Diversity & Inclusion Research最新文献

{"title":"Discrimination and Harassment in the Workplace: The Lived Experiences of Singaporean LGBTQ+ Individuals","authors":"Wen Zhi Ng,&nbsp;Daryl W. J. Yang,&nbsp;Deryne Sim,&nbsp;Jhermayne Ubalde,&nbsp;Kerith Conron,&nbsp;Rayner Kay Jin Tan","doi":"10.1002/dvr2.70009","DOIUrl":"https://doi.org/10.1002/dvr2.70009","url":null,"abstract":"<p>Fostering diversity and inclusivity in the workplace is crucial for staying competitive, yet discrimination and harassment based on sexual orientation and gender identity or expression (SOGIE) remains prevalent. This study aims to investigate experiences of workplace discrimination and harassment among LGBTQ+ individuals in Singapore to inform policy discussions about extending protections to LGBTQ+ workers under the forthcoming Workplace Fairness Legislation. Through an exploratory cross-sectional survey conducted across March 2023 to August 2023, data were collected from 409 Singaporeans SOGIE minorities between 18 and 85 years old who had ever been employed in Singapore. Statistical analysis was carried out using statistical software STATA version 18, where bivariable (Pearson's chi-square tests) and multivariable (logistic regression and multivariable linear regression) techniques were used. Over half of participants (<i>n</i> = 208, 50.85%) experienced some form of workplace discrimination or harassment. In multivariable analyses, compared to their Chinese counterparts, Malay participants were more likely to experience discrimination (adjusted Odds Ratio [aOR] = 2.51, confidence interval [CI] 1.05, 5.96) and Indian participants were more likely to experience harassment (aOR = 3.22, CI = 1.39, 7.49). Transgender (aOR = 5.71, CI = 2.25, 14.54) and gender-diverse (aOR = 3.33, CI = 1.80, 6.16) participants had higher odds of experiencing discrimination or harassment compared to cisgender participants. Empirical studies have shown that legislation is effective in reducing prejudice and discrimination, as well as improving sentiment toward the LGBTQ+ community. In the absence of national legislation, consistently applied company policies are also able to reduce perceived discrimination and improve work attitudes among LGBTQ+ employees. Furthermore, fostering an inclusive culture that is embraced at all levels of the organization has been discovered to be a key tool in creating a supportive workplace environment. Overall, a comprehensive approach that integrates national legislation, supportive company policies, and cultural change would have an enormous impact on the many LGBTQ+ Singaporeans who experience workplace discrimination and harassment.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142851344","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Political Opportunity, Threats, Strategies of LGBT+ Student Movement in China","authors":"Jingjing Huang","doi":"10.1002/dvr2.70008","DOIUrl":"https://doi.org/10.1002/dvr2.70008","url":null,"abstract":"<p>The LGBT+ student movement in China started in 2006 when the first LGBT+ student group was formed. It flourished after 2012, growing from fewer than 10 groups in 2012 to over 50 by 2018. Meanwhile, Xi Jinping's presidency in 2012 marked a significant political turning point. Subsequently, the party-state tightened its control on power by suppressing civil society and civic engagement. Therefore, this political context had a substantial impact on the strategic decisions made by the LGBT+ student movement in China, requiring activists to adopt a less confrontational form of activism. This article explores the strategies adopted by the LGBT+ student movement in China between 2012 and 2022 and examines how the sociopolitical context has influenced these strategies and shaped the movement. Based on eight interviews with student activists and NGO staff, this study focusses on the evolving strategies of student groups over the last decade, categorizing this decade into three distinct phases. The first phase (2012–2015) saw a variety of advocacy rights activities taking place. In the second phase (2015–2019), education emerged as the primary strategy. Finally, the third phase (2019–2022) centered around community support, driven by the group's need for survival in the post-COVID era. I argue that although the state and universities employed soft strategies such as discipline and censorship to influence the political opportunity structure, forcing student activists to self-censor and emphasize community support over mobilization, activists still possess agency. They propel the movement forward by integrating activism into community support and everyday resistance. Theoretically, this paper contributes to the field of research on youth social movements, authoritarianism, and LGBT+ social movements by adopting a political opportunity structure framework for analyzing the structure of political assemblies and exploring how student activists, as powerless underdogs, interact with universities and the state.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142762073","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Examining Multi-Sector Women-Only Leadership Development Programmes: A Scoping Review of Recruitment Processes, Design and Instruction Methods, Content and Outcomes","authors":"Rob Sayers-Brown,&nbsp;T. Alexandra Beauregard,&nbsp;Rachel Lewis,&nbsp;Joanna Yarker","doi":"10.1002/dvr2.70005","DOIUrl":"https://doi.org/10.1002/dvr2.70005","url":null,"abstract":"<p>Organisations are recognising that more needs to be done to support female talent. One response to this is women-only leadership development programmes (WLDPs). To date, no scoping review has previously been conducted to examine the design and outcomes of these programmes. The purpose of the present review was therefore to bring together current knowledge of these interventions. In June 2022, a scoping review of the academic literature was performed using Business Source Premier (EBSCO), PsycINFO and SCOPUS, resulting in 13 articles meeting the inclusion criteria. Findings indicate encouraging signs that these programmes support women's development through incorporating intersectionality and positive psychology theories, as well as curricula on networking, conflict management and career planning. Whilst the specifics about the design and delivered content of these theories are unclear, their inclusion appears to lead participants in the reviewed WLDPs to report increased self-awareness, clarity of purpose and enhanced feelings of authenticity. This review also raises questions regarding the rigour of the selection methods by which participants are given access to the programmes, and the transparent reporting of the design and delivery methodologies. Further, research directions and implications for both theory and practice are provided.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"2 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70005","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142641415","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Somos Tejas: A Narrative Project to Document the College Experiences of First-Generation Latinx Students","authors":"María Irene Moyna,&nbsp;Gabriela C. Zapata","doi":"10.1002/dvr2.70003","DOIUrl":"https://doi.org/10.1002/dvr2.70003","url":null,"abstract":"<p>This study reports on a project that collected and documented narrative reflections of first-generation Latinx students at a large Research 1 public university in the US southwest. The team (2 faculty members and 4 undergraduates) interviewed 23 students (20 undergraduate and 3 graduate) on topics including family, community, sense of belonging in their institution and major experiences as first-generation students, future goals, and advice and recommendations for others. Their responses were analyzed with a modified version of Garriott's (2020) Critical Cultural Wealth Model, with the help of the software MAXQDA. The first important takeaway is that undergraduate and graduate students had different perceptions, with the latter respondents expressing more critical views. The second finding was that several institutional resources were highly effective in achieving students’ integration, including culturally congruent organizations and traditions. That said, participants also experienced academic dissonance navigating the financial and academic complexities of college life, which led to feelings of isolation, marginalization, and tokenization. The final takeaway is that students turned to support from their families and communities to overcome challenges, which suggests that measures to integrate family and school will benefit these students.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142430384","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Student Resources and Retention Among Transgender and Nonbinary College Students","authors":"Miriam Liss,&nbsp;Talyn Derflinger,&nbsp;Laura Wilson","doi":"10.1002/dvr2.70002","DOIUrl":"https://doi.org/10.1002/dvr2.70002","url":null,"abstract":"<p>Transgender and nonbinary (TNB) college students are more likely to drop out of college than their cisgender peers. While robust previous literature has focused on individually experienced stressors, this paper looks at the structural supports offered by the institution. One hundred and fifty-four TNB college students were asked about the resources available on their campuses, their sense of safety on campus, and whether they intended to drop out of college. Campus resources and supports were associated with a greater sense of safety, and in turn, less of a desire to drop out of college. Some resources such as a nondiscrimination policy that includes gender identity, LGBTQ+ student organizations, all-gender bathrooms, an LGBTQ+ resource center, and a policy allowing nonlegal name changes on official documents were more frequently reported by participants as available, while other resources such as gender inclusive housing and appropriate health services were perceived as less available. However, there was wide variability in the availability of resources. The present study suggests that TNB inclusion policies and practices should be of high priority for higher education institutions.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142313324","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Marriage as an Argument for Energy Poverty Reduction: The Moderating Role of Financial Inclusion","authors":"Simplice A. Asongu,&nbsp;Amarachi O. Ogbonna,&nbsp;Mariette C. N. Mete","doi":"10.1002/dvr2.70001","DOIUrl":"https://doi.org/10.1002/dvr2.70001","url":null,"abstract":"<p>The present research extends the extant literature by investigating the hypothesis on whether marriage can be a substitute for financial inclusion in energy poverty reduction in Ghana. Pooled data and two-stage least-squares techniques are used in the estimation process; the validity of the tested hypothesis (i.e., that marriage is a substitute for financial inclusion in energy poverty mitigation) is based on three main criteria: (i) a positive interactive effect relative to the negative unconditional effect of marriage; (ii) a marriage net effect lower in magnitude compared to the unconditional effect of marriage; and (iii) an insignificant interactive effect when both unconditional effects are negative. The investigated hypothesis is not valid in the full sample, urban subsample, and female subsample while it is valid in the rural and male subsamples. Policy implications are discussed.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142234956","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Neurodiversity in the workplace: An agenda for research and action","authors":"Lorne M. Hartman,&nbsp;Braxton L. Hartman","doi":"10.1002/dvr2.70000","DOIUrl":"https://doi.org/10.1002/dvr2.70000","url":null,"abstract":"<p>This paper considers human resource practices in the workplace that represent barriers to hiring, onboarding, and managing autistic employees. In particular, we focus on the development of bias-free selection processes to minimize discrimination against autistic job candidates, determining whether and how accommodations affect productivity of autistic employees, and changing attitudes toward autistic employees in the workplace. Implications for future research and recommendations for autism awareness training are provided. Finally, the alignment of organizational systems that facilitate successful employment experiences for autistic adults is explored.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.70000","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142231095","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Caregiver burden and depression among lesbian, gay, bisexual, and other nonheterosexual individuals in the United States: Analysis of BRFSS 2015–2018","authors":"Hui Xie,&nbsp;Chi Wen,&nbsp;Yannan Li,&nbsp;Nicholas Theodoropoulos,&nbsp;Qian Wang","doi":"10.1002/dvr2.12009","DOIUrl":"https://doi.org/10.1002/dvr2.12009","url":null,"abstract":"<p>The number of caregivers in the US continues to rise. However, the epidemiology and mental health among lesbian, gay, bisexual, and other nonheterosexual (LGB+) caregivers remain unknown. We aimed to characterize the epidemiology of caregiving burden/information among LGB+ caregivers in the United States, as well as to examine depression and related risk factors. By using the data from the 2015–2018 Behavioral Risk Factor Surveillance System (BRFSS), we conducted weighted hierarchical logistic regression models to explore the associations between depression, caregiving information, health behaviors, sex, and sexual orientation among an estimated population of 9,521,313 LGB+ caregivers. Among the caregivers aged 18–79 years, 4.81% identified as LGB+. Notably, 19.21% of the caregivers reported experiencing depression, with distinctive rates observed among male LGB+ caregivers and female LGB+ caregivers were 38.22% and 51.43%, respectively. Meanwhile, nearly 45.00% of male LGB+ caregivers offered care to nonrelatives, a significantly higher rate compared to their heterosexual counterparts (23.32%, p &lt; 0.001). The logistic regression models revealed that both male LGB+ caregivers (odds ratio [OR]: 3.56; 95% confidence interval [CI]: 1.45–8.77) and female LGB+ caregivers (OR: 2.38; 95% CI: 1.00–5.63) exhibited a higher likelihood of reporting depression compared to male heterosexual peers. Additionally, caregivers seeking support services for their caregiving responsibilities were more likely to report depression (OR: 1.47; 95% CI: 1.12–1.94). Our study revealed higher caregiving burden and depression among LGB+ caregivers in the United States, warranting further research and targeted support to address their unique challenges and improve services to caregivers.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.12009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142099914","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"‘You shouldn't ignore it just because it's sensitive’: The perceived needs of healthcare professionals working in culturally diverse teams","authors":"Manuela Schmidt,&nbsp;Timur Uman","doi":"10.1002/dvr2.12015","DOIUrl":"https://doi.org/10.1002/dvr2.12015","url":null,"abstract":"<p>Healthcare is often delivered by teams made up of culturally and demographically diverse members. Group diversity, for example, in terms of age, gender and/or culture, can bring a range of benefits, but also complex challenges for the functioning of healthcare teams. The literature suggests that cultural diversity is the most difficult issue for these teams to manage. Therefore, the aim of this study is to explore the perceived needs of healthcare professionals when working in culturally diverse teams. Data were collected through individual interviews with 23 healthcare professionals working in two hospitals in one municipality in southern Sweden. The data were analysed using an inductive content analysis approach. In the process of the analysis, two main categories of needs emerged: Favourable working conditions and guidance, and Commonalities. The findings highlight the need for the right work and team climate, as well as leadership, for culturally diverse teams to function well. In addition, the implementation and communication of rules and regulations, clarity of roles, and a shared understanding of cultural diversity, language, and the culture of care are important for these teams. By uncovering the needs expressed by healthcare professionals in relation to working in culturally diverse teams, our research provides important insights into the key enablers of the benefits of team diversity in the healthcare context.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.12015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141967726","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Left behind in the “Return to Normal”: People with intellectual and developmental disabilities' outcomes and supports 4 years into COVID-19","authors":"Carli Friedman","doi":"10.1002/dvr2.12014","DOIUrl":"https://doi.org/10.1002/dvr2.12014","url":null,"abstract":"<p>The COVID-19 pandemic has impacted people with intellectual and developmental disabilities (IDD) immensely. While the pandemic and life during it has changed over time, by the end of 2023, the most prominent narrative was a “return to normal.” Yet, there is less research about people with IDD's quality of life and services and supports beyond the initial waves of the pandemic. The aim of this study was to examine the impact of the COVID-19 pandemic on people with IDD's quality of life outcomes and supports 4 years into the pandemic. Using a repeated cross-sectional design and linear and binary logistic regression models, we analyzed secondary Personal Outcome Measures® data from 4549 people with IDD from 2018 to 2023 in the United States (<i>n</i> = 4391; 32 states), Canada (<i>n</i> = 142), Ireland (<i>n</i> = 12), New Zealand (<i>n</i> = 3), and Australia (<i>n</i> = 1). We found people with IDD's quality of life outcomes and supports have yet to return to prepandemic levels. In fact, not only was almost every area of quality of life negatively impacted, many people with IDD who were interviewed in 2022 and 2023 had worse outcomes and supports than those interviewed earlier in the pandemic. Instead of clinging to the idea that life or the service system for people with IDD has “returned to normal,” we must recognize that normal was never a good enough destination to return to for people with IDD in the first place. Instead, we must commit to a new normal that is inclusive, accessible, and equitable.</p>","PeriodicalId":100379,"journal":{"name":"Diversity & Inclusion Research","volume":"1 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/dvr2.12014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141536910","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}