Equality, diversity and inclusion : an international journal最新文献

{"title":"Résumé screening heuristic outcomes: an examination of hiring manager evaluation bias","authors":"Ozias A. Moore, Beth A. Livingston, Alex M. Susskind","doi":"10.1108/edi-04-2021-0115","DOIUrl":"https://doi.org/10.1108/edi-04-2021-0115","url":null,"abstract":"PurposeHiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.Design/methodology/approachDrawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.FindingsThe authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.Research limitations/implicationsAlthough the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientat","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"30 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84601878","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 influence of personal skills development and coping self-efficacy on the affective occupational commitment of women in STEM fields","authors":"Lama Blaique, A. Pinnington, Husam Malakawi, Hazem Aldabbas","doi":"10.1108/edi-10-2021-0264","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0264","url":null,"abstract":"PurposeDespite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining the factors that could contribute to women's persistence and commitment. The purpose of this research is to identify cognitive and behavioral factors that will support the occupational commitment of women in STEM.Design/methodology/approachQuantitative analysis is based on a questionnaire survey of 375 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were employed in the analysis of the data.FindingsThe results support the following hypotheses: personal skills development has a positive impact on affective occupational commitment and coping self-efficacy, and coping self-efficacy mediates the relationship between personal skills development and affective occupational commitment.Originality/valueThis study adds insights on the dynamic approaches adopted by women in STEM fields to overcome occupational career challenges by testing several internal drivers, coping self-efficacy and personal learning.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"423 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77031579","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":"Middle ageism: when social climate and perceived employability relate to attitudes and intent to hire middle-aged employees","authors":"Galy Binyamin, Yael Brender-Ilan","doi":"10.1108/edi-09-2021-0234","DOIUrl":"https://doi.org/10.1108/edi-09-2021-0234","url":null,"abstract":"PurposeAs the global workforce ages, organizations face unprecedented challenges, especially managing effective communication between generations. The phenomenon of middle ageism (i.e. discriminating against middle-aged employees based on their age) has become more prevalent. The authors examined how contextual settings and communication affect attitudes toward middle-aged employees and hiring intentions.Design/methodology/approachData were collected from 537 employees from various organizations, via questionnaires. The moderated mediation model was analyzed using Hayes' PROCESS models.FindingsResults showed that attitudes toward middle-aged employees mediated the relationship between social climate of shared codes and language and hiring intentions. Social climate was positively related to attitudes toward their adaptability, but negatively to attitudes toward their ability. Also, decision-makers' own perceived employability moderated the relationship between attitudes toward employees' adaptability and hiring intentions, and the indirect relationship between social climate and hiring intentions.Practical implicationsSince age diversity is expected to become one of the most dominant diversity classifications in the very near future, coping with middle ageism constitutes a growing challenge for managers and HR staff. The findings indicate that in order to enhance sustainable employment and prevent discrimination, organizations need not only maintain a supportive climate for older employees, as an affirmative action, but also ensure better communication in terms of sharing codes and language that enhance positive attitudes toward middle-aged colleagues.Originality/valueIn an era where diversity and inclusion dominate human resource management decision making, this study contributes to the literature on the underexplored domain of age diversity.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"51 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80270163","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":"Work–family strain of employees with children with disabilities","authors":"Abraham Stefanidis, Margaret E. King‐Sears, Lina Gilic, Vasilis Strogilos","doi":"10.1108/edi-02-2021-0039","DOIUrl":"https://doi.org/10.1108/edi-02-2021-0039","url":null,"abstract":"PurposeThe purpose of this study is to investigate the relationships between (1) employed parents' work–family conflict (WFC), (2) their children with disabilities' support needs, (3) their children's age, and (4) those parents' levels of school engagement.Design/methodology/approachData were collected from 193 US parents of children with disabilities who completed a survey regarding work and family strain as well as school engagement. Descriptive statistical and correlational analyses were used, followed by moderated regression analysis.FindingsResults indicate that higher levels of WFC have a negative impact on parents' school engagement. Similarly, children with disabilities' increased needs for parental support have a negative impact on school engagement. Moreover, the age of children with disabilities holds a moderating role in the relationship between support needs and school engagement.Research limitations/implicationsHuman resource managers can acquire information regarding employed parents of children with disabilities' increased support needs and formalize flexible policies leading to supportive workplace cultures. School personnel can instigate a range of options that facilitate parents' school engagement, such as maximizing use of technology via virtual meetings and activities.Originality/valueThese innovative findings contribute to theoretical underpinnings in work and family strain research as well as conservation of resources theory, given the lack of previous empirical work specific to children with disabilities and their employed parents.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"3 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90443311","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":"Workers' attitudes toward women managers: evidence from Vietnam","authors":"Anh T. Phan, Hannah-Hanh D. Nguyen","doi":"10.1108/edi-08-2021-0215","DOIUrl":"https://doi.org/10.1108/edi-08-2021-0215","url":null,"abstract":"PurposeThe purpose of this paper was to investigate personality-related antecedents of Vietnamese workers' attitudes toward female managers, which subsequently predicted workers' judgments of them.Design/methodology/approachThis study used a factorial experiment to examine participants' general attitudes toward women's rights and roles and their particular attitudes toward female managers in the workplace. Vietnamese workers (N = 159) were randomly assigned to experimental conditions of manager performance and completed a post-test questionnaire. This study also qualitatively explored participants' observations of any gender stereotypes in the workplace.FindingsFindings demonstrated that participants' gender, general attitudes toward women's social rights and roles, and internal work locus of control positively predicted their attitudes toward female managers. Qualitative findings showed perceived gender-based egalitarianism in the workplace, but women's leadership qualities were barely recognized.Originality/valueThis study is the first to utilize a mixed-method approach to assess Vietnamese workers' attitudes, contributing to the literature on attitudes toward both women in general and women in management in Asia generally and in Vietnam in particular.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"29 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88942276","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 effects of female sexually fluid workplace romance on their work and life","authors":"Q. T. Pham, Hung Quang Le, K. Mai, Anh T. Phan","doi":"10.1108/edi-01-2022-0007","DOIUrl":"https://doi.org/10.1108/edi-01-2022-0007","url":null,"abstract":"PurposeDrawing on scholarships of workplace romance, LGBT at work and sexual fluidity, this present research aims to investigate the effect of female sexually fluid romantic relationships at work on their work and life.Design/methodology/approachThe authors used qualitative approach and interviewed 30 female workers who experienced sexual fluidity at work.FindingsFrom interviews with 30 female employees in Vietnam who experience fluidity in their romance, the authors find out positive and negatives effects on their psychology at work (affective/behavioral/cognitive change and mental health), work outcome (job attitudes and performance/productivity) and relations with coworkers.Originality/valueThis research discovers common and distinct features in the workplace romance of female sexually fluid employees. The research finding supports queer perspective which is exerting more salient impacts on our contemporary society and workplace.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"66 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90764675","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 state of diversity among leadership roles within Canada's largest arts and cultural institutions","authors":"Charlie Wall-Andrews, Rochelle Wijesingha, W. Cukier, Owais Lightwala","doi":"10.1108/edi-02-2021-0054","DOIUrl":"https://doi.org/10.1108/edi-02-2021-0054","url":null,"abstract":"PurposeThis paper aims to answer the following research questions: Does the Canadian Arts Summit's membership (i.e. Canada’s largest cultural institutions) reflect Canada's diversity? What is the state of diversity among leadership roles within Canada's largest cultural institutions when viewed through a geographical, gender and racial diversity, and intersectional lens?Design/methodology/approachEmploying a geographic, gender, racial diversity and intersectional lens, the authors investigated the largest and most influential arts and cultural organizations in Canada (n = 125) to examine their leadership diversity. The authors found that there is a disconnect between the diversity of Canada and the leadership representation among the largest arts organizations. The authors rationalize the management implications of a lack of diversity leading Canada's cultural sector.FindingsThe leadership of major arts organizations in Canada does not reflect the diversity of Canada's population. For example, among 125 Canadian Arts Summit organizations, only 5.7% of CEOs are racialized compared to 94.3% who are White. The findings show similar results for lack of diversity in the Artistic Director and Chair of the Board roles.Originality/valueThere is limited research using this methodology to investigate leadership diversity, especially in the arts and culture sector. This research can create a benchmark for the sector to improve the status quo. The value of this research aims to encourage policy actors and arts leaders to address diversity and inclusion within their organizations and the communities they aim to serve. This research provides the foundation for future studies exploring leadership diversity and representation in the Canadian arts sector.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"40 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80475771","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":"Assessing burnout in diversity and inclusion professionals","authors":"Andrea Pemberton, Jennifer L. Kisamore","doi":"10.1108/edi-12-2020-0360","DOIUrl":"https://doi.org/10.1108/edi-12-2020-0360","url":null,"abstract":"PurposeBurnout has been linked to a myriad of negative organizational and individual health outcomes which threaten employee and organizational well-being. This study examines how unique features of diversity and inclusion (D&I) work are related to burnout.Design/methodology/approachParticipants were recruited using network and convenience sampling strategies. A total of 64 full-time employees whose primary responsibility is to implement the D&I strategy for their organization provided useable data for analysis. Participants completed measures of burnout, role ambiguity, role conflict, subjective experiences of tokenism, and top management support. Measures were administered online via Qualtrics.FindingsResults suggest lack of clear job duties, conflicting job demands, lack of top management support, and experiences of tokenism are associated with D&I professionals' experiences of burnout. The current study, however, indicates that while D&I professional experience higher levels of exhaustion than other professionals, they also experience greater professional efficacy, which suggests D&I roles are both challenging and rewarding.Practical implicationsResults suggest organizational leaders may mitigate employee burnout by providing clear support to and role definitions for D&I professionals.Originality/valueThis study is the first to explore burnout experiences among D&I professionals. Additionally, this study examines how burnout experiences are associated with role dysfunctions, top management support, and subjective experiences of tokenism.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"15 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84023602","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":"Lean on me when you’re not out: interactive effects of coworker support and concealment on transgender employees’ commitment and effort","authors":"Caren B. Goldberg, Val Willham","doi":"10.1108/edi-10-2021-0268","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0268","url":null,"abstract":"PurposeBased on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively associated with work effort and commitment and that coworker support (a resource) would be positively related with those outcomes. In addition, the authors tested whether coworker support buffered the demand of maintaining secrecy as predicted by the JD-R model.Design/methodology/approachRelying on survey data from 89 transgender employees, the authors used Hayes' Process Model 1 to test the model.FindingsConcealment was significantly related to both organizational commitment and work effort, but coworker support had no direct effect on either outcome. However, coworker support interacted with concealment, such that there were significant coworker support effects among trans employees who were out to none or some of their coworkers, but no significant effect among those who were out to all of their coworkers.Originality/valueWhile prior studies have examined the importance of coworker support and outness, the authors add to the literature by examining the joint effect of these variables on transgender employees' work experiences. In addition, as prior research has been slow to examine behavioral work outcomes, the authors expand the criterion space by examining the simple and joint effects of outness and support on a previously ignored variable, work effort.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"8 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72732072","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":"Board gender diversity, firm performance and corporate financial distress risk: international evidence from tourism industry","authors":"K. Lee, Tiong Yang Thong","doi":"10.1108/edi-11-2021-0283","DOIUrl":"https://doi.org/10.1108/edi-11-2021-0283","url":null,"abstract":"PurposeThis paper examines contextual factors that affect the association between board gender diversity and firm performance.Design/methodology/approachThe authors use a global sample of listed firms in the tourism industry in 30 countries from 2015 to 2020.FindingsFirst, firm performance is positively associated with the proportion of female directors on a board. Second, the positive association between firm performance and the proportion of female directors on the board is higher in (1) countries with stronger shareholder rights, (2) countries with stronger securities law regulation stipulating disclosure of board diversity, (3) countries with stronger economic empowerment of women, and (4) during the COVID-19 crisis. Third, corporate financial distress risk is lower in firms with higher proportion of female directors on the board. Fourth, the negative association between corporate financial distress risk and the proportion of female directors on the board is more pronounced in (1) countries with stronger securities law regulations stipulating disclosure of board gender diversity, (2) countries with stronger economic empowerment of women, and (3) during the COVID-19 crisis.Originality/valueThe results indicate that contextual factors (comprising country-level corporate governance structures, economic empowerment of women and economic crisis) can affect the association between board gender diversity and firm performance.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"31 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80682193","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}