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Journal articles on the topic 'Staff diversity'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

Lauring, Jakob, and Jan Selmer. "Does staff diversity imply openness to diversity?" International Journal of Educational Management 27, no. 6 (2013): 631–46. http://dx.doi.org/10.1108/ijem-11-2012-0127.

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2

Charles, Emeka Nwobia, Jonathan Ibekwe Okolie, and Kingsley Ugochukwu Oluka. "ASSESSMENT OF WORKPLACE DIVERSITY ADOPTION IN ACADEMIC STAFF RECRUITMENT BY THE ENUGU STATE UNIVERSITY OF SCIENCE AND TECHNOLOGY ENUGU, ENUGU STATE." International Journal of Engineering Science and Applied Mathematics 14, no. 9 (2023): 28–38. https://doi.org/10.5281/zenodo.8367668.

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The focus of the study was on workplace diversity is implemented in the recruitment process for academic staff at Enugu State University of Science and Technology, Enugu. The specific objectives were included to: evaluate the level of ethnic diversity in the recruitment of academic staff, examine the degree of gender diversity in the recruitment of academic staff and assess the extent of religious diversity in the recruitment of academic staff. A survey approach was adopted. Sample size was determined using Freund and Williams's formula, resulting in a sample of 462 out of a population of

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3

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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4

Marcus, Laurence R. "Staff Diversity and the Leadership Challenge." Equity & Excellence in Education 33, no. 2 (2000): 61–67. http://dx.doi.org/10.1080/1066568000330209.

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5

Hancock, Dave. "Staff diversity: Are you doing enough?" Practice Management 30, no. 2 (2020): 20–24. http://dx.doi.org/10.12968/prma.2020.30.2.20.

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6

Nanteza, Resty, Wilson Mugizi, Judith Irene Nagasha, and Mark Micheal Waiswa. "Diversity Management and Work Engagement of Academic Staff of Kyambogo University, Uganda." Uganda Higher Education Review 11, no. 1 (2023): 129–42. http://dx.doi.org/10.58653/nche.v11i1.11.

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This study examined the influence of diversity management and work engagement of the academic staff of Kyambogo University in Uganda. Specifically, the study examined the influence of diversity management policies, diversity management programmes and diversity management climate on the workplace engagement of academic staff of Kyambogo University in Uganda. The study employed the correlational research design, hence adopted the quantitative approach. The sample comprised 188 academic staff of Kyambogo University. Data was collected using a self-administered questionnaire. The data was analysed

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7

Fossen, Connie M. "Including Support staff in Diversity Skills Training." New Global Development 17, no. 1 (2001): 17–23. http://dx.doi.org/10.1080/17486830108412613.

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8

Ashurst, Adrian. "Equality and diversity training for care staff." Nursing and Residential Care 21, no. 1 (2019): 54–56. http://dx.doi.org/10.12968/nrec.2019.21.1.54.

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9

Lauring, Jakob, and Jan Selmer. "Highly task-related diversity vs. less task-related diversity among university staff." International Journal of Management in Education 7, no. 1/2 (2013): 163. http://dx.doi.org/10.1504/ijmie.2013.050820.

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10

Aujla-Sidhu, Gurvinder. "Producing diversity in BBC radio." Radio Journal:International Studies in Broadcast & Audio Media 18, no. 1 (2020): 113–29. http://dx.doi.org/10.1386/rjao_00019_1.

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The voices of minority ethnic staff working in radio are very rarely heard. In fact, the UK radio industry has been singled out, by the government approved regulatory body, as continuing to fail to reflect the diversity of British communities ‐ both on-air and in terms of employment. This article illustrates the perspectives of minority ethnic workers employed at the BBC on the Asian Network, a specialist ethnic radio station, and examines how they craft programme and news content for a distinctive audience. Through in-depth interviews with 30 BBC employees, there is look at the challenges, co

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11

Egan, Matthew. "LGBTI staff, and diversity within the Australian accounting profession." Sustainability Accounting, Management and Policy Journal 9, no. 5 (2018): 595–614. http://dx.doi.org/10.1108/sampj-07-2017-0069.

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Purpose Large accounting firms lay claim today to a broad focus on staff diversity and inclusion. Related initiatives focus on gender, culture, age and sexuality. This paper aims to seek insight from publicly available discourse provided by the “Big 4” in Australia (Deloitte, Ernst and Young, KPMG and PwC), along with two second-tier firms, into the nature and drivers of diversity initiatives for lesbian, gay, bisexual, transgender and intersex (LGBTI) staff. Design/methodology/approach Web-based discourse provided as at May 2017 is examined and analysed. Findings All six firms provided a rang

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12

Brooks, Fred. "Racial Diversity on ACORN's Organizing Staff, 1970-2003." Administration in Social Work 31, no. 1 (2007): 27–48. http://dx.doi.org/10.1300/j147v31n01_03.

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13

Minnick, Ann, Marc J. Roberts, Wendy B. Young, Richard Marcantonio, and Ruth M. Kleinpell. "Ethnic diversity and staff nurse employment in hospitals." Nursing Outlook 45, no. 1 (1997): 35–40. http://dx.doi.org/10.1016/s0029-6554(97)90056-7.

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14

Scully, James H. "Diversity, Staff Development High On HR Department Agenda." Psychiatric News 38, no. 21 (2003): 4. http://dx.doi.org/10.1176/pn.38.21.0004.

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15

King, Nicholas. "The importance of building diversity among boards, staff." Board & Administrator for Administrators Only 37, no. 1 (2020): 6. http://dx.doi.org/10.1002/ban.31157.

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16

Braithwaite, Joanne P. "Diversity Staff and the Dynamics of Diversity Policy-Making in Large Law Firms." Legal Ethics 13, no. 2 (2010): 141–63. http://dx.doi.org/10.5235/146072810793817204.

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17

Marpaung, Sonia Margaretha, Harmein Nasution, and Elisabeth Siahaan. "Investigating the Effect of Cultural Diversity Management and Employee Engagement on Work Performances: Mediating Role of Cross-Cultural Leadership." International Journal of Business, Economics & Financial Studies 1, no. 2 (2023): 69–75. http://dx.doi.org/10.62157/ijbefs.v1i2.25.

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Sampoerna Academy Medan is one of the international schools that contributes to the number of foreign workers (expatriates). Cultural diversity at Sampoerna Academy Medan becomes an opportunity and challenge for this organization to achieve optimal employee performance. This study has identified and classified three large categories, namely a mismatch in cultural diversity management leading to a high level of staff and leader turnover, employee disengagement in optimizing their performance, and the phenomenon of self-adjustment to changes in leaders in three consecutive years. This study uses

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18

Robles, Monique. "Observations in a Gender Diversity Clinic." Ethics & Medics 44, no. 2 (2019): 1–4. http://dx.doi.org/10.5840/em20194422.

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Recently, I was a physician-observer in a clinic for children and adolescents who are struggling with gender identity. Since the clinic opened several years ago, the number of patients seen annually has grown well over six hundred. The staff includes an adolescent-medicine physician, a pediatric endocrinologist, a nurse, and a social worker. I spent twenty-four hours over three clinic days observing the interactions of staff and listening to intake synopses of patients and discussions of treatment plans. My aim was to better understand the working diagnosis of gender dysphoria, the protocols u

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Kaldy, Joanne. "Taking Pride in Celebrating Diversity With LGBTQ+ Residents, Staff." Caring for the Ages 23, no. 7 (2022): 8. http://dx.doi.org/10.1016/j.carage.2022.09.017.

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20

Ahmad, Fauzia. "Racism — Nature must track diversity of staff and publications." Nature 582, no. 7813 (2020): 488. http://dx.doi.org/10.1038/d41586-020-01825-4.

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21

Jaeger, Sabina, and Tony Vitalis. "Ethnic Diversity in the New Zealand Police: Staff Perspectives." Equal Opportunities International 24, no. 1 (2005): 14–26. http://dx.doi.org/10.1108/02610150510787926.

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22

Wolbring, Gregor, and Aspen Lillywhite. "Equity/Equality, Diversity, and Inclusion (EDI) in Universities: The Case of Disabled People." Societies 11, no. 2 (2021): 49. http://dx.doi.org/10.3390/soc11020049.

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The origin of equity/equality, diversity, and inclusion (EDI) initiatives at universities are rooted in the 2005 Athena SWAN (Scientific Women’s Academic Network) charter from Advance HE in the UK, which has the purpose of initiating actions that generate gender equality in UK universities. Since then, Advance HE also set up a “race charter” to deal with equality issues that are experienced by ethnic staff and students within higher education. Today “equality, diversity and inclusion” and “equity, diversity and inclusion” (from now on both called EDI) are used as phrases by universities in man

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23

Maina, Charity Nyambura, Susan Nzioki, and Kenneth Mugambi. "Gender Diversity Policies for Enhanced Service Delivery among Chartered Universities in Kenya." International Journal of Professional Practice 12, no. 6 (2024): 28–39. https://doi.org/10.71274/ijpp.v12i6.494.

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Integrating gender diversity policies into organizational structures is vital for sustainable development and climate action. However, there is a notable gap in the implementation of these policies, especially in Kenyan chartered universities. This study evaluated the influence of gender diversity policy implementation on service delivery in Kenyan chartered universities. The hypothesis: there is no statistically significant relationship between gender diversity policy implementation and service delivery among chartered universities in Kenya, was tested. The researcher employed a descriptive s

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24

Esther, Jillian Obita, MainaWaiganjo Dr., and Njenga Gitahi Dr. "Influence of Workforce Diversity on Team Cohesion of Employees in Kenyan Private Universities: Evidence from Kabarak University." International Journal of Business Management and Technology 3, no. 6 (2023): 71–83. https://doi.org/10.5281/zenodo.7659555.

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: Workforce diversity provides an environment for employees to learn more from each other thus making an institution stronger in terms of tolerance, ideas, innovation and creativity. The changing demographics in workforce composition in Kenya not only increases the amount of diversity that institutions need to manage and integrate but also affects business operations and productivity that inevitably affects the overall well-being of the country. This study sought to determine the influence of workforce diversity on team cohesion of employees in Kenyan private universities: evidence from Kabara

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25

Kaltenbaugh, Lance P., Jennifer Parsons, Kenneth Brubaker, Wesley Bonadio, and Jonathan Locust. "Institutional Type and Campus Recreation Department Staff as a Mediating Factor for Diversity/Multicultural Training." Recreational Sports Journal 41, no. 1 (2017): 76–86. http://dx.doi.org/10.1123/rsj.2016-0004.

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The main purpose of this study was to identify what factors restrict campus recreation departments from performing diversity/multicultural training. This study addressed the lack of research on diversity/multicultural training programs within campus recreation departments and examined the relationship between type of institution, department size, and the number and types of diversity/multicultural training programs offered in an academic year. Of the 210 campus recreation departments surveyed, 52% indicated they did not have enough time to give the necessary attention to diversity/multicultura

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26

Musaev, Abdylda. "HARMONY AND DIVERSITY." Alatoo Academic Studies 20, no. 4 (2020): 105–11. http://dx.doi.org/10.17015/aas.2020.204.13.

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In this article, the author focuses on the fact that today the education system of the Kyrgyz Republic is undergoing a new stage of development aimed at building an open competitive educational system and integration into the world educational space. In recent years, the post-Soviet space has taken the first steps towards developing cooperation in the field of higher education, among which are the creation of network universities in the CIS and the SCO, the development of permanent student exchanges and teaching staff. In the article, the author suggests measures to improve cooperation between

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27

Cunningham, George B. "Examining the Relationships Among Coaching Staff Diversity, Perceptions of Diversity, Value Congruence, and Life Satisfaction." Research Quarterly for Exercise and Sport 80, no. 2 (2009): 326–35. http://dx.doi.org/10.1080/02701367.2009.10599567.

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28

Wekesa, Vitalis. "Workforce Diversity and Employee Engagement in Commercial Banks within Kakamega County." International Journal of Latest Technology in Engineering, Management & Applied Science XIII, no. III (2024): 84–103. http://dx.doi.org/10.51583/ijltemas.2024.130311.

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Embracing, maximizing and capitalizing on workplace diversity has become an important asset for management today (Elsaid, 2018). Cultivating diversity at the work place should be on the top of every organizations priority list as it has organization wide gains that ensure competitive advantage. Workforce diversity is a concept that has been in existence since time in memorial and keeps growing. It involves reviewing the sameness and differences among people in a working environment in terms of their age, ethnic inclination, gender and academic background (Mwatumwa, 2016). Due to emerging issue

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29

Hughes, Patrick, and Glenda MacNaughton. "Preparing Early Childhood Professionals to Work with Parents: The Challenges of Diversity and Dissensus." Australasian Journal of Early Childhood 27, no. 2 (2002): 14–20. http://dx.doi.org/10.1177/183693910202700204.

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This article examines how early childhood staff in diverse circumstances negotiate relationships with parents. It draws on interviews with staff in two rural and three urban communities in Australia, who were asked about their parent communication practices, their experiences of these practices, and their preferences within these practices. Their responses were analysed in the light of international research showing the importance of creating strong interpretive communities between staff and parents but consistent staff anxiety about their relationships with parents. The paper explores the ext

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30

Irons, Rebecca. "Diversity amongst Decision Makers?: Workplace Inequality, Black Underrepresentation, and the Afterlife of Colonialism in NHS Governance." Medicine Anthropology Theory 11, no. 2 (2024): 1–22. http://dx.doi.org/10.17157/mat.11.2.7305.

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Whereas senior management within NHS England was once so monocultural that it was dubbed the ‘snowy white peaks of the NHS’, recent data suggests that things have begun to change. However, Black staff in particular are still underrepresented. Interviews with Black and White NHS managers from four London trusts found that though the acronyms ‘BME’/‘BAME’ lack subtlety, management considered quantitative data important. The #BlackLivesMatter movement impacted NHS staff as a potential catalyst for change, though momentum fizzled out. Barriers to diversity and promotion have been seen to include m

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31

Dillenger, Ronna J., and R. Eric Landrum. "Cultural Diversity on Campus: Perceptions of Faculty, Staff, and Students." Psi Chi Journal of Psychological Research 7, no. 2 (2002): 68–74. http://dx.doi.org/10.24839/1089-4136.jn7.2.68.

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32

Cardno, Carol. "Diversity, Dilemmas and Defensiveness: leadership challenges in staff appraisal contexts." School Organisation 15, no. 2 (1995): 117–31. http://dx.doi.org/10.1080/0260136950150204.

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33

Leask, Betty. "Plagiarism, cultural diversity and metaphor—implications for academic staff development." Assessment & Evaluation in Higher Education 31, no. 2 (2006): 183–99. http://dx.doi.org/10.1080/02602930500262486.

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34

A.G., OSSAI,, and OYIBOKURE, G.I. "Managing Staff Diversity for Effective Secondary School Management in Delta State, Nigeria." Frontiers in Education Technology 7, no. 2 (2024): p1. http://dx.doi.org/10.22158/fet.v7n2p1.

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This study investigated the management of staff diversity for effective management of secondary schools in Delta State. It was a descriptive survey. The population consisted of all Delta State high school principals. A sample of 250 respondents (150 men and 100 women) was selected. The study was guided by two research questions and two hypotheses. A researcher-designed instrument called the Employee Diversity Management Questionnaire (EDMQ) was used to collect data. The instrument was verified by experts. The reliability index determined for the instrument using Cronbach Alpha was 0.78. Mean a

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35

Müller, Frank J. "On the Road to Inclusive Education: Supporting Diversity in Education by State-Financed, Large-Scale OER Platforms—The Example of User-Oriented Development of NDLA in Norway." Education Research International 2021 (June 14, 2021): 1–11. http://dx.doi.org/10.1155/2021/5534641.

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Inclusive education and the associated consideration of the diverse needs of students from different social, economic, and cultural backgrounds and different talents and disabilities are a worldwide challenge. This article shows how by addressing different user groups, state-funded platforms for open educational resources (OER) can contribute to the implementation of inclusive education. This is done using the example of the Norwegian platform NDLA, which has been providing open educational resources for upper secondary education in Norway since 2006. This paper is based on 13 expert interview

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36

Kohon, Jacklyn, Dani Himes, and Sarah Dys. "REALITIES OF DIVERSITY, INCLUSION, AND BELONGING IN ASSISTED LIVING: SAFETY, CONNECTION, AND COMMUNITY." Innovation in Aging 8, Supplement_1 (2024): 1214. https://doi.org/10.1093/geroni/igae098.3885.

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Abstract This study centers the voices and experiences of those working and living in assisted living, residential care, and memory care (AL/RC) settings in Oregon to understand how workplace diversity, equity, inclusion, accessibility, and belonging (DEIAB) can promote well-being. From January to April 2024, we conducted individual and focus group interviews with a total of 68 people, including 25 direct care staff, 9 former direct care staff, 9 administrators, 7 management representatives and 18 current residents from 23 AL/RC communities. We highlight six primary themes: 1) Care staff face

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37

Silander, Charlotte, and Maria Pietliä. "Teaching and research staff at Swedish universities – A view through the lens of internationalization and diversity." Högre utbildning 13, no. 2 (2023): 72–87. http://dx.doi.org/10.23865/hu.v13.5226.

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The topics of internationalization, international recruitment, and diversity have been increasingly emphasized in the agendas of Swedish universities. This study presents an overview of how Swedish universities’ teaching and research staff, with a special emphasis on national background and gender, were distributed within three job categories (career development positions, lecturerships, and professorships) and in two major fields of academic sciences in the time frame 2008–2018. We used data from Statistics Sweden to categorize groups of staff focusing on the origin of staff and the origin of

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38

Bruno, Paul. "OPEB Accounting and Teacher Diversity." Journal of Education Human Resources 39, no. 2 (2021): 214–38. http://dx.doi.org/10.3138/jehr-2020-0020.

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Despite extensive literatures documenting the importance of teacher diversity and teacher compensation, few studies explore relationships between the two. Fewer still examine effects of governmental accounting standards, even though these standards evolve regularly and could have substantial implications for how school districts allocate resources. I use staff- and district-level data from California to explore the effects on the teaching force of a change in accounting standards that required districts to recognize the costs of retiree health benefits (and other postemployment benefits, or OP

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39

Kathman, Jane McGurn, and Michael D. Kathman. "What Difference Does Diversity Make in Managing Student Employees?" College & Research Libraries 59, no. 4 (1998): 378–89. http://dx.doi.org/10.5860/crl.59.4.378.

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Most campuses in this country have made a commitment to increase the diversity of their student population. This presents opportunities and challenges for library staff as they supervise a more diverse group of student employees. The opportunities include employees who can serve as sources of information and who can contribute their perspectives about what might make the library more inclusive in the types of services it offers. The challenges are that library staff must rethink the way they select, train, supervise, and evaluate a more diverse work force. This article suggests some of the met

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40

El-Desoky, Rania, Alaa K. Abdelhakiem, Andrea Stroud, and Joshua Wollen. "Developing and validating the diversity, equity, inclusion, and antiracism staff perceptions of college climate (DEIA SPCC) scale in pharmacy staff." Pharmacy Education 24, no. 1 (2024): 649–56. http://dx.doi.org/10.46542/pe.2024.241.649656.

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Background: This study focuses on the development and validation of the Diversity, Equity, Inclusion, and Antiracism Staff Perceptions of College Climate (DEIA SPCC) Scale. The goal of this study was to create and validate a standardised tool to assess pharmacy staff perceptions of DEIA within their institutions, thereby aiding in the evaluation and advancement of DEIA initiatives in colleges of pharmacy. Methods: A 20-item survey covering four domains - diversity, equity, inclusion, and antiracism - was distributed to pharmacy staff through the American Association of Colleges of Pharmacy (AA

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41

Goig Martínez, Rosa, Isabel Martínez Sánchez, Daniel González González, and José Luis García Llamas. "Strategies for Attention to Diversity: Perceptions of Secondary School Teaching Staff." International Journal of Environmental Research and Public Health 17, no. 11 (2020): 3840. http://dx.doi.org/10.3390/ijerph17113840.

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(1) Background: Attention to diversity constitutes an aspect that influences system quality and offers a perspective of the capacity of educational centres to respond to educational needs. The present study carried out an examination of the perceptions held by secondary school teachers and the level of importance conferred by them to the variables that should be integrated into plans and will influence the degree of compliance. (2) Methods: Quantitative descriptive research was performed using a survey to collect data from teachers at schools that had a Quality Management System available. (3)

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42

Lee, C. Christopher, Young Sik Cho, Diosmedy Breen, Jessica Monroy, Donghwi Seo, and Yong-Taek Min. "Relationship between Racial Diversity in Medical Staff and Hospital Operational Efficiency: An Empirical Study of 3870 U.S. Hospitals." Behavioral Sciences 13, no. 7 (2023): 564. http://dx.doi.org/10.3390/bs13070564.

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Demand for foreign nurses and medical staff is rapidly increasing due to the severe labor shortage in U.S. hospitals triggered by the COVID-19 pandemic. However, empirical studies on the effect of the racial diversity of medical staff on hospital operations are still lacking. This research gap is thus investigated based on the foreign medical staff working in 3870 U.S. hospitals. Results show that workforce racial diversity has a significantly positive relationship with hospital operational efficiency regarding occupancy rate, manpower productivity, capacity productivity, and case mix index. N

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Taylor, Paul, and McCoy. "Diversity, Equity, and Inclusion and the Salience of Publicly Disclosing Demographic Data in American Environmental Nonprofits." Sustainability 11, no. 19 (2019): 5491. http://dx.doi.org/10.3390/su11195491.

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There has been a scholarly interest in the demographic characteristics of American environmental organizations since the 1960s, but until recently there was no readily available way of knowing the composition of the staff or board of these institutions as few revealed any of their demographic data publicly. For the past five years, there has been a high-profile campaign to get environmental nonprofits to disclose their demographic data. This paper examines 12,054 small, medium-sized, and large environmental organizations to find out how many of them have released diversity data on GuideStar. T

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44

O'Callaghan, Cathy. "Moving Diversity from the Periphery: Diverse Staff Interactions in Children’s Hospitals." International Journal of Organizational Diversity 12, no. 4 (2013): 1–13. http://dx.doi.org/10.18848/2328-6261/cgp/v12i04/58056.

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45

Schmaling, Karen B., Dana Lee Baker, Arthur W. Blume, and Amira Y. Trevino. "Applicant responses to diversity selection criteria in academic staff position descriptions." Journal of Higher Education Policy and Management 41, no. 2 (2018): 121–36. http://dx.doi.org/10.1080/1360080x.2018.1542547.

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46

Nīmante, Dita, Sanita Baranova, and Ligita Stramkale. "The University Administrative Staff Perception of Inclusion in Higher Education." Acta Paedagogica Vilnensia 46 (September 8, 2021): 90–104. http://dx.doi.org/10.15388/actpaed.2021.46.6.

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This study investigates university administrative staff perception of inclusion in higher education at the university level. The study uses the University of Latvia as a case to answer the following research questions: What constitutes inclusion in university education, how accessibility is provided? What are the support systems provided for diverse students? What support and training are provided to administrative and academic staff to ensure that the educational needs of diverse student bodies are met? The methodology employed is exploratory and descriptive, and uses the interview method and

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47

Omolara, Barretto, Margret Kabuoh, and Adeoye Solomon. "Effect of Workplace Diversity on Competitiveness of Selected Private Universities in Ogun State, Nigeria." International Journal of Innovative Research in Education, Technology and Social Strategies 10, no. 2 (2023): 50–64. http://dx.doi.org/10.48028/iiprds/ijiretss.v10.i2.05.

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Organisational competitiveness is critical to any institution that has quest for growth and remains sustained. Most organisations especially the universities are under intense competition which has challenged them to be positioning their focus on features that enhance the effectiveness of their institutions such as ability to motivate their staff in various ways that will place them in competitive advantage over their rivals. Despite the stiff competition, some Universities pay less attention towards workplace diversity which may lead to low competitiveness and consequently poor performance. T

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48

Asquith, Nicole L., Tania Ferfolia, Brooke Brady, and Benjamin Hanckel. "Diversity and safety on campus @ Western: Heterosexism and cissexism in higher education." International Review of Victimology 25, no. 3 (2018): 320–40. http://dx.doi.org/10.1177/0269758018799032.

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Discrimination, harassment and violence can vitiate staff and students’ experiences of education and work. Although there is increasing knowledge about these experiences in primary and secondary education, very little is known about them in higher education. This paper draws from landmark research that examines the interpersonal, educational and socio-cultural perspectives that prevail about sexuality and gender diversity on an Australian university campus. In this paper we focus on three aspects of the broader research findings: the heterosexism and cissexism experienced by sexuality and gend

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Galucia, Natalie. "STUDENT SERVICES ON CAMPUS: SUPPORTING OLDER STUDENTS." Innovation in Aging 8, Supplement_1 (2024): 441. https://doi.org/10.1093/geroni/igae098.1434.

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Abstract Universities are experiencing shifts in age distributions of students and have an increasing need to embrace age-diversity on their campuses. Two recent studies explore this shift in demographics as they focused on staff members in student services and collected data on their perspectives regarding age-diversity and inclusion on campus. The first study involved focus groups with staff in admissions and career services to explore the challenges, opportunities and strategies related to serving an age-diverse student body. Themes regarded both the benefits of age-diversity but also the c

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Barbrow, Sarah, Carol Lubkowski, Sara B. Ludovissy, Sarah Moazeni, and Karen Storz. "Up to speed: Library staff and first-generation students get together." College & Research Libraries News 81, no. 4 (2020): 182. http://dx.doi.org/10.5860/crln.81.4.182.

Full text

Abstract:

Developing campus-wide programs to foster equity, diversity, and inclusion continues to be an ongoing priority for many colleges and universities across the country. Academic libraries are well positioned to support this work because they are embedded in so many of the functions of their institutions. Moreover, academic library staff have been writing about and practicing critical information literacy and intersectional feminist pedagogy in service of creating spaces in which all patrons can learn and grow. For example, the Oberlin Group, of which Wellesley College is a member, has collaborati

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