Gotowe bibliografie tematyczne / Workplace diversity

Spis treści

  1. Artykuły w czasopismach
  2. Rozprawy doktorskie
  3. Książki
  4. Części książek
  5. Streszczenia konferencji
  6. Raporty organizacyjne

Gotowa bibliografia na temat „Workplace diversity”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 31 stycznia 2023

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Artykuły w czasopismach na temat "Workplace diversity"

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Van Den Bergh, Nan. "Workplace Diversity:". Employee Assistance Quarterly 6, nr 4 (26.06.1991): 41–58. http://dx.doi.org/10.1300/j022v06n04_03.

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Patrick, Harold Andrew, i Vincent Raj Kumar. "Managing Workplace Diversity". SAGE Open 2, nr 2 (17.04.2012): 215824401244461. http://dx.doi.org/10.1177/2158244012444615.

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Mercer, Kenneth L. "Roundtable-Workplace Diversity". Journal - American Water Works Association 109, nr 8 (sierpień 2017): 56–63. http://dx.doi.org/10.1002/j.1551-8833.2017.tb00048.x.

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Peters, Eileen, i Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes". Work and Occupations 49, nr 1 (11.01.2022): 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, nr 3 (lipiec 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., i John Morgan. "Diversity in the Workplace". IMF Working Papers 06, nr 237 (2006): 1. http://dx.doi.org/10.5089/9781451864977.001.

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Barclay, J. M., i L. J. Scott. "Transsexuals and workplace diversity". Personnel Review 35, nr 4 (lipiec 2006): 487–502. http://dx.doi.org/10.1108/00483480610670625.

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Peppas, Spero C. "Diversity in the workplace". Employee Relations 28, nr 2 (marzec 2006): 119–29. http://dx.doi.org/10.1108/01425450610639356.

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Morgan, John, i Felix Várdy. "Diversity in the Workplace". American Economic Review 99, nr 1 (1.02.2009): 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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Pritam, Singh Randhawa Neetu. "Analytical Study on Teams Ethnic Diversity and Workplace Organization". International Journal of Psychosocial Rehabilitation 24, nr 5 (30.05.2020): 7276–80. http://dx.doi.org/10.37200/ijpr/v24i5/pr2020759.

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Rozprawy doktorskie na temat "Workplace diversity"

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ANJORIN, RASHIDAT, i 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, i 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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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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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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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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Książki na temat "Workplace diversity"

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1928-, Griffin Richard, i Hirsch Marcie Schorr, red. 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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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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Cultural diversity in the workplace. Burr Ridge, Ill: Irwin Professional Pub./Mirror Press, 1994.

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Diversity dynamics in the workplace. Australia: Thomson/Wadsworth, 2005.

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

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Wheeler, Michael L. Diversity training. New York: Conference Board, 1994.

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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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Stage, Adam. Racial diversity in the American workplace. Manchester: UMIST, 2003.

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Plunkett, W. Richard. Supervision: Diversity andteams in the workplace. Wyd. 7. Boston: Allyn and Bacon, 1994.

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Części książek na temat "Workplace diversity"

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Townend, Anni. "Workplace Counseling". W 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". W 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". W Diversity, 88–101. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230627529_6.

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Rojas, Ronald R. "Diversity and Workplace Spirituality". W 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, i Anne-marie Greene. "Diversity in the workplace". W The Dynamics of Managing Diversity and Inclusion, 93–126. Wyd. 5. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003186397-5.

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

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Clack, Amanda, i Judith Gabler. "Workplace realities". W 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". W 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". W 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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Mandujano, John A. "Encouraging Diversity in the Workplace". W The Handbook of Continuing Professional Development for the Health Informatics Professional, 173–80. Wyd. 2. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9780429398377-24.

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Streszczenia konferencji na temat "Workplace diversity"

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Barabadi, M., i A. Barabadi. "Workplace diversity and its outcomes in the arctic area". W 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". W International Management Conference. Editura ASE, 2020. http://dx.doi.org/10.24818/imc/2020/04.07.

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Elvi, Elvi, i Hetty Karunia Tunjungsari. "Gender, Diversity Management Perceptions, Workplace Happiness, and Organizational Citizenship Behavior". W 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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Hamp, Roland, Deborah Ryan i Patricia E. Carreras. "The Practical Value of Workplace Diversity and Inclusion in the Oil and Gas Sector". W 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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"The Benefits and Challenges of Living, Teaching and Working in Today’s Diverse World". W 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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Tran, Henry. "Workplace Inclusion in STEM Academia: The Relationship Between Diversity Climate and the Turnover Intention of Engineering Faculty". W 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1887130.

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Humphreys, Alex, Curtis Michelson, Heather Ruland Staines, Geoffrey P. Timms i Caroline Muglia. "Hacking for Good - Workshop Summary". W Charleston Library Conference. Purdue Univeristy, 2020. http://dx.doi.org/10.5703/1288284317206.

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At the 2019 Charleston Library Conference, five facilitators from a diversity of organizations led a pre-conference called Hacking for Good. The goal of the half-day pre-conference was to introduce participants to the “hacking mindset” beyond the traditionally understood technology-driven terminology. In this context, hacking refersred to an approach of identifying a challenge or set of challenges in their respective knowledge organizations and gathering a set of techniques or approaches to address and overcome those challenges. The pre-conference provided a highly interactive and supportive environment to consider all aspects of a workplace challenge related to workflows and personnel and determine the most effective tools to tackle that challenge.
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Chávez, Minerva S. "EMPLOYING WHITENESS AS PROPERTY: LEADERSHIP IN HIGHER EDUCATION AND THE SIGNALING DIVERSITY WHEN YOU ARE WHITE". W International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v2end061.

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"Academic leaders in the United States are tasked with establishing university strategic plans that facilitate a holistic educational experience in order to meet the needs of our diverse student populations. A holistic education includes the academic, social, emotional, and spiritual (meaning of life, finding purpose) necessities of our students. To this end, let us consider the leaders accountable for upholding this ethical imperative. This autoethnography examines the concept of Whiteness as Property (WaP) (Harris, 1993) to identify how the distribution of power amongst educational leaders maintains whites in a space of racialized privilege while using people of color to signal their commitment to establishing a diverse university culture. Using the WaP lens, allows for the analyses of the practices, behaviors, and other social performances administrators engage in to construct their leadership identities in relation to the current sociopolitical milieu concerning inclusion and diversity. Autoethnography illuminates these leadership practices in unique ways—the narratives are from the perspective of the non-traditional leader. We serve to collectively lead our universities in the right direction to meet our strategic goals and provide equable education for all students. As a working-class Latina occupying educational leadership roles, autoethnography permits the theorization of my liminal perspective to underscore the interconnected role of universities as apparatuses assisting in capital accumulation, legitimation, and production. The narratives provide an analytical and profoundly humanistic understanding of the experiences that shape our conscious behaviors, actions, and thoughts in our workplace."
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Silva, Luis Augusto, Isabel Pilar Alonso Correa, Hector Sánchez San Blas, André Sales Mendes, Beatriz María Bermejo Gil, Fátima Pérez Robledo, Alvaro Lozano Murcielago i in. "Hear4All: Herramienta de traducción y generación de lenguaje de signos en tiempo real para el aula mediante tecnologías disruptivas". W IN-RED 2022: VIII Congreso de Innovación Educativa y Docencia en Red. València: Editorial Universitat Politècnica de València, 2022. http://dx.doi.org/10.4995/inred2022.2022.15916.

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Traditionally, text-to-speech has helped people overcome decoding difficulties with learning or hearing disabilities. Thanks to technological advances, consuming content in which learners use text and audio is more common. However, sign language allows an improvement in the transfer of knowledge and the integration of students with functional diversity. This tool allows the simultaneous translation into sign language of the teacher or speaker and dynamizes the learning of this by the classmates, improving the possibilities of socialization and exchange. In order to test the functionality of the application, a pilot test was carried out with the students of the Teaching Degree in the Special Educational Needs specialty in five face-to-face sessions. Among the contents that these students must acquire is the knowledge of sign language, valuing the application as very useful for learning and classroom use of this tool. It can also be used to promote communication between professionals in the workplace. In conclusion, we can highlight creating a tool for simultaneous translation into sign language applicable to the educational and socio-labor fields.
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Wong (Lau), Kathleen, Rebecca L. Norris, Zahed Siddique, M. Cengiz Altan, James Baldwin i Wilson Merchan-Merchan. "Cognitive Empathy in Design Course for a More Inclusive Mechanical Engineering". W ASME 2016 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/detc2016-60382.

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Cognitive Empathy, often referred to as perspective taking, refers to the ability to identify and understand details about another’s experience so that one can understand why people may think and feel the way that they do. In recent years the need for designers to develop Cognitive Empathy skills has been recognized and has given rise to human-centered design and empathic design. Many mechanical engineering and design departments offer courses and have programs in these emerging topics. Mechanical engineers need to have basic understanding of Cognitive Empathy to function in today’s workplace. In addition, most mechanical engineering undergraduate programs do not have a diverse student body representative of the general population. Although there are many reasons, we believe that having a welcoming, inclusive environment is a precursor to improving diversity and thus should be an important consideration in mechanical engineering education. We propose that introducing carefully designed training on Cognitive Empathy in design courses could result in (i) a more welcoming and inclusive environment and (ii) a new generation of designers better equipped to consider the users. In this paper we present an “Intercultural Cognitive Empathy” training that was given to all mechanical engineering seniors at the University of Oklahoma to create a more inclusive environment. The students in a senior design course received the training at the beginning of the semester, before forming their design teams, so that they could use the skills to better communicate with each other. Cognitive Empathy research provided the foundation for the training and intercultural active learning components were also integrated. A student survey, done at the end of the semester, showed that students retained and used different components of the training throughout the semester. The assessment strongly suggests that this training should be part of the regular curriculum.
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Raporty organizacyjne na temat "Workplace diversity"

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

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

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM i 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, kwiecień 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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Venkateswaran, Nitya, Jay Feldman, Stephanie Hawkins, Megan A. Lewis, Janelle Armstrong-Brown, Megan Comfort, Ashley Lowe i Daniela Pineda. Bringing an Equity-Centered Framework to Research: Transforming the Researcher, Research Content, and Practice of Research. RTI Press, styczeń 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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Diversity & Inclusion End of Year Progress Report 2020. Inter-American Development Bank, czerwiec 2021. http://dx.doi.org/10.18235/0003332.

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As a development institution, the IDB Group is committed to improving the lives of all people in Latin America and the Caribbean by providing the most innovative and pragmatic solutions to our Regions most pressing development challenges. We also understand that our human capital is our greatest asset and therein lies the key to our success. We believe that our diversity and not just visible diversity but diversity in experiences, perspectives and working styles is not only a large part of who we are but is deeply intertwined with how we leverage the multitude of differences in our workforce. We therefore understand that to deliver on our commitment to our clients, our differences must not just be tolerated or accepted but valued and embraced. We aim to be the workplace where all employees are given an opportunity to succeed regardless of how they identify and we strive to create a workplace culture that values diversity, equity, and inclusion, is unafraid to tackle those tough conversations about the obstacles which may impede progress in our agenda such as racism, disrespect, or discrimination in any form, and is prepared to address these issues.
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Global Food 50/50: Hungry for gender equality. Global Health 50/50, październik 2022. http://dx.doi.org/10.56649/wiqe2012.

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Across the world, populations are facing severe threats and rising inequalities due to a combination of climate change, environmental degradation, COVID-19 and conflict. Food systems, as a result, are in crisis and people are increasingly feeling the impact on their everyday lives. For women, globally and across regions, the impact of the food systems crisis is more severe than for men, and women are more food insecure than men. Women, historically and now, have less access to healthy food, land ownership and resources for food production than men. Gender inequalities are woven through food systems, and contribute to unjust food production, access and consumption. Global food systems organizations are working to address some of the critical issues facing populations’ access to food and nutrition. The second annual Global Food 50/50 Report assesses whether and how such organizations are integrating gender and equality considerations in their work. It reviews the policies and practices of 51 organizations as they relate to two interlinked dimensions of inequality: inequality of opportunity in career pathways inside organizations and inequality in who benefits from the global food system. The primary aim of the Global Food 50/50 Report is to encourage food systems organizations to confront and address gender inequality both within their organizations and governance structures, and in their programmatic approaches across food systems. A second aim is to increase recognition of the role that gender plays in who runs and benefits from food systems for everybody: women and men, including transgender people, and people with nonbinary gender identities. Key findings from this year’s report show that gender and geographic diversity are severely lacking in the boards of major global food organizations, with leadership positions dominated by men from the global north. This matters because representation from a narrow section of the global population will not result in policies and programmes that meet the needs and interests of all people, across all regions, including women. The review of board composition of 51 organizations showed that more than 70% of board seats are held by nationals of high-income countries. Just 8% of board seats are held by women from low- and middle-income countries. However, there is room for hope. Our findings show an increase in women board chairs from 26% in 2021 to 35% in 2022. More organizations are publishing board diversity policies—policies were found in 30% of organizations, a 10% increase since 2021. Moreover, the review located five new board diversity policies across the sample. A high proportion of organizations (49/52) have made formal and public commitments to gender equality and this has increased since 2021. In 2022, there was an increase of five organizations with gender-transformative programmatic approaches, from 60% to 70% and a decrease in the number of organizations with gender-blind approaches. Despite some advances among some global food systems organizations, the sector has a long way to go to achieve gender equality in the boardroom, in the workplace and in who benefits from their work. The data in this report can equip leaders at all levels—from communities to workforces to boards—to take action, drive change, measure progress, and hold those in power accountable to their commitments to advance gender equality and transform food systems. A fairer, more gender-equal system will be best placed to end hunger, poverty, and inequality around the world.
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