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

{"title":"Resistance to gender education: a case study of a kindergarten in Italy","authors":"S. De Simone, Jessica Pileri","doi":"10.1108/edi-01-2021-0027","DOIUrl":"https://doi.org/10.1108/edi-01-2021-0027","url":null,"abstract":"PurposeDespite repeated attempts to implement gender education in schools, numerous forms of resistance still persist, maintaining the current gender order, especially in Italy. Thus, in this paper, the authors focus on the practices of resistance opposed to gender education in kindergarten.Design/methodology/approachThis study takes a qualitative approach, and data collection was conducted using ethnographic observations, a focus group and an in-depth interview. The authors used critical discourse analysis (cf: Fairclough's three-dimensional model).FindingsAs per our findings, teachers' resistance is attributed to “hegemonic masculinity” and “essentialism”. In the case of “hegemonic masculinity”, the discourses emphasise that male feminisation is a threat and female masculinisation is harmless. On the “essentialist” side, teachers' discourses focus on the segregation of genders that justify naturalised gender differences.Practical implicationsThis study emphasises the need for specific training for figures as important and authoritative as teachers. In addition to the training of teachers who currently work in kindergarten, it is also necessary to address the issue at the institutional level, adding to the university courses the teaching of specific subjects related to gender.Social implicationsThis paper offers causes for reflection on a profession that has profound implications in our society and about the power of resistance to implementing gender education. The implications are discussed.Originality/valueDifferent data sources are used simultaneously to disclose discursive practices of resistance to gender education in Italy.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"17 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78189385","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":"Revisiting congruence effects in diversity research: views of diversity initiatives and experiences of belonging in a New Zealand healthcare organization","authors":"J. Kuntz, Shalini Pandaram","doi":"10.1108/edi-12-2021-0310","DOIUrl":"https://doi.org/10.1108/edi-12-2021-0310","url":null,"abstract":"PurposeThis study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained by congruence/discrepancy between employees' personal value of diversity, equity and inclusion (DEI) initiatives and employees' views of perceived organizational commitment to these initiatives. The study also examined whether sense of belonging, and perspectives of DEI initiatives, differed between majority [New Zealand European (NZE)] and minority [Māori/Pasifika (MP)] workers.Design/methodology/approachA total of 771 employees from a New Zealand healthcare organization completed an online survey. Further to mean difference tests to contrast majority and minority group experiences, polynomial regressions with response surface methodology were conducted to examine congruence effects on sense of belonging.FindingsWhile MP workers attributed greater personal value to DEI initiatives and viewed the organization as prioritizing these initiatives compared to NZ European (NZE) workers, MP workers experienced a lower sense of belonging. Further, the authors' results show that congruence at higher levels of personal and organizational importance ascribed to DEI initiatives was associated with greater sense of belonging. Contrary to the deficiency-based discrepancy effect proposed, the lowest levels of belonging were experienced at low levels of organizational commitment to DEI, regardless of personal diversity value. Additionally, MP were more susceptible to ideological psychological contract breach than NZE workers.Practical implicationsThe authors' study highlights that while positive diversity climate perceptions are closely linked to perceptions of inclusion, organizations will discern the factors that contribute to or undermine inclusiveness by also gaging personal value DEI initiatives and the unique experiences of minority and majority groups.Originality/valueThis study is the first to examine the effect of diversity-related value congruence on employees' sense of belonging, and to uncover racioethnic differences in these effects.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"54 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90969091","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":"“You can call me Susan!” Doing gendered class work in luxury service encounters","authors":"V. Bernauer, Barbara Sieben, Axel Haunschild","doi":"10.1108/edi-10-2021-0272","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0272","url":null,"abstract":"PurposeWith a focus on service encounters in the luxury segment of hospitality and tourism, the authors analyse how inherent social class distinctions and status differences are (re-)produced and which role gender plays in this process of “doing class”.Design/methodology/approachThe authors combine concepts of class work and inequality regimes with a focus on intersections of class and gender. The empirical study is based on interviews in Germany with first-class flight attendants, five-star hotel employees, and luxury customers on how they perceive and legitimize luxury services, working conditions and status differences.FindingsThe authors identify perceptions and practices of status enhancement and status dissonance among luxury service workers, as well as gender practices and meanings such as specific feminized roles service workers take on. The authors also conceptualize these intersecting patterns of inequality reproduction as “gendered class work”.Originality/valueThe study broadens empirical accounts of labour relations in the service industries. The concept of organizational class work is extended towards worker–customer interactions. With the concept of gendered class work, the authors contribute to research on the intersectionality of class and gender and the reproduction of inequalities.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"29 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78931609","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":"Organizational interventions towards achieving gender equality at the corporate top: a multiple case study approach","authors":"Rosalien A. van ‘t Foort-Diepeveen","doi":"10.1108/edi-08-2021-0216","DOIUrl":"https://doi.org/10.1108/edi-08-2021-0216","url":null,"abstract":"PurposeThe aim of this article is twofold: (1) to identify gender equality organizational interventions implemented by a selected number of Dutch companies to increase the number of women at the corporate top and (2) to identify how these interventions overcome barriers to women's advancement and contribute to more women at the corporate top.Design/methodology/approachA comparative case study method was applied through conducting qualitative research. The research was conducted at four large Dutch companies.FindingsThe research identified 23 organizational interventions that were classified in four categories. The cross-case analysis focuses on specific themes, such as the type of interventions, the identified barriers, the successfulness of the interventions and factors contributing to increasing the number of women at the corporate top. The research shows that top-level commitment to this topic is important for the success of interventions and for increasing the number of women at the corporate top and throughout the rest of the organization. Some of the barriers could be overcome by the interventions identified.Practical implicationsThis research provides companies with better insight into the quality and quantity of gender equality organizational interventions implemented by Dutch companies to increase the number of women at the corporate top. It can assist them in deciding which interventions could be implemented in order to achieve gender equality at their corporate top.Originality/valueThe research provides in-depth insight into the types and number of implemented gender equality organizational interventions for women at the corporate top and into the results and perceived effectiveness of such interventions.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"51 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86762336","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":"Customer power, perceived behavioral control, and life insurance salespeople's reactions to customer sexual harassment","authors":"Yi-Ling Lin, Lu-Ming Tseng","doi":"10.1108/edi-03-2021-0061","DOIUrl":"https://doi.org/10.1108/edi-03-2021-0061","url":null,"abstract":"PurposeSexual harassment is often the result of the abuse of power by perpetrators over victims. This study investigated the effects of customer reward power, customer coercive power, perceived behavioral control (PBC), and personal factors on full-time life insurance salespeople's intentions to report customer sexual harassment.Design/methodology/approachThis study collected quantitative data through questionnaire surveys. A total of 743 valid questionnaires were collected.FindingsTwo types of customer sexual harassment (quid pro quo and hostile work environment) were evaluated. PBC was found to be the most influential factor affecting whistleblowing intentions. Regression analysis indicated that customer reward power significantly affected whistleblowing intentions toward quid pro quo customer sexual harassment. The male salespeople experienced stronger customer coercive power than did the female salespeople.Originality/valueNot every society views customer power and customer sexual harassment in the same manner. By examining Taiwan's life insurance salespeople and including the concept of customer power, this study broadens the understanding of whistleblowing intentions toward the two types of customer sexual harassment.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"30 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84573165","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":"Invited to the party but not allowed to dance? Examining strategic decision-making inclusion of top female executives","authors":"Ann Mooney","doi":"10.1108/edi-07-2021-0184","DOIUrl":"https://doi.org/10.1108/edi-07-2021-0184","url":null,"abstract":"PurposeThe gender diversity of top management teams (TMTs) is slowly increasing. Research shows that top executives influence firms through their role in strategic decision-making but that executives are not equally engaged in it. The purpose of this paper is to understand whether gender affects the likelihood of inclusion in strategic decision-making.Design/methodology/approachDrawing on surveys completed by chief executive officers (CEOs) and using expectation states and gender roles theories, the author examines the relationship between gender and inclusion in strategic decision-making for 266 top executives of global public firms.FindingsAfter controlling for a myriad of factors, results indicate that female executives are less likely than male executives to be included in strategic decision-making. Firm tenure moderates this effect such that it leads to a greater likelihood of inclusion for female executives but not male executives.Originality/valueThis study provides a unique consideration of strategic decision-making in TMTs. The findings suggest that diversity and inclusion do not always go hand in hand and that female executives may need to prove themselves more than male executives to be given an equal voice in the strategic direction of the firm.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"90 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83547657","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 systematic review of job-related diversity and future research directions","authors":"Shatrughan Yadav, Usha Lenka","doi":"10.1108/edi-12-2021-0324","DOIUrl":"https://doi.org/10.1108/edi-12-2021-0324","url":null,"abstract":"PurposeJob-related diversity is significantly different from demographic diversity, referring to diverse skills, knowledge, and perspectives. Despite the significant relevance of diversity literature, researchers have paid relatively less attention to job-related diversity dimensions like functional, educational, and tenure diversity. This study aims to analyze the scattered job-related diversity literature and identify mediating, moderating, and outcome variables, including dominant theories, methodological practices, and statistical techniques that affect performance outcomes.Design/methodology/approachThis paper consolidates the job-related diversity literature and conducts a systematic review to fill the research gap. This study undertook a systematic review of 101 articles on job-related diversity published between 1991 and 2020 in academic management journals.FindingsThis study has synthesized several theoretical frameworks and proposed an integrative framework of job-related diversity for future research and theory development. Conclusively, this study has highlighted the gaps, advanced the knowledge in job-related diversity, and suggested future research avenues and implications.Originality/valueThis study is the first systematic review of job-related diversity, which acknowledges the importance of job-related diversity literature. Job-related diversity has received significant attention in the crisis-like situation during COVID-19 to develop innovative ideas and decision-making from different perspectives.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"50 10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80219525","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":"To disclose or not disclose a workplace disability to coworkers: attributions and invisible health conditions in the workplace","authors":"E. Patton","doi":"10.1108/edi-09-2021-0228","DOIUrl":"https://doi.org/10.1108/edi-09-2021-0228","url":null,"abstract":"PurposeThe decision to disclose an illness is a difficult choice for many individuals. Despite national laws such Americans with Disabilities Act that protect workers with disabilities from discrimination in the workplace, the stigmas around certain illnesses, fears of being judged by others using different standards, and concerns about a lack of support regardless of legal requirements are all reasons why someone may hesitate to disclose a health condition in the workplace.Design/methodology/approachUsing experimentally manipulated vignettes and a combination of theories on attribution and incivility, this study explores the dangers of not disclosing a disability/condition that can lead to behaviors that will engender judgments by coworkers.FindingsThe results of the study make clear that there are social benefits to disclosing a health condition rather than concealing. The findings clearly demonstrate that attributing an individual's negative behavior to their disposition will lead to more judgments of responsibility, and less sympathy and more anger compared to behaviors that can be explained by any health reason. Furthermore, more punishment, feelings of revenge and social distancing await individuals whose negative behavior cannot be explained by health issues.Originality/valueThis study combines issues of health, attributions, incivility in an experimental studies that illuminates issues surround disclosing a workplace disability that go beyond the typical focus of legal questions.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-05-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91113759","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":"Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach.","authors":"Florence Lui,&nbsp;Deidre M Anglin","doi":"10.1108/edi-06-2021-0149","DOIUrl":"https://doi.org/10.1108/edi-06-2021-0149","url":null,"abstract":"<p><strong>Purpose: </strong>Ethnoracial minorities report a variety of discriminatory experiences due to systemic racism. Yet, few studies have examined whether gender and race/ethnicity interact to predict institutional discrimination and racial microaggressions through an intersectional approach.</p><p><strong>Design/methodology/approach: </strong>A predominantly female (60%), ethnoracial minority (20.8% Black, 31.6% Asian, 30.8% Latina/o, 8.2% White, 6.6% Middle Eastern) sample of 895 undergraduates attending a minority-serving public university in an urban setting completed self-report measures of sociodemographic characteristics, experiences of racial microaggressions, and institutional discrimination.</p><p><strong>Findings: </strong>Significant (p<.05) gender × race/ethnicity interaction effects were found in several institutional discrimination domains: Males reported more police/court discrimination overall, but gender differences in police/court discrimination were less pronounced for non-Black vs. Black students. While males tended to report more institutional discrimination than females, the reverse was true for the Middle Eastern group: Middle Eastern females reported institutional discrimination in more domains and more discrimination getting hired than their male counterparts. There was a significant race/ethnicity × gender interaction effect for environmental microaggressions: White males reported more environmental microaggressions than White females, but gender differences were not found in the overall sample.</p><p><strong>Originality: </strong>This study is the first to our knowledge to assess the interactive effects of gender and ethnicity on the type of microaggressions experienced in a diverse sample that includes individuals of Middle Eastern descent. The authors highlight the range of discriminatory events that ethnoracially minoritized undergraduates experience, even at a minority-serving institution.</p>","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"41 4","pages":"648-672"},"PeriodicalIF":0.0,"publicationDate":"2022-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9310196/pdf/nihms-1820054.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9350001","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Coping with sexual harassment in the Egyptian context: a study on female academics","authors":"Mohamed Mousa, Hala A. Abdelgaffar","doi":"10.1108/edi-10-2021-0281","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0281","url":null,"abstract":"PurposeTo understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH).Design/methodology/approachA qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts.FindingsAt the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario.Originality/valueThis paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84368139","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}