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

{"title":"Representation of women and people of color on nonprofit boards and CEO gender and race","authors":"Young‐joo Lee","doi":"10.1108/edi-11-2023-0411","DOIUrl":"https://doi.org/10.1108/edi-11-2023-0411","url":null,"abstract":"PurposeThis study examines how the representation of women and people of color on nonprofit boards relates to CEO gender and race.Design/methodology/approachThis study uses the 2020 data of 501(c)(3) nonprofit organizations in a Southeastern U.S. state. It employs the seemingly unrelated bivariate probit regression to simultaneously estimate the two equations for CEO gender and race.FindingsThe findings show that the proportion of board members of color is positively associated with having a CEO of color and a female CEO. The proportion of female board members is positively associated with having a female CEO, but not with having a CEO of color.Practical implicationsThe lack of a positive connection between women’s representation on the board and having a CEO of color may be attributable to the pervasive and systematic Whiteness in nonprofit leadership. The findings suggest that nonprofit boards reflect on the current executive hiring policies and practices to address existing racial biases or barriers.Originality/valueThis study’s findings reveal that the descriptive representation of women and people of color in the governing board is closely linked to their substantive representation in the form of selecting a woman or a person of color as the CEO. The findings also suggest an interconnection between the representation of people of color on the board and having a female CEO. However, women’s representation on the board is not related to having a CEO of color.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"16 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141346480","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":"Nothing for us, except by us – Support for queer ethnic young people in Aotearoa New Zealand","authors":"Camille Nakhid, Tommy Sokun Long, Mengzhu Fu, M. Tuwe, Zina Abu Ali, L. Vano, Pooja Subramanian, C. Yachinta, Claire Farrugia","doi":"10.1108/edi-11-2023-0387","DOIUrl":"https://doi.org/10.1108/edi-11-2023-0387","url":null,"abstract":"PurposeThis paper looks at mainstream lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA+) support services in Aotearoa New Zealand, which predominantly center white queer voices and services and fail to account for the intersectional identities of young ethnic queers.Design/methodology/approachThis exploratory, qualitative study investigated the social and professional support experienced and responded to by 43 young ethnic queers living in Aotearoa New Zealand, who were between 18 and 35 years of age. Participants identified as queer, non-binary, gay, pansexual, demisexual, gender fluid, non-binary and trans among others and held ethnic heritage from Africa, Asia, the Middle East and the Americas. Persadie and Narain's Mash Up methodological approach (2022) was used to analyze the data. Mash Up allowed us to understand the intersectional spaces of queer ethnic lives in white-dominated spaces, the ways in which young ethnic queers resisted the marginalization of their racialized being and took agency to counter actions and decisions that negated their presence and intersectional identities.FindingsThe findings from the study showed that young ethnic queers responded to the lack of adequate support services by establishing their own voluntary organizations and support networks. The study revealed that ethnic queer young people were critical of the white-dominated LGBTQIA+ support organizations; they created their own transformative spaces where they found “family” and community where they could be open about their queerness without the fear of rejection and stigma, while still advocating for equitable resources and an intersectional approach in queer mainstream services.Originality/valueThis paper provides valuable information on the lack of support for queer ethnic young people in Aotearoa New Zealand. The absence of information on the needs of this group poses a challenge to government departments, which rely on data to inform policy and allocate resources. The limited research and knowledge of this community make them less visible and, consequently, less likely to be given resources. It also means that harmful practices and behaviors toward queer ethnic young people by families and communities are more likely to go unnoticed and unaddressed. The paper also shows that the agency of young ethnic queers to create their own transformative spaces and to challenge the white-centric spaces, which have failed to consider their intersectional identities, has been instrumental to their well-being.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"58 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141346849","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":"Yoorrook: truth telling in the Victorian Treaty process","authors":"Kevin James Moore, Pauline Stanton, S. Fan, Mark Rose, Mark Jones","doi":"10.1108/edi-05-2022-0104","DOIUrl":"https://doi.org/10.1108/edi-05-2022-0104","url":null,"abstract":"PurposeThe purpose of this paper is to explore this process through reviewing key reports and literature through an Indigenous standpoint lens. We identify three key challenges facing the Yoorrook Commission in its journey. First, the continued resistance of influential sections of the Australian community to look backwards and accept responsibility for the violence of the colonial project. Second, the trauma facing those who speak out and remember and the real danger of expectations dashed. Third, the continuance of the colonial pandemic and underlying and invisible racism that infects and poisons all Australians.Design/methodology/approachThis paper has drawn on key literature and secondary data through an Indigenous Lens.FindingsWe identify three challenges facing Yoorrook. First, the resistance of influential sections of the Australian community to accept responsibility for the violence of the colonial project. Second, the trauma facing those who speak out and remember and the danger of expectations dashed. Third, the continuance of underlying and invisible racism that infects and poisons the hearts and minds of non-Indigenous Australia. Despite these challenges we argue that the ability of Yoorrook to capture the lived experience of First Peoples in Victoria and the ability to hold key government officials to account presents a unique opportunity to advance the self determination of all First Peoples in Australia.Originality/valueThis is the first Treaty in Victoria and there has been no study of it before.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"41 23","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141358561","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 gender-inclusive HRM and fairness perception trigger paradigm shifts in female employees' psychological empowerment patterns and career progression?","authors":"Muhammad Athar Rasheed, Samiullah Bajwa, Natasha Saman Elahi","doi":"10.1108/edi-04-2023-0131","DOIUrl":"https://doi.org/10.1108/edi-04-2023-0131","url":null,"abstract":"PurposeDrawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the career progression of female employees via psychological empowerment.Design/methodology/approachPartial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses.FindingsFindings suggest that gender-inclusive HRM practices substantially affect female employees' psychological empowerment and career progression. Psychological empowerment is a mediating mechanism that explains the effect of gender-inclusive HRM practices on female employees' career progression. Finally, overall fairness perception further amplifies the effect of gender-inclusive HRM practices on psychological empowerment and career progression.Practical implicationsThe study provides evidence to policymakers that organizations may promote psychological empowerment and career progression of female employees by implementing gender-inclusive HRM practices and promoting overall fairness perception.Originality/valueThis study contributes to achieving the SDGs by examining the impact of gender-inclusive HRM practices and overall fairness perception on female employees' psychological empowerment and career progression. Specifically, it aligns with “Goal 5 - achieve gender equality and empower all women and girls” and “Goal 8 - promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all”.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"2 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141380492","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":"Mental and institutional barriers to creating impact","authors":"Hans van Dijk","doi":"10.1108/edi-11-2023-0377","DOIUrl":"https://doi.org/10.1108/edi-11-2023-0377","url":null,"abstract":"PurposeIn this impact paper, I outline how a new inclusion theory generated non-scholarly impact even before it was published and share my personal experiences with mental and institutional barriers to creating that impact. With this, I hope to (1) help readers relate to and understand the issues that they are facing in creating impact and (2) inspire academics and academic institutions to remove obstacles to creating impact.Design/methodology/approachAfter outlining the new theory and the impact it has generated, I autobiographically describe the barriers to impact that I experienced, split up into two categories: mental and institutional barriers.FindingsI discerned six main barriers that I had to overcome. Three of these are mental obstacles: impact order beliefs, prioritizing impact and a lack of examples. The other three are institutional obstacles: a lack of incentives for doing impact work, a lack of resources and an incompatibility between the impact form and the institutional environment.Originality/valueIt can be daunting to hear about the impact that others are having when the journey to get there is being left out and success stories run the risk of pretending that there were no or only a few obstacles involved. In sharing the struggles involved with doing an impact in my particular case, I hope to provide a more realistic insight into the barriers that one is likely to face in doing impact and issue a wider call for removing barriers to making impact.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"106 9","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141377861","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":"Making a feminist impact: mobilising knowledge through scholarly activism","authors":"Helena Liu, Helen Taylor","doi":"10.1108/edi-07-2023-0240","DOIUrl":"https://doi.org/10.1108/edi-07-2023-0240","url":null,"abstract":"PurposeThis article reflects on our joint experiences co-creating impact through a project in knowledge mobilisation – a website that disseminated resources and facilitated developmental activities for scholar-activists. We examine this project from the perspectives of the first author who created and ran the website and the second author who participated as a community member from the project’s launch.Design/methodology/approachThe website attracted a scholarly activist community primarily comprising former and current women academics, who collaboratively informed the first author’s creation of articles, newsletters and workshops, that sought to develop individual and institutional capacities for feminist leadership.FindingsThis project in co-creating impact revealed the yearning and potential academics had for support and belonging. They were drawn to the website because many struggled with overwork, burnout and violence within a system that they did not feel was built for them. They strove to build a community around the website and its associated activities and resources so that they could fill the perceived gaps and heal the felt harms of their institutions.Originality/valueOur reflections consider the different ways impact may be collaboratively generated through knowledge mobilisation in community, including how feminist redefinitions of impact may be designed and demonstrated in future projects. At the same time, we also critically examine the limitations of attempting to redress institutional issues as individuals without formal authority in those institutions.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"29 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141379007","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":"Decoding the networking strategies of Asian and Black workers in the London Insurance Market","authors":"Mani Pillai","doi":"10.1108/edi-10-2023-0370","DOIUrl":"https://doi.org/10.1108/edi-10-2023-0370","url":null,"abstract":"PurposeThis study utilizes Bourdieu’s concepts of field, capital and habitus to investigate the networking strategies of Asian and Black knowledge workers in the London Insurance Market. It also examines the factors contributing to the success or failure of these strategies. The trading activities of the London Insurance Market are underpinned by interdependent relations among its participants. It provides an appropriate context for examining the networking strategies adopted by Asian and Black workers to accelerate their careers.Design/methodology/approachThis research employed a qualitative methodology, gathering data from 24 participants through semi-structured interviews. Participants were selected using purposive, convenience, and snowball sampling methods. Thematic analysis was used to analyze data and develop aggregated concepts from the identified themes and subthemes.FindingsThe London Insurance Market accords great importance to networking. Interpersonal connections significantly influenced career progression, often overshadowing educational attainments. Asian and Black workers faced systemic nepotism and limited access to influential networks in this field. Participants strategically used their interactions to overcome these challenges and advance their careers. Many believed that their careers had a better chance of progressing through informal networks than through formal channels such as Human Resources. Some participants declined to engage in the commonly accepted networking practices, choosing alternative ways to further their careers.Practical implicationsFindings underscore the need for implementing specific organizational policies to address systemic biases and nepotism, particularly in front-office recruitment. Such policies could include prioritizing merit-based hiring practices and developing targeted initiatives to reduce the underrepresentation of minority ethnic workers in front-office positions. By adopting these measures, organizations can create more equitable career advancement opportunities and leverage the full potential of their diverse workforce.Originality/valueThis study contributes to the existing literature on minority ethnic workers' careers, networking theory and workplace diversity. It provides insights into the networking strategies of Asian and Black workers within the London Insurance Market, revealing that these strategies are dependent on contextual factors. The study also highlights the pervasive practice of nepotism deeply ingrained in the habitus of the London Insurance Market and which acts as a barrier for gaining access to influential networks.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"13 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141265263","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":"Does organizational culture influence gender microaggressions in the workplace? A grounded theory approach","authors":"P. Priya, S.S. Sreejith","doi":"10.1108/edi-05-2023-0170","DOIUrl":"https://doi.org/10.1108/edi-05-2023-0170","url":null,"abstract":"PurposeThis article adds to the existing literature by identifying persistent sociocultural norms that influence organizational culture as facilitators of gendered microaggressions experienced by women in the workplace.Design/methodology/approachData were obtained from 25 women employees in the Indian banking and finance sector following an unstructured interview. Grounded theory was utilized to establish that organizational culture, which in turn is reinforced by gender microaggressions, contributes to its prevalence.FindingsGender microaggressions manifest in the form of Alienation, Opportunity Denial, Invisible Restrictions and Sexual Innuendos. The relationship between organizational culture and gender microaggressions is cyclical, reinforcing and strengthening each other.Originality/valueThis is the first study on gender microaggressions to be conducted in the banking and finance sector.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"53 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141228482","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":"Belonging beyond the binary: the positive experiences of visible non-binary and genderqueer individuals in the workplace","authors":"Megan Trotter, Julia Yates","doi":"10.1108/edi-10-2023-0359","DOIUrl":"https://doi.org/10.1108/edi-10-2023-0359","url":null,"abstract":"PurposeThe number of people being identified as non-binary and genderqueer (NBGQ) is rapidly increasing, but the literature offers scant guidance for organisations aiming to offer these workers an inclusive environment in which they feel that they belong. This study explores how the positive experiences of NBGQ individuals contribute to their sense of belonging in the workplace.Design/methodology/approachIn-depth, semi-structured interviews were conducted with five participants, exploring their positive experiences of belonging at work and the data were analysed using interpretative phenomenological analysis (IPA).FindingsThree higher-order themes were created: allowing authenticity; social support and creating inclusive culture. Findings from this study suggest that NBGQ authenticity, perceived colleague social support and the proactive creation of inclusive organisational cultures interact to develop a sense of belonging for NBGQ individuals in the workplace.Originality/valueEmpirical studies on the experiences of non-binary people at work are almost non-existent. Existing research predominantly explores the negative experiences of NBGQ individuals as a subset of a transgender demographic. This article focuses specifically on the experiences of NBGQ workers and thus contributes to filling this gap in the literature.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"2 9","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141267217","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":"Municipal mediators as a cooperation network for the social integration of Roma community: a qualitative study","authors":"Júlio Costa, Mário Franco","doi":"10.1108/edi-09-2023-0309","DOIUrl":"https://doi.org/10.1108/edi-09-2023-0309","url":null,"abstract":"PurposeThis study aims to understand in what way municipal mediators can function as a cooperation network, promoting better social and economic inclusion of Roma community.Design/methodology/approachTo fulfil this objective, a qualitative approach was adopted, holding semi-structured interviews with various partners involved in an inter-organisational cooperation network: the DiverCity project. This project aims to combat the discrimination of Roma community living in the local authority.FindingsThe empirical evidence obtained shows that the most important factors for the successful social and economic inclusion of Roma community are networking and the trust created between the parties involved. Communication, flexibility and common goals are other essential relational factors for the social and economic inclusion of the Roma community in this cooperation network.Practical implicationsThis study shows how trust and networking are fundamental for the social and economic inclusion of Roma community. When minorities and the majority community are in harmony and consider factors such as trust and communication, social inclusion is found to be the case. From networking and the trust established between partners, this study shows how municipal mediators can facilitate inclusion of Roma community.Originality/valueAs there is little research on the role of municipal mediators in social inclusion, this study is particularly important and innovative by proposing a model for project development aiming for the inclusion of minority groups such as Roma community.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"5 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141228931","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}