Relevant bibliographies by topics / Diversity in the workplace

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Diversity in the workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Diversity in the workplace"

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Van Den Bergh, Nan. "Workplace Diversity:." Employee Assistance Quarterly 6, no. 4 (June 26, 1991): 41–58. http://dx.doi.org/10.1300/j022v06n04_03.

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Patrick, Harold Andrew, and Vincent Raj Kumar. "Managing Workplace Diversity." SAGE Open 2, no. 2 (April 17, 2012): 215824401244461. http://dx.doi.org/10.1177/2158244012444615.

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Mercer, Kenneth L. "Roundtable-Workplace Diversity." Journal - American Water Works Association 109, no. 8 (August 2017): 56–63. http://dx.doi.org/10.1002/j.1551-8833.2017.tb00048.x.

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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (January 11, 2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.
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Ravichandran, Sabthami. "Generational Diversity at Workplace." NHRD Network Journal 14, no. 3 (July 2021): 350–54. http://dx.doi.org/10.1177/26314541211030592.

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The article briefs upon the multiple ways TVS has been engaging its employees for generations. Employees share their experiences and take immense pride in becoming the brand ambassadors of this century-strong and value-filled organisation. From practising a culture of innovation to building an ecosystem that encourages the entrepreneurs, TVS has left its legacy by creating an inclusive and conducive work environment for its employees. The article details on how employees consider being part of the TVS family as a pride of association and further states the revolutionary measures initiated in terms of employee well-being and welfare.
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Vardy, Felix J. J., and John Morgan. "Diversity in the Workplace." IMF Working Papers 06, no. 237 (2006): 1. http://dx.doi.org/10.5089/9781451864977.001.

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Barclay, J. M., and L. J. Scott. "Transsexuals and workplace diversity." Personnel Review 35, no. 4 (July 2006): 487–502. http://dx.doi.org/10.1108/00483480610670625.

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Peppas, Spero C. "Diversity in the workplace." Employee Relations 28, no. 2 (March 2006): 119–29. http://dx.doi.org/10.1108/01425450610639356.

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Morgan, John, and Felix Várdy. "Diversity in the Workplace." American Economic Review 99, no. 1 (February 1, 2009): 472–85. http://dx.doi.org/10.1257/aer.99.1.472.

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We study minority representation in the workplace when employers engage in optimal sequential search and minorities convey noisier signals of ability than mainstream job candidates. The greater signal noise makes it harder for minorities to change employers' prior beliefs. When employers are selective, this leads to minority underrepresentation in the workplace. Diversity improves when the cost of interviewing, the average skill level of candidates, or the opportunity cost of not hiring increases. Reducing the cost of firing also increases minority representation. When employers are sufficiently unselective, the rigidity of employers' beliefs leads to overrepresentation of minorities. (JEL D83, J15, J24, J71, M12, M51)
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Gabon, Melina G. "Antecedents and Consequents of Multiculturalism and Social Diversity among Law Enforcement Workplace in Metro Manila." International Journal of Multidisciplinary: Applied Business and Education Research 2, no. 9 (September 12, 2021): 835–42. http://dx.doi.org/10.11594/ijmaber.02.09.14.

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This study describes the antecedents and consequents of multiculturalism and social diversity, and the perceptions of law enforcement personnel towards the consequents of multiculturalism and social diversity in the law enforcement workplace. This quantitative descriptive research determined the perceptions of 100 law enforcement personnel from the purposively selected law enforcement workplaces in Metro Manila. Data were analyzed using frequency and percentage distribution, mean and rank. The majority of the respondents recognized the utmost importance of multiculturalism and social diversity in a Law Enforcement workplace. Managing diversity in the law enforcement workplace means creating conditions that maximize the potential of its personnel to enhance organizational performance; and Multiculturalism promotes the integration of different cultures and the sharing of one's ideas and perspectives that lead to innovations have the highest mean scores of 3.75, respectively. On the other hand, Inclusive organizations can screen out highly prejudiced individuals and will find it easy to manage diverse employees with a mean score of 2.69. It can be gleaned that the majority of the respondents perceived that employing a culturally diverse law enforcement workforce has positive consequences to its people, workplace culture, and organizational climate. Therefore, law enforcement officers should support heterogeneous workplace advocacies, and that policymakers should reinvigorate the rigor of existing policies to sustain multicultural and social diversity in the entire organization.
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Dissertations / Theses on the topic "Diversity in the workplace"

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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.

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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.
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Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.

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Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.

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Lundman, Ida, and Anna Nordberg. "Praktiskt mångfaldsarbete : En fallstudie av Piteå Kommuns socialtjänsts praktiska mångfaldsarbete." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117059.

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I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet. Studien syfte var också att identifiera eventuella svårigheter som personer i ledande positioner upplever i bedrivandet av ett praktiskt mångfaldsarbete.   Studien är baserad på åtta semi-strukturerade intervjuer vilka har analyserats med hjälp av meningskoncentrering. I dessa framkom att det fanns en snäv bild av mångfaldsbegreppet i jämförelse med hur Piteå Kommun definierar begreppet samt hur begreppet beskrivs i tidigare forskning. Det framkom också att chefer och bemanningsassistenter i dagsläget inte bedriver något medvetet praktiskt mångfaldsarbete. De insatser som genomförs är snarare omedvetna då huvudsyftet med dessa insatser inte är att främja mångfald. Respondenterna upplever inte några direkt ställda krav från Piteå Kommun i bedrivandet av ett mångfaldsarbete men kan i vissa fall se praktiskt mångfaldsarbete som en skyldighet. I studien framkom också att personer i ledande positioner saknar tid, trygghet och kunskap i hur de praktiskt ska bedriva mångfaldsarbete i sina verksamheter. Vid vidare forskning hade det varit intressant med fler perspektiv på ämnet. Detta för att ge svar på om det finns en gemensam syn på begreppet samt hur personer på olika nivåer upplever mångfaldsarbetet.
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Paez, Karen N. "Diversity awareness, diversity climate, and individual career outcomes : a counseling psychology perspective /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1276405611&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2006.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 111-119). Also available for download via the World Wide Web; free to University of Oregon users.
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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.

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The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory (WDI), which was used to empirically examine the 7-factor model of the taxonomy in over 20 different industries. Exploratory factor analysis using data from 209 respondents supported a six-dimension taxonomy, with one factor from the proposed taxonomy (Leadership) collapsed into two of the included WDI dimensions (Diversity Climate and Organizational Justice). Subsequent confirmatory factor analysis indicated an adequate to good fit for the six-factor model, with the WDI reduced from 47 to 24 items. Results and implications for theory and practice are discussed.
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Ebron, Christopher J. "Perceptions of workplace diversity among park districts in Illinois /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1136096451&sid=18&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Radwan, Nagwa Farid. "A novel approach towards understanding diversity in the workplace." Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419421.

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Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.

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Lack of workplace diversity planning leads to negative financial outcomes. The purpose of this qualitative multiple case study was to explore strategies that business managers in the retail sector use to enhance workplace diversity planning for assuring compliance with Equal Employment Opportunity Commission (EEOC) regulations. The population included a single focus group of retail business employees as well as business managers of 5 distinct retail stores located in the Southeastern United States who have successfully instituted workplace diversity plans for assuring compliance with EEOC regulations. The conceptual framework for this study was cultural intelligence theory, which researchers have used to explore a person's ability to understand an unfamiliar context and assimilate the host culture. Methodological triangulation was achieved from the results of face-to-face individual interviews, a single focus group, and company documents. Interview data were analyzed using a modified van Kaam method. Analysis resulted in 3 themes (a) guiding principles; (b) training, including coaching and communication; and (c) hiring practices. The implication for positive social change includes the potential to provide new insights related to strategies applicable to workplace diversity planning in the retail businesses sector that can create or improve positive business and community relationships while potentially minimizing risk associated with profitability loss.
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Books on the topic "Diversity in the workplace"

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1928-, Griffin Richard, and Hirsch Marcie Schorr, eds. Workplace diversity. Holbrook, Mass: Adams Publ., 1995.

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Morgan, John. Diversity in the workplace. Washington, D.C: International Monetary Fund, 2006.

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Jost, Kenneth. Diversity in the Workplace. 2455 Teller Road, Thousand Oaks California 91320 United States: CQ Press, 1997. http://dx.doi.org/10.4135/cqresrre19971010.

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M, Konrad Alison, Prasad Pushkala, and Pringle Judith K, eds. Handbook of workplace diversity. London: SAGE, 2006.

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Hays-Thomas, Rosemary. Managing Workplace Diversity and Inclusion. New York, NY : Routledge, 2017.: Routledge, 2016. http://dx.doi.org/10.4324/9780203127049.

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Alfrieda, Daly, ed. Workplace diversity: Issues and perspectives. Washington, D.C: NASW Press, 1998.

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Carr-Ruffino, Norma. Managing diversity. Cincinnati, Ohio: Thomson Executive Press, 1996.

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American Bar Association. Committee on Diversity., ed. Winning with diversity. [Chicago, Ill.]: American Bar Association, Section of Business Law, 1997.

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1946-, Brief Arthur P., ed. Diversity at work. New York: Cambridge University Press, 2008.

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Billings-Harris, Lenora. The diversity advantage: A guide to making diversity work. Greensboro, North Carolina: Oakhill Press, 1998.

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Book chapters on the topic "Diversity in the workplace"

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Townend, Anni. "Workplace Counseling." In Assertiveness and Diversity, 187–96. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230582019_20.

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Toler, Lisa T. "Advancing Workplace Diversity." In Business With a Conscience, 87–99. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003139461-8.

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Ghiggino, Mario. "Diversity: Ideas to Create Value in the Workplace." In Diversity, 88–101. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230627529_6.

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Hynes, Geraldine E. "Diversity in the Workplace." In Interpersonal Communication in the Diverse Workplace, 3–18. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003335177-2.

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Rojas, Ronald R. "Diversity and Workplace Spirituality." In Diversity and Inclusion in the Global Workplace, 81–107. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_5.

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Kirton, Gill, and Anne-marie Greene. "Diversity in the workplace." In The Dynamics of Managing Diversity and Inclusion, 93–126. 5th ed. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003186397-5.

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Clack, Amanda, and Judith Gabler. "Workplace realities." In Managing Diversity and Inclusion in the Real Estate Sector, 49–62. Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2019. http://dx.doi.org/10.1201/9780429428975-5.

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Ball, Carolyn. "Religious Diversity in the Workplace." In Work and Quality of Life, 429–47. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_23.

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Gordon, Pamela Ann. "Age Diversity in the Workplace." In Diversity and Inclusion in the Global Workplace, 31–47. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_2.

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Chakraborty, Soma, Juthika Konwar, and Rituparna Roy. "Diversity and Inclusion in Workplace." In Perspectives in Human Resources, 23–31. London: Routledge India, 2024. http://dx.doi.org/10.4324/9781032668925-3.

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Conference papers on the topic "Diversity in the workplace"

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Takahashi, Natsumi, Amna Javed, and Youji Kohda. "Introducing low-code technology to promote diversity, equity and inclusion awareness in the workplace." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003117.

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The purpose of this study is to deepen the understanding of which Information and Communication Technology (ICT) services are effective in promoting diversity, equity, and inclusion (DEI) strategies in workplace knowledge management. Projects in a Japanese conglomerate company that adopted a low-code platform were selected for the case study. These cases focused on using low-code technology to carry out externalization and sharing of individual knowledge in the workplace. ICT services with low prerequisites for users, such as low-code technologies, are effective in supporting an organization's knowledge diversity management. This study explains a mechanism that promotes knowledge creation in organizations by using low-code technology, and from a practical perspective this research can help several workplaces to develop effective DEI strategies.
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Barabadi, M., and A. Barabadi. "Workplace diversity and its outcomes in the arctic area." In 2017 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2017. http://dx.doi.org/10.1109/ieem.2017.8289897.

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"ATTITUDES TO WORKPLACE DIVERSITY – MAIN FINDINGS IN A GLOBAL CONTEXT." In International Management Conference. Editura ASE, 2020. http://dx.doi.org/10.24818/imc/2020/04.07.

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Elvi, Elvi, and Hetty Karunia Tunjungsari. "Gender, Diversity Management Perceptions, Workplace Happiness, and Organizational Citizenship Behavior." In Tenth International Conference on Entrepreneurship and Business Management 2021 (ICEBM 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220501.053.

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James, Tyler, and Ben Zoghi. "THE VERTICAL PROGRAM: ENHANCING DIVERSITY IN STEM LEADERSHIP THROUGH WORKPLACE LEARNING." In 18th International Technology, Education and Development Conference. IATED, 2024. http://dx.doi.org/10.21125/inted.2024.1338.

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Stephen, Awoniyi. "Teamwork in context of diversity." In 9th International Conference on Kansei Engineering and Emotion Research (KEER2022). Kansei Engineering and Emotion Research (KEER), 2022. http://dx.doi.org/10.5821/conference-9788419184849.65.

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Utilization of teamwork for problem solving is pervasive. Teamwork is employed in classrooms to facilitate learning, but also as preparation for future vocational practice. It is used in research as collaborative ethos. Teamwork features in workplace tasks, leisure time projects, pursuing solutions to intractable trans-situated problems, etc. The space of teamwork is a public space of multidimensional assets. Inherent in it are benefits of collaboration, but it also brings with it challenges that have to be resolved in order for it to work effectively. We pursue the question of effectiveness of team function through team size, given certain identified benefits and disbenefits. We attempt to find out if there is an optimal small team size based on a few characteristics such as burden sharing, transactive knowledge and conflict (e.g. schedule conflict). We employ an agent-based model. For parameterization of variables, we take data from a short questionnaire completed by students and use its results to set values. We create small teams of different sizes and allow the dynamic model to aggregate those values as adopted by agents. We also attempt to see which one of four benefit/disbenefit valuation model specifications might work best.
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Hamp, Roland, Deborah Ryan, and Patricia E. Carreras. "The Practical Value of Workplace Diversity and Inclusion in the Oil and Gas Sector." In SPE Asia Pacific Oil & Gas Conference and Exhibition. Society of Petroleum Engineers, 2020. http://dx.doi.org/10.2118/202301-ms.

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Malhotra, Snigdha Malhotra, Feza Tabassum Azmi, Kokil Jain, and Vernika Agarwal. "Investigating the Challenges of Workplace Inclusion of People with Disabilities: Transitioning the Diversity Game." In 2nd Indian International Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2022. http://dx.doi.org/10.46254/in02.20220417.

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Lisá, Elena, and Katarína Greškovičová. "ATTACHMENT IN THE WORKPLACE QUESTIONNAIRE – FIRST PSYCHOMETRIC RESULTS." In PSYCHOLÓGIA PRÁCE A ORGANIZÁCIE 2023. Vydavateľstvo ŠafárikPress, Univerzita Pavla Jozefa Šafárika v Košiciach, 2023. http://dx.doi.org/10.33542/ppo-0265-7-05.

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The diversity of emotional relationships has resulted in supplementing models of attachment with specific relationship ties that relate to individual domains of interpersonal relationships in human life. We focused on verifying the construct validity of the Attachment in the workplace questionnaire. The sample of our study consisted of 829 participants. The convenient selection was made online. The self-assessment Attachment in the Workplace Questionnaire consisted of 13 questions. Validation of dimensionality through EFA showed three factors: secure attachment to the leader (5 items), anxious attachment to the leader and to colleagues (4 items), and avoidant attachment to colleagues (4 items). The dimensions of the questionnaire showed values of internal consistency above 0.8. The three-factor model showed a good fit to the data. Secure attachment to the leader did not correlate with anxious attachment to colleagues and to the leader. Secure attachment to the leader was moderately significantly related to avoidant attachment to colleagues. Anxious and avoidant attachment dimensions were unrelated. Women scored higher in anxious attachment style and lower in avoidant and secure attachment styles. The results are specific to attachment in a work context where the objects of attachment are the supervisor and colleagues. In further research, we plan to verify the convergent validity of the questionnaire.
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"The Benefits and Challenges of Living, Teaching and Working in Today’s Diverse World." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4355.

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Aim/Purpose: The purpose of this report is to provide an understanding of cultural diversity in today’s global economy and to understand what shapes our identities and what influences our behavior. Background: Culture is the way of functioning in today’s world and it refers to the shared language, beliefs, values, norms, behaviors, and material objects that are passed down from one generation to the next. Cultural diversity helps individuals recognize and respect the stewpot of today’s world and promoting cultural diversity and cultural competency helps individuals define and respect the diversity that encompasses today. Cultural competence also helps individuals embrace values and cultural nuances that are not necessarily akin to the one’s the individual possesses. Individuals interact with others to build bridges to trust, respect, and understanding across cultures. Furthermore, diversity makes the world a more interesting place to live, as people from diverse backgrounds contribute language, new ways of thinking, new knowledge, and different experiences. Methodology: A non-systematic literature review by way of reviewing articles that were found in many of major databases under the terms “Diversity in the workplace” since the year 2010 was conducted. Findings: This study identified major findings that would help individuals shape the diversity encountered and provides an avenue toward unity.
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Reports on the topic "Diversity in the workplace"

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Taylor, Aisha. Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.158.

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Card, David, Fabrizio Colella, and Rafael Lalive. Gender Preferences in Job Vacancies and Workplace Gender Diversity. Cambridge, MA: National Bureau of Economic Research, October 2021. http://dx.doi.org/10.3386/w29350.

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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Schuh, Rachel. Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. Federal Reserve Bank of New York, March 2024. http://dx.doi.org/10.59576/sr.1092.

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I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average.
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Singh, Anisha, and Stanley Ngugi. Paychecks don’t tell all: Working towards gender pay equality through recruitment processes. Busara, June 2023. http://dx.doi.org/10.62372/sdau8133.

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At Busara we believe the pursuit of a diverse, equitable and inclusive workplace must start by looking within. We did some research to understand how we’re doing along the various aspects of diversity, including nationality, age, gender, ethnicity, parenthood, education, and mental health. Using this data, we will strengthen our DEI framework addressing internal inequities and considering our identity as a global organization. As part of our commitment to transparency and accountability, we have published our gender representation and pay gap statistics.
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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin, and Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, November 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exactly that: help leaders make culture change real to the people on their teams. REAL is a research informed framework crafted carefully to do exactly that: help leaders make culture change real to the people on their teams. REAL provides the necessary foundation to generate effective EDI solutions that capture real effects and challenges people face. The current paper describes the REAL framework, the research underpinning its core tenets, and insights for leaders committed to building more equitable, diverse, and inclusive organizational cultures. The elements of the framework are: Reveal relevant opportunities by exploring your organization as a complex system, identifying strategic actions for change, and being clear that goals may be hard to achieve. Elevate equity as foundational to diversity and inclusion efforts because it provides fair opportunities for all to reach full potential. Activate diversity strategically by embracing stakeholders’ vast reservoir of perspectives and experiences, ultimately enhancing innovation and decision-making. Lead inclusively by nurturing connection, vulnerability, courage and investment in initiatives to build respect a sense of significance for every stakeholder. [i] Alemany, L., & Vermeulen, F. (2023, July 1). Disability as a Source of Competitive Advantage. Harvard Business Review. https://hbr.org/2023/07/disability-as-a-source-of-competitive-advantage [ii] Stein, D., Hobson, N., Jachimowicz, J. M., & Whillans, A. (2021, October 13). How Companies Can Improve Employee Engagement Right Now. Harvard Business Review. https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now Citation Moses-Dunne, A., Dawkins, M. A., Ehrlich, V. F., Clerkin, C., & Crittle, C. (2023). The research foundations for REAL: A framework for leadership action in equity, diversity, & inclusion. Center for Creative Leadership. https://doi.org/10.35613/ccl.2023.2056
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Venkateswaran, Nitya, Jay Feldman, Stephanie Hawkins, Megan A. Lewis, Janelle Armstrong-Brown, Megan Comfort, Ashley Lowe, and Daniela Pineda. Bringing an Equity-Centered Framework to Research: Transforming the Researcher, Research Content, and Practice of Research. RTI Press, January 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0085.2301.

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Since the mainstream racial awakening to pervasive and entrenched structural racism, many organizations have made commitments and adopted practices to increase workplace diversity, inclusion, and equity and embed these commitments in their organizational missions. A question often arises about how these concepts apply to research. This paper discusses how organizations can build on their specific commitments to diversity, inclusion, and equity by applying these principles in the research enterprise. RTI International’s framework for conducting equity-centered transformative research highlights how incorporating principles of diversity, inclusion, and equity requires a departure from mainstream practice because of historical and intentional exclusion of these principles. Drawing on methodologies of culturally responsive evaluation, research, and pedagogy; feminist, Indigenous, and critical methodologies; community-based participatory research; and theories of social transformation, liberation, and racial justice, this organizing framework illustrates what this departure requires and how research can serve liberation and social justice by transforming the researcher, the research content, and the day-to-day practice of conducting research. Centering the work of seminal scholars and practitioners of color in the field, this paper provides a holistic framework that incorporates various research approaches and paradigms intended to shift power to minoritized and marginalized communities to achieve social transformation through research.
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Desikan, Anita, and Jacob Carter. Getting Science Back on Track: Voices of Scientists across Six Federal Agencies. Union of Concerned Scientists, February 2023. http://dx.doi.org/10.47923/2023.14771.

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To protect the public's safety and health, the US government should base policies on the best evidence—and that requires keeping the work of federal scientists free from political interference. Fortunately, the latest Union of Concerned Scientists survey of federal scientists shows the powerful, positive effects of strengthening scientific integrity policies under President Biden. While challenges remain, the survey found significant improvements in scientific integrity over previous administrations, and scientists say morale and working conditions are better. A majority of those surveyed feel that their agencies have protected scientific staff from COVID-19 in the workplace, and that the agencies frequently consider the impact of their work on historically marginalized communities. Scientists report feeling mostly positive about efforts to incorporate considerations of justice, equity, diversity, and inclusion into research and policy, although perceptions are mixed about the efforts’ long-lasting effectiveness.
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Desikan, Anita, and Jacob Carter. Getting Science Back on Track: Voices of Scientists across Six Federal Agencies. Union of Concerned Scientists, February 2023. http://dx.doi.org/10.47923/2022.14771.

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To protect the public's safety and health, the US government should base policies on the best evidence—and that requires keeping the work of federal scientists free from political interference. Fortunately, the latest Union of Concerned Scientists survey of federal scientists shows the powerful, positive effects of strengthening scientific integrity policies under President Biden. While challenges remain, the survey found significant improvements in scientific integrity over previous administrations, and scientists say morale and working conditions are better. A majority of those surveyed feel that their agencies have protected scientific staff from COVID-19 in the workplace, and that the agencies frequently consider the impact of their work on historically marginalized communities. Scientists report feeling mostly positive about efforts to incorporate considerations of justice, equity, diversity, and inclusion into research and policy, although perceptions are mixed about the efforts’ long-lasting effectiveness.
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10

Sayles, Andre H. On Diversity. Fort Belvoir, VA: Defense Technical Information Center, January 1998. http://dx.doi.org/10.21236/ada351595.

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