Relevant bibliographies by topics / Diversity and inclusion 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 and inclusion in the workplace'

Author: Grafiati
Published: 12 December 2022
Last updated: 27 January 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Diversity and inclusion in the workplace.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Diversity and inclusion in the workplace"

1

Lyall, Ruth. "From diversity to inclusion: Woodside Energy's inclusion and diversity journey." APPEA Journal 60, no. 2 (2020): 473. http://dx.doi.org/10.1071/aj19228.

Full text
Abstract:
Woodside is a leading natural gas producer in Australia, operating 6% of the global supply of liquefied natural gas. Woodside has been on an accelerated inclusion and diversity journey since 2015, with female and Indigenous Australian participation growing each year, and recognition through the Australian Workplace Equality Index as the oil and gas sector’s most LGBTI+-inclusive company in 2019.This paper sets out experiences and learnings from Woodside’s journey so far, including: the way Woodside uses measurable objectives to set expectations and increase accountability; why everyday people decisions matter; the critical role of inclusive, employee-driven networks to support under-represented groups, and also engage the broader workforce.
APA, Harvard, Vancouver, ISO, and other styles
2

Grissom, Andrew R. "The Alert Collector: Workplace Diversity and Inclusion." Reference & User Services Quarterly 57, no. 4 (June 15, 2018): 243. http://dx.doi.org/10.5860/rusq.57.4.6700.

Full text
Abstract:
It is usually assumed that the Alert Collector column author has some expertise on the subject covered. This is especially true this issue for author Andrew R. Grissom’s column on workpace diversity and inclusion. Grissom is an information professional at a nonprofit devoted to these issues. You could say he “lives and breathes” this topic. The column has something for all libraries, whether you are seeking to expand your circulating collections or offer an in-house collection of resources to help your library create or maintain an inclusive workplace.—Editor
APA, Harvard, Vancouver, ISO, and other styles
3

Daigh, Aaron Lee M. "Diversity and Inclusion: Building a Vibrant Workplace." CSA News 64, no. 6 (June 2019): 26–31. http://dx.doi.org/10.2134/csa2019.64.0615.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Hight, Donna L. "Managing Workplace Diversity and Inclusion: A Psychological Perspective." European Journal of Training and Development 41, no. 8 (September 5, 2017): 737–39. http://dx.doi.org/10.1108/ejtd-07-2017-0065.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Carter, Elizabeth. "Workforce Diversity -- A Journey Through Inclusion and Diversity in the Workplace." Journal - American Water Works Association 109 (January 1, 2017): 14–16. http://dx.doi.org/10.5942/jawwa.2017.109.0007.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Dhuru, Prajakta S. "Inclusion of PWD’s at workplace." YMER Digital 21, no. 07 (July 7, 2022): 303–11. http://dx.doi.org/10.37896/ymer21.07/23.

Full text
Abstract:
The Rights of Persons with Disabilities Act, 2016, and the Rights of Persons with Disabilities Rules, 2017, have contributed to companies not only ensuring that at least 3% of their workforce is differently abled but also providing assistive technology, tailor-made training and support systems to ensure that PWDs learn and grow in their jobs. (Shekhar, 2018). It is important to understand the extent to which organisations are responsibly creating an inclusive work environment to welcome and improve the number of PWD’s. It is also important to study the employee awareness on the Persons with Disabilities (PWD’s). Study has found that organisations need to improve employee awareness about the PWD’s and include them in the organisation. The study is an attempt to create an awareness on building an inclusive work culture. Keywords: Diversity, Inclusion, Person with Disability (PWD’s), culture
APA, Harvard, Vancouver, ISO, and other styles
7

Perales, Francisco, Christine Ablaza, and Nicki Elkin. "Exposure to Inclusive Language and Well-Being at Work Among Transgender Employees in Australia, 2020." American Journal of Public Health 112, no. 3 (March 2022): 482–90. http://dx.doi.org/10.2105/ajph.2021.306602.

Full text
Abstract:
Objectives. To provide empirical evidence of the positive effects of exposure to inclusive language on trans employees’ well-being. Methods. We leveraged unique data from a large Australian national survey of workplace diversity and inclusion (2020 Australian Workplace Equality Index Employee Survey), focusing on a subset of trans respondents (n = 453). We derived self-reported and aggregate-level measures of exposure to trans-inclusive language and created a multidimensional index of employee well-being. We examined their relationships using fully adjusted random-intercept multilevel regression models. Results. We found strong, positive, and statistically significant associations between different indicators of exposure to inclusive language at work and trans employees’ well-being. These relationships were large in magnitude and emerged in the presence of an encompassing set of sociodemographic and workplace controls, including other markers of workplace diversity and inclusion (e.g., victimization experiences and identity disclosure). Conclusions. Our results provide robust evidence indicating that efforts to foster inclusive language at work can yield substantial, positive effects on trans people’s feelings of belonging and inclusion, thereby contributing to their overall socioeconomic integration. (Am J Public Health. 2022;112(3):482–490. https://doi.org/10.2105/AJPH.2021.306602 )
APA, Harvard, Vancouver, ISO, and other styles
8

Fujimoto, Yuka, and Mohammad Jasim Uddin. "Poor-inclusive workplace model: A Relational Perspective." Equality, Diversity and Inclusion: An International Journal 39, no. 8 (June 24, 2020): 881–900. http://dx.doi.org/10.1108/edi-11-2019-0267.

Full text
Abstract:
PurposeThe theory building of inclusive workplace is still in its early stages, particularly concerning the inclusion of the poor in the developing countries. Through the exploration of social entrepreneurial inclusion, this study extends the inclusive workplace theory by featuring the inclusive dynamism of organizations for the poor in developing countries.Design/methodology/approachA case study approach was selected, as the goal of this study is to build on the theory in an under-researched area. This qualitative study is described as theory elaboration as it expands upon theoretical links that have received little attention among workforce diversity scholars.FindingsWe have established a conceptual framework of social entrepreneurial inclusion, which encompasses the following normative themes: organizational perspective for promoting social equality, empowering relationships, a sense of inclusion, organizational access to valuable resources and empowered inclusion.Research limitations/implicationsAlthough we have taken an exploratory qualitative approach and made efforts to report our data neutrally, we acknowledge that the ethical and theoretical positions taken in analyzing the data may have influenced the outcome of this research and, therefore, our findings can never be truly objective. We also acknowledge that this study was conducted in developing countries, thus the poor inclusive workplace model is not generalizable for the poor in developed countries due to different institutional and ecological settings.Practical implicationsWe have illustrated the importance of business leaders leveraging the opportunities in the space between interdependency of individuals and organizations through doing well by doing good. Poor-inclusive workplaces need business leaders who can demonstrate the effective interpersonal skills to develop constructive and personalized relationships with the workers, the family and community members to encourage the idea that the poor be included in the workplace.Social implicationsThe findings from this study also infer how corporations may collaborate with SEs and humanitarian agencies for inclusive growth so they can simultaneously unleash economic value and social value to develop more effective poor-inclusive business models in both sectors. Social entrepreneurs (SEs) and humanistic agencies tend to have situated knowledge of the poor in terms of locally embedded needs and knowledge of the community that corporations do not have.Originality/valueThis paper promotes the integrative workplace models of inclusion where inclusion of poor is empowered through involvement of multiple parties inside and outside workplaces. The empowered inclusion outcomes are strengthened through organizational access to valuable resources at the institutional level.
APA, Harvard, Vancouver, ISO, and other styles
9

Matsuda, Yoriko, and Rie Ishikawa. "Gender diversity, inclusion and well-being in the workplace." Proceedings of the Annual Convention of the Japanese Psychological Association 82 (September 25, 2018): 1PM—113–1PM—113. http://dx.doi.org/10.4992/pacjpa.82.0_1pm-113.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Poerwanti, Sari Dewi. "Pengelolaan Tenaga Kerja Difabel untuk Mewujudkan Workplace Inclusion." INKLUSI 4, no. 1 (June 15, 2017): 1. http://dx.doi.org/10.14421/ijds.040101.

Full text
Abstract:
The focus of this study is the management of workers with disabilities as efforts to achieve an inclusive workplace in PT. Trans Retail Indonesia. The study also elaborates supporting and inhibiting factors in the implementation of labor management. This is a qualitative research that collects the data using literary studies, observation and in-depth interview. The result shows that the management is started from knowledge level of the company about workers with disabilities, selection process, development, compensation and maintaining the employs. In addition, they identify key factors of managing different ability such as stakesholders, associate support, mentoring and counseling for workers with disabilities. The obstacles of managing workers with disabilities include professionalism, communication, and productivity that lead to an attempt of firing. Overall, PT. Trans Retail Indonesia can be classified as one with ability to develop diversity management in order to organize a workplace inclusion.[Penelitian ini membahas pengelolaan tenaga kerja difabel (diversity management) di PT. Trans Retail Indonesia serta faktor pendukung dan penghambat dalam pelaksanaan pengelolaan tenaga kerja penyandang disabilitas yang diterapkan oleh perusahaan dalam mewujudkan tempat kerja yang inklusif. Ini adalah penelitian kualitatif yang mengumpulkan data dari literatur, wawancara, dan observasi. Analisis dimulai dari pemahaman perusahaan mengenai tenaga kerja difabel, pengadaan tenaga kerja, pembinaan tenaga kerja, pemberian balas-jasa dan pemeliharaan tenaga kerja. Penelitian menemukan faktor pendukung pengelolaan tenaga kerja berupa kerjasama stakesholders, dukungan rekan kerja, pendampingan serta konseling bagi karyawan difabel. Sedangkan faktor penghambatnya adalah komunikasi, dukungan sejawat, tenaga profesional dan produktivitas kerja karyawan difabel yang mengancam keberlanjutan kerja mereka. Meskipun demikian, PT. Trans Retail Indonesia dapat dianggap memiliki modal yang cukup untuk mengembangkan diversity management dalam upaya mewujudkan workplace inclusion. ]
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Diversity and inclusion in the workplace"

1

Oh, Gloria. "Mere Diversity or Genuine Inclusion: Moral and Pragmatic Arguments for an Inclusive Workplace." Thesis, Boston College, 2018. http://hdl.handle.net/2345/bc-ir:108033.

Full text
Abstract:
Thesis advisor: Cherie McGill
We often hear about the value of a diverse society, workplace, classrooms, and so on, but what exactly do diversity and inclusion involve, and why do we value them? In this thesis, I will explore philosophical concepts of diversity as it relates to race and gender in the workplace. First, what, exactly, do these terms mean? What is the difference between ‘diversity’ and ‘inclusion’, and how are we to understand these concepts as they apply to institutions like the workplace? Secondly, why should we want diverse or inclusive institutions? Mission statements, for most organizations indicate a commitment to diversity. But, what’s valuable about diversity? Put differently, what is problematic about a lack of diversity in our institutions?
Thesis (BA) — Boston College, 2018
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Philosophy
APA, Harvard, Vancouver, ISO, and other styles
2

Bridges, Jessica. ""Do You Comb Your Hair?”: Detangling First-Generation Black Student Experiences in Internships." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108770.

Full text
Abstract:
Thesis advisor: Deborah Piatelli
This study contributes to the growing literature on the effectiveness of diversity and inclusion efforts in organizations. Previous studies focus on D&I efforts for full-time staff and employees. This qualitative and intersectional study examined first-generation black students in corporatized organizations that are predominantly white through interviews where they could share their experiences with organizational structures and cultures to determine the impact that it has on the performance and identity of black interns. This study assessed organizational cultures of three kinds: exclusive, transitional, and inclusive. Using these organizational cultures, the study determined the way that racism and whiteness culture affects the intern experience. The participants had various relationships with recruitment strategies, diversity discussions, navigating professional and personal networking, negotiating working identity and imposter syndrome, stereotype threat, microaggressions, and professional development. Overall, organizations are engaging in practices that alienate and suppress black student interns while encouraging assimilation. In inclusive organizations, black interns feel like they can be their authentic selves and progress more successfully because of the acceptance of their identity and their ability to share their experiences with that identity
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline:
Discipline: Departmental Honors
Discipline: Sociology
APA, Harvard, Vancouver, ISO, and other styles
3

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
4

Mustafa, Diellza, and Zana Maliqi. "Managing inclusion at a diverse workplace : from a managerial and employee perspective." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-21165.

Full text
Abstract:
Background: Globalization has changed the market in ways of creating new opportunities as well as new challenges for organizations and has given rise to a global phenomenon called workforce diversity. The phenomenon appeared as a result from the constantly changing marketplace where people as part of a worldwide economy, live and work in foreign countries. Thus, as global markets emerge, and workforce demographics shift, workforce diversity inches closer to becoming a necessity instead of a banner that businesses wave to show their commitment to embracing differences and change.  Purpose: The purpose of this thesis is to examine and to provide a better understanding of how diversity is managed through inclusive practices and policies, and how employees perceive these practices.  Method: The research is based on a qualitative case study. The primary data was collected through semi-structured interviews. The respondents of the interviews were both managers and employees in order to get the two different perspectives. Two managers and six employees were interviewed.  Findings: The empirical findings showed that managers’ perspective of inclusion practices differs much from how the employees perceive inclusion practices of a diverse workforce. The main findings were that the stated inclusion practices at The University are not perceived among the employees. One example was that some of the employees feel like they were excluded at The University. Moreover, some of the employees stated that people that are not ethical Swedes are not treated the same nor get the same opportunities. Another observable issue was that The University rarely speak English and all documented information is in Swedish, which mean that not all employees receive the information needed.
APA, Harvard, Vancouver, ISO, and other styles
5

Haugøy, Grethe. "Sharing learning across diversity: Immigrant employees’ inclusion in communities of practice." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-113816.

Full text
Abstract:
In Norway research on immigrants and the labour market has to a large degree focused on immigrants’ shortcomings, be it their lacking knowledge, competence and skills (KCS) or their failures in being recruited to available jobs. This study seeks to refocus current academic interest and investigates the potential benefits of recruiting immigrant employees. It explores highly skilled immigrants and how their KCS is valued, shared and used in a Norwegian workplace. In this study seven immigrant employees in a State organisation (the Directorate) are interviewed about their experiences with having their KCS validated, shared and used. In addition they reflect on the Directorate’s framework conditions for sharing learning, and whether the organisation is able to expand the organisational culture to embrace immigrants’ values, opinions and practices. The study adopts a socio-cultural view on learning and operationalises this approach through the use of Lave and Wenger’s concept of communities of practice (CoPs). Employees in the Directorate are thus seen as members of CoPs and new immigrant employees as novices going through a participative process to gain access to the CoPs’ repertoire of accepted practices. Findings indicate that the negotiation of meaning taking place when new, immigrant KCS enters CoPs is a contested process in which both new employees and veteran members go through a process of identity formation. Findings also indicate that although an organisation may have an inclusive work environment regarding surface-level diversity, the inclusion of foreign values, opinions and practices and the development of a diverse learning environment is dependent on a conscious strategy on harvesting foreign KCS.
APA, Harvard, Vancouver, ISO, and other styles
6

Viala, Solange Reyna. "How to Prevent Diversity and Inclusion from Backfiring: A Minority Perspective." Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1630282769195248.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

D?Allaird, Courtney J. "Who feels included at work? Intersectionality and perceptions of diversity and inclusion in the workplace." Thesis, State University of New York at Albany, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10240708.

Full text
Abstract:

There is a difference between diversity and inclusion in the workforce. More specifically, there is a difference in the understanding and experience that the U.S. cultural meaning of these words creates when interpreted and applied in a workplace setting. Understanding this difference is essential to the work businesses do in actualizing human capital as well as in creating and interpreting methods of providing access, recognizing diversity, and now, increasingly, moving towards a rhetoric of inclusion in the workplace (Roberson, 2006). This research looks at the existing body of knowledge around historical disenfranchisement and the evolution of diversity and inclusion research in the workplace. This literature is then used to analyze the data collected from employees who were asked to complete an online self-administered survey across a variety of topics related to their employment experience. These perceptions were then looked at against key indicators of job satisfaction including turnover intention. Overall this research found that: a respondent’s gender identity, ethnic/cultural background, and sexual orientation all had significant impact on their perceptions of diversity and inclusion; that perceptions of inclusion differed from perceptions of diversity in this study; and that perceptions of inclusion were significantly connected to job satisfaction and turnover intentions for all participants. The findings suggest that focusing on inclusion in the workplace, not just diversity, affects all employees and that supervisors play an important role in this experience. Ultimately this study suggests that these factors have high implications for employee retention, especially among historically disenfranchised groups and those at the intersection of identities.

APA, Harvard, Vancouver, ISO, and other styles
8

Carapinha, Rene. "Gender Differences in Perceived Organizational Exclusion-Inclusion: the Importance of Status Closure and Role Investments." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3899.

Full text
Abstract:
Thesis advisor: Ruth McRoy
Creating gender equality in situations of perceived organization exclusion-inclusion (OEI-the degree to which individuals feel a part of critical organizational processes such as access to information and influencing decision making processes) is a critical social and organizational justice concern (Mor Barak, 2011). Given the lack of understanding about gender differences in OEI, this study investigated this issue, as well as, the determinants of OEI, and the sources of gender differences in OEI across multiple worksites in different countries. Job status, work- and family-role investments, perception of work-family culture and gender-role beliefs were hypothesized as the main determinants and sources of gender differences in OEI. Data collected by the Sloan Center on Aging and Work for the Generations of Talent Study (GOT) in 2010-2011 were used to investigate the gender differences in OEI. Bivariate statistics, multivariate fixed effects models, and Blinder-Oaxaca regression decomposition analyses were used to test the hypotheses. Findings suggest that women's sense of OEI is significantly lower than that of men. This difference, although smaller, remains statistically significant after accounting for job status, work- and family-role investments, perception of work-family culture, gender-role beliefs, worksite variances, and control variables (age, race/ethnicity, optimism). Of these factors, job status and work-role investment differences between men and women are the greatest sources of the gender gap in OEI. No support was found for the influence of gender differences in family-role investments, gender-role beliefs, and perception of work-family culture on the gender OEI gap. Finally, women's more optimistic outlook on life, compared to men, attenuated the gender OEI gap. Guided by these findings, potential policy and/or practice interventions should be aimed at advancing greater gender equity in job status and supporting women's work-role investments. However, interventions aimed at changing women's work attitudes should not promote conformity to gendered organizational norms. Future research should aim to better understand the relationship between contextual factors and gender differences in OEI, and to examine the role of positive psychological characteristics (e.g. optimism) in OEI and the consequences of gender differences in OEI
Thesis (PhD) — Boston College, 2013
Submitted to: Boston College. Graduate School of Social Work
Discipline: Social Work
APA, Harvard, Vancouver, ISO, and other styles
9

Chesley, Jill M. "Skilled Immigrants in the Workplace: Perceptions of Inclusion in a Canadian Energy Company." Scholarly Commons, 2016. https://scholarlycommons.pacific.edu/uop_etds/237.

Full text
Abstract:
Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.
APA, Harvard, Vancouver, ISO, and other styles
10

Linares, Carlos. "A Phenomenological Approach to First-Generation Latino Immigrants' Experiences of Cultural Diversity and Inclusion Initiatives in the Workplace." Thesis, Sullivan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739667.

Full text
Abstract:

The purpose of this phenomenological study was to explore the work experiences of foreign-born, first-generation Latino immigrants with regard to cultural diversity and inclusion initiatives to obtain a holistic understanding of their experiences and facilitate their achievements in the organization. Based upon the review of the existing literature regarding Latinos and the outcomes of interviewing 24 participants (13 females and 11 males) in this research study, there are ample opportunities to conduct future empirical studies. The results of this study show the challenges first-generation Latino immigrants faced in the workplace and the importance for organizations with a diverse workforce to foster a more inclusive work environment for Latino immigrants. There is growing evidence that diversity and inclusion initiatives are critical for multicultural organizations. However, the results organizations have achieved and their efforts to create an inclusive workplace for Latino immigrants have been dissatisfactory thus far (Cox Jr., 2011). The methodology applied in this study was a qualitative approach to reflect the essence of the phenomenon studied. Results from this research found 14 family units and four major themes. These themes described how first-generation Latino immigrants understood and defined diversity and inclusion, their positive and negatives perceptions in the work environment, workplace challenges they faced, and their insights on organizational development. Additionally, this research discovered how interviewed participants were excluded by others and by themselves in the workplace. Lastly, this research study contributes to the literature and to the field by offering information that would eventually promote a better understanding of Latino immigrants and a more inclusive environment that encourages belongingness, uniqueness, and a constructive work experience for Latino immigrants.

APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Diversity and inclusion in the workplace"

1

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

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Hays-Thomas, Rosemary. Managing Workplace Diversity, Equity, and Inclusion. 2nd ed. New York: Routledge, 2022. http://dx.doi.org/10.4324/9780367808884.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Hasan, Ed. Embracing Workplace Religious Diversity and Inclusion. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-89773-4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Building workplace equality: Ethics, diversity and inclusion. London: Thomson, 2002.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Aquino, Carlos Tasso Eira de, and Robert W. Robertson, eds. Diversity and Inclusion in the Global Workplace. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-54993-4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Mark, Kaplan. The inclusion dividend: Why investing in diversity & inclusion pays off. Brookline, MA: Bibliomotion, Inc., 2013.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Kaplan, Mark (Human resources consultant), ed. SET for inclusion: An underlying methodology for achieving your inclusion dividend. Brookline, MA: Bibliomotion, Inc., 2015.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Inclusion: The new competitive business advantage. Minneapolis, MN: InclusionINC Media, 2012.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Mustafa, Özbilgin, ed. Equality, diversity and inclusion at work: A research companion. Cheltenham , UK: Edward Elgar, 2009.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Dominguez, Cari M. Leading with your heart: Diversity and ganas for inspired inclusion. Alexandria, Va: Society for Human Resource Management, 2009.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Diversity and inclusion in the workplace"

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

O’Donovan, Deirdre. "Diversity and Inclusion in the Workplace." In Management and Industrial Engineering, 73–108. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-66864-2_4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Caldwell, Pamela Kay. "Top-Down Workplace Diversity and Inclusion." In Future of Business and Finance, 137–47. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95652-3_9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Hays-Thomas, Rosemary, and Donna Chrobot-Mason. "Managing Diversity in Teams." In Managing Workplace Diversity, Equity, and Inclusion, 183–209. 2nd ed. New York: Routledge, 2022. http://dx.doi.org/10.4324/9780367808884-11.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Conrad, Kelley A., Herman van Niekerk, Subodh Simon Karmarkar, Susanne Beier, Francisco Javier Reyes Avila, Debra Jenkins, and Violet Nxedhlana. "Diversity Across Cultures." In Diversity and Inclusion in the Global Workplace, 3–30. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_1.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Andrews, Kate. "Diversity in Learning." In Diversity and Inclusion in the Global Workplace, 123–36. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Hasan, Ed. "Evaluating Religious Inclusion and Belonging." In Embracing Workplace Religious Diversity and Inclusion, 49–59. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-89773-4_4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Diversity and inclusion in the workplace"

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Tran, Henry. "Workplace Inclusion in STEM Academia: The Relationship Between Diversity Climate and the Turnover Intention of Engineering Faculty." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1887130.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Chávez, Minerva S. "EMPLOYING WHITENESS AS PROPERTY: LEADERSHIP IN HIGHER EDUCATION AND THE SIGNALING DIVERSITY WHEN YOU ARE WHITE." In International Conference on Education and New Developments. inScience Press, 2022. http://dx.doi.org/10.36315/2022v2end061.

Full text
Abstract:
"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."
APA, Harvard, Vancouver, ISO, and other styles
4

Wong (Lau), Kathleen, Rebecca L. Norris, Zahed Siddique, M. Cengiz Altan, James Baldwin, and Wilson Merchan-Merchan. "Cognitive Empathy in Design Course for a More Inclusive Mechanical Engineering." In 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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
5

Dahleh, Marie. "From Diversity to Inclusion." In The 18th LACCEI International Multi-Conference for Engineering, Education, and Technology: Engineering, Integration, And Alliances for A Sustainable Development” “Hemispheric Cooperation for Competitiveness and Prosperity on A Knowledge-Based Economy”. Latin American and Caribbean Consortium of Engineering Institutions, 2020. http://dx.doi.org/10.18687/laccei2020.1.1.350.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Peinado, Ignacio, Eva de Lera, José Usero, Colin Clark, Jutta Treviranus, and Gregg Vanderheiden. "Digital Inclusion at the Workplace Post Covid19." In 2nd International Workshop on Smart, Personalized and Age-Friendly Working Environments. SCITEPRESS - Science and Technology Publications, 2021. http://dx.doi.org/10.5220/0010722900003063.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

De Lamotte, Shanette Anne, Elisabetta Prencipe, and Matthew Barrett. "Diversity and Inclusion at Belle II." In The European Physical Society Conference on High Energy Physics. Trieste, Italy: Sissa Medialab, 2022. http://dx.doi.org/10.22323/1.398.0898.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

"An Examination of the Barriers to Leadership for Faculty of Color at U.S. Universities." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4344.

Full text
Abstract:
[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: The aim and purpose of this study is to understand why there is a dearth of faculty of color ascending to senior levels of leadership in higher education institutions, and to identify strategies to increase the representation of faculty of color in university senior administrative positions. Background: There is a lack of faculty of color in senior level academic administrative position in the United States. Although there is clear evidence that faculty of color have not been promoted to senior level positions at the same rate as their White col-leagues, besides racism there has been little evidence regarding the cause of such disparities. This is becoming an issue of increased importance as the student bodies of most U.S. higher educational institutions are becoming increasingly more inclusive of people of various racial and ethnic backgrounds. Methodology: Qualitative interviews were used. Contribution: This study adds to the research and information made previously available regarding the status of non-White higher educational members in the U.S. by contributing insights from faculty of color who have encountered and are currently encountering forms of discrimination within various institutions. These additions include personal experiences and suggestions regarding the barriers to diversification and implications of the lack of diversity at higher educational institutions. Given the few diverse administrative or executive leaders in service today in higher education, these personal insights provide seldom-heard perspectives for both scholars and practitioners in the field of higher education. Findings: Limited diversity among faculty at higher educational institutions correlates with persistent underrepresentation and difficulty in finding candidates for leadership positions who are diverse, highly experienced, and highly ranked. This lack of diversity among leaders has negative implications like reduced access to mentor-ship, scholarship, and other promotional and networking opportunities for other faculty of color. While it is true that representation of faculty of color at certain U.S. colleges and programs has shown slight improvements in the last decade, nationwide statistics still demonstrate the persistence of this issue. Participants perceived that the White boys club found to some extent in nearly all higher educational institutions, consistently offers greater recognition, attention, and support for those who most resemble the norm and creates an adverse environment for minorities. However, in these findings and interviews, certain solutions for breaking through such barriers are revealed, suggesting progress is possible and gaining momentum at institutions nationwide. Recommendations for Practitioners: To recruit and sustain diverse members of the academic community, institutions should prioritize policies and procedures which allocate a fair share of responsibilities between faculty members and ensure equity in all forms of compensation. In addition, institutional leaders should foster a climate of mutual respect and understanding between members of the educational community to increase confidence of people of color and allow for fresh perspectives and creativity to flourish. Where policies for diversification exist but are not being applied, leaders have the responsibility to enforce and set the example for other members of the organization. Assimilation of diverse members occurs when leaders create an inclusive environment for various cultures and advocate for social and promotional opportunities for all members of the organization. Recommendations for Researchers: Significant research remains on understanding barriers to the preparation of faculty of color for leadership in higher education. While this research has provided first-hand qualitative perspectives from faculties of color, additional quantitative study is necessary to understand what significant differences in underrepresentation exist by race and ethnicity. Further research is also needed on the compound effects of race and gender due to the historic underrepresentation of women in leadership positions. At the institutional and departmental level, the study validates the need to look at both the implicit and explicit enforcement of policies regarding diversity in the workplace. Future Research: Higher education researchers may extend the findings of this study to explore how faculty of color have ascended to specific leadership roles within the academy such as department chair, academic dean, provost, and president.
APA, Harvard, Vancouver, ISO, and other styles
9

Sequeira, John, Sandy Hu, and Albert Lo. "Diversity & Inclusion as a Business Enabler." In International Petroleum Technology Conference. International Petroleum Technology Conference, 2008. http://dx.doi.org/10.2523/iptc-12919-ms.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Downen, Matthew R., and Alison N. Olcott. "LGBTQ+ DIVERSITY, INCLUSION, AND MENTORSHIP IN PALEONTOLOGY." In GSA Annual Meeting in Phoenix, Arizona, USA - 2019. Geological Society of America, 2019. http://dx.doi.org/10.1130/abs/2019am-334965.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Diversity and inclusion in the workplace"

1

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
2

Stelle, Elizabeth Leigh. CINT Diversity, Equity, and Inclusion Discussion. Office of Scientific and Technical Information (OSTI), June 2020. http://dx.doi.org/10.2172/1634926.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Pepper, Susan. Diversity, Equity and Inclusion in International Safeguards. Office of Scientific and Technical Information (OSTI), March 2021. http://dx.doi.org/10.2172/1776528.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Miller, Marisa. Inclusion and Assimilation: Including Change in the Workplace. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6424.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Doehring, Rory. Diversity, Equity, and Inclusion Surveys: Summary of Findings. Landscape Architecture Foundation, 2019. http://dx.doi.org/10.31353/rep001.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Rosenthal, Mark A., and Johann D. Snyder. Best Practices to Promote Diversity and Facilitate Inclusion. Office of Scientific and Technical Information (OSTI), October 2017. http://dx.doi.org/10.2172/1399211.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Secules, Stephen, and Darryl Dickerson. Exemplifying the Scientific Enterprise through Diversity, Equity, and Inclusion. Florida International University, March 2019. http://dx.doi.org/10.25148/succeed.fidc008802.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Secules, Stephen, and Darryl Dickerson. Exemplifying the Scientific Enterprise through Diversity, Equity, and Inclusion. Florida International University, 2020. http://dx.doi.org/10.25148/suceed.fidc008802.

Full text
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Diversity and inclusion in the workplace' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography