Equality, Diversity and Inclusion: An International Journal最新文献

{"title":"The only daughters effect: examining the relationship between child gender and a CEO’s hiring decisions","authors":"Gabriela Flores, M. F. Garcia, Hazel Nguyen, Mary Triana, Christine Choirat","doi":"10.1108/edi-03-2023-0086","DOIUrl":"https://doi.org/10.1108/edi-03-2023-0086","url":null,"abstract":"PurposeThis study investigates the relationship between child gender and a CEO’s top management hiring decisions.Design/methodology/approachHypotheses were tested using secondary data on 121 S&P 500 male CEOs, their children, and their top management teams.FindingsResults indicate that child gender is associated with a male CEO’s TMT hiring decisions. Specifically, we find that male CEOs with only daughters were significantly more likely to hire women to their TMTs than male CEOs with only sons and those with both sons and daughters.Practical implicationsThis study provides evidence for the roles of familiarity, learning, and empathy in reducing gender biases in selection decisions. Top management hiring decisions have wide implications for organizational settings in general and for the breaking of the glass ceiling in particular.Social implicationsReducing gender bias in top manager hiring decisions directly relates to the United Nations’ Sustainable Development Goal 5 of achieving gender equality as women are consistently under-represented at the top of organizations across the world.Originality/valueBy focusing on the hiring of top managers, this study includes hiring decisions that directly impact firm operations. To our knowledge, this is the first study to examine the relationship between child gender and executive hiring decisions with a US S&P 500 sample.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"4 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141796707","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"“They kill us mentally”: exploring microaggression towards LGBTQIA+ employees in Indian workplaces","authors":"S. Maji, Devu Rajeev","doi":"10.1108/edi-03-2024-0107","DOIUrl":"https://doi.org/10.1108/edi-03-2024-0107","url":null,"abstract":"PurposeThe current study aimed to (1) explore the prevalence and processes associated with microaggression, along with (2) the consequences of such instances on the queer employees’ life.Design/methodology/approachFor this purpose, semi-structured in-depth interviews were conducted on 29 LGBTQIA + persons (21–42 years). The qualitative data were analysed through the thematic analysis method (a hybrid of theoretical and inductive thematic analysis). Nadal and colleagues’ (2010) taxonomy on sexual orientation and transgender microaggression was used as a theoretical lens for detecting the acts of microaggression.FindingsThe result revealed eight themes: i.e. (1) overt discrimination (bullying and sexual harassment); (2) workplace discrimination; (3) environmental microaggressions; (4) interpersonal microaggressions; (5) mental health effects; (6) disclosure dilemma; (7) consequences on job-related functioning; and (8) policy changes. Microaggression was more common as compared to overt forms of aggression such as bullying. The study detected a serious lag in the implementation of queer-friendly policies in Indian organizations. Experiences of overt discrimination and microaggressions hinder the work performance and the psychological well-being of queer employees.Originality/valueLGBTQIA + microaggression is not explored in the Indian workplace context.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"54 14","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141805529","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"From mandate to co-create: leading the development of inclusive performance evaluation criteria","authors":"Jessi L. Smith, Sylvia Mendez, Jennifer Poe, Camille Johnson, Dale K. Willson, Elizabeth A. Daniels, Heather Song, Emily Skop","doi":"10.1108/edi-01-2024-0013","DOIUrl":"https://doi.org/10.1108/edi-01-2024-0013","url":null,"abstract":"PurposeAnnual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders to work with their teams to co-create evaluation metrics that broaden participation and minimise inequity. The purpose of this study was to support organisational leaders in developing equitable performance criteria.Design/methodology/approachWe adopted the “dual-agenda” dialogues training that draws on concepts of collective self-efficacy and intersectionality for department leaders to co-create annual review criteria with their faculty members at one university. We used qualitative and quantitative data to assess the training and conducted an equity audit of the resulting annual review criteria.FindingsSurvey results from faculty members and departmental leaders (n = 166) demonstrated general satisfaction with the process used to create new criteria, perceptions that their criteria were inclusive and optimism about future reviews. Those with greater familiarity with the dialogues process had more positive perceptions of the inclusivity of their department’s criteria and more positive expectations of future reviews. The examination of eight indicators of equity illustrated that the resultant criteria were transparent and holistic.Originality/valueThis study builds on the relatively little research on faculty members’ annual performance evaluations, focussing on inclusive dialogues that centre equity and diversity. Results highlight the value of providing department leaders with evidence-based tools to foster system-level change through equitable evaluation policies. A toolkit is available for adaptation of the “dual-agenda” leadership training to both co-create annual review criteria and improve equity and inclusion.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"67 27","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141806778","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Do dominant groups respond negatively to diversity policies? The impact of modern racism beliefs on organizational citizenship behavior intentions","authors":"John Morton","doi":"10.1108/edi-06-2023-0211","DOIUrl":"https://doi.org/10.1108/edi-06-2023-0211","url":null,"abstract":"PurposeDiversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and understanding dominant group reactions to such policies is vital to their effectiveness. This paper investigated the dominant group (i.e. White individuals) response to diversity policies, specifically how White individuals’ modern racism beliefs influence their organizational citizenship behavior (OCB) intentions when exposed to a diversity policy.Design/methodology/approachUsing experimental methodology and a combination of social exchange theory and literature on modern racism, the two studies explore how exposure to a diversity (versus neutral) policy influences White individuals’ OCB intentions in two different settings (lab and field).FindingsThe results of these studies make clear that certain people respond negatively to diversity policies. In Study 1, White participants with relatively high modern racism beliefs showed lower OCB intentions directed at their organization when exposed to a diversity versus neutral policy. No differences emerged for White participants with relatively low modern racism beliefs. In Study 2, the results were replicated using a field sample of working adults in which they indicated their likelihood of OCB toward their employing organization.Originality/valueThe findings suggest that diversity policies can have unintended, adverse consequences for organizations, but are dependent upon employees’ modern racism beliefs. The results of the two studies provide a richer understanding of dominant group reactions to diversity policies by examining a downstream consequence of great organizational importance, i.e. OCB.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"38 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141814918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leader responses to a pandemic: the interaction of leader gender and country collectivism predicting pandemic deaths","authors":"Mary Triana, Orlando Richard, Seo‐Young Byun, Kendall Park, Dora Delgado, Jorge Delgado","doi":"10.1108/edi-08-2023-0266","DOIUrl":"https://doi.org/10.1108/edi-08-2023-0266","url":null,"abstract":"PurposeThe present study examines head of state gender and national collectivism to explain how some leaders have been able to manage a pandemic better than others.Design/methodology/approachWe measure pandemic deaths per million using objective numbers for each country. Country collectivism is measured using the GLOBE study. Qualitative analyses of world leader speeches are used to examine how health-focused leaders’ language is. Media attention with sentiment analysis about each leader’s handling of the pandemic is also used to show how others reacted to leaders.FindingsCountries with female leaders showed fewer pandemic deaths than those led by male leaders. The interaction between leader gender and country collectivism predicted death. Media sentiment was more favorable for women leaders than men leaders.Practical implicationsDuring times of crises, women’s more careful tendencies keep their constituents safer than their male counterparts. Country collectivism also aids male leaders in keeping constituents safe.Social implicationsThe present study helps unpack when women leaders thrive and outperform their male counterparts. This furthers United Nations Sustainable Development Goal 5: gender equality.Originality/valueThe study examines leader gender and national collectivism to predict pandemic deaths.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"53 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141814822","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Diversity, equity and inclusion work: a difference that makes a difference … ?","authors":"Ann Armstrong","doi":"10.1108/edi-10-2023-0325","DOIUrl":"https://doi.org/10.1108/edi-10-2023-0325","url":null,"abstract":"PurposeI examine if current diversity, equity and inclusion (DEI) initiatives can actually accomplish what they aim and claim to do. I argue that perforce they cannot, as they remain instruments of capitalist corporations and other similar structures.Design/methodology/approachI draw on a variety of literature, from poetry to theories and to empirical findings.FindingsDEI work so far does not live up to its hyped-up claims. It is time for scholars and practitioners to question the DEI industrial complex and its influence on organizational dynamics. It is not clear that justice can ever be achieved in a capitalist neoliberal economy.Research limitations/implicationsThe paper is not an empirical paper.Practical implicationsDEI work needs to be re-conceived so that it addresses power imbalances, rather serving as a tool to keep organizations comfortable in seeming to change.Social implicationsDEI practitioners will need to draw deeply on their courage so that they do not reinforce the existing systems of capitalist oppression through their well-intentioned work.Originality/valueThe paper argues that DEI work can accomplish little without a radical reconceptualization of its nature as a genuine tool for change, rather than simply window dressing.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"19 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141639792","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"International subjects on the periphery: the publishing challenges of early-career female academics from central and Eastern Europe","authors":"Karolina Lendák‐Kabók, Stéphanie Mignot-Gérard, M. Vanholsbeeck","doi":"10.1108/edi-03-2024-0111","DOIUrl":"https://doi.org/10.1108/edi-03-2024-0111","url":null,"abstract":"PurposeThe paper’s aim is to explore female academics’ publication aspirations and constraints in a less researched area of Central and Eastern Europe (CEE).Design/methodology/approachThe research data presented in this paper is part of a larger cross-European project involving semi-structured interviews conducted with Early Career Researchers (ECR) (PhD+ 8 years) from Social Sciences and Humanities (SSH) from seventeen European countries.FindingsThe findings show how ECR women from the CEE region in SSH encounter difficulties when trying to publish, which obstacles add to a strong economic and geopolitical dependence. Findings reveal that female ECRs use various publications strategies to enhance their scientific career and engage in the neoliberal model of academia, but mostly stay in their local scientific communities, without building internationally recognized scientific careers. Thus, they do wish for a global recognition, but they opt for a safer and more accessible choice of publishing in their local scientific communities.Originality/valueKnowledge which academic women from the CEE region produce (mostly in their local languages) stays in their local and isolated enviroments, creating an imbalanced knowledge advancement in a international academic arena which recognizes only publications written in English and in renowed journals.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"137 45","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141655897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"From inclusion to indigenisation: Māori methodologies for diversity scholarship","authors":"N. Staniland, Diane Ruwhiu, Kiri Dell","doi":"10.1108/edi-09-2022-0248","DOIUrl":"https://doi.org/10.1108/edi-09-2022-0248","url":null,"abstract":"PurposeThis paper argues for the inclusion of Indigenous research methodologies in diversity scholarship to (1) adequately account for and value the identity, lived experiences and concerns of Indigenous Peoples and (2) to enrich diversity theorising and scholarship by proposing new ways to think about and conduct research on difference, inclusion and belonging. We further highlight the roles non-Indigenous researchers can play in supporting Indigenous methodologies.Design/methodology/approachWe introduce EDI readers to Indigenous research methodologies through explicating two Indigenous (Maori) methodologies from Aotearoa New Zealand and demonstrating points of convergence and divergence from existing methodologies evident in diversity scholarship.FindingsThe application of Eurocentric methodologies, including postcolonial approaches, can inaccurately theorise Indigenous experience through a Western lens compounding the ongoing impacts of colonialism. Conversely, drawing primarily from cultural knowledge and traditions, Indigenous methodologies place considerable value on people and place, relationships and relational accountabilities, each underpinned by an explicit intent to produce research with positive transformative potential for participant communities. Using Kaupapa Maori and Mana Wahine research as examples, we highlight how elements of “resistance” aligns with critical theories, but the “difference” inherent in Indigenous methodologies enables a more authentic engagement with people and place that is critical to understanding issues of significance to Indigenous Peoples.Originality/valueThis paper addresses the lack of engagement with Indigenous research methodologies and priorities of Indigenous communities within diversity scholarship. We argue that Indigenous priorities make broader contributions to the diversity agenda by attributing deeper meaning to difference and resistance as enacted through the context specificity of the Indigenous world. We contend Indigenous methodologies illuminate unique perspectives and priorities that can make powerful contributions to broader discussions of equity, inclusion and belonging.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"18 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141702687","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Diversity and emotional labor in the gig economy","authors":"Ifeyimika O. Ajaiyeoba","doi":"10.1108/edi-11-2023-0394","DOIUrl":"https://doi.org/10.1108/edi-11-2023-0394","url":null,"abstract":"PurposeThis paper aims to explore and conceptualize the emotional labor of racial minorities and women in the gig economy.Design/methodology/approachThe paper draws on current research on gig workers' engagement in emotional labor and accounts of unfair practices in the gig economy. It calls out the presence of bias in algorithmic systems used within the gig economy as a means of control and gig worker management. The negative impact of such bias on a specific gig worker demographic is theorized.FindingsThrough a review of research on the nature of work in the gig economy, the paper suggests an unspoken mandate exists for gig workers to engage in emotional labor practices. Specifically, the nature of gig work in terms of algorithmic control, coupled with gig work dependence, often creates a need for gig workers to engage in emotional labor. This need is heightened for racial and ethnic minorities and women gig workers.Research limitations/implicationsAs gig platforms increasingly rely on algorithms for management and gig workers face biases, this paper offers valuable insights that contribute to a comprehensive understanding of the gig economy's impact on worker well-being. The paper discusses the need for more profound research into the nature of work in the gig economy and the life experiences of gig workers.Practical implicationsThis paper has significant implications for organizations and gig workers. Understanding the relationships proposed in this paper can inform organizational strategies to enhance the well-being of gig workers and improve their overall work experiences, potentially leading to increased satisfaction and reduced turnover. Additionally, the paper recommends strategies gig workers can utilize to achieve positive outcomes.Originality/valueThe evolving work landscape, driven by the gig economy, necessitates a thorough understanding of new work dynamics. This paper sheds light on the often-overlooked diversity within the gig workforce, mainly focusing on the unique experiences of women and racial and ethnic minorities.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"9 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141698155","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A critical reflection on internationalizing gender equality certification: the case of Brazilian academia","authors":"Charikleia Tzanakou, Camila Infanger, Leticia Oliveira, Fernanda Staniscuaski","doi":"10.1108/edi-02-2024-0056","DOIUrl":"https://doi.org/10.1108/edi-02-2024-0056","url":null,"abstract":"PurposeInternationalisation in higher education (HE) has always been romanticised and idealised but there has been limited focus on the internationalisation of gender equality and Equality, Diversity and Inclusion (EDI) certification and the role of international partnerships. Certification and Award Schemes (CAS), such as the Athena Swan Charter, can promote gender equality, best practices exchanges and foster institutional changes. Nevertheless, simply transferring strategies or frameworks without careful consideration of the nuances of the destination context can inadvertently lead to the perpetuation or exacerbation of gender inequalities and reproduce hierarchical relations between the Global South and North. Brazil's cultural and political context highlights the need for adapting the CAS framework to align with the unique conditions of the country, as well as institutional transformations in order to accommodate such a framework. This study aims to critically explore how gender equality and EDI certification can be internationalised in the Global South and how international partnerships can play a role in this process.Design/methodology/approachBuilding on a collaborative UK–Brazil funded project on advancing gender equality in Brazilian academia, we critically reflect on the assumptions of the funding call for operationalising international collaborations, and how we built solidarity – informed by our positionalities – against underlying colonial patterns. As part of our partnership, we were consulted to provide feedback on the introduction of an Athena SWAN framework in Brazil. We reflect on how the Athena Swan framework was “internationalised” in Brazil, especially in relation to its focus, the challenges of implementing gender equality and EDI efforts and the conditions required for such efforts to be meaningful in the Brazilian context. Thus, we assess and critically reflect on the current situation in Brazil, the role that certification can play for EDI and which conditions are required to enact change. In addition, we reflect on our positionalities and working practices as part of this collaboration as feminist researchers from different disciplinary and geographical backgrounds.FindingsWe trace colonial logics in the operationalisation of the funding scheme on setting international collaborations valorising the UK system and reinforcing geopolitical production of knowledge hierarchies between the Global North and Global South. Furthermore, reflecting on the Brazilian political, cultural context with a focus on HE we find similar challenges – to the UK – in implementing gender and EDI efforts. However, there are particular nuances in the Brazilian context that exacerbate these obstacles and make the implementation of an EDI certification framework in Brazil particularly challenging. Overcoming these barriers requires a collective effort from government, funding bodies, scientific associations and HE institutions, for the implementati","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"39 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141334765","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}