemary Ricciardelli & Amanda P. Warren
Workplace Experiences of Lesbian and Bisexual Female Police Officers in the Royal Newfoundland Constabulary
Research into Canadian workplace experiences of lesbian, gay, bisexual, transgender, and queer (LGBTQ) public safety personnel is scant. This exploratory ethnographic study examined reasons for lesbian and bisexual female officers joining the police, their shared workplace experiences, perceived career barriers based on sexual orientation, and perceptions of police leadership in advancing the inclusion of LGBTQ officers in the profession. Informed
2022
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Iwona Florek
Diversity in workplace – equality of workers: reality vs legal and economic conditions
The modern labor market changes as society changes. Employees should be treated equally, regardless of age, gender, race, beliefs, etc. Such a right is guaranteed in international and national legal acts. Despite legal regulations, the situation of different groups varies. The subject of the issue is extremely extensive, therefore the article summarizes selected data on the realities of the labor