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Journal articles on the topic 'Employment equity and diversity'

Author: Grafiati

Published: 7 November 2024

Last updated: 31 July 2025

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1

Naff, Katherine C., and J. Edward Kellough. "Ensuring Employment Equity: Are Federal Diversity Programs Making a Difference?" International Journal of Public Administration 26, no. 12 (2003): 1307–36. http://dx.doi.org/10.1081/pad-120024399.

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2

Agócs, Carol, and Catherine Burr. "Employment equity, affirmative action and managing diversity: assessing the differences." International Journal of Manpower 17, no. 4/5 (1996): 30–45. http://dx.doi.org/10.1108/01437729610127668.

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3

DeWitt, William S., Paul Lindau, Ryan O. Emerson, et al. "Assessing B Lymphocyte Clonal Diversity, Expansion, and Convergent Evolution By High-Throughput Sequencing Of Rearranged IGH Segments From Naïve and Memory Repertoires." Blood 122, no. 21 (2013): 1045. http://dx.doi.org/10.1182/blood.v122.21.1045.1045.

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Abstract Diversity in B lymphocyte antigen specificity, necessary for effective adaptive immunity, arises from structural diversity of the B cell receptor generated by random somatic rearrangement of the immunoglobin heavy (IgH) and light chain loci during lymphocyte development. Antigen-experienced (memory) B cells are stimulated to proliferate upon successful binding of antigen, whereas the extent to which unexperienced (naïve) cells proliferate, if it all, is unclear. During memory clonal expansion, daughter cells undergo somatic hypermutation, which introduces random single nucleotide vari

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4

Strachan, Glenda, John Burgess, and Anne Sullivan. "Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?" Women in Management Review 19, no. 4 (2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.

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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is th

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5

Human, Linda. "Discrimination and Equality in the Workplace: Defining Affirmative Action and its Role and Limitations*." International Journal of Discrimination and the Law 2, no. 1-2 (1996): 23–37. http://dx.doi.org/10.1177/135822919600200203.

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The objective of this contribution is to present an overview of what legislation relating to employment equity might look like and how such legislation could be implemented in practice. Areas covered include an attempt to clarify the confusion between concepts such as affirmative action; employment equity and managing diversity; a definition of affirmative action; the kinds of legislative requirements arising from such a definition and the practical implementation thereof.

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Wayland, Sarah V. "Book Review: Selling Diversity: Immigration, Multicultural-ism, Employment Equity, and Globalization." International Migration Review 37, no. 4 (2003): 1318–19. http://dx.doi.org/10.1111/j.1747-7379.2003.tb00180.xm.

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Hood, James Larry. "Identity Politics within Kentucky’s Civil Service and the Growth of the Bureaucratic State." Journal of Policy History 36, no. 3 (2024): 324–41. http://dx.doi.org/10.1017/s0898030623000325.

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AbstractFor five decades now the various levels of government in the United States, through the use of affirmative action and diversity policies, have sought a more racially and gender-wise equitable society with respect to equal employment opportunity. Governments established hiring goals for women and racial minorities. Goals became quotas as state and local governments (and private employers) that were dependent on federal money made certain that goals produced desired results by preferring people based on their race or gender. This article is a case study of how the Commonwealth’s welfare

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8

Rieder, Mark J., David Williamson, Anna Sherwood, et al. "Frequency Of Gene Usage and Copy Number Variation Within The Rearranged Immunoglobin Heavy-Chain Variable Locus Based On Immune Repertoire Sequencing." Blood 122, no. 21 (2013): 3486. http://dx.doi.org/10.1182/blood.v122.21.3486.3486.

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Abstract The human adaptive immune system is composed of both B and T cells that undergo somatic recombination at specific loci to create rearrangements of Variable (V), Diversity (D) and Joining (J) gene segments. For the B-cell immunoglobin receptor heavy-chain (IGH), the CDR3 regions are defined by the VDJ gene segments and nucleotide insertions/deletions at these junctions that create the vast sequence diversity of the IGH repertoire. Characterizing the germline DNA in these regions is impeded by the high sequence similarity between gene segments, mutation and copy-number variation (i.e. l

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9

Kipang, Shani, and Daniyal Zuberi. "Beyond Face Value: A Policy Analysis of Employment Equity Programs and Reporting in Ontario Public Colleges." Canadian Journal of Higher Education 48, no. 2 (2018): 169–85. http://dx.doi.org/10.47678/cjhe.v48i2.188078.

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Given their unique pedagogical mandate and structure, Canadian public colleges play a central role in serving groups traditionally under-represented in the post-secondary system. Yet as enrolment from these groups continues to rise, it is unclear to what extent the diversity of student bodies is reflected among faculty. In fact, while issues of faculty diversity and employment equity have gained increasing attention within Canadian universities, they have been largely overlooked within colleges. In an effort to address this gap, we have reviewed the employment equity related policies of Ontari

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Kipang, Shani, and Daniyal Zuberi. "Beyond Face Value: A Policy Analysis of Employment Equity Programs and Reporting in Ontario Public Colleges." Articles 48, no. 2 (2019): 169–85. http://dx.doi.org/10.7202/1057109ar.

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Given their unique pedagogical mandate and structure, Canadian public colleges play a central role in serving groups traditionally under-represented in the post-secondary system. Yet as enrolment from these groups continues to rise, it is unclear to what extent the diversity of student bodies is reflected among faculty. In fact, while issues of faculty diversity and employment equity have gained increasing attention within Canadian universities, they have been largely overlooked within colleges. In an effort to address this gap, we have reviewed the employment equity related policies of Ontari

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11

Ben Romdhane, Samar, and Alain Babineau. "Beyond Reputation Management: An Auto-Ethnographic Examination of Diversity, Equity, and Inclusion in Canadian Policing." Societies 13, no. 10 (2023): 216. http://dx.doi.org/10.3390/soc13100216.

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Policing organizations play a vital role in increasing diversity and recruiting individuals from diverse backgrounds. However, they face the challenge of reconciling merit-based hiring with the influence of social capital, necessitating a stronger focus on equity policies. This paper delves into this intricate landscape, leveraging both personal experiences and the framework of employment equity laws. It also draws upon insights gleaned from the Sandhu case to advocate for a holistic approach that encompasses cultural and legal changes to combat the issues surrounding “otherness” within polici

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12

Williams, Cylie, Kristin Graham, Ian Griffiths, Suzanne Wakefield, and Helen Banwell. "Flat out Fabulous: How Barbie’s foot posture and occupations have changed over the decades, and the lessons we can learn." PLOS One 20, no. 5 (2025): e0323719. https://doi.org/10.1371/journal.pone.0323719.

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Objectives To explore the correlations/relationships between foot posture, equity and diversity, employment, and time in Barbie Land. Design A retrospective audit of the Barbie population (or their data from online catalogues) using a customised FEET system. That is Foot posture (flat or equinus); Equity (diversity and inclusion (EDI)); Employment (fashion vs employed); and Time period (decade of manufacture). Setting Barbie Land (Online Barbie catalogues of doll types). Participants 2750 Barbies and friends who lived in Barbie Land between 1959 to June 2024. Main outcome measures Over time th

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13

Burns, Ashley Brown, and William Darity. "A BLURRED CASE." Du Bois Review: Social Science Research on Race 16, no. 2 (2019): 341–56. http://dx.doi.org/10.1017/s1742058x19000262.

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AbstractMuch of the pivotal debate concerning the validity of affirmative action is situated in a legal context of defending or challenging claims that there may be broad societal gains from increased diversity. Race-conscious affirmative action policies originally advanced legal sanctions to promote racial equity in the United States. Today, increasingly detached from its historical context, defense or rejection of affirmative action is otherwise upheld to achieve diversity. A “diversity” rationale for affirmative action calls for increasing tolerance of the “other,” reducing negative stereot

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14

Leck, Joanne D., and David M. Saunders. "Achieving diversity in the workplace: Canada's employment equity act and members of visible minorities." International Journal of Public Administration 19, no. 3 (1996): 299–321. http://dx.doi.org/10.1080/01900699608525097.

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15

Mezo, Melinda, Carmen Castaneda, Lilia Weiss, et al. "Peripheral Neuropathy (PN) with Immunomodulatory Drugs in Patients with Multiple Myeloma (MM)." Blood 128, no. 22 (2016): 5677. http://dx.doi.org/10.1182/blood.v128.22.5677.5677.

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Abstract Background: PN is a recognized adverse event (AE) with thalidomide (THAL). Despite similarities between THAL and its analogues (lenalidomide [LEN] and pomalidomide [POM]) that include structural, binding target, and common drug-induced substrates, the result of unshared downstream molecular, cellular, and microenvironment effects among the compounds is a diverse array of biological responses and different efficacy and safety outcomes (Bjorklund CC, et al. Blood Cancer J. 2015;5:e354). This underscores the mechanistic diversity of a family of agents rather than the mechanistic uniformi

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Willis, Thomas D., Tom Asbury, Victoria Carlton, et al. "Clonosight: A Standardized Clinical Assay for Measurement of Minimal Residual Disease in Leukemias and Lymphomas." Blood 120, no. 21 (2012): 1434. http://dx.doi.org/10.1182/blood.v120.21.1434.1434.

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Abstract Abstract 1434 Background: The prognostic significance of minimal residual detection (MRD) in both leukemia and lymphoma has been demonstrated in multiple cohorts. We will present a novel clinical assay, ClonoSIGHT, which leverages the advances in throughput and cost of DNA sequencing for T and B cell enumeration based on the deep sequencing of immunoglobulin and T-cell receptor rearrangements. This standardized clinical assay can be used for routine clinical monitoring of MRD in acute lymphoblastic leukemia (ALL) and mantle cell lymphoma (MCL). The LymphoSIGHT platform for the univers

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17

Adewumi, Samson Adeoluwa. "A Qualitative Study of Employment Equity Gap Challenges: Responses and Solutions in a Local Government." European Journal of Management Issues 31, no. 4 (2023): 217–26. http://dx.doi.org/10.15421/192319.

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Purpose: Remarking on the rife in employment discrimination on the basis of race, gender, and persons with disabilities in South Africa, sparse policy measures have been taken to address these challenges. To address this gap, the study seeks to assess the impact of employment equity (EE) implementation on the municipality and how employment equity management challenges can be mitigated. Design/Method/Approach: The interpretivism research philosophy and qualitative approaches were used in this study. A total of 15-unit managers were purposively recruited and interviewed in November 2021.

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18

Burrell, Darrell Norman, Anton Shufutinsky, Shanta Bland, et al. "A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians." International Journal of Patient-Centered Healthcare 10, no. 1 (2020): 15–36. http://dx.doi.org/10.4018/ijpch.2020010102.

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Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from th

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19

Delaney, Colleen, Ryan O. Emerson, Filippo Milano, et al. "T Cell Repertoire Diversity After Umbilical Cord Transplant Predicts Mortality From Infection." Blood 120, no. 21 (2012): 4202. http://dx.doi.org/10.1182/blood.v120.21.4202.4202.

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Abstract Abstract 4202 Background In a transplant study run at Fred Hutchinson Cancer Research Center, 34 patients with high risk hematological malignancies underwent a myeloablative procedure and were subsequently transplanted with double umbilical cord blood units. Peripheral blood samples were collected from each patient before myeloablation, and at 28, 56, 100, 180, and 360 days post-transplant. Methods At each time point, we used the immunoSEQ platform to perform high-throughput sequencing of rearranged T Cell Receptor (TCR) loci. Using immunoSEQ data, we were able to track the presence a

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20

Ma, Jiali. "The impact of AI bias on social justice: challenges and solutions." Journal of Computing and Electronic Information Management 15, no. 3 (2024): 75–78. https://doi.org/10.54097/wz9v0f43.

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This paper analyzes the wide-ranging impact of artificial intelligence (AI) bias on social equity, especially in key areas such as healthcare, education, and employment. With the rapid development of AI technology, its potential bias problems have been gradually exposed and attracted widespread attention. To this end, this paper not only explores the manifestations and causes of AI biases, but also proposes specific mitigation strategies, such as through improving data diversity, enhancing algorithm transparency, promoting interdisciplinary cooperation, and establishing a sound regulatory fram

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21

Tarnovskaya, Ekaterina, and Michael Bailey. "Equity, Diversity and Inclusion: Class Inequalities within the British Documentary Film Industry." Journal of British Cinema and Television 21, no. 2 (2024): 123–52. http://dx.doi.org/10.3366/jbctv.2024.0711.

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While there is a considerable amount of scholarship and grey literature about social exclusions within the UK cultural industries, the sociology of cultural labour has paid little attention to documentary film-making as a relatively elitist occupation that is maintained by systemic inequalities. Based on semi-structured interviews with several independent documentary film-makers about their own labouring subjectivities, and qualitative analysis of relevant academic literature and cultural policies, this article critically explores how class inequalities are understood, reproduced, negotiated o

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22

Intungane, Doriane, Jennifer Long, Hellen Gateri, and Rita Dhungel. "Employment Barriers for Racialized Immigrants: A Review of Economic and Social Integration Support and Gaps in Edmonton, Alberta." Genealogy 8, no. 2 (2024): 40. http://dx.doi.org/10.3390/genealogy8020040.

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This article explores the strategies used by government-sponsored institutions dedicated to addressing systemic barriers to employment for racialized immigrants in Edmonton. The research involved conducting in-depth semi-structured interviews with service providers, employment program coordinators from different settlement and employment agencies, and a research and training centre operating in Edmonton, Alberta. The first objective is to understand the barriers racialized immigrants face through the hiring and promotion process. The second objective is to understand the support provided by th

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23

Rivera, Mario A., and James D. Ward. "Employment Equity and Institutional Commitments to Diversity: Disciplinary Perspectives from Public Administration and Public Affairs Education." Journal of Public Affairs Education 14, no. 1 (2008): 9–20. http://dx.doi.org/10.1080/15236803.2008.12001506.

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24

Kola, M. I., and S. G. Pretorius. "Academic Managers’ Attitudes towards Key Employment Equity Determinants in Attaining Diversity Initiatives in South African Universities." Journal of Social Sciences 38, no. 3 (2014): 293–305. http://dx.doi.org/10.1080/09718923.2014.11893259.

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25

Temu, Hoyce, and Prospery M. Mwila. "Employment and Promotion Policies in Media Organisations in Tanzania: Evidence from the IPP Media, the TSN and Mwananchi Corporation." Asian Journal of Advanced Research and Reports 17, no. 11 (2023): 69–92. http://dx.doi.org/10.9734/ajarr/2023/v17i11555.

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This study explores the persisting gender equity challenges in Tanzania, despite the country's 62 years of independence. The underrepresentation of women in senior positions within media organisations, exemplified by the 2016 report by The Union of Tanzania Press Club (UTPC), serves as a focal point. While gender equity policies have been implemented by Press Clubs to elevate female journalists to leadership roles, the dearth of women in upper-tier management persists across media entities. The research investigates employment and advancement protocols using qualitative methods, particularly a

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Rienhoff, Hugh Y., Georges Natsoulis, Amber Jones, et al. "An Enhanced Sensitivity DNA Sequencing Protocol for the Detection in AML of Measurable Residual Disease (MRD) Applicable for All Mutations." Blood 132, Supplement 1 (2018): 5279. http://dx.doi.org/10.1182/blood-2018-99-115505.

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Abstract Background: One of the more important prognostic factors used to predict the outcome in acute myeloid leukemia (AML) is the persistence of leukemic cells after treatment. The reliable measurement of residual disease (MRD) offers many other clinical uses besides. An assay that was facile, affordable, and applicable to the broadest group of patients would find immediate favor. Next-generation sequencing (NGS) combined with various enrichment methods allow high sequencing depth on restricted targets. For instance, by enriching for <100 targets raw sequencing depths of 105 to 106 are r

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Teoh, Jeffrey, Timothy G. Johnstone, Brian Christin, et al. "Lisocabtagene Maraleucel (liso-cel) Manufacturing Process Control and Robustness across CD19+ Hematological Malignancies." Blood 134, Supplement_1 (2019): 593. http://dx.doi.org/10.1182/blood-2019-127150.

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Background Lisocabtagene maraleucel (liso-cel) is an investigational, CD19-directed, genetically modified, autologous cellular immunotherapy administered as a defined composition of CD8+ and CD4+ components to deliver target doses of viable chimeric antigen receptor (CAR) T cells from both components. The CAR comprises a CD19-specific scFv and 4-1BB-CD3ζ endodomain. Liso-cel is being developed for the treatment of multiple B cell malignancies, including relapsed/refractory large B cell non-Hodgkin lymphoma (NHL) and chronic lymphocytic leukemia (CLL)/small lymphocytic lymphoma (SLL). The liso-

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Rammila, Davy. "(Im)mobility as Group Disadvantage: Are Vehicle Requirements in Candidate Attorney Recruitment Justifiable?" Industrial Law Journal 44, no. 2 (2023): 702–23. http://dx.doi.org/10.47348/ilj/v44/i2a2.

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Nearly three decades since the fall of apartheid, South Africa, to a considerable extent, has not achieved the level of transformation desired in respect of the attorney’s profession. Efforts at encouraging or supporting diversity have not been helped by a recent trend which has transformed the entry requirements for the profession from those based on educational qualifications and equity to those based on [unequal] economic and social privilege. As the number of black graduates grew, recruiters increasingly required applicants for practical vocational training contracts to own, or at least ha

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Mohammad Habibullah, Rusni Hassan, and Nor Razinah Mohd Zain. "Women's Empowerment and Participation in Islamic Financial Planning Diversity, Equity and Inclusion: Evidence from Maqasid al-Shari`ah." AL-BURHĀN: JOURNAL OF QURʾĀN AND SUNNAH STUDIES 7, no. 2 (2023): 152–61. http://dx.doi.org/10.31436/alburhn.v7i2.308.

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The study places a strong emphasis on women’s empowerment, given the quick changes in society that are occurring right now. Many women are pursuing various sorts of employment, including self-employment, in this era of economic liberalization and women's empowerment. However, this study aims to investigate the connection between Islam and women's empowerment by examining Maqasid al-Shari'ah perspectives on this matter. To have a thorough understanding of Islam and women's empowerment, it is imperative to consider the role played by women in the financial sector and their contribution to econom

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Udoyiu, Udoyiu E., and Washington B. Uko. "Leveraging on Diversity in Nigeria’s Workforce: Strategies for Inclusion and Equality." International Journal of Research and Innovation in Social Science VII, no. VII (2023): 994–1004. http://dx.doi.org/10.47772/ijriss.2023.70777.

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Nigeria is blessed with diversity. Diversity in Nigeria’s workplace ranges from socio-cultural differences, geographic, age, learning style, personality traits, gender, language, education, ethnicity, and religion among others. It is however incumbent on organizations that want to gain competitive advantage to widen their perspective on workplace diversity and diversity management. Management must consciously ensure that diversity management is part of its routine operations. However, DEI compliance in Nigeria’s workplace is worrisome. Organizations and government civil/public service discrimi

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K.R. Kolammal. "The Impact Of Gender Inclusion In Human Resource Management And Organizational Development." Journal of Information Systems Engineering and Management 10, no. 32s (2025): 473–77. https://doi.org/10.52783/jisem.v10i32s.5329.

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The Evolution of Gender Inclusion in the Workplace The concept of gender differentiation has deep historical roots and continues to shape societal norms even in today’s evolving workplace landscape. As nations focus on education and employment opportunities for younger generations, it is equally important to prioritize Diversity, Equity, and Inclusion (DEI) in organizational policies. Education plays a crucial role in shaping societal progress—empowering women not only strengthens families but also contributes to economic and social development. Many young individuals in low-income countries f

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Moore, Sian, and Stephanie Tailby. "The changing face of employment relations: equality and diversity." Employee Relations 37, no. 6 (2015): 705–19. http://dx.doi.org/10.1108/er-06-2015-0115.

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Purpose – The purpose of this paper is to explore what has happened to the notion and reality of equal pay over the past 50 years, a period in which women have become the majority of trade union members in the UK. It does so in the context of record employment levels based upon women’s increased labour market participation albeit reflecting their continued over-representation in part-time employment, locating the narrowed but persistent overall gender pay gap in the broader picture of pay inequality in the UK. Design/methodology/approach – The paper considers voluntary and legal responses to i

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Musandiwa, Lutendo, and Aklilu Asha. "The Implementation of Employment Equity Reforms on Workplace Diversity in a State-Owned Enterprise in South Africa." African Journal of Public Administration and Environmental Studies 3, no. 3 (2024): 331–46. https://doi.org/10.31920/2753-3182/2024/v3n3a16.

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Howie, Bryan, Harlan Robins, and Christopher S. Carlson. "Reduction Of Immune Repertoire Diversity Through DNA Sequence Constraints At VDJ Junctions." Blood 122, no. 21 (2013): 4944. http://dx.doi.org/10.1182/blood.v122.21.4944.4944.

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Abstract B and T lymphocytes are effector cells of the adaptive immune system. These cells express surface receptors that bind a huge variety of antigens, and together they comprise a person’s immune repertoire. A diverse repertoire is essential for mounting robust immune responses against a wide range of pathogens, and repertoire diversity affects the probability that DNA sequencing can uniquely tag a clonally expanded population of cells for the detection of minimum residual disease (MRD) during cancer treatment. Immune repertoire diversity arises partly through the combinatorial splicing of

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Towles, Jeanette M. "Global perspectives on EDIB: Advancing equity, diversity, inclusion, and belonging in medical communications." Medical Writing 33, no. 4 (2024): 42–47. https://doi.org/10.56012/torj5279.

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The integration of Equity, Diversity, Inclusion, and Belonging (EDIB) principles within the field of medical communications is of paramount importance. EDIB principles, aligned with global guidelines on sustainability – encompassing labour practices, environmental stewardship, corporate social responsibility, and culture – are essential for enhancing the quality and reach of medical documentation. The adoption of EDIB practices has been found to positively impact medical research dissemination and public health outcomes by promoting diverse perspectives and inclusive knowledge transfer. These

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Li, Zheng. "How Racial Diversity and Gender Diversity in Job Positions Affect the Economy?" Contemporary Economics 17, no. 2 (2023): 109–27. http://dx.doi.org/10.5709/ce.1897-9254.502.

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Gender and racial discrimination at work have gradually gained more attention from the public in the recent years. With social movements such as #MeToo and #BlackLivesMatter, people start to reach the consensus that there should be more equality in society; more perspectives from different genders and different races are beneficial to society. This paper focuses on employment in the general workforce and studies how race and gender diversity in different job positions affect the economy. This paper explores to empirically explain why race and gender diversity in the workforce can have an impac

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Miller, Edward, Jeffrey E. Stokes, Pamela Nadash, Kathrin Boerner, and ellen Birchander. "DIVERSIFYING THE PIPELINE OF GERONTOLOGISTS AT THE UNIVERSITY OF MASSACHUSETTS BOSTON." Innovation in Aging 7, Supplement_1 (2023): 194. http://dx.doi.org/10.1093/geroni/igad104.0639.

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Abstract The University of Massachusetts (UMass) Boston is a public research university serving approximately 16,000 students. It is the most diverse university in New England and third most diverse university in the nation. UMass Boston prioritizes fostering an anti-racist and health-promoting institutional culture. Consistent with this priority, the Gerontology Department is committed to growing the size and diversity of the professional pipeline in aging services, policy, practice, and research. This presentation describes the multi-pronged approach taken to achieve this objective, while id

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Jinyoung Hwang. "Exploring the intersectionality of gender and race in employment discrimination: Case studies from the corporate sector." International Journal of Science and Research Archive 13, no. 2 (2024): 4094–104. https://doi.org/10.30574/ijsra.2024.13.2.2520.

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This study examines how intersecting identities of gender and race shape experiences of employment discrimination within the corporate sector. Drawing on intersectionality theory, the research analyzes how overlapping systems of oppression manifest in hiring, promotion, and wage practices. Case studies focus on the compounded challenges faced by women of color, such as limited access to leadership roles, wage gaps, and exclusion from informal networks. The findings highlight structural barriers perpetuating inequality, including implicit biases, tokenism, and culturally exclusive corporate cul

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Espada-Chavarria, Rosa, Miriam Diaz-Vega, and Rayco H. González-Montesino. "Open Innovation for an Inclusive Labor Market for University Students with Disabilities." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 4 (2021): 217. http://dx.doi.org/10.3390/joitmc7040217.

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Social changes, technological evolutions, globalization and even the achievement of sustainable development objectives require the adoption of new business models, in which innovations are considered a cornerstone of achieving and maintaining a competitive and a social advantage. This descriptive and quantitative study discusses the results obtained after implementing an open innovation program to promote access to internships for university students with disabilities, in which three multi-national companies have participated. We used the Job Typicalness, Quality of Work Life and Employment Ma

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Emerson, Ryan O., Sarah Nikiforow, Filippo Milano, et al. "TCR Repertoire Diversity Assessed with Immunosequencing Is Associated with Patient Mortality Following Cord Blood Transplant." Blood 124, no. 21 (2014): 1262. http://dx.doi.org/10.1182/blood.v124.21.1262.1262.

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Abstract In order to study the clinical impact of T-cell receptor (TCR) diversity in the setting of umbilical cord blood transplantation (UCBT), we retrospectively analyzed samples from 76 patients in 2 independent study cohorts at separate institutions. At Fred Hutchinson Cancer Research Center (FHCRC), we followed 34 patients with hematological malignancies who underwent myeloablation and primarily double UCBT (2 single cord). This cohort was composed of 11 pediatric and 23 adult patients (median age, 26.5yrs), primarily with acute leukemia (n=26), 50% of whom had evidence of MRD at UCBT. Th

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

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For many public institutions, ‘doing diversity’ exists as a performative act; a dance choreographed through acts of policy espousing a laudable song based on equality. The reality is somewhat different when it comes to implementation, as lofty ambitions give way to impermanent initiatives that are both strategically and tonally off-key. Today, many universities across the UK express their egalitarian aims based on progressive and sometimes decolonising theories of change, but all fail to deliver the pragmatic praxis demanded by their staff, students and collaborative research partners. This sh

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Oppenheimer, David B. "The Ubiquity of Positive Measures for Addressing Systemic Discrimination and Inequality." Brill Research Perspectives in Comparative Discrimination Law 3, no. 3-4 (2019): 1–114. http://dx.doi.org/10.1163/24522031-12340007.

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Abstract In The Ubiquity of Positive Measures for Addressing Systemic Discrimination and Inequality: A Comparative Global Perspective, part of the Brill series on Comparative Discrimination Law, David Oppenheimer compares positive measures for addressing inequality and systemic discrimination, including discrimination based on gender, race, ethnicity, color, national origin, disability, and religion. Across the globe, such measures are ubiquitous, commonly applied in employment, admission to selective colleges and universities, selection for legislative seats, and membership on corporate board

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Rosen, David B., M. D. Minden, Santosh Putta, et al. "Classification of Acute Myeloid Leukemia (AML) Based On Apoptosis and Myeloid Signaling Networks." Blood 114, no. 22 (2009): 325. http://dx.doi.org/10.1182/blood.v114.22.325.325.

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Abstract Abstract 325 Background: Acute Myeloid Leukemia (AML) is the most common myeloid malignancy in adults and represents an aggressive disease with significant biological and clinical heterogeneity. Currently, cytogenetics and molecular changes are used to inform treatment strategies. However a wide range of clinical responses are observed in these patient subgroups necessitating alternative methodologies to provide information that could inform clinical decisions for AML disease management. Since the net result of the cytogenetic and molecular changes is necessarily a functional alterati

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Emerson, Ryan O., Anna Sherwood, Harlan Robins, Christopher S. Carlson, and Mark Rieder. "Annotation Of Pseudogenous Gene Segments By Massively Parallel Sequencing Of Rearranged Lymphocyte Receptor Loci." Blood 122, no. 21 (2013): 3480. http://dx.doi.org/10.1182/blood.v122.21.3480.3480.

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Abstract The adaptive immune system generates a remarkable breadth of antigen-specific T cell receptors (TCRs) and B cell receptor (BCRs) by combinatoric shuffling of gene segments, enabling the immune system to recognize a diverse and unpredictable set of antigens. To generate this enormous diversity, lymphocytes undergo somatic recombination of noncontiguous variable (V), diversity (D), and joining (J) region gene segments, which collectively encode the CDR3 region along with non-templated deletion or insertion of nucleotides at the V-D, and D-J junctions. Many of the V, D, and J gene segmen

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Huang, Chun-Kai (Karl), Katie Wilson, Cameron Neylon, Alkim Ozaygen, Lucy Montgomery, and Richard Hosking. "Mapping open knowledge institutions: an exploratory analysis of Australian universities." PeerJ 9 (May 11, 2021): e11391. http://dx.doi.org/10.7717/peerj.11391.

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While the movement for open research has gained momentum in recent years, there remain concerns about the broader commitment to openness in knowledge production and dissemination. Increasingly, universities are under pressure to transform themselves to engage with the wider community and to be more inclusive. Open knowledge institutions (OKIs) provide a framework that encourages universities to act with the principles of openness at their centre; not only should universities embrace digital open access (OA), but also lead actions in cultivating diversity, equity, transparency and positive chan

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Taferner, Julia, and Karl-Heinz Leitner. "Founding team gender diversity and social entrepreneurship: implications for venture growth and equity acquisition." International Journal of Entrepreneurial Behavior & Research 31, no. 11 (2025): 92–113. https://doi.org/10.1108/ijebr-02-2024-0164.

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PurposeThis study addresses the intersection of team gender composition, social entrepreneurship and new venture performance, aiming to understand the unique dynamics shaping these areas. The authors discuss why female and diverse founding teams often gravitate toward social ventures and explore the relevance of this phenomenon. By investigating the impact on new venture performance, this study examines the effect of team diversity in the context of social entrepreneurship.Design/methodology/approachThe study is based on a survey among new ventures in Austria. Data from 326 new ventures were a

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Lee, Sung-Tae, and Sun-Moon Jung. "From Equality to Excellence: Exploring the Relationship between Gender Equality HR Policies and R&D Intensity." Sustainability 16, no. 15 (2024): 6394. http://dx.doi.org/10.3390/su16156394.

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In an era where innovation is the key to staying competitive, understanding the role of gender diversity in fostering corporate creativity has never been more crucial. This study examined the relationship between gender equality human resource (HR) policies and a firm’s innovation focus, measured by research and development (R&D) intensity and intangible asset intensity. Utilizing a comprehensive survey dataset focused on female workers in Korean listed firms for the period 2020–2022, we found no clear evidence of a positive association between gender equality HR policies such as equal emp

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Kim, Hyun Ju, Erica Jablonski, Debra L. Brucker, et al. "What structural and cultural organizational characteristics affect flexible work environments? Evidence from the 2017 and 2022 Kessler Foundation National Employment & Disability Survey: Supervisor perspectives." Journal of Vocational Rehabilitation 61, no. 3 (2024): 410–24. https://doi.org/10.1177/10522263241283634.

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Background As workplace flexibility can promote employment for people with disabilities, people with disabilities need information about the characteristics of organizations that are more likely to provide this environment. Objective Using the 2017 and 2022 Kessler Foundation National Employment & Disability Survey: Supervisor Perspectives, we examine organizational characteristics associated with the flexible work accommodations of working from home, flexible work schedules, and job sharing, prior to and after the COVID-19 pandemic. Methods We employ a linear probability model to investig

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Kumari, Prof S. Prema, and Dr Jeena Raju. "Challenges and Opportunities in Cultivating Diversity in the Modern Workplace." International Journal of Enhanced Research in Management & Computer Applications 14, no. 06 (2025): 31–35. https://doi.org/10.55948/ijermca.2025.0606.

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The transformation of the modern workplace, accelerated by technological advances and the COVID-19 pandemic, has led to the widespread adoption of hybrid and flexible work models. While these models offer greater autonomy and potential productivity gains, they also pose challenges and opportunities for fostering diversity and inclusion. This study examines the impact of hybrid work environments on diversity, specifically in terms of work-life balance among diverse employee groups. Using a mixed-methods approach comprising interviews and case studies, this research examines the role of organiza

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Cvetković, Vladimir M., and Vanja Šišović. "Understanding the Sustainable Development of Community (Social) Disaster Resilience in Serbia: Demographic and Socio-Economic Impacts." Sustainability 16, no. 7 (2024): 2620. http://dx.doi.org/10.3390/su16072620.

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This paper presents the results of quantitative research examining the impacts of demographic and socioeconomic factors on the sustainable development of community disaster resilience. The survey was carried out utilizing a questionnaire distributed to, and subsequently collected online from, 321 participants during January 2024. The study employed an adapted version of the ‘5S’ social resilience framework (62 indicators), encompassing five sub-dimensions—social structure, social capital, social mechanisms, social equity and diversity, and social belief. To explore the relationship between pre

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