Inclusion Initiatives Research Articles

Diversity, Equity and Inclusion Activities in Database Conferences: A 2022 Report

The Diversity, Equity and Inclusion (DEI) initiative started as the Diversity/Inclusion initiative in 2020 [4]. The current report summarizes our activities in 2022. Our responsibility as a community is to ensure that attendees of DB conferences feel included, irrespective of their scientific perspective and personal background. One of the first steps was to establish the role of the DEI chairs at DB Conferences, with the DEI team dedicated to providing leadership to help our community achieve this goal. In this leadership role, the DEI team is advising DEI chairs at DB conferences, serving as a memory of DEI events at conferences, building an agreed-upon vision, and committing to working together to devise a set of measures for achieving DEI. That is pursued via actions led by our core members (Figure 1) and liaisons of individual executive bodies (Figure 2): REACH OUT collects data and experiences from our community. INCLUDE monitors and recommends inclusion efforts. ORGANIZE focuses on in-conference organization efforts, such as adopting a code of conduct. INFORM communicates through various channels. SUPPORT coordinates DEI support from executive bodies and sponsors. SCOUT collates DEI efforts from other communities. COORDINATE manages all actions. Two new actions: MEDIA preserves and disseminates the digital media produced by DEI@DB events. ETHICS establishes and promotes ethics guidelines for publications in our community.

Developing Evidence for Equitable Assessment Characteristics Based on Clinical Learner Preferences Using Discrete Choice Experiments.

Medical education is only beginning to explore the factors that contribute to equitable assessment in clinical settings. Increasing knowledge about equitable assessment ensures a quality medical education experience that produces an excellent, diverse physician workforce equipped to address the health care disparities facing patients and communities. Through the lens of the Anti-Deficit Achievement framework, the authors aimed to obtain evidence for a model for equitable assessment in clinical training. A discrete choice experiment approach was used which included an instrument with 6 attributes each at 2 levels to reveal learner preferences for the inclusion of each attribute in equitable assessment. Self-identified underrepresented in medicine (UIM) and not underrepresented in medicine (non-UIM) (N = 306) fourth-year medical students and senior residents in medicine, pediatrics, and surgery at 9 institutions across the United States completed the instrument. A mixed-effects logit model was used to determine attributes learners valued most. Participants valued the inclusion of all assessment attributes provided except for peer comparison. The most valued attribute of an equitable assessment was how learner identity, background, and trajectory were appreciated by clinical supervisors. The next most valued attributes were assessment of growth, supervisor bias training, narrative assessments, and assessment of learner's patient care, with participants willing to trade off any of the attributes to get several others. There were no significant differences in value placed on assessment attributes between UIM and non-UIM learners. Residents valued clinical supervisors valuing learner identity, background, and trajectory and clinical supervisor bias training more so than medical students. This study offers support for the components of an antideficit-focused model for equity in assessment and informs efforts to promote UIM learner success and guide equity, diversity, and inclusion initiatives in medical education.

A Review on Evolution and Importance of Diversity Education and Inclusion in Building an Effective Organizational Culture

Purpose: The purpose of the study is to explore the history and development of diversity education and inclusion in organizations and to highlight their importance in creating a positive and productive workplace culture. The study intends to investigate the advantages of diversity and inclusion in organisations, such as technical excellence, sound decision, and enhanced retention and engagement among staff members. It also seeks to identify the challenges and barriers to implementing effective diversity and inclusion programs and strategies, and to suggest best practices for organizations seeking to build a diverse and inclusive workplace culture. Ultimately, the goal of the study is to provide insights and recommendations that can help organizations create a more welcoming, inclusive, and equitable workplace for all employees. Design/Methodology/Approach: The study involves a literature review and analysis of existing skill variety and advancement research. This would involve reviewing academic journals, books, and other relevant publications on the topic, as well as industry reports and case studies. Results/ Findings: The review paper finds that diversity education and inclusion initiatives have evolved over time, from simply focusing on compliance with anti-discrimination laws to recognizing the value of diversity in creating a more innovative and productive workplace culture. Identifies common challenges and barriers to implementing effective diversity and inclusion programs, such as resistance from some employees, lack of buy-in from leadership, and difficulty in measuring the impact of such initiatives. the findings of the study may contribute to a better understanding of the benefits and challenges of diversity and inclusion initiatives in organizations and provide recommendations for building a more inclusive and equitable workplace culture. Value: The paper emphasises the importance of research through a detailed examination of the literature on the subject, recognizing the value of diversity in creating a more innovative and productive workplace culture. Type of Paper: Literature Review

How Do Employer Practices Affect Economic Mobility?

How can employers facilitate economic mobility for workers, particularly workers of color or those without a college degree? The authors integrate a fragmented literature to assess how employers’ practices affect enhanced economic security and mobility. This article first identifies three pathways linking employers’ practices to mobility: improving material job quality, increasing access to better jobs for historically marginalized workers, and promoting sustainability of employment. The authors provide a critical assessment of the research literature on recruitment and hiring practices; pay and wages; promotion practices; scheduling; leaves; diversity, equity, and inclusion initiatives; and work systems as these practices relate to economic mobility. They then identify strategic questions and feasible designs for enhancing future research on these questions in order to guide policy and management practice.

Актуальные вопросы становления инклюзии как универсалии современной культуры: опыт России и ее ключевых партнеров

The article focuses on the comprehension of topical issues of the inclusion formation as a universal of modern culture. The work demonstrates the need to overcome the narrowness of the entrenched understanding of in-clusion as the practice of overcoming discrimination against people with health deficits. A wide range of inclu-sive initiatives has been identified, revealing the potential of inclusion as a universal culture in various spheres of society. The current interpretation of inclusive development and the principles of its implementation are pre-sented. It reveals a wide corridor of opportunities for the implementation of inclusive initiatives on the example of the unions of countries that are key partners of modern Russia – BRICS, EAEU. The specifics of the repre-sentation of inclusive transformations in modern Russian practice are revealed, their anthroposocio-cultural nature is indicated. The main value of the phenomenon under study is formulated, including the desire of an individual to be part of an inclusive community, to understand and accept the Other. The importance of inclu-sion in the social life of all members of the community, overcoming persistent discriminatory practices, is ana-lyzed. The necessity of actualization of the correlation of human freedom and responsibility, implemented through the institution of individual rights and responsibilities in the context of the deployment of inclusive initia-tives, is revealed.

Stock price implications of DEI initiatives when liberties of vulnerable groups are politically undermined—Evidence from veterans and LGBT groups

Stakeholder theory rooted in Rawls' view of justice as fairness argues that firms treat all their stakeholders fairly, including the powerless and marginalized. Despite this, much research has focused on ways to prioritize stakeholders and “manage” them according to their significance. To help ease this tendency, we adopt a social identity perspective of stakeholders and examine stock price implications of firms' diversity, equity, and inclusion (DEI) initiatives undertaken for vulnerable social groups when their liberties are undermined. Noting that social groups in the US are often supported and undermined depending on who the president is, we zoom in on two recent presidencies, Obama's and Trump's, who showed stark differences in treating two social groups—military veterans and LGBT groups. We found that DEI initiatives conducted to assist a social group resulted in higher stock prices during the presidency undermining the group than during the presidency supportive of the group. These findings are robust and supported by cumulative abnormal returns and regression results. Overall, our study encourages more research highlighting the upsides of corporate initiatives for those who have been on the periphery of stakeholder management. It also highlights the benefits of shifting our views from the firm-centric economic roles of stakeholders toward the more inclusive social identity perspective.

From vulnerability to viability: A situational analysis of small-scale fisheries in Asia and Africa

Small-scale fisheries (SSF) support over 90% of the 120 million people engaged in capture fisheries globally. Despite their contributions, SSF communities are often economically and politically marginalised, are highly vulnerable to change, and until recently, remained largely invisible in policy debates in most countries and internationally. This paper undertakes a situational analysis of 12 countries with significant small-scale fisheries (i.e., Bangladesh, Ghana, India, Indonesia, Japan, Malawi, Malaysia, Nigeria, Senegal, South Africa, Tanzania, and Thailand) to better understand the context in which they might transition from vulnerability to viability. Several insights emerge from this analysis. First, we identify the social and ecological drivers of change that exacerbate vulnerability and undermine SSF viability by focusing on five key domains: economic/development, ecological and environmental, social and cultural, governance and management, and emerging issues. Second, we highlight several cross-cutting issues and challenges facing SSF, including increasing attention to gender and the impacts of the COVID-19 pandemic. Finally, the situational analysis highlights several key policy and governance dimensions that are being explored in countries as potential enablers of more viable SSF. These include community-centered approaches and gender inclusion initiatives. Such governance interventions can also catalyze unintended vulnerabilities as vulnerability and viability are linked and dynamic processes. This situational analysis was co-developed as part of a global network of SSF researchers and practitioners across Africa and Asia. Outcomes of the situational analysis can be used to catalyze additional country and regional scale assessments and leverage opportunities for governance of small-scale fisheries.

Flailing at Feminized Labor: SOFFAs, 1990s Trans Care Networks, Stone Butch Blues, and the Devaluation of Social Reproduction

Around 1998, the term “significant other” or “significant others, friends, family, and allies” started to circulate in English-language trans communities to describe cis people's labor in supporting trans people through transition. One newsletter, Your SOFFA Voice, published letters, essays, and poetry by and for SOFFAs. Your SOFFA Voice could be understood as what Cait McKinney calls information activism, attempts at creating political collectivity through DIY communication and publication methods. While the poems, stories, and manifestos of Your SOFFA Voice were undoubtedly expressions of genuine experience, they also read as expressions of “bad” liberal feminism, preoccupied with the domestic and intimate and obscuring political questions other than personal identity. Historicizing the intimate, domestic themes of this 1990s archive in relation to earlier trans/butch/femme representations of 1960s bar culture and working-class solidarities—particularly in Leslie Feinberg's Stone Butch Blues—helps contextualize them in relation to multiple historical events: the expansion of feminized administrative and clerical labor markets on one hand; and on the other hand, the withdrawal of the welfare state and the absorption of the radical political imagination into homonormative lesbian and gay rights organizing, and the institutionalization of 1960s-70s feminist, queer, Black, Latinx, and Indigenous campus protest into liberal diversity and inclusion initiatives in the 1990s and 2000s. This analysis helps us ask questions about trans care now: how and why intimate partnerships are made to bear such utopian desires for community building and care while also constituting a crucible for much of the mess, tension, and dysfunction of trans care, and whether understanding trans people as autonomous and self-determining is a viable alternative.

Racial equity and decolonisation within the DClinPsy: How far have we come and where are we going? Trainee clinical psychologists’ perspectives of the curriculum and research practices

IntroductionClinical Psychology has long been criticised as a profession that is rooted in coloniality, that preserves whiteness as the norm through its practices. Arguably, this has led to many racial disparities in the mental health outcomes for racially minoritised groups living in the UK. In more recent years, clinical psychology training courses (DClinPsy) have focused their efforts to develop Equality, Diversity and Inclusion initiatives, leading to changes in the curriculum.AimsThe aim of the current study is to explore how trainee clinical psychologists (TCP) understand racial equity and decolonisation in relation to the DClinPsy curriculum and research practices. Also, to explore whether trainees have experienced any changes in relation to racial equity and decolonisation agendas and what changes would they like to see in the future.MethodThree focus groups were conducted with TCPs across various DClinPsy courses, which were analysed using a thematic analysis.ResultsThe data presented four themes: ‘defining and enacting racial equity’, ‘the DClinPsy course content’, ‘structural and societal barriers’ and ‘the future’.ConclusionsThe findings highlight the various complexities and dilemmas that surround DClinPsy courses. The results also show key areas of progression, development, and recommendations to enhance the racial equitability of the DClinPsy curriculum and research practices, in the hope of improving the mental health service provision and outcomes for racially-minoritised groups.

Preventing Chronic Disease in 2023: More Volunteers, New Appointments, Upcoming Collections, Acknowledgment of Guest Editorial Board on Racism, and Updates on Diversity, Equity, and Inclusion Initiatives

<i>Preventing Chronic Disease </i>in 2023: More Volunteers, New Appointments, Upcoming Collections, Acknowledgment of Guest Editorial Board on Racism, and Updates on Diversity, Equity, and Inclusion Initiatives

Financial inclusion based on financial technology and risky behaviour of micro-finance institutes: evidence from South Asian micro-finance banks

PurposeThe purpose of this paper financial technology (FinTech) revolutions are promptly remodelling the worldwide financial industry and facilitating financial inclusion initiatives with the aid of micro-finance institutions. Such hi-tech modifications are anticipated to sell the stableness of the financial system and lessen its predominant actors’ risk-taking behaviour. However, there needs to be more practical proof to guide the effect of financial inclusion based on financial technology on the risky behaviour of South Asia micro-finance institutes.Design/methodology/approachTherefore, the authors industrialised a fresh index to calculate financial inclusion based on financial technology and empirically measure its position in decreasing the risk-taking approach of micro-finance institutes. The use of numerous robustness examinations endorsed the rationality of the authors’ outcomes.FindingsZ-scoring or standard scoring outcomes of FinInc support the extant studies displaying its incredible connection with economic stability, which interprets as a terrible courting with risky behaviour of micro-finance institutes. Consequently, the authors highlighted the significance of the universality and openness of financial technology solutions in minimising risk of micro-finance institutes. Moreover, the authors concluded that financial technology is greater related to small-size micro-finance institutes.Originality/valueThis study currently focusing South Asia, which has not been explored before, and it is the first time to research financial inclusion with Fintech in this area.

Anti-DEI legislation targeting colleges and universities: Its potential impacts on nursing education and the pursuit of health equity

BackgroundThis article sheds light on the sociopolitical movements that led state legislators to propose bills restricting diversity, equity, and inclusion (DEI) initiatives and the profound effect these bills, if passed, will have on advancing health equity. PurposeTo alert and alarm nurses and nurse educators regarding the expansiveness of the proposed legislation, highlight the harmful effects, and the necessity for a call to action. MethodsNurses and nurse educators must be aware of their civic and professional responsibilities to advocate for social justice to promote health equity and educational opportunities for historically excluded groups in nursing. DiscussionProposed legislative limits on DEI could have dire consequences for health, educational institutions, and the economy. ConclusionNurses and nurse educators should engage, inform, and influence policymakers on the potential harm anti-DEI legislation can have on population health.

Girls and women in umpiring: retention and participation limited by hostile cultural contexts

ABSTRACT In recent years there has been substantial growth of women playing in and competing at the top levels of traditionally male-dominated sports, including Australian Football. By comparison, the number of women officials have not increased at the same rate, raising multiple questions about retention, participation and sustainability. This paper reports the experiences of girls and women Australian Football officials. 27 umpires who identified as girls, women or as non-binary participated in interviews or focus groups which were then analysed thematically. Findings indicate that regardless of their location, level of experience, or seniority, girls and women faced overt and covert exclusion and discrimination in umpiring due to their gender. These included microaggressions delivered through the framing of their appointments to games, change room practices and gendered and sexual harassment. Discursive constructions often positioned the participants as ‘different’ and ‘lesser’ in their abilities and belonging, impacting their desire to continue umpiring. We argue that the current cultural context of umpiring is at best marginalising to girls and women, and at worst hostile and dangerous. To improve these environments, commitment to and strategy for reform is needed at a broad, institutional level, and at a local, interactional level, including specific education and inclusion initiatives, targeted development pathways, investment in infrastructure and policy, and ongoing analysis of change.

Estimating the effects of an anti-racist intervention on campus administrators’ beliefs about racial equity and justice: a quasi-experimental study

PurposeThe purpose of this study is to measure the impact of a novel anti-racist educational video-based intervention designed by the author, with advice from leading experts, on campus administrators’ prevailing beliefs, philosophies and practices about racial equity and justice. A single research question guided the project: what effect, if any, does an anti-racist educational intervention have on college administrators’ awareness, beliefs and knowledge about race (i.e. racial ideologies), equity-mindedness and justice, compared to peers in two control groups?Design/methodology/approachThis paper is based on a study that employs a quasi-experimental approach, using a pre- and post-test design, to assess the impact of a brief video intervention on college administrators’ awareness, beliefs, and knowledge about anti-racism generally and racial ideologies, equity-mindedness and justice orientations specifically.FindingsMultivariate analyses suggest the efficacy and effectiveness of the novel anti-racist educational video-based intervention in increasing campus administrators’ racial consciousness, empathy, understanding and equity-mindedness, although no effect was found for justice orientations.Practical implicationsAs colleges and universities continue to work toward creating inclusive and equitable workspaces and learning environments, this study suggests that targeted interventions can be used to promote important values and beliefs among campus administrators. Specifically, video-based interventions may be useful tools for staff development programs, implicit bias trainings, diversity and inclusion initiatives, graduate education courses, leadership fellowships, upskilling and micro-credentials, to name a few.Originality/valueThis paper fills an identified need to study anti-racism among campus administrators, the efficacy of scalable interventions that can be easily adapted or integrated into existing campus/staff programming and ways to foster anti-racist awareness, knowledge and actions.

The Impact of Diversity and Inclusion Initiatives on Organizational Performance: A Quantitative Study

In the era of globalization, industries and people from different backgrounds are coming together. They are living together and working together. With the emergence of global economy and technological advancements, it has become possible for people to synchronize with each other. In this digital era people from various backgrounds are now exposed to knowledge sharing platforms and through it they are becoming more skilled than before. In this competitive world companies recruit people who are more skilled than others irrespective of their age, caste, creed, color, or nationality. This recruitment has resulted in the emergence of a diversified workforce. This diversification has proved to be beneficial for the organization in many ways because it helps to interact with different cultures and ideas and most importantly, it helps in knowledge exchange. It should be noted that diverse work culture has positive as well as negative implications. To make a diverse work force profitable for the company the managers need to implement various strategies like team building, evaluation, and effective communication among the employees. This will help the organization to secure a better position in the competitive job market.

Using CLA pedagogy to examine an asynchronous supplemental English for academic writing program: Curriculum design and pilot results

This manuscript features the curriculum design and pilot results of Professional English Language Skills (PELS), an asynchronous non-credit supplemental English for Academic Writing Program at the University of Toronto Mississauga. Affiliated with academic courses as supplementary literacy instruction, PELS pursues a dual pedagogical goal to support the academic, linguistic, and cultural needs of diverse students on campus and actualize institutional initiatives of Equity, Diversity, and Inclusion (EDI). To assess PELS’ effectiveness, we adopted a Critical Language Awareness framework (Shapiro, 2022) to analyze students’ course survey responses and written reflections and trace their engagement with interventions on language awareness (LA) and critical language awareness (CLA) development. Findings suggest that students develop LA and CLA simultaneously at varying degrees. Written reflections reveal that students understand the institutionalization of standard English and the benefits of using academic writing conventions to write more effectively; however, they also recognize the legitimacy and cultural values of other English varieties. Linguistically and socioculturally diverse student groups demonstrate distinct aspects of CLA correspondent to their linguistic and cultural backgrounds. Overall, English as an Additional Language (EAL) and non-EAL students value the exposure to linguistic diversity and cross-cultural interactions which educate them about sociolinguistics and EDI. These findings reflect “a dual commitment to pragmatism and progressivism” in language teaching in PELS’ curricular design (Shapiro, 2022).

Grassroots Approach to Forming a Diversity, Equity, and Inclusion Committee in an Academic Radiology Department

Radiology is among the medical specialties that have made the fewest gains in closing the gap in underrepresented minorities and women. Diversity, equity, and inclusion (DEI) initiatives are important for promoting healthy learning environments for trainees, health equity for patients, and equitable career development opportunities for employees, all of which contribute to innovation in today's competitive health care environment. DEI committees can self-organize or form from institutional directives. These committees can implement impactful projects in multiple domains in education, recruitment and retention, department culture, and health equity research. This article describes the formation of a grassroots DEI committee, key initiatives and strategies, and structures for accountability. ©RSNA, 2023 Quiz questions for this article are available in the supplemental material.

Simulation for diversity, equity and inclusion in emergency medicine residency training: A qualitative study.

The last few years have seen an increased focus on diversity, equity, and inclusion (DEI) initiatives across organizations. Simulation has been used in varying degrees for teaching about DEI topics with emergency medicine; however, there are no established best practices or guidelines on this subject. To further examine the use of simulation for DEI teachings, the DEISIM work group was created as a collaboration between the Society of Academic Emergency Medicine (SAEM) Simulation Academy and the Academy for Diversity and Inclusion in Emergency Medicine (ADIEM). This study represents their findings. This qualitative study was conducted using a three-pronged approach. Initial literature search was conducted followed by a call for submission of simulation curricula. These were then followed by five focus groups. Focus groups were recorded, transcribed by a professional transcription service, and then subjected to thematic analysis. Data were analyzed and organized into four broad categories including Learners, Facilitators, Organizational/Leadership, and Technical Issues. Challenges within each of these were identified, as were potential solutions. Select pertinent findings included focused faculty development, a carefully planned approach that utilized DEI content experts and the use of simulation for workplace microaggressions or discriminations. There appears to be a clear role for simulation in DEI teachings. Such curricula, however, should be undertaken with careful planning and input from appropriate and representative parties. More research is needed on optimizing and standardizing simulation-based DEI curricula.

How do DEI initiatives impact STEMM, and why do we still need them?

The number of diversity, equity, and inclusion (DEI) initiatives in science, technology, engineering, mathematics, and medicine (STEMM) have grown over the last few years. We asked several Black scientists what impact they have and why STEMM still needs them. They answer these questions and describe how DEI initiatives should evolve.

Revisiting the linkage between financial inclusion and energy productivity: Technology implications for climate change

Countries are concurrently taking a special interest in tackling both the issues of economic growth and the challenges posed to the environment. It is important to find a solution to the problem of deteriorating environment and to make available services that are both inexpensive and environmentally friendly. However, adequate financial resources are necessary in order to make the shift to a low-carbon energy system. Financial inclusion has been found to have positive effects on economic growth and development. However, its relationship with energy productivity has not been extensively studied. Using panel data analysis, this study fills this knowledge gap by exploring the potential impact of financial inclusion on energy productivity, controlling for other relevant factors for five selected countries, which include Australia, China, Indonesia, Japan and South Korea over the period of 2004 to 2021. The results of quantile regression approach suggest that financial inclusion has a positive effect on energy productivity, with higher levels of financial inclusion associated with greater energy efficiency. The study also finds that technological innovation, renewable energy consumption, and carbon emissions have significant impacts on energy productivity. These results have important implications for policymakers seeking to promote sustainable development and energy efficiency through financial inclusion initiatives. This study concludes that financial inclusion can be used as an effective tool to enhance energy productivity in sample countries.