JournalTOCs

Equality, Diversity and Inclusion : An International Journal
Journal Prestige (SJR): 0.5

Citation Impact (citeScore): 1
Number of Followers: 26

Hybrid journal * Containing 8 Open Access article(s) in this issue *
ISSN (Print) 2040-7149 - ISSN (Online) 2040-7157
Published by Emerald

[362 journals]

Fluidity of social identities: implications for applying intersectionality
Open Access Article
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  Authors: Babar Dharani
  Abstract: Intersectionality addresses complex avenues of oppression that emanate at the intersections of one’s identities. However, the intersectional framework assumes static identities, which are increasingly being acknowledged for their fluidity. This research explored the extent of the fluidity of social identities to draw implications for the application of the framework in research. 27 participants from a post-graduate elective course on diversity and inclusion identified their significant social identities, and submitted a write-up using hermeneutic phenomenology in which the participants shared their lived experiences of the fluidity of their social identities in different spaces they occupy or find themselves in. Fluidity-triggering stimuli in different environments and their associations with identity-related motives were uncovered using thematic analysis. Stimuli operating at micro-, meso- and macro-levels rationally explained identity fluidity. However, in addition to types, intensity and frequency of stimuli, psychological factors, such as identity status, were decisive in determining the degree of generalization of stimuli across individuals and spaces that significantly influenced identity fluidity. This research explored the extent of the fluidity of social identities to draw implications for the application of the intersectional framework in research. The findings contribute to future research by identifying limitations of the intersectional framework based on the fluidity of social identities arising from environmental stimuli that operate at micro-, meso- and macro-levels, and the extent of psychological generalization of these stimuli across spaces.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-27
  DOI: 10.1108/EDI-06-2022-0151
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Beyond the resume: HR students’ evaluations of interview performances by
first and second language speakers
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  Authors: Cesar Teló, Pavel Trofimovich, Mary Grantham O'Brien, Thao-Nguyen Nina Le, Anamaria Bodea
  Abstract: High-stakes decision-makers, including human resource (HR) professionals, often exhibit accent biases against second language speakers in professional evaluations. We extend this work by investigating how HR students evaluate simulated job interview performances in English by first and second language speakers of English. Eighty HR students from Calgary and Montreal evaluated the employability of first language (L1) Arabic, English, and Tagalog candidates applying for two positions (nurse, teacher) at four points in the interview (after reading the applicant’s resume, hearing their self-introduction, and listening to each of two responses to interview questions). Candidates’ responses additionally varied in the extent to which they meaningfully answered the interview questions. Students from both cities provided similar evaluations, employability ratings were similar for both advertised positions, and high-quality responses elicited consistently high ratings while evaluations for low-quality responses declined over time. All speakers were evaluated similarly based on their resumes and self-introductions, regardless of their language background. However, evaluations diverged for interview responses, where L1 Arabic and Tagalog speakers were considered more employable than L1 English speakers. Importantly, students’ preference for L1 Arabic and Tagalog candidates over L1 English candidates was magnified when those candidates provided low-quality interview responses. Results suggest that even in the absence of dedicated equity, diversity, and inclusion (EDI) training focusing on language and accent bias, HR students may be aware of second language speakers’ potential disadvantages in the workplace, rewarding them in the current evaluations. Findings also highlight the potential influence of contextual factors on HR students’ decision-making.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-27
  DOI: 10.1108/EDI-10-2023-0335
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The effects of inclusive psychological climate, leader inclusion, and
workgroup inclusion on trust and organizational identification
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  Authors: Beth G. Chung, Lynn M. Shore, Justin P. Wiegand, Jia Xu
  Abstract: This study examines the effects of an inclusive psychological climate on leader inclusion, workgroup inclusion, and employee outcomes (trust in organization and organizational identification). Leader inclusion and workgroup inclusion are explored as both direct and serial mediators in the psychological climate to outcome relationships. Data from 336 employees in 55 teams were collected at two time points from an educational media company in China. Results from multi-level modeling suggest that, for employees, the inclusive psychological climate to trust relationship has both direct and indirect effects, including a serially occurring indirect effect through leader inclusion and workgroup inclusion. For the inclusive psychological climate to organizational identification relationship, there were only indirect effects, including a serially occurring indirect effect through both leader inclusion and workgroup inclusion. These results suggest the value of an inclusive psychological climate for setting the stage for more localized inclusion experiences through the leader and the workgroup. These inclusionary work environments promote social exchange as shown by employer trust and social identification with the organization. This study examines the combined and serial effects of an inclusive psychological climate, leader inclusion, and workgroup inclusion on outcomes that represent a deep connection with the organization (organizational trust and organizational identification).
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-26
  DOI: 10.1108/EDI-08-2023-0278
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
“What’s in it for me'” – uncovering the individual benefits
of inclusive behavior in the Norwegian workplace
Open Access Article
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  Authors: Ola Martin Jensen Larsen, Laura E.M. Traavik, Mari Svendsen
  Abstract: This article examines how the practice of work inclusion towards vulnerable groups can positively affect individual leaders and co-workers. We specifically examine intrapersonal factors like motivation and commitment. Using a multiple case design, data is gathered through semi-structured interviews in three private Norwegian organizations. Fifteen interviews were conducted and included leaders and co-workers from each organization. Secondary data, such as internal documents regarding the work inclusion policies, sustainability reports and news articles, were also used to describe different organizational approaches toward work inclusion. Work inclusion activities can positively affect leaders’ and co-workers’ commitment and intrinsic motivation. This article focuses on the individuals who conduct inclusive behavior and how they benefit from practicing inclusion. Exploring the three companies’ different inclusion policies provides insights into how these are associated with different outcomes. The findings indicate that the policy structure and the practice of inclusion can have positive motivational and commitment effects.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-22
  DOI: 10.1108/EDI-10-2023-0354
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Learning to dance the interview dance: the job interview as an obstacle to
employment for autistic university graduates
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  Authors: Brian Garrod, Marcus Hansen
  Abstract: A significant autism employment gap persists in many countries. This study examines how the traditional job interview might form an obstacle to autistic people obtaining employment. It then offers a range of strategies that could make the traditional job interview more effective in allowing employers to identify and hire those who have an “autism advantage”. A triangulated, qualitative approach is employed, comprising (1) five focus groups with a total of 23 students at a UK university who identity as autistic, and (2) semi-structured interviews with five of their support practitioners. Thematic analysis was then applied to identify causes, effects and possible solutions. The analysis identified three main strategies, and two sub-strategies, for refining the traditional job interview by reducing or removing the obstacle it presents to autistic people seeking employment. These comprise abandoning the traditional interview, adapting it (divided in to adjusting and augmenting sub-strategies) and accepting it. Three conclusions were developed from the analysis: first, that while the traditional interview tends to be biased against autistic people, it is not in itself a particularly acute method for selecting job candidates; second, that the application of universal design would be beneficial not only to neurodivergent people, but also to neurotypicals and employers; third, that the fear of disclosure represents a major obstacle to autistic people trusting in schemes intended to assist them.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-16
  DOI: 10.1108/EDI-10-2023-0339
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Beyond tokenism: activism, resistance and rebellion
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  Authors: Arlene P. Weekes, Shirleecia Ward, Maureen Mguni
  Abstract: The aim of this research was to explore and gain an understanding of the lived experiences of Black females transitioning from social work practice into academia and the support and barriers they experienced. To achieve this an adaptation of Wengraf (2004) Biographical Narrative Interview Model (BNIM) was employed alongside Braun and Clarke (2006) thematic analysis as foundation of the methodology employed in this study. Whilst the adverse issues relating to Black female academics is not new, the paper is original in the manner in which data was gathered. The study identified four themes: (1) significance of early life, (2) passion for learning, (3) overcoming obstacles and (4) navigating academia. The case studies highlighted the various examples of resistance, rebellion and activism the Black female academics employed within UK universities. The paper concluded that despite the positive messaging from families and communities, about pursuing education, and the need for having a strong work ethic, the progress that can be achieved by Black female academics is limited due to the pervasive nature of racism, therefore dispelling the myth of meritocracy. The research sample was small and therefore not easily generalisable to the whole population. The findings of the paper will need to be considered as a contribution of knowledge to the issue of structural racism. Whilst the adverse issues relating to Black female academics is sadly not new, the paper is original in the manner in which data was gathered. Namely, the academics were both researchers and the participants, therefore simultaneously providing and analysing the data.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-15
  DOI: 10.1108/EDI-04-2023-0105
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The current state of integrating equity, diversity and inclusion into
knowledge mobilization: a systematic literature review
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  Authors: Tracelyn Cornelius-Hernandez, Amelia Clarke
  Abstract: The purpose of this paper is to systematically review and analyze the academic literature on integrating equity, diversity, and inclusion (EDI) into knowledge mobilization (KMb). This systematic literature review of the body of scholarly literature published on integrating EDI with KMb follows established methods and protocols proposed by Popay et al. (2006) and Page et al. (2021). Using a relevant keyword string, a search was conducted in ProQuest and SCOPUS to find peer-reviewed articles, which were then screened using predetermined inclusion and exclusion criteria. Finally, inductive and deductive analyses were conducted on the selected articles. The findings suggest that most of the authors are based in the Global North, the majority of literature was published in the last two years, and that it is conceptual. This synthesis highlights five solution-oriented themes: acknowledging inherent bias, centering marginalized groups, promoting responsible knowledge mobilization, establishing partnerships, and advocating for transformational and systemic change. This study also identifies four broad barriers: inherent, unconscious, and implicit biases, a lack of evidence-based best practices, siloing of research and information, and a lack of institutional support and resources. Findings also highlight the value of further research into barriers, gaps and opportunities. By studying the intersection of EDI and KMb, this contemporary synthesis of the state of the field presents opportunities for future research into gaps, barriers and potential solutions.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-15
  DOI: 10.1108/EDI-04-2023-0134
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Veterans in the workplace: a model of factors affecting veteran
transition
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  Authors: Christopher B. Stone, Andrea R. Neely, William Phillips, Ryan P. Terry
  Abstract: The aim of this work is to enhance workplace diversity and inclusion by exploring and addressing unique barriers faced by veterans during their transition from military service to civilian occupations. Building on existing expatriate theory, we introduce the Veteran Employment Transition (VET) model. Drawing parallels between veterans and expatriates, the model illustrates key antecedents crucial for a successful transitional adjustment. The proposed VET model outlines essential factors contributing to successful veteran transitions. These factors include individual factors such as language skills, job and organization factors such as role clarity and nonwork factors. The VET model establishes a foundation for future research on veteran transition and answers the call for theory development in the field. The insights derived from the VET model offer practical recommendations for designing interventions and transition support programs tailored to the unique needs of returning veterans. The contribution of this paper lies in the development of the VET model, offering a novel perspective for understanding and addressing the distinctive challenges faced by returning United States (US) military veterans.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-13
  DOI: 10.1108/EDI-01-2024-0007
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
From pledge to action: integrating racial diversity
into the supply chain
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  Authors: Yahzmine Kinney, Janaina Siegler, Stephanie A. Fernhaber
  Abstract: Organizations are increasingly making commitments and equity pledges to racially diversify their supply chain. While such commitments are commendable, historical attempts at reform have experienced limited success. This suggests that there is a need for organizations to understand the hurdles and complexity that might limit impact, and then be intentional when taking action. In this study, we conduct an inductive, qualitative investigation involving five organizations in Indianapolis USA. Three are corporations that had made a commitment to and are actively trying to racially diversify their supply chain. The other two are support organizations that serve as a link between suppliers and corporations. The results identify three levels of interrelated management challenges associated with racially diversifying the supply chain at the industry, strategy, and operation levels. Strategies for overcoming the challenges when integrating racial diversity into the supply chain are discussed, and a set of directional questions are provided to help organizations with their quest to racially diversify their supply chains.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-13
  DOI: 10.1108/EDI-05-2023-0157
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
First Peoples economic landscape: analysis of the ecosystem
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  Authors: Mark Jones, Pauline Stanton, Mark Rose
  Abstract: This paper focuses on First Peoples Founders of for-profit entities in Australia and the role of the Indigenous Economic Development Agencies (IEDAs). We explore the challenges facing First Peoples enterprises, influenced by historical exclusion from white settler society, and the practices of the IEDAs from the perspectives of Founders and agencies. A qualitative study utilising Indigenous Standpoint Theory and Indigenous research methods, elevating Founder perspectives, in the Yaruwu language - the Nilangany Ngarrungunil, owners of knowledge, to that of research collaborators. The First Peoples economic landscape is continually evolving with IEDAs contributing to that evolution despite contentious identity ownership definitions. Founders secure in their own identity, are focused on self-determination and opportunities provided by IEDAs, government and corporate sector policies. However, opportunities are undermined by ongoing racism, discrimination and prevailing stereotypes leading to homogeneity, invisibility and exclusion. Founders question organisational commitments to overcoming systemic exclusion in particular their commitment to building respectful relationships and understanding First Peoples ways of working. Instead, Founders focus on building a sustainable First Peoples economic ecosystem through relationship-based practices rather than transactional reconciliation which ignores the reality of the lived experience of everyday racism. This study extends the scholarly discourse on First Peoples for-profit enterprise success written with an Indigenous voice. We demonstrate how this Founder generation are strengthened by culture with identity infused in organisational practices underpinning their aspirations of economic self-determination.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-07
  DOI: 10.1108/EDI-08-2022-0236
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Leadership, spirituality and empowerment: examining the experiences of
women of color in fortune 500 companies
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  Authors: Ayesha Sengupta, Kayla Follmer, Debra Louis
  Abstract: This paper investigates the meaning of spirituality and empowerment from the perspective of women of color (WOC) in Fortune 500 companies how it impacts their leadership. Detailed data were collected through in depth semi-structured interviews documenting their experience as lived in the context of their daily work environments. Twelve WOC in leadership positions were interviewed, and transcripts analyzed using thematic analysis. Their narratives provide insight into the experiences of discrimination and bias and the stress and disenfranchisement that result from these experiences. Analysis shows that for these women, spirituality was more than a philosophical orientation but comprised a core facet of their identity, empowering them to cope with adversity and uplift others through a leadership style defined by compassion, trust, strong interpersonal relationships and purpose. Implications for creating more compassionate and inclusive environments that draw on principles of empowerment and spiritual leadership are provided. This study contributes uniquely to the literature by exploring the perspectives of understudied women leaders who identify as African American, South-Asian and Latina on spirituality and empowerment and their impact on their leadership.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-08-01
  DOI: 10.1108/EDI-11-2023-0380
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The daughters effect: examining the relationship between child gender and
a CEO’s hiring decisions
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  Authors: Gabriela Flores, M. Fernanda Garcia, Hazel Nguyen, María del Carmen Triana, Christine Choirat
  Abstract: This study investigates the relationship between child gender and a CEO’s top management hiring decisions. Hypotheses were tested using secondary data on 121 S&P 500 male CEOs, their children, and their top management teams. Results indicate that child gender is associated with a male CEO’s TMT hiring decisions. Specifically, we find that male CEOs with only daughters were significantly more likely to hire women to their TMTs than male CEOs with only sons and those with both sons and daughters. This study provides evidence for the roles of familiarity, learning, and empathy in reducing gender biases in selection decisions. Top management hiring decisions have wide implications for organizational settings in general and for the breaking of the glass ceiling in particular. Reducing gender bias in top manager hiring decisions directly relates to the United Nations’ Sustainable Development Goal 5 of achieving gender equality as women are consistently under-represented at the top of organizations across the world. By focusing on the hiring of top managers, this study includes hiring decisions that directly impact firm operations. To our knowledge, this is the first study to examine the relationship between child gender and executive hiring decisions with a US S&P 500 sample.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-29
  DOI: 10.1108/EDI-03-2023-0086
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
“They kill us mentally”: exploring microaggression towards LGBTQIA+
employees in Indian workplaces
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  Authors: Sucharita Maji, Devu Rajeev
  Abstract: The current study aimed to (1) explore the prevalence and processes associated with microaggression, along with (2) the consequences of such instances on the queer employees’ life. For this purpose, semi-structured in-depth interviews were conducted on 29 LGBTQIA + persons (21–42 years). The qualitative data were analysed through the thematic analysis method (a hybrid of theoretical and inductive thematic analysis). Nadal and colleagues’ (2010) taxonomy on sexual orientation and transgender microaggression was used as a theoretical lens for detecting the acts of microaggression. The result revealed eight themes: i.e. (1) overt discrimination (bullying and sexual harassment); (2) workplace discrimination; (3) environmental microaggressions; (4) interpersonal microaggressions; (5) mental health effects; (6) disclosure dilemma; (7) consequences on job-related functioning; and (8) policy changes. Microaggression was more common as compared to overt forms of aggression such as bullying. The study detected a serious lag in the implementation of queer-friendly policies in Indian organizations. Experiences of overt discrimination and microaggressions hinder the work performance and the psychological well-being of queer employees. LGBTQIA + microaggression is not explored in the Indian workplace context.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-25
  DOI: 10.1108/EDI-03-2024-0107
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
From mandate to co-create: leading the development of inclusive
performance evaluation criteria
Open Access Article
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  Authors: Jessi L. Smith, Sylvia Mendez, Jennifer Poe, Camille Johnson, Dale K. Willson, Elizabeth A. Daniels, Heather Song, Emily Skop
  Abstract: Annual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders to work with their teams to co-create evaluation metrics that broaden participation and minimise inequity. The purpose of this study was to support organisational leaders in developing equitable performance criteria. We adopted the “dual-agenda” dialogues training that draws on concepts of collective self-efficacy and intersectionality for department leaders to co-create annual review criteria with their faculty members at one university. We used qualitative and quantitative data to assess the training and conducted an equity audit of the resulting annual review criteria. Survey results from faculty members and departmental leaders (n = 166) demonstrated general satisfaction with the process used to create new criteria, perceptions that their criteria were inclusive and optimism about future reviews. Those with greater familiarity with the dialogues process had more positive perceptions of the inclusivity of their department’s criteria and more positive expectations of future reviews. The examination of eight indicators of equity illustrated that the resultant criteria were transparent and holistic. This study builds on the relatively little research on faculty members’ annual performance evaluations, focussing on inclusive dialogues that centre equity and diversity. Results highlight the value of providing department leaders with evidence-based tools to foster system-level change through equitable evaluation policies. A toolkit is available for adaptation of the “dual-agenda” leadership training to both co-create annual review criteria and improve equity and inclusion.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-24
  DOI: 10.1108/EDI-01-2024-0013
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Do dominant groups respond negatively to diversity policies' The impact of
modern racism beliefs on organizational citizenship behavior intentions
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  Authors: John Morton
  Abstract: Diversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and understanding dominant group reactions to such policies is vital to their effectiveness. This paper investigated the dominant group (i.e. White individuals) response to diversity policies, specifically how White individuals’ modern racism beliefs influence their organizational citizenship behavior (OCB) intentions when exposed to a diversity policy. Using experimental methodology and a combination of social exchange theory and literature on modern racism, the two studies explore how exposure to a diversity (versus neutral) policy influences White individuals’ OCB intentions in two different settings (lab and field). The results of these studies make clear that certain people respond negatively to diversity policies. In Study 1, White participants with relatively high modern racism beliefs showed lower OCB intentions directed at their organization when exposed to a diversity versus neutral policy. No differences emerged for White participants with relatively low modern racism beliefs. In Study 2, the results were replicated using a field sample of working adults in which they indicated their likelihood of OCB toward their employing organization. The findings suggest that diversity policies can have unintended, adverse consequences for organizations, but are dependent upon employees’ modern racism beliefs. The results of the two studies provide a richer understanding of dominant group reactions to diversity policies by examining a downstream consequence of great organizational importance, i.e. OCB.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-22
  DOI: 10.1108/EDI-06-2023-0211
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Leader responses to a pandemic: the interaction of leader gender and
country collectivism predicting pandemic deaths
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  Authors: María del Carmen Triana, Orlando Richard, Seo-Young Byun, Kendall Park, Dora Delgado, Jorge Delgado
  Abstract: The present study examines head of state gender and national collectivism to explain how some leaders have been able to manage a pandemic better than others. We measure pandemic deaths per million using objective numbers for each country. Country collectivism is measured using the GLOBE study. Qualitative analyses of world leader speeches are used to examine how health-focused leaders’ language is. Media attention with sentiment analysis about each leader’s handling of the pandemic is also used to show how others reacted to leaders. Countries with female leaders showed fewer pandemic deaths than those led by male leaders. The interaction between leader gender and country collectivism predicted death. Media sentiment was more favorable for women leaders than men leaders. During times of crises, women’s more careful tendencies keep their constituents safer than their male counterparts. Country collectivism also aids male leaders in keeping constituents safe. The present study helps unpack when women leaders thrive and outperform their male counterparts. This furthers United Nations Sustainable Development Goal 5: gender equality. The study examines leader gender and national collectivism to predict pandemic deaths.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-22
  DOI: 10.1108/EDI-08-2023-0266
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Diversity, equity and inclusion work: a difference that makes
a difference … '
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  Authors: Ann Armstrong
  Abstract: I examine if current diversity, equity and inclusion (DEI) initiatives can actually accomplish what they aim and claim to do. I argue that perforce they cannot, as they remain instruments of capitalist corporations and other similar structures. I draw on a variety of literature, from poetry to theories and to empirical findings. DEI work so far does not live up to its hyped-up claims. It is time for scholars and practitioners to question the DEI industrial complex and its influence on organizational dynamics. It is not clear that justice can ever be achieved in a capitalist neoliberal economy. The paper is not an empirical paper. DEI work needs to be re-conceived so that it addresses power imbalances, rather serving as a tool to keep organizations comfortable in seeming to change. DEI practitioners will need to draw deeply on their courage so that they do not reinforce the existing systems of capitalist oppression through their well-intentioned work. The paper argues that DEI work can accomplish little without a radical reconceptualization of its nature as a genuine tool for change, rather than simply window dressing.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-17
  DOI: 10.1108/EDI-10-2023-0325
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
International subjects on the periphery: the publishing challenges of
early-career female academics from central and Eastern Europe
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  Authors: Karolina Lendák-Kabók, Stéphanie Mignot-Gerard, Marc Vanholsbeeck
  Abstract: The paper’s aim is to explore female academics’ publication aspirations and constraints in a less researched area of Central and Eastern Europe (CEE). The research data presented in this paper is part of a larger cross-European project involving semi-structured interviews conducted with Early Career Researchers (ECR) (PhD+ 8 years) from Social Sciences and Humanities (SSH) from seventeen European countries. The findings show how ECR women from the CEE region in SSH encounter difficulties when trying to publish, which obstacles add to a strong economic and geopolitical dependence. Findings reveal that female ECRs use various publications strategies to enhance their scientific career and engage in the neoliberal model of academia, but mostly stay in their local scientific communities, without building internationally recognized scientific careers. Thus, they do wish for a global recognition, but they opt for a safer and more accessible choice of publishing in their local scientific communities. Knowledge which academic women from the CEE region produce (mostly in their local languages) stays in their local and isolated enviroments, creating an imbalanced knowledge advancement in a international academic arena which recognizes only publications written in English and in renowed journals.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-11
  DOI: 10.1108/EDI-03-2024-0111
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
From inclusion to indigenisation: Māori methodologies for diversity
scholarship
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  Authors: Nimbus Awhina Staniland, Diane Ruwhiu, Kiri Dell
  Abstract: This paper argues for the inclusion of Indigenous research methodologies in diversity scholarship to (1) adequately account for and value the identity, lived experiences and concerns of Indigenous Peoples and (2) to enrich diversity theorising and scholarship by proposing new ways to think about and conduct research on difference, inclusion and belonging. We further highlight the roles non-Indigenous researchers can play in supporting Indigenous methodologies. We introduce EDI readers to Indigenous research methodologies through explicating two Indigenous (Maori) methodologies from Aotearoa New Zealand and demonstrating points of convergence and divergence from existing methodologies evident in diversity scholarship. The application of Eurocentric methodologies, including postcolonial approaches, can inaccurately theorise Indigenous experience through a Western lens compounding the ongoing impacts of colonialism. Conversely, drawing primarily from cultural knowledge and traditions, Indigenous methodologies place considerable value on people and place, relationships and relational accountabilities, each underpinned by an explicit intent to produce research with positive transformative potential for participant communities. Using Kaupapa Maori and Mana Wahine research as examples, we highlight how elements of “resistance” aligns with critical theories, but the “difference” inherent in Indigenous methodologies enables a more authentic engagement with people and place that is critical to understanding issues of significance to Indigenous Peoples. This paper addresses the lack of engagement with Indigenous research methodologies and priorities of Indigenous communities within diversity scholarship. We argue that Indigenous priorities make broader contributions to the diversity agenda by attributing deeper meaning to difference and resistance as enacted through the context specificity of the Indigenous world. We contend Indigenous methodologies illuminate unique perspectives and priorities that can make powerful contributions to broader discussions of equity, inclusion and belonging.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-01
  DOI: 10.1108/EDI-09-2022-0248
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Diversity and emotional labor in the gig economy
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  Authors: Ifeyimika O. Ajaiyeoba
  Abstract: This paper aims to explore and conceptualize the emotional labor of racial minorities and women in the gig economy. The paper draws on current research on gig workers' engagement in emotional labor and accounts of unfair practices in the gig economy. It calls out the presence of bias in algorithmic systems used within the gig economy as a means of control and gig worker management. The negative impact of such bias on a specific gig worker demographic is theorized. Through a review of research on the nature of work in the gig economy, the paper suggests an unspoken mandate exists for gig workers to engage in emotional labor practices. Specifically, the nature of gig work in terms of algorithmic control, coupled with gig work dependence, often creates a need for gig workers to engage in emotional labor. This need is heightened for racial and ethnic minorities and women gig workers. As gig platforms increasingly rely on algorithms for management and gig workers face biases, this paper offers valuable insights that contribute to a comprehensive understanding of the gig economy's impact on worker well-being. The paper discusses the need for more profound research into the nature of work in the gig economy and the life experiences of gig workers. This paper has significant implications for organizations and gig workers. Understanding the relationships proposed in this paper can inform organizational strategies to enhance the well-being of gig workers and improve their overall work experiences, potentially leading to increased satisfaction and reduced turnover. Additionally, the paper recommends strategies gig workers can utilize to achieve positive outcomes. The evolving work landscape, driven by the gig economy, necessitates a thorough understanding of new work dynamics. This paper sheds light on the often-overlooked diversity within the gig workforce, mainly focusing on the unique experiences of women and racial and ethnic minorities.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-07-01
  DOI: 10.1108/EDI-11-2023-0394
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Co-creating impact: positioning indigenous knowledge holders as expert
researchers
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  Authors: Terrance Fitzsimmons, Miriam S. Yates, Ree Jordan, Victor J. Callan
  Abstract: This article details a research approach that created impact through suspending assumptions of Western research methods and positioning Indigenous research partners as experts and co-creators of the research process. The research partnership placed Indigenous ways of knowing, being and doing at the center of research design and methodological choices. At all decision-making points upon commencement of the research, Indigenous (non-academic) research partners were engaged and determined the outcomes of the research partnership. The impact of this research partnership was three-fold. First, this partnership impacted women directly through employment of Australian Indigenous Environmental Rangers as research associates. Second, the partnership increased awareness and collectivism of Indigenous women’s voices as leaders and advocates for policy change, bringing a new cohort of women rangers wishing to participate as research associates in the project. Third, was the establishment of a National Forum and the formal application for a $1,000,000 Australian Research Council Linkage Project grant to continue research at the National Forum. We offer readers the opportunity to observe our process of engaging in effective research collaborations with Australian Indigenous peoples who are typically not included as co-creators and equal partners in Western academic research. The research collaboration centered upon Indigenous ways of knowing, being and doing to amplify impact. We demonstrate the impact of framing the research as storytelling, so enabling data collection through the culturally safe methods of “dadirri” as well as the “yarning circle”, both of which privilege Indigenous knowledge systems.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-28
  DOI: 10.1108/EDI-09-2023-0315
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Torture and blessing: the impostor phenomenon among Spanish female
executives
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  Authors: Cristina Domínguez-Soto, Victoria Labajo, Jesús Labrador-Fernández
  Abstract: This research explores the impostor phenomenon (IP) within the context of gender and leadership, aiming to transform impostor feelings into catalysts for leadership empowerment and positive career outcomes. Utilizing grounded theory, this study conducts in-depth interviews with 34 female Spanish senior executives to analyze their experiences with IP. The research reveals that top executive women are not only affected by IP but can also harness it to foster personal and professional growth. It identifies key strategies – such as self-reflection, effective communication and cultivating positive habits – that enable women to transform IP into a lever for enhancing their careers. This approach leads to a proposed virtuous cycle model that empowers women to overcome the negative impacts of IP and advance their leadership capabilities. This study contributes to the literature on gender and leadership by offering insights into the gendered nuances of IP. By framing IP as a potential catalyst for growth rather than a barrier, the study provides practical tools for human resource (HR) departments to promote gender diversity at senior levels. It also advocates for HR practices to dismantle internal barriers to women’s career progression and address conscious and unconscious gender biases.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-26
  DOI: 10.1108/EDI-11-2023-0400
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Empowering women through digital technology: unraveling the nexus between
digital enablers, entrepreneurial orientation and innovations
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  Authors: Nadia A. Abdelmegeed Abdelwahed, Safia Bano, Mohammed A. Al Doghan, Abdulaziz Ahmed Aljughiman, Naimatullah Shah, Bahadur Ali Soomro
  Abstract: Women's empowerment plays a pivotal role in achieving sustainable and sustainable development in developed and developing contexts. The present paper explores the effect of technology orientation (TO), entrepreneurial orientation (EO), and digital technology self-efficacy (DTSE) on digital innovation (DI) and women's empowerment (WE) among Saudi women. This is a cross-sectional study which applies a deductive approach. The study collected data from women in Saudi Arabia actively involved in entrepreneurship and utilizing digital technology. The survey questionnaire is used as a prevalent tool to get responses. Finally, the study concludes based on 316 valid samples. The structural equation modeling through SmartPls4, the results exert an insignificant effect of TO on both DI and women empowerment. The study confirmed a positive significant impact of EO on DI but not on WE. Moreover, the DTSE construct is found to be a significant and robust analyst of DI and WE. With regard to mediating effects, DI mediates the relationship between EO, DTSE and WE, but not between TO and WE. The study's findings contribute to more comprehensive and effective initiatives that foster innovation, gender equality, and WE in entrepreneurial networks. The study would assist policymakers and planners in developing robust strategies focusing on digitalization to boost DI and WE through enhanced DTSE. The study would also offer guidelines for policymakers to achieve sustainable development goals (SDGs) generally and specifically for Saudi Vision 2030, which is particularly ambitious to promote WE. The study fills the gaps by offering a bunch of predictors, i.e., TO, EO, DTSE and DI, which predict WE in the Saudi context.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-25
  DOI: 10.1108/EDI-02-2024-0072
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
No end and no beginning; race equity in higher education
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  Authors: Syra Shakir
  Abstract: To provide insights around navigating, coping and tackling racial inequalities at university through three key areas: peer support through sharing stories, motivating others in the call to action through developing an anti-racist socially just consciousness and student staff co-creation to build belonging and community at university. Varied approaches are included around pedagogy, curriculum, peer support, using creative outputs, sharing stories and valuing student wisdom through co-creation underpinned by empirical research. I concede that establishing race equity in higher education continues to be an ongoing struggle, complete with trials, tribulations and trauma. As “The Forced Silence” outlines, to affect any changes in the institution or in the community and wider society, the changes have to take place at the peer level initially, as it is people and individuals who make up the system. This means that tackling racism is everyone’s business and we all have a responsibility for this work. Privileged folks who are seemingly disaffected by racial discrimination are indeed misguided, as racism is an illness in society and significantly harms our global community. Within higher education institutions, educators occupy a position of power (Hearn, 2012), which I argue we must use in a socially just manner to support all our students to succeed. By embodying and enacting care, compassion and respect within our practice, we can then instil the same in our students, just as we would do for our own children. Our students, just like our children, can then go into society as holistic and socially just conscious members of our community, which I argue is even more important than graduating with a good university degree. I use a range of original poetry and theory with a view to supporting my academic professional practice in higher education.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-24
  DOI: 10.1108/EDI-05-2023-0171
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Enhancing equitable inclusion for the Pasifika diaspora in mainstream
Australia, using Pasifika methodologies within higher education and
community settings
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  Authors: Inez Fainga'a-Manusione, Andrew Harvey, Jaimee Stuart, Matt Statham, Naomi Pelite, Faamanuia Aloalii, Ruta Aloalii
  Abstract: This paper identifies the value of Indigenous processes in developing a reciprocal working relationship between a Pasifika grass roots community organisation, Pasifika Church and an Australian university. The focus is on the capacity of Indigenous methodologies to authentically attain equity, diversity and inclusion, during the development of stakeholder partnerships, particularly when there are power and resource imbalances between parties. This paper is about the process of how Pasifika methodologies, namely talanoa, e-talanoa and teu le va, were used to create positive reciprocal relationships in a culturally grounded manner. The outcome was an agreement of the three stakeholders, the Pasifika Church, the Pasifika organisation and a tertiary institute to work together on a community educational and training project. The agreement by all parties to adopt Indigenous methodologies from inception enabled the process to be community-led in a culturally safe manner. Critically, these cultural processes established a foundation of trust, expanding possibilities for shared work and projects. For migrant communities, the advocacy and employment of cultural methodologies can empower them through negotiations to maintain their sovereignty over their Indigenous knowledge and priorities. Similarly, it is important for universities and mainstream organisations not only to acknowledge power imbalances and to support community-led priorities but also to cede power around processes of negotiation and discussion. This is an experience of four organisations working together. It is uncertain whether the same outcome could be attained with other organisations, personalities and cultural groups. The same principles may be harnessed for other migrant communities, allowing for their cultural practices to inform the ways in which stakeholders work together as opposed to the often-dominant euro-centric practices of the West. It is a deliberate effort that privileges Indigenous ways of being, knowing and doing. Migrant communities that perhaps may be subject to the more Western dominant environment are empowered to use their cultural frameworks to create an equal ground with government, tertiary and not-for-profit stakeholders. This article is one of the first in Australia to document how talanoa, e-talanoa and teu le va were used to develop a working partnership in a culturally grounded manner to uphold the sovereignty of grassroots Indigenous organisations. This strengthens relationships between migrant communities and mainstream organisations. It outlines Pasifika protocols and successful use of equitable decision-making, led by a grassroots community organisation, a Pasifika Church, whilst liaising with a multi-campus university.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-19
  DOI: 10.1108/EDI-11-2022-0313
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The antecedents, outcomes and mediating role of inclusion at work
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  Authors: Ngoc S. Duong, Trevor N. Fry, Alexander M. DeChurch, Lisa A. Steelman, Jessica L. Wildman
  Abstract: The current study heeds prior calls to test the hypothesis that perceptions of inclusion mediate the relationship between inclusive practices and employee outcomes. Using responses from 3,367 employees drawn from three time-separated surveys administered between 2020 and 2022 within a large retail fashion chain, structural equation modeling (SEM) was conducted to examine the mediating role of perceptions of inclusion connecting inclusion’s antecedents and outcomes. Exploratory multigroup SEM and relative weights analysis was conducted to examine the relative contribution of each antecedent of perceptions of inclusion across racial/ethnic groups. We identified manager support, career support, organizational support, transparency, and employee recognition as antecedents of perceptions of inclusion, as well as work engagement, organizational commitment, and intent to stay as outcomes of perceptions of inclusion. Recognition indirectly relates to employee outcomes via perceptions of inclusion, but we did not find evidence of mediation for the other antecedents. Exploratory analyses suggest that career support and employee recognition are the most predictive antecedents of perceptions of inclusion overall. However, there are racial/ethnic group differences regarding which inclusive practices most contribute to perceptions of inclusion. Results uncover several directions for future research and suggest that to truly make employees feel both included and unique at work, organizations should focus on supporting employees' career development goals and recognizing their valuable contributions.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-19
  DOI: 10.1108/EDI-11-2023-0399
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
A critical reflection on internationalizing gender equality certification:
the case of Brazilian academia
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  Authors: Charikleia Tzanakou, Camila Infanger, Leticia Oliveira, Fernanda Staniscuaski
  Abstract: Internationalisation in higher education (HE) has always been romanticised and idealised but there has been limited focus on the internationalisation of gender equality and Equality, Diversity and Inclusion (EDI) certification and the role of international partnerships. Certification and Award Schemes (CAS), such as the Athena Swan Charter, can promote gender equality, best practices exchanges and foster institutional changes. Nevertheless, simply transferring strategies or frameworks without careful consideration of the nuances of the destination context can inadvertently lead to the perpetuation or exacerbation of gender inequalities and reproduce hierarchical relations between the Global South and North. Brazil's cultural and political context highlights the need for adapting the CAS framework to align with the unique conditions of the country, as well as institutional transformations in order to accommodate such a framework. This study aims to critically explore how gender equality and EDI certification can be internationalised in the Global South and how international partnerships can play a role in this process. Building on a collaborative UK–Brazil funded project on advancing gender equality in Brazilian academia, we critically reflect on the assumptions of the funding call for operationalising international collaborations, and how we built solidarity – informed by our positionalities – against underlying colonial patterns. As part of our partnership, we were consulted to provide feedback on the introduction of an Athena SWAN framework in Brazil. We reflect on how the Athena Swan framework was “internationalised” in Brazil, especially in relation to its focus, the challenges of implementing gender equality and EDI efforts and the conditions required for such efforts to be meaningful in the Brazilian context. Thus, we assess and critically reflect on the current situation in Brazil, the role that certification can play for EDI and which conditions are required to enact change. In addition, we reflect on our positionalities and working practices as part of this collaboration as feminist researchers from different disciplinary and geographical backgrounds. We trace colonial logics in the operationalisation of the funding scheme on setting international collaborations valorising the UK system and reinforcing geopolitical production of knowledge hierarchies between the Global North and Global South. Furthermore, reflecting on the Brazilian political, cultural context with a focus on HE we find similar challenges – to the UK – in implementing gender and EDI efforts. However, there are particular nuances in the Brazilian context that exacerbate these obstacles and make the implementation of an EDI certification framework in Brazil particularly challenging. Overcoming these barriers requires a collective effort from government, funding bodies, scientific associations and HE institutions, for the implementation of impactful and sustainable initiatives beyond mere rhetoric. Finally, while we had a positive collaboration, we felt ambivalent towards certain dimensions of the way the partnerships and the EDI internationalisation were operationalised. We provide insights and practical recommendations that enhance the understanding of the issues surrounding the implementation of EDI efforts internationally such as CAS in the Brazilian context. Reflecting on the internationalisation of EDI can lead to more tailored context-sensitive frameworks and activities that have the potential to influence societal attitudes and expectations towards gender roles and inclusivity, contributing to a more equitable and just society at large. It also touches upon the dynamics of international partnerships and collaborations across different contexts that can have implications for how such partnerships should be developed and funded beyond a mainstream colonial approach of “mentoring less advanced institutions”. We reflect and critically discuss the internationalisation of EDI certification in HE and the role of international collaborations towards this process, a topic that has not been often examined within the literature on the internationalisation of HE as a romanticised and positive discourse. From our experience, we explore how such efforts can bring up ambivalence in the way they are operationalised and have the potential to both reinforce and disrupt colonial hierarchies.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-18
  DOI: 10.1108/EDI-02-2024-0056
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Nothing for us, except by us – Support for queer ethnic young people
in Aotearoa New Zealand
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  Authors: Camille Nakhid, Tommy Sokun Long, Mengzhu Fu, Makanaka Tuwe, Zina Abu Ali, Lourdes Vano, Pooja Subramanian, Caryn Yachinta, Claire Farrugia
  Abstract: This 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. This 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. The 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. This 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-13
  DOI: 10.1108/EDI-11-2023-0387
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Representation of women and people of color on nonprofit boards and CEO
gender and race
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  Authors: Young-joo Lee
  Abstract: This study examines how the representation of women and people of color on nonprofit boards relates to CEO gender and race. This 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. The 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. The 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. This 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-13
  DOI: 10.1108/EDI-11-2023-0411
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Yoorrook: truth telling in the Victorian Treaty process
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  Authors: Kevin James Moore, Pauline Stanton, Shea X. Fan, Mark Rose, Mark Jones
  Abstract: The 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. This paper has drawn on key literature and secondary data through an Indigenous Lens. We 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. This is the first Treaty in Victoria and there has been no study of it before.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-11
  DOI: 10.1108/EDI-05-2022-0104
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Do gender-inclusive HRM and fairness perception trigger paradigm shifts in
female employees' psychological empowerment patterns and career
progression'
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  Authors: Muhammad Athar Rasheed, Sami Ullah Bajwa, Natasha Saman Elahi
  Abstract: Drawing 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. Partial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses. Findings 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. The 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. This 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”.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-06
  DOI: 10.1108/EDI-04-2023-0131
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Making a feminist impact: mobilising knowledge through scholarly activism
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  Authors: Helena Liu, Helen Taylor
  Abstract: This 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. The 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. This 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. Our 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-06
  DOI: 10.1108/EDI-07-2023-0240
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Mental and institutional barriers to creating impact
Open Access Article
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  Authors: Hans van Dijk
  Abstract: In 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. After 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. I 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. It 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-06
  DOI: 10.1108/EDI-11-2023-0377
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Decoding the networking strategies of Asian and Black workers in the
London Insurance Market
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  Authors: Mani Pillai
  Abstract: This 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. This 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. The 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. Findings 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. This 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-06
  DOI: 10.1108/EDI-10-2023-0370
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Belonging beyond the binary: the positive experiences of visible
non-binary and genderqueer individuals in the workplace
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  Authors: Megan Trotter, Julia Yates
  Abstract: The 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. In-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). Three 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. Empirical 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-04
  DOI: 10.1108/EDI-10-2023-0359
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Does organizational culture influence gender microaggressions in the
workplace' A grounded theory approach
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  Authors: P. Priya, S.S. Sreejith
  Abstract: This 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. Data 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. Gender 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. This is the first study on gender microaggressions to be conducted in the banking and finance sector.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-04
  DOI: 10.1108/EDI-05-2023-0170
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Municipal mediators as a cooperation network for the social integration of
Roma community: a qualitative study
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  Authors: Júlio Costa, Mário Franco
  Abstract: This study aims to understand in what way municipal mediators can function as a cooperation network, promoting better social and economic inclusion of Roma community. To 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. The 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. This 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. As 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-06-03
  DOI: 10.1108/EDI-09-2023-0309
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Gender equality in STEMM: the legitimisation of existing inequalities
through “resistance talk”
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  Authors: Robyn Barnacle, Denise Cuthbert, Leul Tadesse Sidelil, Nicola Henry, Kay Latham, Ceridwen Spark
  Abstract: Despite some recent progress, gender inequality remains a persistent problem in science, technology, engineering, mathematics and medicine (STEMM) organisations. This article seeks to better understand resistance to gender equality (GE) in this context with the aim of shedding light on the workplace-based impediments to equality and unlocking remediation opportunities. The article draws on in-depth interviews with 20 STEMM leaders to examine how they talk about the problem of gender inequality in the organisations they lead. Because resistance is rarely expressed directly, we adopt an in-depth, granular approach to examining what we call STEMM leaders’ “resistance talk” by decoding expressions of GE resistance that may appear, ostensibly, as something else. We found various ideas, arguments and other discursive practices which function to legitimate or justify the status quo. These are both described by leaders in relation to what they are dealing with in their own organisations and expressed themselves. While similar “legitimating discourses” operate in other gender-segregated workplaces, our findings show how they manifest specifically in STEMM contexts. Our results provide much-needed granular level evidence of the discursive tactics deployed to legitimate the status quo and obstruct progress toward GE in STEMM. This extends understanding of barriers to GE in STEMM and, importantly, highlights where attention might be directed to both counter resistance and harness potentially changing attitudes to expedite the necessary change required for GE in STEMM.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-30
  DOI: 10.1108/EDI-09-2023-0291
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
“Return us where we can hunt and gather”: hierarchies and social
structures that sustain exclusion of San minority in Zimbabwe
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  Authors: Kudakwashe Chirambwi
  Abstract: The paper seeks to analyse the constellation of social structures, administrative institutions and hierarchies that sustain the exclusion of the San minority group in Zimbabwe, with a particular focus on how the European expansion in the eighteenth century, the modern state and private property owners have colluded to perpetuate exclusion from accessing forest as their natural habitat. The purpose of this paper is to therefore highlight the various abuses, including those social, administrative legislative frameworks that discriminate against the San minority and it advocates for actions the right to consultation and the right to free, prior and informed consent to proposed developments. Through the modern ethnographic approach, data generation was guided by the principles of indigenous and decolonising research methodologies, which place emphasis on the importance of San people telling their own stories thereby shifting the power of a researcher to the indigenous participants. This is a qualitative study that gives prominence to the descriptions of experiences (phenomenology) and interpretations (hermeneutic) of their survival. The paper employed cultural ecology theoretical framework as a lens through which to see the San’s exclusion from forest resources and how this has tragically shifted their egalitarian lifestyle characterised by reciprocity, sharing and levelling to adaptation to the unfamiliar sedentary farming practices. The technical implementation of forest boundary demarcation and forcing the San to join sedentary farming form part of the state’s territorialisation that excludes, restricts and disrupts the San minority from accessing forest products. The treatment of the minority group reveals not only the enormous authority of the state to transfer alienation to individuals and companies but also to legitimise the exclusion by establishing laws and policies that safeguard the interests of those favoured by the state. The San, who are already overly dominated by the social administrative structures of the Ndebele and Kalanga tribes, lack systematic and organised responses to their marginalisation. The San community in Zimbabwe is under-researched and under-theorised particularly in relation to how historically formed postcolonial hierarchies of exclusion and marginalisation manifest themselves in contemporary resource governance. Less is known about how those that are powerful – government officials, private property owners and Kalanga/Ndebele tribes benefit more from the environmental resources than the powerless minority San, whose livelihoods depend on the primary natural resources. The unequal power relations have been demonstrated by the evictions of the minority from wildlife areas that were converted into game parks. The study reveals how indigenous San not only resist exclusion but also develop adaptable strategies through negotiations to improve their situation with social and administrative institutions.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-28
  DOI: 10.1108/EDI-04-2023-0119
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Students we label international: an urgent call to reconceptualise
research with international students
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  Authors: Ramzi Merabet
  Abstract: This article problematises the international student label by critically examining the mechanisms that actively portray international students as necessarily different, deficient and uncritical. It broadly aims to tackle the following issues: (a) to challenge the underpinnings of the international label; (b) to uncover the role of neo-essentialist representations of cohorts of students labelled international in sustaining financial exploitation and deficit narratives; and (c) to criticise the current hyper-internationalisation strategy widely adopted by UK HEIs. The paper mainly relies on findings from research that adopted narrative inquiry to explore the experiences of students labelled international. Data were collected via a series of interviews with 15 postgraduate students at a university in the north of England. The paper also makes use of brief statistical analyses to provide a general overview about the status of UK higher education (international student admission, net economic impact and income). The paper reveals the underpinnings of the international label and how it is mobilised to other non-UK-domiciled students. The paper equally establishes a strong link between hyper-internationalisation and the (un)sustainability of the UK’s higher education sector. The research is expected to raise important questions around the experiences and realities endured by students labelled international. In particular, the paper challenges the international label and the mechanisms that sustain the label at institutional levels. The paper calls for abandoning the international label as a marker of a presumed difference. Equally, the paper highlights the current unsustainability of the UK’s higher education sector and suggests a gradual cap on international tuition fees to alleviate some of the educational inequalities endured by students international, and to ensure the sustainability of the higher education sector. This is the first research that openly challenges the international label and substitutes it by “students labelled international”. Equally, this is the first paper that recommends to cap international tuition fees on account of findings from students' narratives and statistics that reveal the unsustainability of the UK's higher education sector. Finally, the paper’s conceptual contribution includes a reference to the idea of hyper-internationalisation.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-23
  DOI: 10.1108/EDI-01-2024-0048
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
A qualitative exploration of female professors’ promotion trajectories
in public universities in Pakistan
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  Authors: Fouzia Sadaf, Shermeen Bano, Rahla Rahat
  Abstract: The central aim of this study is to advance understanding of the influence of university practices and structures on shaping female academics’ paths to reach the position of professor in Pakistan. About 30 qualitative, semi-structured interviews were conducted with female professors to examine key enablers and barriers to their promotion trajectories towards reaching the position of professor in public universities in Punjab, Pakistan. This study presents an analysis of promotion biographies and has identified a combination of personal, interpersonal and structural factors as enablers and barriers to the promotion trajectory from junior academic positions to the level of professorship among female professors in public universities in Pakistan. Three main kinds of promotion trajectories were identified, which represent three different configurations of elements relating to (1) personal credentials and strategies to manage delays, (2) workplace relations and (3) university promotion systems. The findings of this research may be helpful in terms of (1) offering ideas regarding support for women who are making career decisions and achieving inspiring successful careers; (2) informing university governance to address the barriers that curtail women’s accomplishment of their career goals and (3) devising/improving strategic plans to address the entrenched gender disparity in academic leadership and broader society.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-16
  DOI: 10.1108/EDI-03-2023-0098
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Critical conscious leadership for decolonisation: a Black consciousness
perspective of authentically transforming leadership
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  Authors: Sadi Seyama-Mokhaneli
  Abstract: This paper draws on African anti-colonial thought and Black consciousness to propose critical conscious leadership (CCL) as a decolonising leadership approach appropriate for pursuing emancipation, social justice and innovation in a new African university. I utilised the method of critical discourse analysis to study Ihron Rensburg’s language as he reflected on his leadership at the University of Johannesburg (UJ). The study engaged with Rensburg’s writings and texts on his account of leading the merger and transformation of UJ. The primary text draws from his book “Serving Higher Purposes” (2020). Through the construction of CCL, the paper proposes alternative tenets for leading transformation towards a new African university. CCL grounds a decolonised and pluriversal new African university’s character premised on a consciously revitalised alternative thinking that will carry the communitarian spirit of Africa in knowledge production, dissemination and consumption in humanising all and serving the greater good. And it operates within the dialectical tensions of the social and economic purpose of higher education (HE), African and global relevance, African and Western paradigms, excellent performance and attainment of social justice. The proposed CCL offers an alternative leadership approach that responds to the call to “Dethrone the Empire” by centring Blackness in HE leadership, which is crucial for authentic transformation and decolonisation.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-09
  DOI: 10.1108/EDI-01-2023-0033
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Allyship against interpersonal pregnancy discrimination: exploring
observers’ spontaneous responses toward pregnancy self-disclosure,
interpersonal discrimination and male allyship
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  Authors: Meg Aum Warren, Haley Bock, Tejvir Sekhon, Katie Winkelman
  Abstract: Pregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure, interpersonal discrimination and various allyship interventions, and the attentional processes that lead to those reactions. Consequently, it uncovers socio-cognitive processes underlying support for and backlash toward pregnancy in the workplace. This study used a thought-listing technique to explore observers’ spontaneous thoughts related to pregnancy. Working adults were randomly assigned to read through one of the six scenarios depicting pregnancy self-disclosure, interpersonal discrimination and male allyship interventions (i.e. stating the organization’s anti-discrimination policy, confronting the transgressor by calling out sexism, pivoting the conversation to highlight the strengths of the pregnant employee and a hybrid intervention combining highlighting strengths and confrontation) after which participants listed the top three thoughts that came to their mind (1,668 responses). Responses were thematically analyzed to explore spontaneous reactions toward the pregnant employee, transgressor and ally in the scenario. Surprisingly, across all scenarios, the most sexist thoughts emerged during pregnancy self-disclosure, even in the absence of any transgression. After a transgression occurred, any allyship intervention was better than none in eliciting lesser sexist backlash against the pregnant employee. Stating the organization’s anti-discrimination policy was most beneficial for the pregnant employee in eliciting the least sexist backlash but at the cost of generating unfavorable impressions of the ally. Calling out the transgressor’s bias elicited the most sexist backlash toward the pregnant employee, yet it created favorable impressions of the ally. In contrast, highlighting the strengths of the pregnant employee created the most favorable impression of the ally while eliciting a few sexist thoughts about the pregnant employee. Overall, the hybrid intervention was the most effective at balancing the competing goals of generating support for the pregnant employee, creating favorable impressions of the ally, as well as holding the transgressor accountable. This study demonstrates that the type of allyship intervention critically redirects the attentional focus of observers to certain aspects of a discrimination episode and relevant schemas which can generate support or backlash toward targets, transgressors and allies, thereby advancing or obstructing equity and inclusion in organizations.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-03
  DOI: 10.1108/EDI-11-2022-0332
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Whisper network knowledge of BAME women in academia: a critical realist,
critical race feminist theory model of theorising inequality regimes
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  Authors: Angela Martinez Dy
  Abstract: This paper introduces a new approach to theorising and learning from Black, Asian and Minority Ethnic (BAME) women’s experiences of inequality in academia. It offers a versatile model with which the structure of a particular racist-sexist inequality regime can be theorised from empirical evidence. The paper presents composite, fictionalised accounts of intersectional discrimination which are then analysed through critical realist frameworks, employing critical race feminist theory insights. This novel “whisper network” method centres the knowledge of BAME women in academia, and is translatable to other marginalised actors, offering a more protective means by which to access their knowledge as a foundation for organisational change. Through theorising the ontological arrangement of key causal mechanisms responsible for the reproduction of inequality regimes, the paper illuminates links between micro-level intersectional discrimination and meso-level institutional inequality. In order to preserve anonymity and reduce potential backlash, the vignettes in this paper are not intended to precisely capture specific empirical realities, but instead reflect wider patterns from the author's own whisper network knowledge. Nonetheless, the analytical method developed here could be applied to rigorously collected empirical data, with clear implications for improving organisational practice. The paper offers a structured and systematic process by which qualitative data on institutional inequality can be analysed and stakeholders engaged to develop and propose solutions, even by individuals new to the field. A methodical basis for strategic action addressing the issues revealed through such an analysis can be developed in order to galvanise and steer organisational change. The novelty of the paper is twofold: in its original synthesis of critical realist depth ontology and ontological insights from critical race feminist theory about social structures of oppression, and in the development of the innovative “whisper network” method based upon a critical race theory counter-storytelling epistemology, in conversation with the emergent stream of literature within feminist organisation studies regarding the importance of “writing differently”.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-01
  DOI: 10.1108/EDI-03-2023-0093
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Towards diverse, critical understandings of “international”
for higher education
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  Authors: Zhuo Min Huang, Heather Cockayne, Jenna Mittelmeier
  Abstract: The study explores diverse and critical understandings of “international” in a higher education curriculum context, situated in a curriculum review of a postgraduate taught programme entitled “International Education” at a university located in England. Our study problematises and decentres some dominant, normalised notions of “international”, exploring critical possibilities of engaging with the term for higher education internationalisation. We examined a set of programme curriculum documents and conducted a survey exploring teaching staff’s uses and interpretations of “international” in their design and delivery of course units. Through a thematic analysis of the dataset, we identify what “international” might mean or how it may be missing across the curriculum. Our findings suggest a locally-developed conceptualisation of “international” beyond the normalised interpretation of “international” as the inclusion or comparison of multiple nations, and different, other countries around the global world. More diverse, critical understandings of the term have been considered, including international as intercultural, competences, ethics, languages and methods. The study provides an example approach to reflective scholarship that programmes can undergo in order to develop clarity, depth and purposefulness into internationalisation as enacted in a local curriculum context. The study provides a first step towards establishing clearer guidelines on internationalising the curriculum by higher education institutions and individual programmes in order to challenge a superficial engagement of “international” within internationalisation. It exemplifies a starting point for making purposeful steps away from normalised notions and assumptions of international education and facilitates development towards its critical, ethically-grounded opportunities.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-24
  DOI: 10.1108/EDI-08-2023-0277
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The effectiveness of corporate diversity training from the trainers'
perspective: results of a qualitative study in Germany
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  Authors: Irma Rybnikova, Annkathrin Weigel
  Abstract: Organizational diversity training is designed to enhance employees' skills and competencies regarding diversity and its management. The question of its effectiveness, and the conditions under which it thrives, remains a matter of debate. Unlike previous studies that have predominantly focused on the perspective of training participants, this study shifts the lens to the viewpoints of diversity training providers in Germany – a country where the formal requirement for diversity management was implemented relatively recently. The primary objective is to ascertain the critical factors influencing training effectiveness from the providers' perspective. This research draws upon case studies based on document analysis and qualitative interviews with diversity training providers across Germany. The investigation reveals that the effectiveness of diversity training, as perceived by providers, hinges on several key factors: the organizational environment (including the widespread recognition of diversity issues and the presence of an organizational diversity framework), the attributes of diversity trainers (notably their personal familiarity with diversity) and the setting and design of the training (such as venue, duration and a blend of instructional approaches). A notable barrier to achieving effective training outcomes is the lack of supportive conditions within client companies, exemplified by limited training budgets, which impedes the accurate assessment of training effectiveness. This study marks a novel contribution to the field by explicitly focusing on the perspective of diversity training providers in Germany. It provides new insights into the importance of the organizational context surrounding diversity education within the private sector.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-22
  DOI: 10.1108/EDI-06-2023-0208
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Doubly precarious immigrant academics: professional identities and work
integration of a highly skilled precariat in Canadian higher education
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  Authors: Amrita Hari, Luciara Nardon, Dunja Palic
  Abstract: Educational institutions are investing heavily in the internationalization of their campuses to attract global talent. Yet, highly skilled immigrants face persistent labor market challenges. We investigate how immigrant academics experience and mitigate their double precarity (migrant and academic) as they seek employment in higher education in Canada. We take a phenomenological approach and draw on reflective interviews with nine immigrant academics, encouraging participants to elaborate on symbols and metaphors to describe their experiences. We found that immigrant academics constitute a unique highly skilled precariat: a group of professionals with strong professional identities and attachments who face the dilemma of securing highly precarious employment (temporary, part-time and insecure) in a new academic environment or forgoing their professional attachment to seek stable employment in an alternate occupational sector. Long-term, stable and commensurate employment in Canadian higher education is out of reach due to credentialism. Those who stay the course risk deepening their precarity through multiple temporary engagements. Purposeful deskilling toward more stable employment that is disconnected from their previous educational and career accomplishments is a costly alternative in a situation of limited information and high uncertainty. We bring into the conversation discussions of migrant precarity and academic precarity and draw on immigrant academics’ unique experiences and strategies to understand how this double precarization shapes their professional identities, mobility and work integration in Canadian higher education.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-18
  DOI: 10.1108/EDI-01-2024-0038
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Diversity in remuneration committees: a view from the inside
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  Authors: Susan Shortland, Stephen J. Perkins
  Abstract: The purpose of this paper is to understand how those involved in executive pay determination in large publicly quoted UK businesses see the role of diversity within remuneration committees (Remcos) as enabling the input of different perspectives, which can enhance their decision-making and potentially improve pay outcomes. Qualitative, semi-structured interviews were undertaken with 18 high-profile major-enterprise decision-makers and their advisers, i.e. non-executive directors (NEDs) serving Remcos, institutional investors, executive pay consultants and internal human resources (HR) reward specialists, together with data from three focus groups with 10 further reward management practitioners. Remco members recognise the benefits of social category/demographic diversity but say the likelihood of increasing this is low, given talent pipeline issues. The widening of value diversity is considered problematic for Remcos’ functioning. Informational diversity is used as a proxy for social category/demographic diversity to improve Remcos’ decision-making on executive pay. While the inclusion of members from wider social networks is recognised as potentially bringing a different informational perspective, the social character of Remcos, reflecting their elite nature and experience of wealth, appears ingrained. Our original contribution is to extend the application of upper echelons theory in the context of Remco decision-making to explain why members do not welcome widening informational diversity by appointing people from different social networks who lack value similarity. Instead, by drawing views from employees, HR acts as a proxy for social network informational diversity. The elite, upper-echelons nature of Remco appointments remains unchanged and team functioning is not disrupted.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-12
  DOI: 10.1108/EDI-07-2023-0245
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Cultural variation in hiring people with disabilities: a theory and
preliminary test
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  Authors: David Thomas, Aminat Muibi, Anna Hsu, Bjørn Ekelund, Mathea Wasvik, Cordula Barzantny
  Abstract: The 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. To 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. Results 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. The 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).
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-09
  DOI: 10.1108/EDI-10-2023-0366
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Shining a light on the unseen athletes: stories of exclusion
and resistance among gay athletes in professional team sports
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  Authors: Chris Voth, Kyoung June Yi
  Abstract: This study uncovers the challenges and coping mechanisms related to stigma and discrimination experienced by gay professional team sport athletes. Utilizing interpretive phenomenological analysis, this study recruited six gay athletes in professional team sports. Data were collected through virtual one-on-one semi-structured interviews, along with field notes and reflexive journaling, and were thematically analyzed. The first theme highlights the discrimination and marginalization experienced by gay athletes in professional team sports, as well as the perceived differences between these athletes and their heterosexual counterparts. The second theme includes anecdotes illustrating their experiences of exclusion, along with counter-stories that resist marginalization. The last theme comprises stories that underscore the lack of acceptance and advocacy, emphasizing the awareness education aimed at making the sporting realm more inclusive. Despite the extensive recruiting efforts for this study, numerous sports and countries remain unexplored. Follow-up studies are required to fill this gap. As this study was initiated, additional research is needed to provide information on athletes who are still in the closet. Cross-comparisons between gay athletes and their heterosexual teammates can help bridge the gap in perspectives. Participants emphasized collective efforts in creating inclusive and welcoming environments for gay athletes, including anti-discrimination policies related to language use, showers and relocation adjustments. Participants have put forth concrete recommendations for enhancing inclusivity within team sport environments and society at large, including proposals for early educational initiatives within the school systems. This is the first empirical study that focuses on the experiences of gay professional team sport athletes.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-04-02
  DOI: 10.1108/EDI-11-2023-0404
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Stakeholder exclusion practices of responsible leaders: an investigation
into the application of responsible leader values in stakeholder
inclusion and exclusion
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  Authors: Mark Ellis, Dianne Dean
  Abstract: The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders. An 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. The 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. This 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. The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management. This 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-03-26
  DOI: 10.1108/EDI-06-2023-0187
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
How supervisors and coworkers enable workplace practices to foster success
for employees with mental health and/or addiction challenges
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  Authors: Kelley A. Packalen, Kaitlyn Sobchuk, Kelly Qin-Wang, Jenelle Cheetham, Jaclyn Hildebrand, Agnieszka Fecica, Rosemary Lysaght
  Abstract: The 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. Twenty-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. Participants 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. By 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-03-18
  DOI: 10.1108/EDI-10-2023-0326
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
The barriers to advancing race equality in Scottish local authority
employment
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  Authors: Silvio Hofmann
  Abstract: This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development. This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis. The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities' The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-03-12
  DOI: 10.1108/EDI-05-2022-0117
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Requesting mental illness workplace accommodations: the roles of
perceived need and stigma
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  Authors: Kayla B. Follmer, Mackenzie J. Miller, Joy E. Beatty
  Abstract: Research 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. The 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). The 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. The 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-03-01
  DOI: 10.1108/EDI-06-2023-0195
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Inequality beneath the surface: a Belgian case study on structural
discrimination in the workplace and the role of organizational structure,
culture and policies
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  Authors: David De Coninck, Laure Verhulst
  Abstract: The context of a long-standing research tradition, discrimination has emerged as a critical factor contributing to inequalities within the labor market. While existing studies have primarily focused on overt discrimination during the recruitment and selection process, influenced by biases, attitudes, or stereotypes, there remains a significant knowledge gap regarding discrimination within the workplace and its underlying structural dimensions. This article aims to address this gap by examining the impact of organizational culture, structure and policies on workplace discrimination, with a particular emphasis on women and ethnic minorities. Utilizing a case study strategy centered around a Belgian branch of a multinational professional service agency, data was gathered through ten semi-structured in-depth interviews conducted with employees representing various organizational levels. The findings reveal that organizational culture, structure and policies may pose inherent risks in perpetuating discrimination throughout individuals' professional trajectories. Furthermore, it becomes apparent that, albeit often unconscious, these elements exhibit biases against women and ethnic minorities. Given the unintentional nature of structural discrimination, it is crucial to foster increased awareness and understanding of these dynamics. The originality of this research article lies in its focus on addressing a critical knowledge gap in the existing research tradition on discrimination in the labor market. While previous studies have primarily concentrated on overt discrimination during recruitment and selection, this article delves into the often overlooked area of discrimination within the workplace itself. It explores the intricate interplay of organizational culture, structure and policies in perpetuating discrimination, particularly against women and ethnic minorities. By utilizing a case study approach within a multinational professional service agency in Belgium, the research uncovers hidden biases and unconscious elements contributing to structural discrimination. This emphasis on understanding unintentional discrimination adds a novel dimension to the discourse on workplace inequalities.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-02-26
  DOI: 10.1108/EDI-09-2023-0295
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Understanding practices which foster inclusion: views from the top
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  Authors: Christine de Largy, Deirdre Anderson, Susan Vinnicombe
  Abstract: This study aims to deepen our understanding of how inclusionary practices are used within organizations and how they satisfy specific inclusion needs. We 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. Our 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. Our study shows how practices satisfy inclusion needs and that the implementation of practices varies depending on the leaders involved.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-02-26
  DOI: 10.1108/EDI-10-2022-0292
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Neurodiversity and HRM: a practice-based review and research
agenda
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  Authors: Sophie Hennekam, Kayla Follmer
  Abstract: This article provides an overview of lessons we can learn from human resource (HR) policies and practices related to neurodiversity. We conducted a practice-based review using information obtained from organizations’ websites, summarized the information and reflected on how scholars can continue to advance this area of research based on what is happening in practice. The review provided a selective overview of programs and practices per HR cluster: selection and recruitment; onboarding, integration and retention; job design; flexible work options and working remotely; training; employee resource groups (ESGs) and support. The review provides a description of practices and policies implemented within organizations that focus on neurodiversity among employees. Our review showed that organizations have a multitude of HR practices and policies in place to include neurodivergent individuals in their workforces, though many of these have not been empirically investigated. Sharing this knowledge is important so that research insights and practice can reciprocally influence one another.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-02-12
  DOI: 10.1108/EDI-12-2023-0424
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
From infamy to truth. Epistemic coloniality and knowledges in resistance:
an approach to the cases of Inés Fernández Ortega and Valentina Rosendo
Cantú
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  Authors: Miguel Angel Martínez Martínez
  Abstract: The purpose of the article is to show the regime of truth in the institutional commissions that have the objective of restoring history by establishing a democratic, equitable, comprehensive, inclusive and fair criterion against the attempts of re-victimization and suppression of memory that Western political and cultural traditions have installed through their mechanisms of power. Based on the analysis of the cases of Inés Fernández Ortega and Valentina Rosendo Cantú, they establish the material conditions from which prejudices and hegemonic stereotypes are intertwined to reproduce serious violations of human rights in democratic political and epistemic frameworks. The colonial function of the truth commissions in Mexico is analyzed, which are presented as mechanisms for social development, political and colonial reproduction of liberal democracy. The qualitative results allow considering the way in which the different truth commissions in Mexico have been strongly linked to epistemic mechanisms in which truth and justice favor the reproduction of established relationships based on race, social class and gender. Especially in the so-called democratic transition, violence, truth and justice come together to highlight power relations in situations that have been disavowed by the intelligentsia. The limitations of the research are found in the historical configuration of the truth commissions in Mexico. The data, references and assessments are crossed by the initial function of the truth commissions and the establishment of apparatuses and mechanisms based on transitional justice. Based on this, it can be considered a methodological oversight to shift the analysis of truth commissions toward a critical assessment of the truth as a regime of government and hegemonic and colonization criteria from two very specific cases. The originality of the work is found in the critical discernment of truth as a political category and the coloniality of power.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-01-29
  DOI: 10.1108/EDI-04-2022-0103
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Inclusion for LGBTQ talent: a practice theory approach
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  Authors: Debolina Dutta, Vasanthi Srinivasan
  Abstract: There is an emerging interest in Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) inclusion among researchers and practitioners. However, the interplay of macro-, meso- and micro-level factors that influence the behavior of various agencies, systems, structures and practices in different national, cultural and social contexts still needs to be researched. This paper aims to examine how organizations meaningfully engage with the marginalized and underrepresented workforce, especially the LGBTQ community, to promote diversity and inclusion through comprehensive policies and practices, thereby developing a sustainable inclusivity culture. Adopting a practice theory lens and using a case study design, including multilevel interviews with 28 different stakeholders, this study examines how organizations institutionalize LGBTQ inclusion practices in an emerging market context with a historically low acceptance of the LGBTQ community. Findings indicate that macro influences, such as regulatory, societal and market pressures and adopting international standards and norms, impact meso-level structures and practices. At the organizational level, leadership evangelism and workforce allyship serve as relational mechanisms for institutionalizing LGBTQ-inclusive practices. Furthermore, collaboration, partnerships and enabling systems and processes provide the structural frameworks within which organizations build an LGBTQ-inclusive culture. Lastly, at the micro level, cisgender allyship and the LGBTQ micro work environments provide the necessary psychological safety to build trust for authentic LGBTQ self-expressions. This study also indicates that organizations evolve their LGBTQ inclusion practices along a trajectory, with multiple external and internal forces that work simultaneously and recursively to shape HRM policies and practices for building an inclusive culture. This study addresses the significant gaps in diversity and inclusivity research on LGBTQ employees and contributes to the literature in three significant ways. First, this study examines the diversity management mechanisms at the organizational level and explicates their interplay at the micro, meso and macro levels to create congruence, both internally and externally, for engaging with LGBTQ talent. Second, this study adopts a practice theory lens to examine the behavior of various actors, their agencies, the “flow” of underlying and emerging structures and processes, the continuous interplay between structure and action and how they enable inclusive culture for the LGBTQ community as a whole. Last, it addresses the call by diversity researchers for context-specific multilevel research design, including qualitative research, focusing on national, cultural and institutional contexts, where socio-organizational and historical factors and interactions among them shape diversity practices. Much of the literature on LGBTQ inclusion has, thus far, been within the Western context. By examining the emergence of inclusion practices in emerging markets like India, this study contributes to diversity and inclusion research.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-01-26
  DOI: 10.1108/EDI-09-2023-0296
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
“I’m not white”: counter-stories from “mixed race” women
navigating PhDs
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  Authors: Rhianna Garrett
  Abstract: This paper critiques institutional whiteness and racial categorisation in UK higher education. This is done through the representation of the complex narratives of “mixed race” women navigating their PhD experiences in predominantly white institutions, when their identities have proximity to whiteness. This study introduces five vignettes of “mixed race” women, gathered from a wider study of 27 PhDs and early career researchers in UK higher education. The paper employs Yuval-Davis’ framework of belonging and bell hooks' approach to chosen versus forced marginality to create a conceptual framework based on fluid agency and empowerment, recognising belonging as an ongoing process. The findings reveal how “mixed race” women can occupy a liminal space between belonging to and rejecting racial categorisation, as they attempted to situate their self-identifications within the boundaries of institutional whiteness. The study only utilises a small sample size of five counter-stories from a larger study on PhD career trajectories, limiting its empirical claims. It also only engages with “mixed race” women who have proximity to whiteness, encouraging research on different “mixed race” intersections. This paper encourages more discussion around “mixed race” experiences of UK higher education and critical engagement with higher education’s reliance on statistical data to understand racialised communities. This paper contributes new empirical insights into how whiteness is experienced when “mixed race” women negotiate their relation to it in UK higher education. It also provides theoretical advancements into understanding of institutional whiteness and critically engages with racial categorisation.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-01-12
  DOI: 10.1108/EDI-03-2023-0097
  Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
Queer dancers’ experiences in the dancesport world: exclusion,
invisibilisation and assimilation
Open Access Article
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  Authors: Val Meneau
  Abstract: This paper intervenes in the consequences of a myth propagated in academic discourse about the dancesport world, according to which half of the men in Latin dancesport are gay. I challenge two assumptions that surround this myth: that cisgender gay men do not contribute to the reification of the heteronormative gender binary, and that the dancesport scene is inclusive of gay people. These assumptions are based on a blatant lack of understanding of the position of gay men within the dancesport world – that is, the ways in which subjects are constituted through the effects of power. This work is based on empirical research I conducted in the dancesport community, including ethnographic and autoethnographic fieldwork, extant documents (e.g. books, blogs, Judging Regulations) and interviews with experts and participants of the dancesport scene (2021/2022). To analyse the data, I relied on the principles of dispositive analysis, grounded theory and dance analysis. I show that gay dancers have turned to assimilation as their only available strategy. I discuss the negative consequences of assimilation as a political strategy and how it impacted queer dancers – between invisibilisation, residual shame and a failure to challenge the heteronormative gender binary. This led gay dancers to rationalise and perpetrate harm based on the systems of oppression they had internalised. I conclude the paper by highlighting a way beyond assimilation for queer dancers. This paper addresses a critical gap in research on LGBT + inclusion in dancesport.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-05-02
  DOI: 10.1108/EDI-11-2023-0376
  Issue No: Vol. 43, No. 9 (2024)
Online corporate communication of diversity and inclusion: washing as
aspirational talk
Open Access Article
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  Authors: Nanna Gillberg
  Abstract: The 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. Online 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. The 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. The 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.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-03-12
  DOI: 10.1108/EDI-08-2023-0250
  Issue No: Vol. 43, No. 9 (2024)
Not leaving your unsatisfactory job: analyzing female, migrant, elderly
and lower-educated employees
Open Access Article
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  Authors: Luuk Mandemakers, Eva Jaspers, Tanja van der Lippe
  Abstract: Employees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees. We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives. Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs. This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-02-06
  DOI: 10.1108/EDI-07-2023-0223
  Issue No: Vol. 43, No. 9 (2024)
Targeted placement for people with disabilities in Italy: a perspective
from Lombardian companies
Open Access Article
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  Authors: Matteo Moscatelli, Nicoletta Pavesi, Chiara Ferrari
  Abstract: The United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this study explores the strengths and weaknesses of the Italian system of targeted placement for disabled people, based on Law 68/1999, which delegates to regional authorities the management of the labor market. The examination centers on the perspective of companies, the primary stakeholders in the inclusion of persons with disabilities within organizational structures. The article discusses the results of focus groups conducted with 28 managers of large, medium and small enterprises in Lombardy (Italy). Qualitative analysis was employed, and the results were structured using a simplified strengths, weaknesses, opportunities and threats (SWOT) analysis, incorporating practical recommendations. The analysis leads to practical suggestions to improve the entire targeted placement process at the regional level, from selection and accompaniment to evaluation, such as improving the networking of local stakeholders who deal with the inclusion of disabled people, homogeneity of the procedures in different regions, making all employees aware of diversity management, etc. The territorial network and the welfare environment are particularly important in achieving a successful targeted placement and to promote an inclusive corporate culture. This study is not representative of Italy as a whole, as it remains a qualitative investigation focused on a single region. This contribution accomplishes an in-depth study of the law of labor inclusion of people with disabilities observed from the point of view of companies, which are still usually reluctant to integrate people with disabilities into their organizations or encounter difficulties in doing so.
  Citation: Equality, Diversity and Inclusion
  PubDate: 2024-01-11
  DOI: 10.1108/EDI-07-2023-0228
  Issue No: Vol. 43, No. 9 (2024)

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