Relevant bibliographies by topics / Workplace diversity

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace diversity'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "Workplace diversity"

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Van Den Bergh, Nan. "Workplace Diversity:." Employee Assistance Quarterly 6, no. 4 (1991): 41–58. http://dx.doi.org/10.1300/j022v06n04_03.

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Patrick, Harold Andrew, and Vincent Raj Kumar. "Managing Workplace Diversity." SAGE Open 2, no. 2 (2012): 215824401244461. http://dx.doi.org/10.1177/2158244012444615.

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Mercer, Kenneth L. "Roundtable-Workplace Diversity." Journal - American Water Works Association 109, no. 8 (2017): 56–63. http://dx.doi.org/10.1002/j.1551-8833.2017.tb00048.x.

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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce ex
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Mathew, Anita, and Sneha Kanade. "Fostering safe and inclusive workplace toward a sustainable and high-performing work culture." Scientific Temper 15, no. 04 (2023): 3552–55. https://doi.org/10.58414/scientifictemper.2024.15.4.67.

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The purpose of the article is to reiterate the importance of five factors like safety, diversity, equity, inclusion and open communication for organizational success. Safe and inclusive workplaces are essential for promoting employee well-being, productivity, and overall organizational success. Creating such environments may require a commitment to diversity, equity, and inclusion, along with effective policies and practices. The article is descriptive in nature that has studied the arguments of various researchers in order to understand the significant contribution of safety, diversity, equit
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Sezgin, Gizem. "The Impact of Workplace Diversity and Inclusion on Work-Life Balance." Next Generation Journal for The Young Researchers 8, no. 1 (2025): 211. https://doi.org/10.62802/g9s1ty89.

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This study examines the association between diversity and work-life balance. Although it is known that workplace diversity can cause conflict and is referred to as an unfavorable issue, many studies have shown that diversity enhances work performance and work-life balance. In this article, I analyze multiple aspects of diversity considering its reflections in workplaces. The fact that people have different social characteristics indicates that companies need to update their inclusion policies. As companies embrace and internalize diversity, a positive impact is created in the career developmen
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Ravichandran, Sabthami. "Generational Diversity at Workplace." NHRD Network Journal 14, no. 3 (2021): 350–54. http://dx.doi.org/10.1177/26314541211030592.

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The article briefs upon the multiple ways TVS has been engaging its employees for generations. Employees share their experiences and take immense pride in becoming the brand ambassadors of this century-strong and value-filled organisation. From practising a culture of innovation to building an ecosystem that encourages the entrepreneurs, TVS has left its legacy by creating an inclusive and conducive work environment for its employees. The article details on how employees consider being part of the TVS family as a pride of association and further states the revolutionary measures initiated in t
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Vardy, Felix J. J., and John Morgan. "Diversity in the Workplace." IMF Working Papers 06, no. 237 (2006): 1. http://dx.doi.org/10.5089/9781451864977.001.

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Barclay, J. M., and L. J. Scott. "Transsexuals and workplace diversity." Personnel Review 35, no. 4 (2006): 487–502. http://dx.doi.org/10.1108/00483480610670625.

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Peppas, Spero C. "Diversity in the workplace." Employee Relations 28, no. 2 (2006): 119–29. http://dx.doi.org/10.1108/01425450610639356.

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Dissertations / Theses on the topic "Workplace diversity"

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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.

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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine
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Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.

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Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.

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Lundman, Ida, and Anna Nordberg. "Praktiskt mångfaldsarbete : En fallstudie av Piteå Kommuns socialtjänsts praktiska mångfaldsarbete." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117059.

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I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet.
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Paez, Karen N. "Diversity awareness, diversity climate, and individual career outcomes : a counseling psychology perspective /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1276405611&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2006.<br>Typescript. Includes vita and abstract. Includes bibliographical references (leaves 111-119). Also available for download via the World Wide Web; free to University of Oregon users.
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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.

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The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory
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Ebron, Christopher J. "Perceptions of workplace diversity among park districts in Illinois /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1136096451&sid=18&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Radwan, Nagwa Farid. "A novel approach towards understanding diversity in the workplace." Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419421.

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Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.

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Lack of workplace diversity planning leads to negative financial outcomes. The purpose of this qualitative multiple case study was to explore strategies that business managers in the retail sector use to enhance workplace diversity planning for assuring compliance with Equal Employment Opportunity Commission (EEOC) regulations. The population included a single focus group of retail business employees as well as business managers of 5 distinct retail stores located in the Southeastern United States who have successfully instituted workplace diversity plans for assuring compliance with EEOC regu
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Books on the topic "Workplace diversity"

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1928-, Griffin Richard, and Hirsch Marcie Schorr, eds. Workplace diversity. Adams Publ., 1995.

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Morgan, John. Diversity in the workplace. International Monetary Fund, 2006.

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Jost, Kenneth. Diversity in the Workplace. CQ Press, 1997. http://dx.doi.org/10.4135/cqresrre19971010.

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M, Konrad Alison, Prasad Pushkala, and Pringle Judith K, eds. Handbook of workplace diversity. SAGE, 2006.

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

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Alfrieda, Daly, ed. Workplace diversity: Issues and perspectives. NASW Press, 1998.

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

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American Bar Association. Committee on Diversity., ed. Winning with diversity. American Bar Association, Section of Business Law, 1997.

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1946-, Brief Arthur P., ed. Diversity at work. Cambridge University Press, 2008.

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Billings-Harris, Lenora. The diversity advantage: A guide to making diversity work. Oakhill Press, 1998.

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Book chapters on the topic "Workplace diversity"

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Schwartz, Susan G. "Workplace Diversity." In Creating an EVEN Greater Whole. Auerbach Publications, 2025. https://doi.org/10.1201/9781003520719-5.

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Townend, Anni. "Workplace Counseling." In Assertiveness and Diversity. Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230582019_20.

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Toler, Lisa T. "Advancing Workplace Diversity." In Business With a Conscience. Routledge, 2021. http://dx.doi.org/10.4324/9781003139461-8.

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Ghiggino, Mario. "Diversity: Ideas to Create Value in the Workplace." In Diversity. Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230627529_6.

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Hynes, Geraldine E. "Diversity in the Workplace." In Interpersonal Communication in the Diverse Workplace. Routledge, 2022. http://dx.doi.org/10.4324/9781003335177-2.

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Rojas, Ronald R. "Diversity and Workplace Spirituality." In Diversity and Inclusion in the Global Workplace. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_5.

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Kirton, Gill, and Anne-marie Greene. "Diversity in the workplace." In The Dynamics of Managing Diversity and Inclusion, 5th ed. Routledge, 2021. http://dx.doi.org/10.4324/9781003186397-5.

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Clack, Amanda, and Judith Gabler. "Workplace realities." In Managing Diversity and Inclusion in the Real Estate Sector. Routledge, 2019. http://dx.doi.org/10.1201/9780429428975-5.

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Ball, Carolyn. "Religious Diversity in the Workplace." In Work and Quality of Life. Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_23.

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Gordon, Pamela Ann. "Age Diversity in the Workplace." In Diversity and Inclusion in the Global Workplace. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-54993-4_2.

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Conference papers on the topic "Workplace diversity"

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Hamburg, Ileana. "AI FOR PROMOTING DIVERSITY AND INCLUSION WITHIN THE WORKPLACE AND LEARNING." In 17th International Conference on Education and New Learning Technologies. IATED, 2025. https://doi.org/10.21125/edulearn.2025.1131.

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Suban, Syed Ahamed, Ramini Singh, Vidhya Pillai, Nataraja NS, and A. M. Sakkthivel. "Bibliometric Review on Diversity and Inclusion in Indian Workplaces: Future Research Directions." In 2024 International Conference on Decision Aid Sciences and Applications (DASA). IEEE, 2024. https://doi.org/10.1109/dasa63652.2024.10836280.

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Takahashi, Natsumi, Amna Javed, and Youji Kohda. "Introducing low-code technology to promote diversity, equity and inclusion awareness in the workplace." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003117.

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The purpose of this study is to deepen the understanding of which Information and Communication Technology (ICT) services are effective in promoting diversity, equity, and inclusion (DEI) strategies in workplace knowledge management. Projects in a Japanese conglomerate company that adopted a low-code platform were selected for the case study. These cases focused on using low-code technology to carry out externalization and sharing of individual knowledge in the workplace. ICT services with low prerequisites for users, such as low-code technologies, are effective in supporting an organization's
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Srivastava, Siddhi Jitendra. "Insights on Managing Generational Diversity at Workplace." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/222297-ms.

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In the fast-moving, globalized, and competitive environment of today, four distinct generations are active in the workforce: Baby Boomers, Generation X, Millennials, and Generation Z. Ranging in age from 18 to 74 years, these groups span over 50 years and each has its unique challenges, strengths, and expectations. Recognizing and adapting to these generational differences is crucial for successfully managing a diverse team. Generations can be thought of as age cohorts—groups of people who have had similar life experiences due to growing up during the same period. There are five recognized and
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Barabadi, M., and A. Barabadi. "Workplace diversity and its outcomes in the arctic area." In 2017 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2017. http://dx.doi.org/10.1109/ieem.2017.8289897.

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"ATTITUDES TO WORKPLACE DIVERSITY – MAIN FINDINGS IN A GLOBAL CONTEXT." In International Management Conference. Editura ASE, 2020. http://dx.doi.org/10.24818/imc/2020/04.07.

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Elvi, Elvi, and Hetty Karunia Tunjungsari. "Gender, Diversity Management Perceptions, Workplace Happiness, and Organizational Citizenship Behavior." In Tenth International Conference on Entrepreneurship and Business Management 2021 (ICEBM 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220501.053.

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James, Tyler, and Ben Zoghi. "THE VERTICAL PROGRAM: ENHANCING DIVERSITY IN STEM LEADERSHIP THROUGH WORKPLACE LEARNING." In 18th International Technology, Education and Development Conference. IATED, 2024. http://dx.doi.org/10.21125/inted.2024.1338.

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Pislariuc, Maria. "Freedom of conscience, religion and thought at the workplace." In Statul, securitatea şi drepturile omului în era digitală. Moldova State University, 2024. https://doi.org/10.59295/ssdoed2024.58.

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The diversity of conceptions that people have concerning certain aspects of life, imposes the need to ensure a balance between interests, which can sometimes be opposed. The workplace unites in a common space, whether physical or virtual, employees with different ideas, conceptions, and religions, which must coexist and generate a result. The way of thinking, faith, traditions, beliefs, etc. expressed by the employee at work, indisputably determines certain effects on other subjects of the legal employment relationship, it is necessary to outline some rules or highlight certain limits, to ensu
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Stephen, Awoniyi. "Teamwork in context of diversity." In 9th International Conference on Kansei Engineering and Emotion Research (KEER2022). Kansei Engineering and Emotion Research (KEER), 2022. http://dx.doi.org/10.5821/conference-9788419184849.65.

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Utilization of teamwork for problem solving is pervasive. Teamwork is employed in classrooms to facilitate learning, but also as preparation for future vocational practice. It is used in research as collaborative ethos. Teamwork features in workplace tasks, leisure time projects, pursuing solutions to intractable trans-situated problems, etc. The space of teamwork is a public space of multidimensional assets. Inherent in it are benefits of collaboration, but it also brings with it challenges that have to be resolved in order for it to work effectively. We pursue the question of effectiveness o
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Reports on the topic "Workplace diversity"

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

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

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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, 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women fa
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Schuh, Rachel. Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. Federal Reserve Bank of New York, 2024. http://dx.doi.org/10.59576/sr.1092.

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I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily.
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Singh, Anisha, and Stanley Ngugi. Paychecks don’t tell all: Working towards gender pay equality through recruitment processes. Busara, 2023. http://dx.doi.org/10.62372/sdau8133.

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At Busara we believe the pursuit of a diverse, equitable and inclusive workplace must start by looking within. We did some research to understand how we’re doing along the various aspects of diversity, including nationality, age, gender, ethnicity, parenthood, education, and mental health. Using this data, we will strengthen our DEI framework addressing internal inequities and considering our identity as a global organization. As part of our commitment to transparency and accountability, we have published our gender representation and pay gap statistics.
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Venkateswaran, Nitya, Jay Feldman, Stephanie Hawkins, et al. Bringing an Equity-Centered Framework to Research: Transforming the Researcher, Research Content, and Practice of Research. RTI Press, 2023. http://dx.doi.org/10.3768/rtipress.2023.op.0085.2301.

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Since the mainstream racial awakening to pervasive and entrenched structural racism, many organizations have made commitments and adopted practices to increase workplace diversity, inclusion, and equity and embed these commitments in their organizational missions. A question often arises about how these concepts apply to research. This paper discusses how organizations can build on their specific commitments to diversity, inclusion, and equity by applying these principles in the research enterprise. RTI International’s framework for conducting equity-centered transformative research highlights
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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin, and Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exact
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Desikan, Anita, and Jacob Carter. Getting Science Back on Track: Voices of Scientists across Six Federal Agencies. Union of Concerned Scientists, 2023. http://dx.doi.org/10.47923/2023.14771.

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To protect the public's safety and health, the US government should base policies on the best evidence—and that requires keeping the work of federal scientists free from political interference. Fortunately, the latest Union of Concerned Scientists survey of federal scientists shows the powerful, positive effects of strengthening scientific integrity policies under President Biden. While challenges remain, the survey found significant improvements in scientific integrity over previous administrations, and scientists say morale and working conditions are better. A majority of those surveyed feel
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Desikan, Anita, and Jacob Carter. Getting Science Back on Track: Voices of Scientists across Six Federal Agencies. Union of Concerned Scientists, 2023. http://dx.doi.org/10.47923/2022.14771.

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To protect the public's safety and health, the US government should base policies on the best evidence—and that requires keeping the work of federal scientists free from political interference. Fortunately, the latest Union of Concerned Scientists survey of federal scientists shows the powerful, positive effects of strengthening scientific integrity policies under President Biden. While challenges remain, the survey found significant improvements in scientific integrity over previous administrations, and scientists say morale and working conditions are better. A majority of those surveyed feel
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Carter, Hilary, and Jessica Groopman. Diversity, Equity, and Inclusion in Open Source: Exploring the Challenges and Opportunities to Create Equity and Agency Across Open Source Ecosystems. The Linux Foundation, 2021. https://doi.org/10.70828/kewr6778.

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Diversity, equity, and inclusion (DEI) in the technology industry — and within open source specifically—is an opportunity we need to continuously leverage for the benefits it brings. Given that people of vastly different backgrounds, nationalities, orientations, and identities create open source software, hardware, and standards, their participation and well-being is important. Study after study reveals that diversity in participation produces better outcomes and more robust technologies—that diverse communities are simply stronger communities. For communities to continue evolving for the bett
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