Diversity Initiatives Research Articles

A collective action approach to improving attitudes and self-efficacy towards gender equality among male STEM academics

Despite the implementation of equality interventions within higher education, progress towards gender parity in science, technology, engineering, and mathematics (STEM) remains slow. Male educators often exhibit poorer engagement with diversity initiatives, potentially contributing to persisting gender disparities in STEM given men’s longstanding dominance in these programs. Two experiments investigate how equality interventions should be designed to maximize support from male educators. Experiment 1 (N = 72; Mage = 39.72, SDage = 12.33) used virtual reality to manipulate 2 factors among male academics: (1) exposure to gender inequality and (2) virtually taking the perspective of a female scientist. Using self-report and behavioral measures, viewing an empirical presentation outlining the prevalence of gender issues in STEM yielded the greatest support for equality initiatives following successful perspective-taking. Experiment 2 (N = 120; Mage = 32.48, SDage = 10.36) varied two additional factors among male academics: (1) evidence-based methods to reduce gender biases in STEM (i.e., promoting self-efficacy) and (2) blaming male academics for gender inequalities. Promoting self-efficacy and blaming men for disparities led to greater confidence in male academics’ ability to address gender inequalities in their field. Notably, higher self-efficacy accounted for greater support for equality initiatives and internal motives to engage with diversity programs. Findings provide an empirical framework and high-tech training tools for promoting engagement with diversity initiatives among male educators, informing development of interventions within higher education to improve student and faculty experiences in STEM.

“Behind bars: Understanding prisoner perception of penitentiary rehabilitation in Kazakhstan”

This study focuses on identifying factors that, from the perspective of prisoners, contribute to positive perceptions of rehabilitation (correction) in prison. A survey was conducted of 645 soon-to-be-released inmates (530 males and 115 females) in five institutions, with questions covering demographics, incarceration details, access to social services, and personal values. The research revealed that male inmates tended to hold more positive views on penitentiary rehabilitation than female inmates. However, it was observed that the rigidity of the prison regime and the existence of chronic illnesses among inmates negatively influenced these positive perceptions towards rehabilitation. Furthermore, the implementation of diverse rehabilitation-focused initiatives by non-governmental organisations (NGOs), coupled with an awareness of rights and responsibilities and the presence of strong family values, has been linked to fostering positive perceptions of rehabilitation. These findings highlight the critical need for enhanced cooperation between non-governmental organisations and prison facilities, as well as the introduction of social work practices within Kazakhstan's prison system. Policymakers should consider these factors when designing evidence-based rehabilitation strategies, emphasising the utilization of social work technologies.

Lessons on addressing whiteness in diversity and equity initiatives: Recommendations for leaders and organizational practice.

Lessons on addressing whiteness in diversity and equity initiatives: Recommendations for leaders and organizational practice.

Advancing Gender Equality in the Workplace: Challenges, Strategies, and the Way Forward

Gender inequality remains a pervasive issue in the modern workplace, manifesting in various forms, such as wage disparities, unequal promotion opportunities, and underrepresentation in leadership roles. This paper explores the complex factors contributing to gender inequality in the workplace, including gendered organisational structures, intersectional marginalisation, and gender stereotypes and biases. Drawing upon existing literature and research, the paper discusses potential strategies for addressing these challenges, such as implementing diversity and inclusion initiatives, closing the gender pay gap, promoting work-life balance, fostering inclusive leadership, and challenging gender biases. The paper argues that achieving gender equality requires a multi-faceted approach and sustained efforts from organisations, policymakers, and society. Furthermore, promoting gender equality is a matter of fairness and justice and contributes to enhanced organisational innovation, productivity, and financial performance. The paper concludes by emphasising the need for a long-term, collaborative effort to create an inclusive workplace environment where individuals of all genders can thrive and reach their full potential.

Global Inequalities in Access and Success in Higher Education

Despite its pivotal importance, the fundamental right to higher education remains far from universal, with inequalities in access to and success in higher education observed in almost all countries around the world. This article highlights some of the key inequalities that impede equitable access and success in higher education and outlines the diverse policy initiatives implemented by governments worldwide in their attempt to tackle this global challenge. It underscores the importance of elevating this issue as a global policy priority through collaborative, data-driven, innovative and comprehensive approaches.

Diversity and inclusion in the workplace: a conceptual framework comparing the USA and Nigeria

This paper offers a comparative conceptual analysis of diversity and inclusion practices within workplaces in the United States and Nigeria, elucidating the influence of cultural, economic, and legislative factors on these practices. Leveraging an extensive review of existing literature, this study examines the state of diversity and inclusion within corporate settings, identifying pivotal trends, challenges, and opportunities in both countries. The objective is to uncover how diverse societal norms and legislative backgrounds contribute to the shaping of workplace diversity and inclusion initiatives, highlighting the disparities and similarities in their execution and outcomes. The analysis reveals that while both nations acknowledge the value of diversity and inclusion for enhancing organizational performance and innovation, their approaches diverge significantly due to differing cultural imperatives and legal frameworks. In the USA, a robust legal framework and societal pressure towards equality propel sophisticated diversity and inclusion strategies. Conversely, in Nigeria, the evolution of such practices is more gradual, largely influenced by evolving societal norms and an increasing recognition of the economic imperatives for diversity. The paper concludes by presenting a conceptual framework that maps out the critical influences on diversity and inclusion practices in the workplace across both settings. This framework aims to serve as a foundational guide for future research, policy formulation, and practice, offering insights into the optimization of diversity and inclusion strategies in varying socio-economic and cultural contexts. Keywords: Diversity and Inclusion (D&I), Workplace Diversity, Organizational Culture, Unconscious Bias, Leadership Commitment, Inclusive Policies, Employee Engagement, Globalization, Technological Advancements, Intersectionality, Cultural Competence, Strategic Initiatives, Continuous Learning, Data-Driven Insights, Employee Resource Groups (ERGs).

Disparities in access to U.S. quantum information education

Driven in large part by the National Quantum Initiative Act of 2018, quantum information science (QIS) coursework and degree programs are rapidly spreading across U.S. institutions. Yet prior work suggests that access to quantum workforce education is unequally distributed, disproportionately benefiting students at private research-focused institutions whose student bodies are unrepresentative of U.S. higher education as a whole. We use regression analysis to analyze the distribution of QIS coursework across 456 institutions of higher learning as of Fall 2022, identifying statistically significant disparities across institutions in particular along the axes of institution classification, funding, and geographic distribution suggesting today’s QIS education programs are largely failing to reach low-income and rural students. We also conduct a brief analysis of the distribution of emerging dedicated QIS degree programs, discovering much the same trends. We conclude with a discussion of implications for educators, policymakers, and education researchers including specific policy recommendations to direct investments in QIS education to schools serving low-income and rural students, leverage existing grassroots diversity and inclusion initiatives that have arisen within the quantum community, and update and modernize procedures for collecting QIS educational data to better track these trends. Published by the American Physical Society 2024

Racial (In)Equity in South Los Angeles-Community Centered Experiences with COVID-19 Syndemics.

To analyze community experiences involving COVID-19 vaccination access and equity in Black and Latina/o/x communities within South Los Angeles, using a socioecological framework. We conducted four virtual focus groups (n = 33 total participants) in 2021, with Black and Latina/o/x community members, community leaders, and community-based providers in South Los Angeles, a region highly impacted by the COVID-19 pandemic. We used a grounded theory approach to guide the analysis and generate data shaped by participant perspectives. Participants across groups consistently emphasized medical mistrust, fear/skepticism, misinformation, accessibility, and feelings of pressure and blame as factors influencing COVID-19 vaccination decisions. The need to address pandemic-related socioeconomic hardships in underresourced communities was equally highlighted. Findings show that building trust, providing tailored information, and continued investment into diversity and equity initiatives can support Black and Latino/a/x communities in making informed health decisions. Community-centered support services should address the economic, social, and structural impact of the pandemic on vulnerable communities. Furthermore, public health and policy efforts must prioritize funding to equip social and health care systems with infrastructure investment in racial and ethnic minority communities.

Diversity, Equity, and Inclusion Initiatives at IMS2024

Diversity, Equity, and Inclusion Initiatives at IMS2024

Influence of Gender Stereotypes in Hiring Decisions

Purpose: The aim of the study was to investigate the influence of gender stereotypes in hiring decisions. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings reveal that there exists a contextual and methodological gap relating to the influence of gender stereotypes in hiring decisions. Preliminary empirical review revealed that gender bias significantly influenced hiring processes, favoring male candidates over equally qualified female candidates. Through an analysis of empirical evidence from various studies conducted by scholars, it was evident that gender stereotypes intersected with other forms of discrimination, such as racial or ethnic bias, exacerbating disparities in employment opportunities, particularly for women of color. Despite increasing awareness of the importance of diversity, gender bias persisted, hindering progress towards gender parity in the workplace. Recommendations included implementing blind recruitment processes and diversity training to address bias and promote transparency in hiring practices, facilitating the creation of more equitable and inclusive workplaces. Unique Contribution to Theory, Practice and Policy: Social Role Theory, Ambivalent Sexism theory and Intersectionality theory may be used to anchor future studies on influence of gender stereotypes in hiring decisions. The study provided several recommendations that contributed to theory, practice, and policy. It emphasized the need to raise awareness of gender bias, suggested implementing structural changes like blind recruitment, advocated for diversity and inclusion initiatives, highlighted the role of organizational culture, and called for the involvement of policymakers in addressing systemic barriers. These recommendations aimed to promote fairness, equity, and diversity in employment practices within STEM and beyond, contributing to theoretical understanding, informing practical strategies, and shaping policy interventions.

AI-Powered Strategies for Talent Management Optimization

In today's dynamic and competitive business landscape, effective talent management is paramount for organizational success. This paper explores the integration of artificial intelligence (AI) technologies into talent management practices to optimize recruitment, development, and retention processes. Through a comprehensive review of existing literature and case studies, we elucidate various AI-powered strategies for talent management optimization. These strategies encompass AI-driven recruitment, predictive analytics for talent acquisition, personalized learning and development initiatives, AI-enhanced performance management and feedback systems, retention strategies, succession planning, and diversity and inclusion initiatives. By harnessing AI capabilities, organizations can enhance decision-making, improve efficiency, mitigate bias, and foster a more inclusive and agile workforce. The implications of AI adoption in talent management are discussed, highlighting opportunities for innovation and potential challenges to address. Ultimately, this paper provides insights for HR professionals, business leaders, and researchers into leveraging AI for strategic talent management optimization in the digital age.

Sustainable coffee: A review of the diverse initiatives and governance dimensions of global coffee supply chains.

With a global footprint of 10 million hectares across 12.5 million farms, coffee is among the world's most traded commodities. The coffee industry has launched a variety of initiatives designed to reduce coffee's contribution to climate change and biodiversity loss and enhance the socio-economic conditions of coffee producers. We systematically reviewed the literature on the sustainability and governance of coffee production and developed a typology of eleven sustainability initiatives. Our review shows that coffee sustainability research has focused primarily on the economic outcomes of certification schemes. The typology expands our knowledge of novel sustainability initiatives being led by coffee farming communities themselves, allowing for an improved consideration of power dynamics in sustainability governance. Sustainability initiatives governed by local actors can improve sustainability outcomes by empowering local decision makers to assess direct risks and benefits of sustainable practices to the local environment, economy, and culture.

Why Is My Team Wearing Rainbow Jerseys? Exploring Effects of DEI Messages on Sports Fans’ Responses

The current research explores the impact of fans’ team identification on their emotional responses towards diversity, equity and inclusion (DEI) initiatives by sporting organisations. Using the theoretical lens of Construal Level Theory (CLT), two experimental studies were conducted in Australia ( n = 386) and the US ( n = 402) to understand how fans’ level of team identification and the framing of communication by sporting organisations influence their emotional responses. The findings suggest that fans with low levels of team identification are more likely to feel disgust towards abstract reasoning for DEI initiatives and are more likely to abandon their support for the team. In contrast, fans with high levels of team identification were less likely to feel disgust and less likely to abandon their support for the team. These results have important implications for both theory and practice. Theoretical implications of this research suggest that CLT can provide a useful framework for understanding the emotional responses of fans towards DEI initiatives. The findings also support previous research suggesting team identification is an important predictor of fan behaviour. Practical implications of this research suggest that sports marketers and organisations should carefully consider their communication strategies when promoting DEI initiatives.

Differentiating on Diversity: How Disclosing Workforce Diversity Influences Consumer Choice

Many companies are making efforts to diversify their workforces, motivated by documented operational performance benefits and increased pressure to “walk the talk” on diversity, equity, and inclusion (DEI) initiatives. One specific call to action from stakeholders is the public disclosure of intersectional diversity data in EEO-1s, which companies with 100+ employees must report each year to the federal government, but which companies rarely make publicly available. Conducting five online experiments to examine how consumers perceive transparency into an operation’s workforce diversity, we find no evidence that disclosing workforce diversity data undermines customer attitudes or behaviors toward the company, even when the disclosures reveal racial disparities across job categories. Instead, we find that consumers perceive firms that disclose their workforce diversity data to be more committed to DEI initiatives, view disclosing firms more positively, and are more likely to choose their offerings over those of non-disclosing firms. We find these attitudinal and behavioral differences to be especially pronounced when the disclosures reveal progress in diversification.

ENHANCING ORGANIZATIONAL PERFORMANCE THROUGH DIVERSITY AND INCLUSION INITIATIVES: A META-ANALYSIS

This meta-analysis explores the impact of diversity and inclusion (D&I) initiatives on organizational performance. By synthesizing findings from various studies, this research aims to provide a comprehensive understanding of how D&I initiatives contribute to organizational success. The analysis reveals that organizations implementing D&I initiatives experience a range of benefits, including increased innovation, improved decision-making, and enhanced employee engagement and satisfaction. These initiatives create a more inclusive work environment where employees from diverse backgrounds feel valued and supported, leading to higher levels of productivity and organizational performance. Furthermore, the meta-analysis highlights the importance of leadership commitment and accountability in driving the success of D&I initiatives. Organizations with strong leadership support for D&I are more likely to see positive outcomes, including improved financial performance and competitive advantage. The findings suggest that D&I initiatives have a significant impact on organizational performance, and organizations that prioritize diversity and inclusion are better positioned to achieve their goals and thrive in today's diverse marketplace. This paper will explore the impact of diversity and inclusion programs on organizational performance. By conducting a meta-analysis of recent studies, the paper aims to identify patterns and outcomes related to the implementation of such initiatives across different industries and cultural contexts. The study will also examine the role of leadership in fostering an inclusive environment and how it correlates with employee satisfaction, innovation, and financial performance. Keywords: Meta Analysis, Inclusion Initiatives, Enhancing, Organizational Performance, Diversity.

Supplier diversity journey: an empirical investigation

Purpose This paper aims to investigate how purchasing organizations implement supplier diversity (SD) initiatives over time. Design/methodology/approach A multiple case study approach was conducted. Data were collected through in-depth interviews with participants from purchasing organizations, intermediary organizations and diverse suppliers. Findings The research suggests that the SD journey encompasses three different, but interrelated stages before full implementation is achieved: structuring, operation and adaptation. The findings also provide evidence that SD implementation in Brazil is highly influenced by the lack of a consistent knowledge base and the lack of legitimized intermediary organizations. Research limitations/implications Using a temporal approach to understand how different practices suggested by the literature have been managed by practitioners over time, this study contributes to the understanding of the path to effective SD implementation and how intra- and interorganizational context influences this journey. Practical implications By identifying which practices should be adopted during different phases of SD implementation and proposing ways to overcome some of the inherent challenges, managers can better plan and allocate resources for the adoption of a successful SD initiative. Social implications This research demonstrates how organizations can promote diversity and reduce social and economic inequalities by buying from diverse suppliers. Originality/value Using a temporal approach, the research empirically investigates how different purchasing organizations have implemented and managed the known practices and dealt with the challenges faced when trying to adopt SD.

Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition

PurposeThe present study aims to gauge the experience of gender non-binary (NB) employees in the context of employee value propositions (EVP) in Indian enterprises and make suggestions for organizations to align their gender-aligned interventions with the EVP framework.Design/methodology/approachQualitative methodology was used for collecting data through semi-structured interviews and subsequent analysis of the transcripts. The data was gathered from 10 NB participants working in Indian enterprises with the use of non-probabilistic purposive snowball sampling.FindingsThe analysis revealed eight themes representing the good, bad and ugly experiences of NB individuals within the context of EVP. These findings underscore the potential of enriching value propositions for employees to promote gender inclusion in corporate settings, contributing to long-term organizational success.Practical implicationsThe study offers both theoretical and practical implications for fostering inclusivity at the workplace. It suggests that policymakers and organizations should align EVP with diversity and inclusion initiatives, re-evaluate hiring processes and promotion policies to ensure equal opportunities for NB individuals, provide regular staff training to address biases and implement inclusive insurance policies and representation in employee resource groups (ERGs).Originality/valueThis study provides unique insights into the experiences of NB employees within the framework of EVPs in Indian organizations.

MANUFACTURING OF CLAY BRICKS BY USING Water Treatment Plant SLUDGE

Water treatment plant (WTP) sludge disposal is a major environmental concern that requires creative methods for management. In order to reduce the environmental impact of sludge disposal and improve the sustainability of the brick- making process, this study investigates the viability of using WTP sludge as an additional material in the production of clay bricks. The study looks into WTP sludge's physiochemical characteristics and prospective use as a raw material for brick manufacturing. The study investigates the impact of adding different amounts of WTP sludge to clay brick formulations on important factors such compressive strength, water absorption, and durability using experimental analysis. The findings show that adding WTP sludge can improve the characteristics of clay bricks; the best combinations outperform traditional bricks in terms of performance. Furthermore, by lowering the cost of raw materials and limiting waste disposal costs, the use of WTP sludge offers possible financial advantages. Environmental evaluations show that using WTP sludge in brick production has several sustainable benefits, such as lower energy use, carbon emissions, and a reliance on virgin resources. Furthermore, the use of sludge in bricks supports the circular economy and waste diversion initiatives. All things considered, this study shows that using WTP sludge in the manufacturing of clay bricks is a feasible and ecologically friendly strategy. Through the utilization of waste materials for applications with added value, this study provides valuable insights into tackling resource scarcity and environmental issues in the building sector. Key Words: Clay bricks, WTP sludge, Waste utilization, Industrial ecology, Waste-to-resource conversion.

Short‐term predictions of PM10 and NO2 concentrations in urban environments based on ARIMA search grid modeling

AbstractAir pollution poses a persistent challenge for urban management departments and policymakers due to its significant health and economic impacts. Various cities worldwide have implemented diverse strategies and initiatives to enhance air quality monitoring and modeling standards. However, the outcomes of these efforts often manifest over the long term, leading to a preference for short‐term statistical methods. The autoregressive integrated moving average (ARIMA) search grid modeling approach has gained widespread use for forecasting air quality. This paper presents a comprehensive time series analysis conducted to predict air quality in urban areas of Budapest, Hungary, with a focus on nitrogen dioxide (NO2) and particulate matter (PM10), using air quality data spanning from 2018 to 2022 for four monitoring categories: Urban traffic, industrial background, urban background, and suburban background. The study employs the ARIMA search grid method to forecast concentrations of these pollutants at multiple air quality monitoring stations based on Akaike information criteria (AIC) and the Bayesian information criteria (BIC) criteria along with the results of augmented Dickey–Fuller (ADF) test. The results demonstrate varying levels of forecast accuracy across different stations, indicating the model's effectiveness in short‐term predicting of air quality. These findings are essential for assessing the reliability of air quality forecasts in Budapest and can inform decisions regarding air quality management and the development of strategies to address air pollution and particulate matter concerns in the region.

Intersectionality in Artificial Intelligence: Framing Concerns and Recommendations for Action

While artificial intelligence (AI) is often presented as a neutral tool, growing evidence suggests that it exacerbates gender, racial, and other biases leading to discrimination and marginalization. This study analyzes the emerging agenda on intersectionality in AI. It examines four high‐profile reports dedicated to this topic to interrogate how they frame problems and outline recommendations to address inequalities. These four reports play an important role in putting problematic intersectionality issues on the political agenda of AI, which is typically dominated by questions about AI’s potential social and economic benefits. The documents highlight the systemic nature of problems that operate like a negative feedback loop or vicious cycle with the diversity crisis in the AI workforce leading to the development of biased AI tools when a largely homogenous group of white male developers and tech founders build their own biases into AI systems. Typical examples include gender and racial biases embedded into voice assistants, humanoid robots, and hiring tools. The reports frame the diversity situation in AI as alarming, highlight that previous diversity initiatives have not worked, emphasize urgency, and call for a holistic approach that focuses not just on numbers but rather on culture, power, and opportunities to exert influence. While dedicated reports on intersectionality in AI provide a lot of depth, detail, and nuance on the topic, in the patriarchal system they are in danger of being pigeonholed as issues of relevance mainly for women and minorities rather than part of the core agenda.