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!
2014
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Yesenia Rivera
Managing Diverse Employees at Starbucks: Focusing on Ethics and Inclusion
Workforce diversity is a reality of the modern times for every organization and managing it effectively can lead to a sustainable competitive advantage. The purpose of this paper is to analyze the management of diversity at one of the most admired companies in America, and one of the 100 best companies to work for, Starbucks. We will discuss how managers
2014
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Chengedzai Mafini
The Relationship Between Job Satisfaction And Life Satisfaction: Empirical Evidence From Logistics Practitioners In A South African Steel-Making Company
There has been an explosion of research interests centered upon the job satisfaction-life satisfaction nexus within organizations. Be that as it may, there is a relative paucity of research on the job satisfaction of logistics practitioners in general and limited evidence of studies that specifically address the issue of job satisfaction in the steel-making industry in developing countries. The aim
2014
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Carolin Hagelskamp, Diane L. Hughes
Workplace Discrimination Predicting Racial/Ethnic Socialization Across African American, Latino, and Chinese Families
Informed by Kohn and Schooler’s (1969) occupational socialization framework, this study examined linkages between racial/ethnic minority mothers’ perceptions of racial/ethnic discrimination in the workplace and adolescents’ accounts of racial/ethnic socialization in the home. Data were collected from 100 mother– early adolescent dyads who participated in a longitudinal study of urban adolescents’ development in the Northeastern United States, including African American,
2013
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Sofia Elwer, Lisa Harryson, Malin Bolin, Anne Hammarstrom
Patterns of Gender Equality at Workplaces and Psychological Distress
Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress.
2013
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"Satoshi T AKAHASHI, Tomomi K
OBAYASHI, Masaaki KUNIGAMI, Takashi Y
AMADA ,Gaku YAMAMOTO, Atsushi Y
OSHIKAWA, and Takao TERANO"
Relations between Partial Diversity and Organizational Performance in an Organization
This paper presents an agent-based simulation model to analyze performance of organization with heterogeneous members. A hierarchical landscapes model with organizational and personal landscapes is proposed and it puts difference of skills and values into difference of personal landscapes. The use of this model shows that an organization needs to have a certain amount of diverse members to improve the
2013
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Lisa H. Nishii
The benefits of climate for inclusion for gender-diverse groups
I introduce the construct of climate for inclusion, which involves eliminating relational sources of bias by ensuring that identity group status is unrelated to access to resources, creating expectations and opportunities for heterogeneous individuals to establish personalized cross-cutting ties, and integrating ideas across boundaries in joint problem solving. I show that within inclusive climates, interpersonal bias is reduced in such
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
2012
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Doris Ruth Eikhof
A double-edged sword: twenty-first century workplace trends and gender equality
Purpose – The purpose of this paper is to uncover the hidden gender consequences of three current trends in the workplace, the increase in knowledge work, information and communication technology (ICT) and work-life balance policies. Design/methodology/approach – The paper synthesizes and analyses existing empirical evidence from research on knowledge work, work-life balance and boundary, women’s work and careers. Findings –
2012
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Barjinder Singh, T. T. Selvarajan
Is it Spillover or Compensation? Effects of Community and Organizational Diversity Climates on Race Differentiated Employee Intent to Stay
Business ethics scholars have long viewed organizational diversity climate as a reflection of organizational ethics. Previous research on organizational diversity climate, for the most part, has neglected to consider the influence of community diversity climate on employment relations. In order to address this gap in the literature, we examined the relationship between organizational and community diversity climates in impacting employees’
2012
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JESSE E. OLSEN AND LUIS L. MARTINS
Understanding organizational diversity management programs: A theoretical framework and directions for future research
With the changing demographic composition of the workforce, managing diversity in organizations is an important organizational function. Organizations have employed varying approaches to diversity management (DM), resulting in varying organizational outcomes. Meanwhile, researchers have called for more theoretical development within the DM area. We present a framework rooted in social and cross-cultural psychological research, to foster theory development and empirical