Corporate Diversity Research Articles

Breaking Down the Gender Divide: A Study of Women’s Hiring and Representation in the Workplace

This research article, Breaking Down the Gender Divide: A Study of Women’s Hiring and Representation in the Workplace, investigates the gender disparities in hiring rates and overall representation of women in the workforce. Utilizing secondary data from global corporate diversity reports, including Google's annual diversity reports, the study analyses trends in the participation of women in various industries, particularly in leadership and technical roles. The findings highlight both the progress made and the persistent challenges women face in achieving equal representation across different levels of the workplace. While there has been incremental growth in women’s hiring rates and leadership roles, the data reveals that significant gaps still exist, particularly in male-dominated fields. The article further discusses the implications of these findings, offering recommendations for organizations to improve gender diversity through targeted hiring practices, leadership development programs, and inclusive workplace policies. This research contributes to the ongoing conversation about workplace equity and offers valuable insights for both policymakers and businesses aiming to foster a more inclusive environment. KEYWORDS Women Empowerment, Gender Equality, Workplace Diversity, Gender Gap

Global Paternity Leave as a DEI Initiative in Four Multinational Corporations

Abstract Studies of diversity, equity and inclusion (DEI) initiatives in corporations typically involve ethnic minorities or women. In this case study, however, the focus is on men, and a new DEI policy implemented successfully in four multinational corporations (MNCs), namely, paternity leave rights with global applicability. The MNCs’ rationale for introducing this policy, and the perception of it by male employees who have taken such leave are explored mainly through interviews. These fathers are working for one of the MNCs and based in the UK, the US, Brazil and Australia. The aim of the case study is twofold: (i) contribute new insights into how the MNCs discursively justify the global policy, and (ii) develop a contextual framework explaining the MNCs’ successful implementation, which involves both discursive and practical action. In terms of underlying corporate DEI discourses, they mainly emphasise either economic rationality, inclusion or fairness. Regarding factors influencing uptake, a supportive work culture, a standardised period of fully paid leave and formal replacement during leave turn out to be important for informants across all four MNCs.

Gendered workplace as a double-loop social construct: the case of Japanese women professionals

Purpose This paper aims to critically examine the role of women in the Japanese workplace and discusses its implications for gender studies within the context of diversity, equity and inclusion in international business (IB). Employing a social constructivism approach, this paper moves beyond conventional economic typologies and specific cases to offer an integrative and socially embedded perspective for understanding gender dynamics in the Japanese workplace. Design/methodology/approach This viewpoint paper critiques existing research on Japanese women professionals, drawing on factual evidence and literature to propose a double-loop gendering framework. This framework explores the socially constructed phenomenon of women in the Japanese workplace at multiple levels, providing a holistic interpretation of gender dynamics. Findings We identify five macro-level environmental factors that influence female labour participation, leadership positions and entrepreneurship. These factors are mediated by career motivation, corporate culture and men’s attitudes towards gender equality. Distinguishing between first-loop gendering, which focuses on problem-solving for improved gender equality, and second-loop gendering, which examines the underlying assumptions of social norms, values and beliefs, offers insights into the challenges Japan faces in achieving female leadership and equality. Second-loop gendering may help explain the paradoxical state of Japan’s women professionals, characterized by slow progress in gender equality despite significant political and financial resources. Our analysis reveals complex, multi-level interactions and influences within this socially constructed phenomenon. Originality/value This viewpoint paper provides a critical analysis of gender studies in the Japanese context, offering potential avenues for IB explorations. The insights extend to future IB studies, international comparisons of gender equality and the management of gender diversity in multinational corporations (MNCs).

Diversity Audit at Starbucks: Assessment of Workforce Demography, Inclusion Initiatives, and Corporate Culture

The main goal of this diversity audit is to evaluate Starbucks’ present diversity and inclusion programs for efficacy. This audit evaluates organizational policies, worker satisfaction, workforce inclusionary practices, and the results of diversity programs at two Starbucks locations. The audit uses a mixed-methods approach, combining the analysis of publicly available data and direct observational studies, in South Florida locations, to provide a comprehensive knowledge of Starbucks’ diversity policy. The findings demonstrate a noteworthy level of gender diversity and highlight areas in which minority representation in senior management roles needs to be strengthened. Creating employee resource groups, stepping up diversity training, using targeted recruitment techniques, and conducting frequent diversity audits to guarantee ongoing improvement are just a few of the recommendations. The paper provides actionable insights to help firms like Starbucks maintain a competitive edge in a diversified global market and enhance their inclusivity. The advancement of an inclusive culture that recognizes and benefits from diversity at all organizational levels depends on many measures that are tracked and improved consistently. By implementing practical suggestions, modern organizations can ensure that their diversity initiatives stay relevant and successful, upholding their standing as pioneers in corporate diversity programs. In addition to assisting Starbucks in navigating a challenging international market, a proactive commitment to diversity and inclusion will help create a more just society. In a culturally diverse work environment, a diversity audit is a crucial tool for corporations to assess and improve their workforce equity, accessibility to everyone, and inclusivity. By conducting a thorough review of existing policies, practices, and employee experiences, diversity audits help identify biases, barriers, and areas for growth before any costly lawsuits surface. This process enables companies to pinpoint disparities in hiring, promotion, and retention rates, as well as uncover hidden biases in decision-making processes. With audit findings, corporations can develop targeted strategies to foster a more inclusive culture, enhance employee engagement, and boost innovation. Ultimately, a diversity audit helps organizations ensure fairness, equity, and equal opportunities for all prospects and employees, thereby leading to increased productivity, better brand reputation, and a competitive advantage in both attracting and retaining diverse top talent for the firm.

The Key Constituents of the Planned Change—Corporate Diversity Strategy and its Influence on Financial Performance of the Egyptian Banks Listed in EGX 2023: The Mediation Effect of Customer-Based Reputation

The Key Constituents of the Planned Change—Corporate Diversity Strategy and its Influence on Financial Performance of the Egyptian Banks Listed in EGX 2023: The Mediation Effect of Customer-Based Reputation

Diversity targets

From 2008 to 2020, 180 of S&P 1500 have disclosed employee diversity targets. We conduct the first analysis of firms’ employee diversity targets and ask three research questions: (i) who announces diversity targets? (ii) do firms deliver on their diversity targets? (iii) what are the implications of disclosure of such targets for employee hiring and investors? We find that firms with a greater willingness (proxied by past ESG penalties, higher CEO-to-median employee pay ratio, more media coverage, and after #MeToo and Black Lives Matter movements) and ability (proxied by financial strength, a blue-collar heavy labor force, and gender and ethnic minorities on boards) to improve employee diversity are more likely to disclose diversity targets. Exploiting the Revelio dataset of 15,639 firm-years for 1,203 distinct firms from 2008 to 2020, we observe that firms that disclosed a diversity target have indeed hired more diverse employees, but such diversity levels had already increased substantially prior to the target disclosure. Firms with numerical, forward-looking, and rank-and-file employee-targeted goals are associated with greater employee diversity relative to firms that announce other types of diversity goals. Moreover, improved diversity performance does not appear to occur at the cost of employee quality, as measured by Revelio. Overall our results have practical implications for how investors and stakeholders might want to interpret corporate diversity targets.

ROLE OF WOMEN EMPLOYEES TOWARDS INVESTOR ANALYSIS IN THE POST-PANDEMIC ERA

The post-pandemic era has prompted significant changes in the global workforce, with a notable impact on women employees. This paper examined the role of women employees in shaping investor analysis, focusing on how gender diversity influences corporate performance, investment decisions, and long-term value creation. Women employees, particularly in leadership roles, contribute to organizational resilience, innovation, and sustainability. By assessing the role of women in the workforce and their influence on investor sentiment, this study highlights the interconnectedness between corporate diversity and financial growth in the post-pandemic context. The main objectives are to understand the role of gender diversity in corporate performance, governance, and long-term value creation. The selection of a research strategy is a crucial step in the research design process, as it dictates how relevant data for the study will be collected. The study utilized both primary and secondary data sources. Primary data was obtained through a questionnaire distributed via Google Forms, completed by a group of respondents. In addition, to build the theoretical and analytical framework, secondary data was sourced from various books, published materials, newspapers, journals, and websites. A sample size of 100 women was selected from an unlimited population. The researcher employed a random sampling method to choose the participants.

THEMATIC EXPLORATION OF DIVERSITY AND INCLUSION: UNLEASHING ORGANIZATIONAL SUCCESS

Diversity and inclusion are now two significant elements in today’s organizational discourse, as they affect an organization’s performance in addition to the well-being of society in general. This study article provides a comprehensive review of the literature on the topic of diversity, inclusion and organizational performance. Consequently, based on the collected data and thematic analysis of the findings from Pakistani MSMEs, this study attempted to increase the existing body of literature for businesses and in general. Primarily, it explored the constituent elements of Diversity and Inclusion and the impacts it engenders across individual, societal, and organizational levels, ultimately informing organizational outcomes. Secondly, the article also looked into the challenges and opportunities in the promotion of diversity and inclusion in corporations. Thirdly, the study suggested the need and criteria for the emergence of the inclusive business model as a strategy of development for social and economic change

A Legal Review of Policies to Expand Female Executives for Corporate Diversity Management - A Perspective form the Korean Capital Markets Act -

A Legal Review of Policies to Expand Female Executives for Corporate Diversity Management - A Perspective form the Korean Capital Markets Act -

The effectiveness of corporate diversity training from the trainers' perspective: results of a qualitative study in Germany

PurposeOrganizational 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.Design/methodology/approachThis research draws upon case studies based on document analysis and qualitative interviews with diversity training providers across Germany.FindingsThe 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.Originality/valueThis 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.

Diversity as value driver in Euro Stoxx 50 companies

PurposeCorporate diversity encompasses the different talents, knowledge, cultures, experiences and values of its employees. This diversity is reflected in multiple characteristics, such as race, age, gender, social class, religion, sexual orientation, ethnicity, culture and disability. The objective of this study is to identify if diversity is a value driver.Design/methodology/approachWe take the diversity score from the Diversity Leaders Index 2023 published by Financial Times (FT) and Statista; this will be our independent variable in linear regression models whose objective variables are relevant fundamental indicators of the Euro Stoxx 50 companies. It is, therefore, a cross-sectional sample with financial data taken as of the current date. We have 37 Euro Stoxx 50 components included in the diversity ranking.FindingsThe results indicate that diversity is not a value driver for trading volume, for its revenue, or for systematic risk measured by the beta parameter. However, it is observed, in a confidence interval of 90%, that the most diverse companies are larger (according to their market capitalization). In addition, the most diverse companies are more profitable [return on assets (ROA)] and valued by the market [price to earnings ratio (PER)] in a confidence interval of 95%.Originality/valueThese results indicate that companies should promote corporate diversity as a management strategy, as it is observed that more diverse companies are more profitable and valued by the market. This study provides a quantitative vision in the context of homogeneous companies such as the Euro Stoxx 50 Index on the aspects in which diversity is a value driver.

Diversity at Work: Firms’ Strategic Responses to Mandatory Diversity Disclosure

SYNOPSIS Diversity has emerged as a topic of increasing organizational and legislative relevance. Despite forming a burgeoning research field in accounting, little is known about how organizations respond to diversity disclosure legislation. In this paper, we study the introduction of diversity disclosure legislation in the European Union that mandates corporate diversity disclosures, and we analyze how 30 large German companies disclose diversity in their annual reports. Drawing on institutional theory and Oliver’s (1991) seminal work on strategic responses to institutional processes, our analysis reveals four mandatory reporting responses: dismissal, concealment, imitation, and transcendence. Overall, our findings show that although diversity has been institutionalized into organizational environments by the European Union through legislative action, organizational responses vary, from resistance to passive conformity or proactive compliance. With these findings, our study adds to the emergent diversity accounting literature, and we conclude by highlighting implications of our work for policymakers, managers, and researchers. Data Availability: Data are available from the public sources cited in the text.

An Analysis of Online Perceptions in Response to Microsoft’s and Google’s Sexual Harassment Scandals

This study contributes to the literature on corporate diversity and crisis management by analyzing stakeholder perceptions in the aftermath of Google’s and Microsoft’s sexual harassment scandals. The results reveal that both scandals were construed from the perspective of activism, an inherent feature of social media communication. While users made demands for additional corrective action from both companies, Google’s scandal was predominantly defined from the frames of controllability and perceived injustice, possibly eroding corporate reputation. By contrast, the frame of severity prevailed in the online discourse around Microsoft and showed a delineation between perceptions of senior leadership and HR. The findings have implications for the practice of communication management with respect to scandals.

A Comparative Analysis of Indonesia and China on Managing Cultural Diversity in Multinational Corporations

A Comparative Analysis of Indonesia and China on Managing Cultural Diversity in Multinational Corporations

Virtual reality technology for workplace training: The case for developing cultural intelligence

Cultural intelligence (CQ) is becoming increasingly important in today’s globally interconnected business world, where employees from various national cultures work collaboratively. This research uses immersive virtual reality (VR) technology as a training device to help narrow the existing knowledge gaps in CQ scholarly literature and corporate diversity training. A VR head-mounted device was used to capture qualitative and quantitative data from participants to conduct a mixed methods study. After participants engaged in the virtual simulation, a method triangulation approach - using deductive thematic analysis, word frequency analysis, sentiment analysis, and correlational analysis - was used to draw conclusions from their reflections on CQ development. Results revealed a convergence of participant statements, sentiments, and CQ scores. In addition, the emerging themes aligned with the behavioral, cognitive, and motivational dimensions of the CQ construct. A fourth theme - VR experience - also emerged from participant reflections. Sentiments concerning their immersive experience in VR were largely positive. Lastly, the quantitative scores obtained by administering the CQ measurement scale showed a high motivational CQ score indicating participant eagerness to continue engaging in the VR environment. The topical themes that emerged from this study offer theoretical contributions and practical guidelines for CQ scholars, management researchers interested in exploring VR, and corporate training managers.

Developing a Human-Centered Corporate Metric for Inclusion, Diversity, Equity, & Antiracism in a Small Business: A Case Study and Lessons Learned

Despite the recent, extensive development of corporate Diversity, Equity, and Inclusion (DEI) as its own field within management science, there is no definitive or standardized corporate metric for DEI that is readily available and operationalizable in a straightforward manner. As part of our company’s Inclusion, Diversity, Equity, and Antiracism (IDEA) initiative, we sought to create such a metric to assess holistically our internal DEI efforts. We implemented a five-step process to research, brainstorm, synthesize, generate, and deploy such a metric. Ultimately, we generated a meta-metric that aims to capture what we do (the success of our activities), how we feel (increasing the feeling of inclusion), and who we are (tangible diversity in leadership and staff). We believe that our effort may both inspire and inform others seeking to assess how their organization fares in the DEI domain.

Adult Learning Principles in Corporate Diversity, Equity, and Inclusion Training

Adult Learning Principles in Corporate Diversity, Equity, and Inclusion Training

How "Well" are We DEI-ing? Applying Technical and Professional Communication Theory and Disability Justice to Challenge Intersectional Ableism in Job Advertisements Through Coalitional Recruitment

Purpose:This article integrates an ableism studies framework with disability justice principles to interrogate how medical insurance job advertisements may circulate ableist assumptions that impede corporate diversity, equity, and inclusion (DEI) goals and social justice efforts. Method: I use critical discourse analysis and thematic coding to analyze how normative ableist assumptions present in job advertisements and DEI documents may exclude prospective employees with disabilities as well as multiply marginalized identities such as Black women. Results: Through my analysis, I demonstrate how normalizing assumptions related to productivity, rationality, independence, and corporate assimilation may contribute to the exclusion of multiply marginalized employees. Conclusion: I ultimately provide data-driven insights regarding what I refer to ascoalitional recruitment to help practitioners construct more equitable job advertisements attuned to disability justice.

Green credit policy and corporate diversification: evidence from China

ABSTRACT This study draws insights from the New Stakeholder Theory to investigate the influence of green credit policy on firm diversification. Using a sample of publicly listed firms in China from 2006 to 2018, we find that green credit policy has increased the degree of corporate diversification for heavily polluting firms. In addition, the positive impact of green credit policy on industrial diversity is more significant for heavily polluting firms which are state-owned, bigger in size, with institutional ownership of shares and located in provinces with higher level of marketisation. Moreover, financial constraint is an important mediating variable for green credit policy to influence corporate diversification. An important implication of our study is that corporate diversification can be a strategic choice made by heavily polluting firms to overcome financial constraints as a result of the green credit policy. In fact, greater corporate diversity can ensure the survival of polluting firms by allowing them to operate in industries with less environmental regulations.

Board gender diversity and workplace diversity: a machine learning approach

PurposeThis study aims to examine the association between board gender diversity (BGD) and workplace diversity and the relative importance of various board and firm characteristics in predicting diversity.Design/methodology/approachWith a novel machine learning (ML) approach, this study models the association between three workplace diversity variables and BGD using a social media data set of approximately 250,000 employee reviews. Using the tools of explainable artificial intelligence, the authors interpret the results of the ML model.FindingsThe results show that BGD has a strong positive association with the gender equality and inclusiveness dimensions of corporate diversity culture. However, BGD is found to have a weak negative association with age diversity in a company. Furthermore, the authors find that workplace diversity is an important predictor of firm value, indicating a possible channel on how BGD affects firm performance.Originality/valueThe effects of BGD on workplace diversity below management levels are mainly omitted in the current corporate governance literature. Furthermore, existing research has not considered different dimensions of this diversity and has mainly focused on its gender aspects. In this study, the authors address this research problem and examine how BGD affects different dimensions of diversity at the overall company level. This study reveals important associations and identifies key variables that should be included as a part of theoretical causal models in future research.