Diversity Scholars Research Articles

Diversity Scholarships for Plastic Surgery Subinternships: A National Review of US Residency Programs.

Residency programs have developed monetary initiatives for students underrepresented in medicine (URiM). Our team sought to provide a centralized resource for URiM students seeking plastic surgery subinternships with funded opportunities. A cross sectional analysis of URiM scholarships offered by US integrated plastic surgery programs (n = 91) between July and September 2023. The study used residency program web domains. Investigators collected information on the monetary value of scholarship, eligibility criteria, and required application documents. Inferential analyses were conducted to investigate whether programs' geographic region or Doximity ranking played a role in likelihood of scholarship existence. The study found that approximately 52.7% (n = 48) of programs have in place monetary support for underrepresented visiting medical students (eg, stipend or reimbursement). The average monetary support was $1670. A univariate test demonstrated that programs with lower rankings in both reputation and research were less likely to have a scholarship available than higher ranking programs (P = 0.002; P = 0.02, respectively). Programs located in the Midwest regions were 3.5 times more likely to have a diversity scholarship available (P = 0.034). In our multivariate analysis, reputation ranking and geographic region remained significant. A Pearson chi square test showed the greatest proportions of scholarships among geographically similar programs to be in the Midwest (70%), however, not statistically significant. This study provides a centralized resource for URiM students interested in completing away rotations. Further investigation into development of these scholarship opportunities would be of much benefit and could guide other programs in the funding their own diversity scholarships.

Breaking the concrete ceiling: Resources and strategies for career success amongst Black and Asian minority ethnic women leaders

AbstractDespite ongoing research efforts to resolve the pertinent issues with the underrepresentation of women from Black and Asian Minority Ethnic backgrounds in senior leadership positions, the problem persists. We suggest that one reason for the lack of progress is that management research has predominantly focused on the manifestation of race and gender inequality, the barriers experienced by these women, and the resulting adverse outcomes, with inadequate attention given to practical interventions for resolving these issues. We argue that an urgent and critical paradigm shift from problems to solutions is required in order to advance the field. Using the conservation of resource theory as a lens, we explore the lived experiences of 50 highly successful Black and Asian women and how they navigated the organizational labyrinth to achieve success in their careers. Our findings revealed that despite discriminatory experiences that threatened their career advancement, there were several personal and contextual resources which they drew upon to achieve career success. We develop a resource taxonomy framework illustrating these salient career advancement resources across their career journey, alongside strategies they used to protect these valuable resources. Our findings have theoretical and practical implications for career, leadership and diversity scholars and practitioners.

Turning a Blind Eye to Gender at Work: A Call to Action for Management Scholarship

In this paper, we provide a fiery critique of the tendency for management research to adopt gender-blind perspectives and call on management scholars to step up and call workplaces what they are: gendered. Blending perspectives from diversity scholarship, organizational sciences, popular culture, feminism, etc., we provide a multifaceted argument for why ignoring gender in our work is harmful to our field and to gender equity efforts.

The national institute on drug abuse diversity scholars network: success for a diverse addiction science workforce.

There is a well-known lack of diversity in many Science, Technology, Engineering, and Mathematics (STEM) fields. The gap in awarded National Institutes of Health (NIH) grants for scientists from underrepresented populations at the early stages of their careers contributes significantly to this lack of diversity. The National Institute on Drug Abuse (NIDA) Diversity Scholars Network (NDSN) program implemented a new model in 2016 to provide support to underrepresented early-career investigators (ECIs) by equipping them to navigate the competitive NIH grant process. NDSN has a demonstrable track record of providing equity through educational opportunities by enhancing the grant funding success of participants. Of 59 participants from 2016 through 2021, 53% received funding within the first two years after completing the program and 69% by four years. NDSN scholars surmount systemic funding barriers by building relationships with scientific coaches, mentors, NIDA Program Officials and intentionally engaging in network building, which all contribute to the funding success of ECIs. NIDA's NDSN program provides a model for retaining underrepresented ECIs that not only benefits individual scholars, but also the institutions they serve and society as a whole.

Pushing the Boundary: Challenging Assumptions in Diversity Scholarship

Pushing the Boundary: Challenging Assumptions in Diversity Scholarship

Reinforcing Political Inequality Through Diversity Initiatives: A Field-Level Perspective

Although diversity initiatives are considered prominent vessels for addressing inequality and despite massive investments in them, inequality inside organizations persists. Assessments of diversity initiatives often center on economic inequality and view organizations as closed systems to explain why they fail. Building on a 19-month field-level ethnography of the diversity field in Israel targeting Palestinian employment, we examine political inequality and show how it is perpetuated even as economic inequality is dealt with. Our findings reveal that the field is complicit in creating a chasm between the economic and political spheres by positioning diversity initiatives as a means to tackle economic inequality. The field’s infrastructure and dominant discourse reinforce this chasm and thereby make political inequality invisible, generating false consciousness. Our study challenges the preoccupation of diversity scholarship with universal best practices, suggests avenues for assessing and managing diversity initiatives while taking stock of political inequality, and directs future research to delve into the relationship between the economic and the political in organizations and our societies.

20 years of workplace diversity research in hospitality and tourism: a bibliometric analysis

PurposeThis paper charts the development of diversity research in hospitality and tourism (H&T) as a field of study. The authors are interested in how diversity has been studied, where diversity scholarship has been published, who are the leading diversity scholars and whether the scholars work has been influential. In addition, the authors identified the institutions and countries that contribute significantly to diversity scholarship in H&T.Design/methodology/approachThe authors draw from the Web of Science (WoS) Core Collection, Scopus and Australian Business Dean's Council (ABDC) Journal Quality List covering 109 journals to identify the relevant articles on workplace diversity in H&T. The authors conducted evaluative and relational bibliometric techniques to assess the prominence of diversity scholarship in the field.FindingsDiversity research in H&T did not gain traction until 2005. Using Equality, Diversity and Inclusion: An International Journal as a benchmark, the authors found that diversity research in H&T closely tracked the diversity topics in general organization and management literature. However, H&T lagged in race and ethnic, as well as gender identity research. A majority of diversity research is published in leading (top-ranked) journals, signifying the value of diversity scholarship in H&T. Hospitality journals published the most articles, while tourism journals reported the highest impact. Scholars based in the USA, China and the United Kingdom (UK) contributed the most diversity articles, but one researcher, Osman M. Karatepe (Turkey), stood out as the most productive and influential diversity scholar in H&T.Practical implicationsThe insights from this study aid H&T scholars in identifying trends and opportunities in diversity research, assessing the productivity and impact of various journals and databases, locating collaborative opportunities (through co-citations and highly productive and influential institutions and scholars) and benchmarking the scholars’ own work.Originality/valueGiven an absence of prior review and diversity research has only gained ground in the H&T literature since 2005, this bibliometric study offers a fossil record and documents the trajectory of diversity scholarship in H&T, identifies the scholars who are active in this area of research and highlights institutions and countries where diversity research is conducted.

Call for Applications: Society for the Experimental Analysis of Behavior announces the 2023 call for applications for Educational Grants, the Graduate Student Translational Research Grant, and the Graduate Student Diversity Scholarship.

Call for Applications: Society for the Experimental Analysis of Behavior announces the 2023 call for applications for Educational Grants, the Graduate Student Translational Research Grant, and the Graduate Student Diversity Scholarship.

Notes for Notes

Notes for Notes Misti Shaw, Melissa A. Weber, Maristella Feustle, Kristina Krämer, Jane Gottlieb, and Jonathan Sauceda During the 2022 Music Library Association virtual annual meeting, the following awards were given: The Diversity Scholarship offers candidates from under-represented groups the opportunity to pursue a master’s degree in library and information science with financial support. The goal of the scholarship is to recruit students from historically underrepresented racial and ethnic groups into music librarianship by providing support for master’s-level LIS education. The first is Michelle Rivera. The second is Jade Vaughan. The Kevin Freeman Travel Grant supports travel and hotel expenses to attend the Music Library Association's annual meeting along with gratis registration. This year’s recipients will be permitted to apply their travel grants to the next in-person conference. The four recipients are as follows: Margaret Cuddihy, George (Geo) Flores, Jackson Harmeyer, and Mia Watts. This year we are gratified to be offering a brand new award, for Paraprofessionals and Public Librarians. As with the Freeman award, our five recipients will use their travel grants for the next in-person conference, and we heartily welcome them now. Our five recipients are: Rita Alfaro, Abigail Bass, Jennifer Eltringham, Kathryn Kuntz, and Amanda Steadman. The Walter Gerboth Award and the Carol June Bradley Award were combined into one award committee last year, while maintaining two separate awards to support research. No Gerboth award was chosen this year. We do have two Bradley award recipients for research in the history of music library collections and they are: Carolyn Doi for her project, “Sounds of Home,” documenting local music collections across Canada. Patricia Sasser for her project, “Documenting Music among Russian Jewish Kharbinsty, 1910–1929,” with research at the New York Public Library. The Dena Epstein Award supports research in archives or libraries internationally on any aspect of American music. This year’s recipients include Michael Cooper, for his book-length biography project about [End Page 50] Margaret Allison Bonds (for the Master Musicians series of Oxford University Press), Michael Kramer, for his book project, “This Machine Kills Fascists: What the Folk Music Revival Can Teach Us About the Digital Age,” David Rugger, for his book project, “Simple Man: Klaus Nomi’s Life and Art,” and Emmalouise St. Amand, for her dissertation on semi-professional and amateur Black girl groups in New York City between 1950 and 1965. The Vincent H. Duckles Award is the Music Library Association’s annual prize for the best book-length bibliography or reference work in music. This year’s recipient is Alexander Sanchez-Behar, for John Adams: A Research and Information Guide (Routledge, 2020). The Richard S. Hill Award is an annual award for the best article on music librarianship or article of a music-bibliographic nature. This year’s Hill Award goes to Elizabeth Berndt-Morris and Sandi-Jo Malmon for their article, “Surveying Composers: Methods of Distribution, Discoverability and Accessibility of their Works and the Corresponding Impact on Library Collections,” which appeared in Fontes Artis Musicae. The Eva Judd O’Meara Award honors the best review published in Notes. This year’s recipient is K. Dawn Grapes for her review of The Norton Guide to Teaching Music History. The MLA Citation, the Association’s tribute for lifetime achievement, is awarded in recognition of distinguished service to music librarian-ship over a career. It is the highest honor we bestow. This year, we have one recipient of the MLA Citation. As a true champion of the music of African Americans and of paraprofessionals in music libraries, she has positively contributed to the work of MLA’s members and their patrons. Her decades-long, groundbreaking work has produced a multifaceted body of research and performances of African-American vocal music. Her websites, including “Afrocentric Voices in ‘Classical’ Music,” “The Spirituals Database,” and “Afrocentric Sounds Radio,” document the work of Black musicians and increase access to oft-neglected bodies of literature. Her published articles, presentations at many national and regional conferences, and her first book, “So You Want to Sing Spirituals,” demonstrate the breadth of her authority, as do recognitions of her expertise, such as grants and requests for interviews. She is...

Prize or Penalty? Reputational Effects of Diversity Scholarships in the Labor Market

Many universities and companies use diversity scholarships and pipeline programs to achieve recruiting goals and engage in diversity-related impression management. In contrast to more explicitly race-targeted affirmative action measures, these contemporary diversity initiatives tend to emphasize merit and conceptualize “contributions to diversity” in a broad, race-neutral manner. This paper investigates the reputational effects of diversity scholarships for recent college graduates seeking entry-level jobs. Using a national audit study, I compare the rate at which employers call back applicants with diversity scholarships, applicants with other types of merit scholarships, and applicants with no scholarships at all. I also examine how the scholarship signals differ when applicant names have a Black racial cue versus a White racial cue. I find that while diversity scholarships and non-diversity merit scholarships provide similar reputational benefits for putatively White applicants, Black diversity scholarship winners are called back by employers at a similar rate as Black applicants without scholarships. The reputational boost of the non-diversity scholarship is also smaller for Black applicants than it is for White applicants. The findings contribute to our understanding of how organizational diversity policies shape inequality and illustrate the importance of examining individual-level effects of diversity practices in addition to organizational-level outcomes.

Comparing cultural diversity perspectives among public service employees in the Netherlands in 2008 and 2018

PurposeThe Netherlands' national government (Rijksoverheid) is an example of a large public organization that strives to recruit and retain employees from different cultural groups, and aims to reap the benefits of workplace diversity. Research has shown that a major predictor of the effectiveness of diversity policy and interventions is the diversity perspective of employees, i.e. which outcomes they associate with cultural diversity in their work environment.Design/methodology/approachThe present study compares public servants' diversity perspectives in two similar independent samples, from 2008 (n = 1,617) and 2018 (n = 2,024), using the Benefits and Threats of Diversity Scale (BTDS; Hofhuis et al., 2015).FindingsResults show that in 2018, employees of the Netherlands' national government perceived more benefits of diversity for gaining insight about and access to different groups within society. Additionally, contributions of cultural diversity to creativity and innovation within teams are reported significantly more often in 2018 than in 2008.Originality/valueThe findings may be of interest to diversity scholars, since data on changes in cultural diversity perspectives across time are rare, and the paper provides a unique comparison of measurements at two time points, one decade apart, within the same organization.

Indigenous and gendered persons and peoples in business ethics education: Intersections of Indigenous wisdoms and de Beauvoirian existentialism

AbstractThe purpose of this paper is to explore how business ethics textbooks include Indigenous and gendered persons and peoples and whether they acknowledge Indigenous philosophies and theories. We explore 363 cases from eighteen (18) business ethics textbooks. A form and theme based content analysis was employed to help us better understand the inclusion, obfuscation and omission of Indigenous and gendered persons. A purpose of business ethics education is to disrupt injustice and oppressive practices in business. We find that business ethics education can provide more inclusive and respectful cases as it relates to Indigenous and gendered characters. There are cases that marginalize, obfuscate and omit Indigenous peoples, females, and gender diverse persons. This study contributes to diversity scholarship by identifying ways in which Indigenous and gendered persons and peoples can be included in management and business ethics education.

Prize or Penalty? The Reputational Effects of Diversity Scholarships in the Labor Market (WITHDRAWN)

Many universities and companies have used diversity scholarships and pipeline programs to achieve organizational diversity goals. These programs target high-achieving members of underrepresented groups by offering them additional opportunities and resources. At the same time, however, these initiatives publicly identify their recipients as targets of affirmative action efforts, which can be stigmatizing. This paper investigates the reputational effects of diversity scholarships for recent college graduates seeking entry-level jobs. Using a multi-city audit study, I compare the rate at which employers call back applicants with diversity scholarships, applicants with other types of merit scholarships, and applicants with no scholarships at all. I also examine how the scholarship signals differ when applicant names have a Black racial cue versus a white racial cue. I find that while putatively white applicants with diversity scholarships and non-diversity merit scholarships receive more callbacks than white applicants without scholarships, putatively Black applicants do not receive similar benefits from either type of scholarship. Black diversity scholarship winners are treated more similarly to Black applicants without scholarships than Black applicants with non-diversity merit scholarships. The findings illustrate the importance of examining individual-level effects of diversity practices in addition to organizational-level outcomes.

Measuring Diversity in the Workplace: An Extended and Unified Framework

Research on workplace diversity is proliferating. Inspired by Harrison and Klein’s (2007) conceptualization of diversity into three types of diversity—separation, disparity, and variety—and their associated framework of measures, diversity scholars have paid increasing attention to the measurement of their diversity construct. In this paper, we argue that the widely used measurement framework of Harrison and Klein suffers from important limitations— that is, the separation measures assume non-linear effects, the disparity measures do not take into account left-skewed attribute distributions, and the proposed variety measures can be used for categorical variables only. To solve these issues, we take a distance-based approach to the three types of diversity and provide a unifying, easy-to-use framework of measures, including measures for diversity constructs for which no adequate measures were available yet. Using simulated data of work units, we show how our proposed measures behave and how they relate to the measures proposed by Harrison and Klein. This manuscript concludes with an accessible decision tree, easily guiding diversity scholars in when and how to use the different diversity measures. Our hope is that our framework contributes to Harrison and Klein’s (2007) mission to improve the concept clarity, measurement, and empirical testing in the field of workplace diversity.

Strengths from Disadvantage: Toward a Broader Understanding of the Consequences of Social Inequality

Scholarship aimed at understanding the experiences and outcomes of members of historically disadvantaged, underrepresented, and marginalized social groups has largely focused on and documented the hardships and inequalities they suffer. However, our current understanding of may not capture the full range of consequences arising from social disadvantage. The goal of this symposium is to demonstrate the merit of a more balanced approach to studying the experiences of marginalized groups by considering the unique resources that they may acquire as a result – in contrast to a dominant focus on the detriments. The four papers in this symposium provide theoretical and empirical support for certain strengths that members of disadvantaged groups develop in response to enduring systematically more difficult life experiences, and how they enact such resources at work. These studies demonstrate this phenomenon across four different disadvantaged social groups, including the working class, racial minorities, women, and the LGBTQ community. Using both qualitative and quantitative methods, this research advances diversity scholarship by shedding light on under-explored outcomes associated with social disadvantage group membership. Employees from Different Social Class Backgrounds Use Distinct Toolkits to Navigate the Workplace Presenter: Andrea Dittmann; Emory U., Goizueta Business School Presenter: Nicole Stephens; Northwestern U. Presenter: Sarah S M Townsend; U. of Southern California Together We Thrive: How Racial Discrimination Leads to Pro-group Helping and Voicing Presenter: Ambra Mazzelli; MIT Sloan School of Management Presenter: James T. Carter; Columbia Business School Trailblazer Mindsets and Marginalized Groups: When Being Underrepresented Helps You Help Others Presenter: Karren Kimberly Knowlton; Tuck School of Business at Dartmouth Coping with Devaluation: Socioemotional Assets Arising from the Experience of Stigma Presenter: Gabrielle Rose Lopiano; Emory U. Presenter: Melissa J. Williams; Emory U.

A feedback perspective on intersecting inequalities in organizations

Organizations show persistent gender-, class- and ethnicity-based inequalities between employees in terms of well-being, remuneration and representation. Despite decades of diversity scholarship, anti-discrimination legislation and diversity management, gender and ethnic pay gaps and harassment persist, and white male higher-class leaders are overrepresented in the top of organizations. Such inequalities increasingly meet societal resistance. Scholars mainly explain inequalities based on the demographic characteristics of hiring panels, workforce and management, assuming linear causality between these characteristics and the observed unequal outcomes. However, inequalities are more complex. This paper develops an innovative feedback perspective, conceptualizing the feedback of intersecting inequalities in organizations to further the theoretical understanding of inequalities. A feedback perspective reveals how elements of inequalities interact in such a way that they reinforce or balance each other. Such a perspective helps us to understand why inequalities co-occur rather than appear in isolation, why addressing a single demographic cause is often not effective, and how to predict the potential effects of interventions that address multiple inequalities simultaneously. We conceptualize the feedback of intersecting gender, ethnicity and class inequalities in a causal loop diagram of the pay gap, inequality in leadership positions and harassment.

Mapping the terrain of Journal of Counseling Psychology: A citation network analysis.

In this study, we conducted a citation network analysis of the Journal of Counseling Psychology (JCP) to elucidate the scope, evolution, and interconnections of JCP publications as reflected in how authors use (i.e., cite) these publications. We used CitNetExplorer to analyze a network of 4,718 JCP publications and 16,959 citation links. The analysis yielded 19 clusters in JCP's citation network. The most dominant facet of the citation network focused on counseling, counseling process, and counseling outcome. The clusters in this facet shifted from an early focus on perceptions of counselors to continuing examinations of what happens in counseling. Another dominant facet comprised clusters on vocational psychology, shifting from an earlier focus on vocational choice and interest, to career counseling and decision making, to vocational and academic development processes and predictors. These major facets converged toward a continuing cluster focused on methodology and analysis along with race, gender, sexuality, and other diversity scholarship. This suggests that diversity-focused publications in JCP often employ and cite methodological and analytic advances. The results also reveal discontinued areas of scholarship in JCP that are ripe for revisiting and rebuilding in new directions (e.g., anger and social justice activism; clinical judgment and artificial intelligence). The results suggest that a promising next step in the evolution of JCP would be for authors to engage with and cite diversity scholarship as central to "general" domains of JCP scholarship. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

A Comparative Lipidomic Analysis of Wild Rice Versus White and Brown Rice

Abstract Objectives As a staple food in the Native American diet, wild rice (Zizania spp.) is an edible grass native to the Great Lakes region. Wild rice contains about one % of lipids. Previous studies have determined its fatty acid composition, but the composition of its lipidome was not examined in detail. This study sought to examine the lipidome of wild rice and provide a comparison to the lipidomes of white and brown rices. Methods In this study, lipid fractions of six commercially available wild rice samples (Zizania spp.), one traditionally-harvested wild rice sample (Zizania spp.), three white rice samples (Oryza spp.), and three brown rice samples (Oryza spp.) were extracted by hexane and ethyl acetate, dried in nitrogen gas, and then reconstituted in n-butanol for liquid chromatography-mass spectrometry (LC-MS)-based lipidomic analysis. Multivariate data analysis was performed using principal components analysis and orthogonal partial least squares-discriminant analysis. Models visualized the distinguishing features of each rice and provided information for a database search of selected markers and subsequent comparison to authentic standards. Results The multivariate model constructed by the LC-MS data of these samples showed clear separation of wild rice samples from white and brown rice samples, suggesting different lipid profiles of wild versus white and brown rice. Wild rice contained higher abundances of linolenic acid-containing triacylglycerol species, but less palmitic acid- and stearic acid-containing triacylglycerol species. Subtle differences between wild rice harvested in Minnesota versus wild rice harvested outside of Minnesota were also observed through lipidomic comparison. Interestingly, 10-demethylsqualene emerged as a prominent feature separating wild rice from white and brown rice through specific analysis of the phytosterol content of wild rice. Conclusions LC-MS-based lipidomic analysis of in-tact triacylglycerol species as well as a comprehensive profiling of the wild rice lipidome in comparison to that of white and brown rice was performed. These insights provide a compelling rationale for increasing consumer awareness of the benefits of wild rice consumption. Funding Sources W. Mosher was supported by the University of Minnesota CFANS Diversity Scholars Fellowship.

Radicalizing diversity (research): Time to resume talking about class

AbstractIn this editorial, we plea for radicalizing diversity research by re‐engaging with the notion of class. We argue that theories of class, which are today seldom used in critical diversity research, have the potential to conceptualize the relationship between difference and power in ways that go beyond the current focus on equality within capitalist organizations. Theories of class radicalize diversity research by providing a conceptual vocabulary to ground the critique of diversity in the critique of capitalism. To highlight this potential, we first reconstruct the ideological historical context of the 1980s in which diversity research emerged, re‐embedding it in a broader political project to restructure the economy, work and society as a whole. We then present four main uses of the concept of class in management and organization studies and the theoretical traditions that underpin them. We go on to introduce the four contributions to this Special Section, illustrating how class, variously understood, can inform critical understandings of diversity. We conclude by leveraging class within four strategies for more radical diversity scholarship: classing workers, occupations, and workplaces; classing diversity; classing meritocracy; and classing struggles for social justice.

Lessons from the Losing: Implications of the COVID‐19 Pandemic for Organizational Diversity Scholarship and Practice

Abstract Organizational profitability and survival are often contingent on the ability to respond to crises effectively (Pearson and Clair, 1998) In this essay, I contend that considering the impact of country composition and culture during the COVID-19 pandemic can enhance our comprehension of the role of diversity during duress When crises occur, demographic differences tend to be especially salient, as individuals become more attentive to protecting the perceived interests of the in-group, often at the expense of outgroups (King, Knight and Hebl, 2010;Krosch, Tyler, and Amodio, 2017)