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Journal articles on the topic 'Diversity'

Author: Grafiati
Published: 4 June 2021
Last updated: 19 October 2024

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1

Salzbrunn, Monika. "Vielfalt/Diversity/Diversité." Soziologische Revue 35, no. 4 (October 2012): 375–94. http://dx.doi.org/10.1524/srsr.2012.0051.

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2

Meredith, Paul. "Diversity, diversity, diversity." Education and the Law 13, no. 3 (December 2001): 197–98. http://dx.doi.org/10.1080/09539960120107765.

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3

Johnson, Katerina V. A., and Philip W. J. Burnet. "Microbiome: Should we diversify from diversity?" Gut Microbes 7, no. 6 (October 10, 2016): 455–58. http://dx.doi.org/10.1080/19490976.2016.1241933.

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4

Tell, Guillermo. "Phytoplankton diversity." Advances in Limnology 65 (July 7, 2014): 5–20. http://dx.doi.org/10.1127/1612-166x/2014/0065-0031.

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5

Choi, Namkee G. "Diversity Within Diversity." Journal of Human Behavior in the Social Environment 3, no. 3-4 (September 2000): 301–19. http://dx.doi.org/10.1300/j137v03n03_18.

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6

Agbetu, Toyin. "Doing Diversity, Being Diversity." Teaching Anthropology 10, no. 1 (July 2, 2021): 8–15. http://dx.doi.org/10.22582/ta.v10i1.587.

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For many public institutions, ‘doing diversity’ exists as a performative act; a dance choreographed through acts of policy espousing a laudable song based on equality. The reality is somewhat different when it comes to implementation, as lofty ambitions give way to impermanent initiatives that are both strategically and tonally off-key. Today, many universities across the UK express their egalitarian aims based on progressive and sometimes decolonising theories of change, but all fail to deliver the pragmatic praxis demanded by their staff, students and collaborative research partners. This should not be so, especially for British anthropology departments which have sufficient authority to implement the structural changes required to make themselves representative of the worlds they study. Looking at this matter from the perspective of ‘race’, this paper calls for a pedagogical rebalancing of our discipline. It suggests a revaluation of the utility of meritocratic systems of evaluation and the employment of permanent ‘native’ staff in strategic roles to displace structural enclaves of hegemonic ‘whiteness’ could be enough to transform anthropology departments from doing diversity - into being it.
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7

Sugden, A. M. "ECOLOGY: Diversity Begets Diversity." Science 292, no. 5516 (April 20, 2001): 399d—399. http://dx.doi.org/10.1126/science.292.5516.399d.

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8

Morrison, Marlene, Jacky Lumby, and Krishan Sood. "Diversity and Diversity Management." Educational Management Administration & Leadership 34, no. 3 (July 2006): 277–95. http://dx.doi.org/10.1177/1741143206065264.

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9

Embrick, David G. "Thinking Diversity, Rethinking Diversity." Humanity & Society 40, no. 3 (August 2016): 223–28. http://dx.doi.org/10.1177/0160597616663863.

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Lomnicki, S., N. Setia, and D. V. T. Catenacci. "Tackling diversity within diversity." Annals of Oncology 31, no. 8 (August 2020): 970–72. http://dx.doi.org/10.1016/j.annonc.2020.05.013.

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11

Kunakh, O. M., A. M. Volkova, G. F. Tutova, and O. V. Zhukov. "Diversity of diversity indices: Which diversity measure is better?" Biosystems Diversity 31, no. 2 (May 2, 2023): 131–46. http://dx.doi.org/10.15421/012314.

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The article evaluates the dependence of the most common indices of species diversity on sample size and determines their ability to differentiate between different types of ecosystems, with a special emphasis on discriminating between natural and anthropogenic ecosystems. An approach to adjusting the indices to reduce their dependence on sample size was also proposed. The study was conducted in seven types of ecosystems: four were natural and three were anthropogenically transformed. Samples of soil animals were selected in 2011–2013 and 2021 using the same methods. A total of 20,518 soil animal specimens belonging to 202 species were collected in all study locations. The null alternative was generated by randomly selecting samples containing 2, 3, ..., 110 soil animals from the combined soil animal sample. For each gradation of sample size, 200 sample variants were formed. The density of soil macrofauna in natural ecosystems ranged from 3.6 ± 1.5 to 15.2 ± 6.9 specimens per sample, and in artificial ecosystems – from 13.2 ± 7.6 to 21.0 ± 11.9 specimens per sample. The number of species ranged from 22–80 species, and in artificial ecosystems it was 38–99 species. Indicators of species diversity correlated with each other. A high level of correlation was observed between indicators within groups of indices: indices of species richness and indices of heterogeneity and evenness. Fisher’s log-series alpha and the fundamental parameter of biodiversity were highly correlated with each other, as well as with the Margalef, species richness, and Chao’s species abundance indices. The log-normal distribution best describes the dominance patterns in terms of abundance in the natural ecosystems, and the Zipf-Mandelbrot distribution best describes the dominance patterns in terms of abundance in the artificial ecosystems. Diversity indices were ordered in the space of two dimensions, one explaining the variation between ecosystems and the other depending on sample size. The ordering of the traditional indices showed that there is a vacancy for the best index in the sense that such an index should best explain differences between ecosystems and differences between natural and artificial ecosystems. It should also be independent of sample size. The Simpson heterogeneity index and the Simpson evenness index were the best of the traditional indices, but they did not explain differences between ecosystems very well, especially when it came to distinguishing between natural and artificial ecosystems. The Margalef index, which is supposed to be independent of sample size, on the other hand, showed a very high level of dependence. Such a dependence was also found for the Menhinick index, though to a lesser extent. Obviously, size dependence negatively affects the differential ability of the indices. The corrected indices of species richness and the Shannon index are practically independent of sample size and have a greater ability to differentiate ecosystems by the level of diversity, with natural ecosystems characterized by consistently higher values of the corrected indices than artificial ecosystems. The dependence on the sample size makes indices from different ecosystems practically incomparable, which makes their use meaningless. Even minor differences in sample size can lead to significant deviations in the values of diversity indices. The application of the Michaelis-Menten model allowed us to suggest a method of correction of species richness indices and the Shannon index. After the correction, the indices are practically independent of the sample size, and their differential ability to characterize individual ecosystems and the level of anthropogenic transformation increases significantly.
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12

Rivera, Lauren A. "Diversity within Reach." ANNALS of the American Academy of Political and Social Science 639, no. 1 (December 15, 2011): 71–90. http://dx.doi.org/10.1177/0002716211421112.

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Despite the popularity of diversity management, there is little consensus on how to design diversity practices that work. In this article, the author provides an inside look into one type of diversity practice: diversity recruitment. Drawing on qualitative evidence from hiring in elite law firms, investment banks, and management consulting firms, the author analyzes what diversity recruitment looks like in these firms in theory and in practice. The author finds that although these firms tend to have the ingredients for success on paper, in practice the presence of structural and status divides between those responsible for overseeing diversity recruitment and those making hiring decisions, alongside widespread cultural beliefs among decision-makers that diversity is not a valid criterion of evaluation, stymies firms’ efforts to diversify. The author’s findings highlight that to be successful in translating diversity programs into results, those charged with overseeing diversity programs need not only formal organizational authority but also sufficient informal power and status to wield influence.
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LaFrance, David B. "Open Channel -- Diversity of Diversity." Journal - American Water Works Association 109 (August 1, 2017): 10. http://dx.doi.org/10.5942/jawwa.2017.109.0111.

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Kalantar-Nayestanaki, Nasser. "Diversity in Physics: Diversity Charter." Nuclear Physics News 30, no. 2 (April 2, 2020): 3. http://dx.doi.org/10.1080/10619127.2020.1752086.

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15

Mayer, Audrey L., and Stuart L. Pimm. "Tropical rainforests: Diversity begets diversity." Current Biology 7, no. 7 (July 1997): R430—R432. http://dx.doi.org/10.1016/s0960-9822(06)00210-7.

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Voas, David, and Paul Williamson. "Response (The diversity of diversity." Area 33, no. 3 (September 2001): 335–36. http://dx.doi.org/10.1111/1475-4762.00037.

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17

Holck, Lotte, Sara Louise Muhr, and Florence Villesèche. "Identity, diversity and diversity management." Equality, Diversity and Inclusion: An International Journal 35, no. 1 (February 8, 2016): 48–64. http://dx.doi.org/10.1108/edi-08-2014-0061.

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Purpose – The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings – The authors inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, the authors explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, the authors discuss how theoretical coherence between definitions of identity and diversity perspectives – as well as knowledge about a perspective’s advantages and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed systematically. The work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams the authors discuss.
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18

Afriani, Anjani Betty. "DIVERSITY IN DIVERSITY SRILI YOGYAKARTA." Symposium of Literature, Culture, and Communication (SYLECTION) 2022 1, no. 1 (December 24, 2022): 335. http://dx.doi.org/10.12928/sylection.v1i1.11657.

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Acts of intolerance remain a real threat to the unity and harmony ofreligious people. This research is motivated by the many acts ofintolerance that trigger conflict and violence between religious people.The purpose of this study was to find out how the communication of theInterfaith Srikandi community group in building tolerance betweenreligious people. This research is a type of basic research with qualitativeresearch methods and uses a case study approach to analyze data. Datacollection was conducted through interviews with community founders,coordinators, and Srili members, observation, and documentation. Theresults of this study show that the communication established within theInterfaith Srikandi community is one-way and two-way, and offline andonline. There are five norms that members refer to in acting, namelymaintaining solidarity, dialogue, cross-identity, empathy, andempowerment. Srili's existence is increasingly accepted in thecommunity as evidenced by Srili's achievements, namely theprocurement of activity programs, cooperation with outside parties suchas the government and educational institutions, and the Interfaith Srikandicommunity is growing with the increase of members not only inYogyakarta but almost throughout Indonesia. this study concludesroupcommunication is a strategic way of building tolerance between religiouspeople.
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19

Tetsuka, Chihiro, Maho Sato, Koichi Kasahara, and Satoshi Ikeda. "Diversity Colour: Understanding Cultural Diversity." Research in Arts and Education 2019, no. 2 (June 1, 2019): 1311–26. http://dx.doi.org/10.54916/rae.119190.

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20

S. Abirami, S. Abirami, and C. Vanniarajan C. Vanniarajan. "Biochemical Diversity in Maize." International Journal of Scientific Research 2, no. 12 (June 1, 2012): 25–27. http://dx.doi.org/10.15373/22778179/dec2013/8.

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21

Trivett, Mary L., and Gar W. Rothwell. "Diversity among Paleozoic Cordaitales." Neues Jahrbuch für Geologie und Paläontologie - Abhandlungen 183, no. 1-3 (December 20, 1991): 289–305. http://dx.doi.org/10.1127/njgpa/183/1991/289.

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22

Hooghe, Marc. "Social Capital and Diversity Generalized Trust, Social Cohesion and Regimes of Diversity." Canadian Journal of Political Science 40, no. 3 (September 2007): 709–32. http://dx.doi.org/10.1017/s0008423907070722.

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Abstract.In recent years an impressive amount of evidence has been collected documenting a negative relationship between levels of ethnic diversity and social capital indicators, in particular generalized trust. In this article we raise a number of theoretical arguments that should be addressed before these findings can be generalized. First, it has to be remembered that most of these studies focus on generalized trust as a social capital indicator, while trust probably is most vulnerable for the effects of weakening homogeneity. Second, it is argued that in order to arrive at a better understanding of the relation between diversity and social capital, at least three intermediary variables need to be taken into account: 1) the question whether diversity entails segregation of networks at the individual level; 2) the increase in diversity rather than the absolute level; 3) the regimes societies use to govern diversity, and especially the variation with regard to the openness of these regimes. We close by exploring the suggestion that in more diverse societies, recognition of group differences and identities, and group relations based on equality-based concepts of reciprocity should be considered as potentially more meaningful strategies.Résumé.Dans les dernières années, une quantité impressionnante de preuves ont été rassemblées, qui documentent une relation négative entre le niveau de diversité ethnique et les indicateurs de capital social, en particulier la confiance généralisée. Dans cet article, nous soulevons un certain nombre d'arguments théoriques qu'il faut examiner avant de pouvoir généraliser ces résultats. D'abord il faut noter que la plupart de ces études se sont concentrées sur la confiance généralisée comme indicateur de capital social alors que la confiance est probablement particulièrement vulnérable aux effets d'une érosion de l'homogénéité. Deuxièmement, nous avançons que, pour mieux comprendre la relation entre diversité et capital social, trois variables intermédiaires au moins doivent être prises en considération : 1) l'existence d'une ségrégation des réseaux au niveau individuel du fait de la diversité; 2) l'augmentation de la diversité plutôt que son niveau absolu; 3) les régimes que les sociétés utilisent pour gouverner la diversité et surtout le degré d'ouverture de ces régimes. Pour finir, nous explorons la suggestion que, dans des sociétés plus diverses, la reconnaissance des différences et identités des groupes, et des relations inter-groupes basées sur des concepts d'égalité et de réciprocité devraient être considérées comme des stratégies potentiellement plus significatives.
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23

Hampden-Turner, Charles, and Ginger Chih. "Dilemmas Of Diversity: A New Paradigm of Integrating Diversity1." World Futures 66, no. 3-4 (April 30, 2010): 192–218. http://dx.doi.org/10.1080/02604021003680446.

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24

Désiré, Mugisha Alain, and Nguendo Yongsi H. Blaise. "Déterminants de la Diversité Alimentaire des Ménages des Provinces de Muyinga et de Karusi au Burundi." European Scientific Journal, ESJ 20, no. 5 (February 29, 2024): 26. http://dx.doi.org/10.19044/esj.2024.v20n5p26.

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Contexte : Tout comme la plupart des pays africains, la situation du Burundi en matière de l’alimentation n’est pas assez satisfaisante. Le taux de pauvreté monétaire touche plus de la moitié de la population, 51,4% selon les résultats de l’Enquête Intégrée sur les Conditions de vie des ménages de 2020. En d’autres termes, un peu plus de la moitié de la population résidant au Burundi ne parvient pas à satisfaire quotidiennement leurs besoins de base alimentaires et non-alimentaires. Objectifs : L’objectif principal est d’identifier les déterminants de la diversité alimentaire à Karusi et à Muyinga. Au-delà de cet objectif, il sera aussi question de mesurer les niveaux de diversité alimentaire dans les deux provinces et d’Identifier les déterminants de la diversité alimentaire des ménages. Méthodes : Cette étude repose sur une recherches documentaires centrées sur les articles scientifiques et de publications sur la diversité alimentaire, calcul des indicateurs de sécurité alimentaire à partir des approches méthodologiques proposées par l’Organisation Mondiale de l’agriculture et le Programme Alimentaire Mondial et les analyses descriptives bi variées et la régression logistique binaire pour rechercher les déterminants de la diversité alimentaire. Résultats : La faible diversité alimentaire est plus observée dans la province Karusi. L’analyse bivariée prouve qu’à l’exception de la variable Sexe du chef du ménage, dans la province Muyinga, toutes les autres variables sont significativement associées à la diversité alimentaire des ménages. Au niveau multi variée, il ressort des résultats que la taille du ménage, le revenu lié à l’agriculture et le niveau de vie du ménage déterminent la diversité alimente alimentaire des ménages dans les deux provinces. Le district de résidence, le niveau d’instruction et l’âge du Chef de Ménage sont des déterminants spécifiques de à la diversité alimentaire des ménages de la province de Karusi. Conclusion : Les résultats montrent que la diversité alimentaire acceptable est faible à Karusi qu’à Muyinga. Trois déterminants de la diversité alimentaire sont communs pour les deux provinces et trois déterminants sont spécifiques à la province Karusi. Context: Like most African countries, Burundi's food situation is not satisfactory enough. The monetary poverty rate affects more than half the population, 51.4% according to the results of the Integrated Household Living Conditions Survey of 2020. In other words, just over half the population residing in Burundi is unable to meet their basic food and non-food needs daily. Objectives: The main objective is to identify the determinants of food diversity in Karusi and Muyinga. Beyond this objective, it will also measure levels of dietary diversity in the two provinces and identify the determinants of household dietary diversity. Methods: This study is based on a literature search focusing on scientific articles and publications on dietary diversity, calculation of food security indicators using the methodological approaches proposed by the World Organization for Agriculture and the World Food Programme, and bi-variate descriptive analyses and binary logistic regression to investigate the determinants of dietary diversity. Results: Low dietary diversity is more prevalent in Karusi province. Bivariate analysis shows that, except for the variable Sex of household head, in Muyinga province all other variables are significantly associated with household dietary diversity. At the multivariate level, the results show that household size, agricultural income, and household standard of living determine household dietary diversity in both provinces. District of residence, level of education, and age of head of household are specific determinants of household dietary diversity in Karusi province. Conclusion: The results show that acceptable dietary diversity is lower in Karusi than in Muyinga. Three determinants of dietary diversity are common to both provinces and three determinants are specific to Karusi province.
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Frankl, Peter, and Andrey Kupavskii. "Diversity." Journal of Combinatorial Theory, Series A 182 (August 2021): 105468. http://dx.doi.org/10.1016/j.jcta.2021.105468.

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Winston, Mark. "Diversity." Journal of Information Ethics 23, no. 1 (April 1, 2014): 83–100. http://dx.doi.org/10.3172/jie.23.1.83.

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Golladay, Gregory J., Anna R. Cohen-Rosenblum, and Antonia F. Chen. "Diversity." Arthroplasty Today 15 (June 2022): 180–81. http://dx.doi.org/10.1016/j.artd.2022.05.007.

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Soe, Valerie. "Diversity." Leonardo 25, no. 2 (1992): 220. http://dx.doi.org/10.2307/1575723.

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Baumeister, Andrea. "Diversity." Ethnic and Racial Studies 29, no. 4 (July 2006): 749–52. http://dx.doi.org/10.1080/01419870600665235.

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Lynch, Patrick K. "Diversity." Biomedical Instrumentation & Technology 42, no. 5 (September 2008): 342. http://dx.doi.org/10.2345/0899-8205(2008)42[342:d]2.0.co;2.

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Soule, Michael Ellman. "Diversity." Conservation Biology 1, no. 2 (August 1987): 173–74. http://dx.doi.org/10.1111/j.1523-1739.1987.tb00027.x.

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JACOBSON, SUSAN K., and JEFFREY L. HARDESTY. "Diversity." Conservation Biology 2, no. 2 (June 1988): 221. http://dx.doi.org/10.1111/j.1523-1739.1988.tb00173.x.

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Verdugo, Richard. "Diversity." Teachers College Record 106, no. 2 (February 2004): 262–66. http://dx.doi.org/10.1111/j.1467-9620.2004.00334.x.

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Hinchey, Patricia H., Karen A. Carrier, Carol Wright, Meredith Warshaw, James Bruggeman, and Moshe Sokolow. "Diversity." Teachers College Record 106, no. 5 (May 2004): 901–21. http://dx.doi.org/10.1111/j.1467-9620.2004.00363.x.

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Costigan, Arthur, Chance W. Lewis, Valerie A. Middleton, and Laurel Lampela. "Diversity." Teachers College Record 106, no. 8 (August 2004): 1547–69. http://dx.doi.org/10.1111/j.1467-9620.2004.00391.x.

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SHER, GEORGE. "Diversity." Philosophy Public Affairs 28, no. 2 (April 1999): 85–104. http://dx.doi.org/10.1111/j.1088-4963.1999.00085.x.

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Josey, E. J. "Diversity." Journal of Library Administration 27, no. 1-2 (May 27, 1999): 191–202. http://dx.doi.org/10.1300/j111v27n01_13.

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Lee, Po-Shun. "Diversity." Critical Care Medicine 41, no. 1 (January 2013): 348. http://dx.doi.org/10.1097/ccm.0b013e318270de85.

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Fulford, KWM, Paul Hoff, and John Z. Sadler. "Diversity." Current Opinion in Psychiatry 20, no. 6 (November 2007): 570–72. http://dx.doi.org/10.1097/yco.0b013e3282f10e76.

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Barber, Mary E., and Alan Schwartz. "Diversity." Journal of Gay & Lesbian Mental Health 14, no. 1 (January 6, 2010): 1–2. http://dx.doi.org/10.1080/19359700903416941.

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Rosendaal, F. R., and P. H. Reitsma. "Diversity." Journal of Thrombosis and Haemostasis 14, no. 4 (March 30, 2016): 631. http://dx.doi.org/10.1111/jth.13308.

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Fetters, Linda. "Diversity." Pediatric Physical Therapy 30, no. 2 (April 2018): 73. http://dx.doi.org/10.1097/pep.0000000000000503.

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Swanson, Jane W. "Diversity." Nursing Administration Quarterly 28, no. 3 (July 2004): 207–11. http://dx.doi.org/10.1097/00006216-200407000-00009.

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Hillman, Bruce J. "Diversity." Journal of the American College of Radiology 13, no. 12 (December 2016): 1407. http://dx.doi.org/10.1016/j.jacr.2016.08.034.

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Todaro, Julie Beth. "Diversity." Community & Junior College Libraries 12, no. 3 (January 31, 2005): 73–78. http://dx.doi.org/10.1300/j107v12n03_09.

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Schoen, Delores C. "Diversity." Orthopaedic Nursing 14, no. 3 (May 1995): 5. http://dx.doi.org/10.1097/00006416-199505000-00001.

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Tegtmeier, Erwin. "Diversity." Logic and Logical Philosophy 3 (January 27, 2003): 175. http://dx.doi.org/10.12775/llp.1995.010.

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Orr, David W. "Diversity." Conservation Biology 17, no. 4 (August 2003): 948–51. http://dx.doi.org/10.1046/j.1523-1739.2003.01749.x.

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Bawer, Bruce. "Diversity." Academic Questions 27, no. 1 (February 1, 2014): 94–95. http://dx.doi.org/10.1007/s12129-014-9407-6.

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Jackson, Bailey W., Frank Lafasto, Henry G. Schultz, and Don Kelly. "Diversity." Human Resource Management 31, no. 1-2 (1992): 21–34. http://dx.doi.org/10.1002/hrm.3930310103.

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