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

{"title":"Cultural variation in hiring people with disabilities: a theory and preliminary test","authors":"David Thomas, Aminat Muibi, Anna Hsu, Bjørn Ekelund, Mathea Wasvik, Cordula Barzantny","doi":"10.1108/edi-10-2023-0366","DOIUrl":"https://doi.org/10.1108/edi-10-2023-0366","url":null,"abstract":"PurposeThe goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.Design/methodology/approachTo test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.FindingsResults indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.Originality/valueThe vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the “limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability” (Beatty et al., 2019, p. 122).","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"50 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140726219","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":"Stakeholder exclusion practices of responsible leaders: an investigation into the application of responsible leader values in stakeholder inclusion and exclusion","authors":"Mark Ellis, Dianne Dean","doi":"10.1108/edi-06-2023-0187","DOIUrl":"https://doi.org/10.1108/edi-06-2023-0187","url":null,"abstract":"PurposeThe aim of this paper is to explore the stakeholder exclusion practices of responsible leaders.Design/methodology/approachAn interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion.FindingsThe findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders’ values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation.Research limitations/implicationsThis study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting.Practical implicationsThe findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management.Originality/valueThis paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":" 17","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140210022","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":"The mourning after affirmative action: a composite counterstory about whiteness as property, fugitive pedagogy, and possibility","authors":"U. Jayakumar","doi":"10.1108/edi-01-2023-0023","DOIUrl":"https://doi.org/10.1108/edi-01-2023-0023","url":null,"abstract":"PurposeIn the aftermath of the Supreme Court’s 2023 decision to effectively end race-conscious admissions practices across the nation, this paper highlights the law’s commitment to whiteness and antiblackness, invites us to mourn and to connect to possibility.Design/methodology/approachDrawing from the theoretical contributions of Cheryl Harris, Jarvis Givens and Chezare Warren, as well as the wisdom of Justice Ketanji Brown Jackson’s dissenting opinion, this paper utilizes CRT composite counterstory methodology to illuminate the antiblack reality of facially “race-neutral” admissions.FindingsBy manifesting the impossible situation that SFFA and the Supreme Court’s majority seek to normalize, the composite counterstory illuminates how Justice Jackson’s hypothetical enacts a fugitive pedagogy within a dominant legal system committed to whiteness as property; invites us to mourn, to connect to possibility and to remain committed to freedom as an intergenerational project that is inherently humanizing.Originality/valueIn a sobering moment where we face the end of race-conscious admissions, this paper uniquely grapples with the contradictions of affirmative action as minimally effective while also radically disruptive.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"21 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140230423","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":"How supervisors and coworkers enable workplace practices to foster success for employees with mental health and/or addiction challenges","authors":"Kelley A. Packalen, Kaitlyn Sobchuk, Kelly Qin-Wang, Jenelle Cheetham, Jaclyn Hildebrand, Agnieszka Fecica, Rosemary M. Lysaght","doi":"10.1108/edi-10-2023-0326","DOIUrl":"https://doi.org/10.1108/edi-10-2023-0326","url":null,"abstract":"PurposeThe goal of this study was to understand which employee-focused workplace practices and priorities – more formally known as human resource (HR) practices and priorities – employees with mental health and/or addiction challenges (MHAC) valued and how they perceived the day-to-day implementation of those practices and priorities in the workplace integration social enterprises (WISEs) that employed them.Design/methodology/approachTwenty-two WISE workers who self-identified as having serious MHAC participated in semi-structured interviews. Interviews were transcribed and coded to identify ways that employees did or did not feel supported in their WISEs.FindingsParticipants identified three HR practices and two HR priorities as important to establishing an inclusive workplace that accommodated their MHAC. The extent to which individual participants felt included and accommodated, however, was shaped by interactions with their supervisors and coworkers.Originality/valueBy evaluating the salience of WISEs’ employee-focused workplace practices and priorities through the lens of the employees themselves, our study articulates the critical role that interactions with coworkers and supervisors have in determining whether HR practices and priorities have the intended effect on worker experience.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"236 5‐8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140233561","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":"Editorial: Producing actionable knowledge about marginalized populations and communities: a challenge to editors and journals","authors":"Harry J. Van Buren, Charlotte Karam, F. Afiouni","doi":"10.1108/edi-03-2024-426","DOIUrl":"https://doi.org/10.1108/edi-03-2024-426","url":null,"abstract":"","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"559 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140246788","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":"Online corporate communication of diversity and inclusion: washing as aspirational talk","authors":"Nanna Gillberg","doi":"10.1108/edi-08-2023-0250","DOIUrl":"https://doi.org/10.1108/edi-08-2023-0250","url":null,"abstract":"PurposeThe article aims to investigate how washing practices focused on appeasing sceptics of diversity work in for-profit organizations play out in corporate online communication of diversity and inclusion efforts, and how these enable communication to a wide audience that includes social equity advocates.Design/methodology/approachOnline corporate communication data of diversity and inclusion themes were compiled from the websites of eight Swedish-based multinational corporations. The data included content from the companies’ official websites and annual reports and sustainability reports as well as diversity and inclusion-themed blog posts. A thematic analysis was conducted on the website content.FindingsThe study showcases how tensions between conflicting external demands are navigated by keeping the communication open to several interpretations and thereby achieving multivocality. In the studied corporate texts on diversity and inclusion, this is achieved by alternating between elements catering to a business case audience and those that appeal to a social justice audience, with some procedures managing to appease both audiences at the same time.Originality/valueThe article complements previously described forms of washing by introducing an additional type of washing – business case washing – an articulation of the business case rhetoric that characterizes the diversity management discourse. While much has been written about washing to satisfy advocates of social change and equity, washing to appease shareholders and boardroom members, who are focused on profit and economic growth, has received less attention. The article suggests that online corporate communication on diversity and inclusion, by appeasing diverse audiences, can be seen as aspirational talk.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"13 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140248412","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":"Twitter as a counter-storytelling site for students of Color working to abolish the police","authors":"Re'Nyqua Farrington","doi":"10.1108/edi-12-2022-0361","DOIUrl":"https://doi.org/10.1108/edi-12-2022-0361","url":null,"abstract":"PurposeGiven the historical legacy of policing Black bodies, this research focuses on the structures of anti-Blackness within school policing and the strategies students of Color activists use as they work to defund or abolish police departments in the Los Angeles Unified School District (LAUSD).Design/methodology/approachSpecifically, this article looks to Twitter as a counter-storytelling space for students of Color activists to organize and build movements to end anti-Black school policing. Through the frameworks of critical race theory (CRT) and Black critical theory (BlackCrit), this research applies inductive coding to analyze 42 Twitter posts from three students of Color-led organizations based in Los Angeles.FindingsThis document analysis presents four themes, which describe four dominant strategies students of Color activists use in their campaigns to defund or abolish school police in the LAUSD: (1) centering Blackness and Black student experiences, (2) making demands for the elimination of funding and support for school police, (3) calling for a shift in funding to support Black students and (4) employing multiple tactics concurrently.Research limitations/implicationsThese findings demonstrate the importance of developing and centering a critical understanding of anti-Blackness to achieve racial and educational justice within social movements.Originality/valueMoreover, the demands of students of Color activists reflect visions of public schools free from anti-Black school policing.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"113 17","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140079312","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":"Requesting mental illness workplace accommodations: the roles of perceived need and stigma","authors":"Kayla B. Follmer, Mackenzie J. Miller, Joy E. Beatty","doi":"10.1108/edi-06-2023-0195","DOIUrl":"https://doi.org/10.1108/edi-06-2023-0195","url":null,"abstract":"PurposeResearch related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship.Design/methodology/approachThe authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder).FindingsThe authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work.Originality/valueThe authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"4 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140090819","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":"Challenging the dominant narratives: faculty members’ perceptions of administrators’ responses to Critical Race Theory bans","authors":"Kaleb L. Briscoe, Veronica A. Jones","doi":"10.1108/edi-01-2023-0040","DOIUrl":"https://doi.org/10.1108/edi-01-2023-0040","url":null,"abstract":"Purpose Legislators continue to label Critical Race Theory (CRT) and other race-based concepts as divisive. Nevertheless, CRT, at its core, is committed to radical transformation and addressing issues of race and racism to understand how People of Color are oppressed. Through rhetoric and legislative bans, this current anti-CRT movement uses race-neutral policies and practices to limit and eliminate CRT scholars, especially faculty members, from teaching and researching critical pedagogies and other race-based topics.Design/methodology/approach Through semi-structured interviews using Critical Race Methodology (CRM), the authors sought to understand how 40 faculty members challenged the dominant narratives presented by administrators through their responses to CRT bans. Additionally, this work aimed to examine how administrators’ responses complicate how faculty make sense of CRT bans.Findings Findings describe three major themes: (1) how administrators failed to respond to CRT bans, which to faculty indicated their desire to present a neutral stance as the middle ground between faculty and legislators; (2) the type of rhetoric administrators engaged in exemplified authoritarian approaches that upheld status quo narratives about diversity, exposing their inability to stand against oppressive dominant narratives; and (3) institutional leaders’ refusal to address the true threats that faculty members faced reinforced the racialized harm that individuals engaging in CRT work must navigate individually.Originality/value This study is one of the few that provide empirical data on this current anti-CRT movement, including problematizing the CRT bans, and how it affects campus constituents such as faculty members.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"11 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140418557","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":"Understanding practices which foster inclusion: views from the top","authors":"Christine de Largy, Deirdre Anderson, Susan Vinnicombe","doi":"10.1108/edi-10-2022-0292","DOIUrl":"https://doi.org/10.1108/edi-10-2022-0292","url":null,"abstract":"PurposeThis study aims to deepen our understanding of how inclusionary practices are used within organizations and how they satisfy specific inclusion needs.Design/methodology/approachWe adopt a qualitative research design, reporting on data from semi-structured interviews conducted with 15 diversity and inclusion (D&I) directors/leads and using a thematic approach to analysis.FindingsOur study expands understanding of inclusion practices, showing that they are not uniformly implemented and that practices may satisfy both needs to belong and differences valued, with interviewees prioritizing belonging. Well-being and career development are seen as important inclusion practices demonstrating support and appreciation of difference, thus as inputs, not outputs, of inclusion challenging existing assumptions. Inclusionary practices are malleable, and their impact depends critically on the leaders involved and their commitment to EDI.Originality/valueOur study shows how practices satisfy inclusion needs and that the implementation of practices varies depending on the leaders involved.","PeriodicalId":503114,"journal":{"name":"Equality, Diversity and Inclusion: An International Journal","volume":"56 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140431101","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}