Ability status

, 176, 178

cultural stereotypes

, 189

implication for managers and decision-makers

, 191

job positions by

, 186

Acceptability

, 10, 225

Accidental cluster

, 20

Accountability

, 100, 123, 169

Achievement gap

, 122

Action and advocacy

, 136–137

Affirmative action

, 3, 118–119

Age

, 64–65, 181

cultural stereotypes

, 189

implication for managers and decision-makers

, 191

job positions by

, 186

“Age of Disruption”

, 96

Allies

, 132, 134

action and advocacy

, 136–137

communication and confrontation

, 135–136

impact on individuals

, 138–139

impact on organizational culture

, 139–140

knowledge and awareness

, 134–135

minorities

, 137

outcomes experienced by

, 140–141

promotion and formation

, 141–145

Allyship

, 132

development

, 145–146

future research

, 147–148

limitations and caveats to current review

, 146–147

literature review methodology

, 133–134

outcomes

, 138, 140–141

practical implications for organizations

, 145–146

Amazon

, 284

American Express

, 133

Analyses of variance (ANOVA)

, 67

Animal(s)

perceptions

, 275–276

therapy

, 278

“Appreciation of multiple cultures”

, 104–105

Arkix S. A. (Colombian digital marketing agency)

, 285

Asian key focus markets

, 31

Assimilationist model

, 10

Assistance dogs

, 279, 281

Attitudes

, 41, 64–67, 72, 79, 85, 100, 138, 142–143, 201, 228, 259–260, 273

anti-prejudice

, 139

counterbalancing lurking

, 256

ecological

, 276

group

, 64

negative

, 81

non-contextual

, 258

peer

, 260

people’s

, 275–276

perception of diversity

, 69–70

positive

, 275–276

prejudicial

, 139

skin color and raters

, 86

tackling peer-related

, 256

Attitudes toward women scale (AWS)

, 180

Attributes of immigrants

, 82

country of origin

, 83

education and skill level

, 87–88

gender

, 86–87

perceived danger or peril

, 83–84

perceived disruptiveness

, 84–85

race/ethnicity

, 85–86

SES

, 87

Audit

, 99–101

Audit committee

, 101, 103, 107, 109

composition

, 106

Australian Centre for International Business

, 11

Autism spectrum conditions (ASCs)

, 120

Average revenue per user (ARPU)

, 166

Barilla, Guido

, 25, 29–30

Barilla G. e R. Fratelli S. p. A. (Barilla)

, 18, 21–22

contemporary challenges

, 25–28

family succession and challenges

, 28–30

LGBT Scandal

, 24

literature review

, 19–20

methodology

, 20–21

sales and market share dynamics

, 30–31

timeline

, 23

BBVA

, 209–211, 213

“Being diverse”

, 99

Bibliometric method

, 229, 241

“Big bang” transformation

, 121

Biological organisms

, 279

Black leadership

, 123

Board and committee diversity

, 102–104

Board composition

, 41–44

Board diversity

, 41, 44

in audit and finance committees

, 99

Coca-Cola Company

, 101–107

diversity and inclusion

, 107

limitation and future research

, 109–110

practical implication

, 110

research methodology

, 101

theoretical background

, 99–101

See also Managing diversity (MD)

Board gender diversity

, 41, 44, 48–49, 51–52, 98–99

Board of directors

, 39, 47, 98, 102, 204–205

Board structure and committees

, 102–103

Brazilian key focus markets

, 31

British Retail Consortium (BRC)

, 22

Business

agenda in HEIs

, 121–123

enterprises

, 157

sources

, 178

“c factor”

, 97

“Calling-party-pays” policy

, 166

Cancer and Bio Detection Dogs (2008)

, 281–282

Canidae

, 276

Canine Airport Therapy Squad (CATS)

, 285

Canon Law

, 263

Career life cycle

, 255

Cathy, Dan

, 26–27

CFO

, 106–107

Chick-fil-A (US-based restaurant)

, 26–28

Childhood education

, 133–134

Children (family-related factors)

, 258–259, 275

Civil Rights Act (1964)

, 125

Closed societies

, 9

Cluster of keywords

, 233, 235–236

Co-word analysis

, 222, 229–230, 232–233, 241

Coca-Cola Company

, 99

board and committee diversity

, 101–104

composition of audit and finance committee

, 106

institutional biases

, 106–107, 108–109

required and desired skills

, 103–105

Cognitive diversity

, 156–157

College completion gap. See Achievement gap

Common method variance (CMV)

, 74–75

Communication

, 135–136

Community

, 101

cellular telephony

, 167

community-based project

, 155

community-based telecommunication networks

, 164

community-oriented programs

, 156

members

, 168–169

Community-based telecommunication networks

, 164

Compensation

, 100, 104

Composite index

, 201

Confrontation

, 135–136

Confucianism/dynamism

, 201

Contextual factors

, 255–256

family-related factors

, 258–259

institutional factors

, 256–257

Conthe Code

, 208

Corporate boards

, 38, 44, 98, 208

appointing women in corporate boards of directors

, 41–42

women underrepresentation in

, 39–41

Corporate culture

, 9

Corporate Enterprises Act

, 208

Corporate social responsibility (CSR)

, 19, 38, 101

Corporate success

, 6

Crisis clusters of SCCT

, 20

Critical race theory (CRT)

, 116, 124

Cross-national transfer of organizational practices/policies

, 200–202

“CS Gender 3000: Women in Senior Management, The”

, 41

Cultural/culture

, 276

barriers

, 167–171

dimensions

, 2, 41, 180, 201

factors

, 99, 229

of inclusion

, 229, 231

signals and messages

, 9

Culturalist approach

, 200–201

Curiosity

, 225–226

Decision-making

levels

, 122

process

, 98

Deep-level diversity

, 62, 103

Demographic(s)

, 67

characteristics

, 64

demographic-descriptive usage of multiculturalism

, 4

groups

, 62, 69–70, 72–73

Denver Airport

, 285

Detectors

, 155, 161, 279

Differentialist model

, 10

Disability

, 6, 14, 146, 177, 179, 185, 188, 212

discrimination

, 120

in labor market

, 181–182

Disciplines

, 81–82, 132, 222, 230, 256, 262

Discrimination

, 3, 5–6, 181–182

criteria in job vacancies

, 187–188

and fairness in higher education

, 117–121

job offers

, 190

in organizations

, 8–9

Disease biosensors

, 279, 281–282

Disruptiveness

, 84

“Distintivo Empresa Incluyente ‘Gilberto RincónGallardo’^®” award

, 182, 184

Diverse boards

, 100–101

“Diverse directors”

, 99, 109–110

“Diverse leaders”

, 99

“Diverse” board members

, 105, 107

“Diverse” members

, 102–104, 106

“Diverse” outsider

, 102

Diversity

age

, 64–65

approaches

, 2–4

characteristics

, 119

climate

, 73

critique of diversity model

, 7–8

of customers

, 228

group conflict

, 66

of ideas

, 228

implications

, 73–75

instrument

, 67–68

leader

, 110

literature review

, 64

management

, 11–15, 132, 156, 177, 191

of markets

, 228

methodology

, 66

nationality

, 65

percentage

, 102

Relative Deprivation Theory

, 71–72

seniority

, 65

of students in higher education

, 116–127

study’s results

, 68–71

of talent

, 228

zero-sum commodity

, 63–64

See also Board diversity; Managing diversity (MD)

Dog pawternity. See Pawternity of dogs

Domestic dog (canis familiaris)

, 276

“Double burden” syndrome

, 40

Double revenues by 2020

, 31

Drugs detection dogs

, 280

Earning quality

, 185, 187, 191

EBSCOHost (electronic database)

, 44

Economic barriers

, 167–171

Economic participation

, 185–186, 207

Education(al)

, 138

leaders

, 240

and skill level

, 87–88

Educators

, 139

Efficiency

, 28, 100, 156–157

Emerald (electronic database)

, 44

Employee resource groups (ERGs)

, 133, 146

Employees

, 6, 74, 90–91, 96, 101, 213, 224, 285

foreign and minority university

, 66–67

LGBT

, 27

psychological safety

, 228

Employment

decisions

, 9, 79, 82–88

opportunities

, 176, 181

Environment(al)

, 101

business

, 24, 39, 43

cultural and institutional

, 100

equitable and supportive learning

, 117

knowledge

, 275

nonmarket

, 24

pet-friendly work

, 287

productive

, 6

transparent information

, 41

Equal opportunities (EO)

, 3–7, 156, 260, 265

critique of

, 5–7

to diverse workers

, 189

Equal Pay Act (1970)

, 3

Equality

, 8–9, 116, 125

of condition

, 2–3

discrimination and fairness in higher education

, 117–121

in employment opportunities

, 176

implications

, 126

justice through transformation of society

, 124–125

legislative instruments and institutions

, 182–184

limitations

, 127

literature review

, 117

notions of managing diversity in HEIs

, 123

of opportunity

, 2–3

of outcome

, 2–3

political and business agenda in HEIs

, 121–123

recommendations

, 126–127

research

, 117, 127

results

, 125–126

theories

, 2–4

See also Gender equality

Equity

, 98, 119, 125, 132, 137, 156–157

Ethnic diversity

, 99, 119

importance

, 10

new policy responses to

, 4

policies for

, 4

See also Gender diversity

Ethnicity

, 8, 41, 44, 68, 85, 117, 122, 125, 157, 177, 187, 240

decline

, 2

importance

, 5

significance

, 4

Euphemism

, 159–160

Euromonitor

, 282

Europe, Middle East and Africa (EMEA)

, 203

European Union (EU)

, 87, 98

approach of gender bias

, 252

Executive committees

, 100, 103

Fairness in higher education

, 117–121

Family

business

, 28, 30

diverse human family/diverse family

, 273–289

family-related factors

, 258–259

succession

, 28–30

Federal Government Institutions

, 182, 184

Federal Labor Law (FLL)

, 176, 179, 182–183, 189

Federal Law

, 176

to Prevent and Eliminate Discrimination

, 182–183

Federal State of Oaxaca

, 154

Female representation

, 44, 48, 203

negative impact

, 51

in organizations

, 198, 204

Female talent

, 42, 102

Filters

, 155, 161

Finance committees

, 100–101, 103, 106

Financial indicators

, 44, 47, 49, 52–53

Firm performance

, 44, 49, 98, 100, 109–110

board composition and consequences

, 43

of foodservice products

, 25

Followership

, 223

Foreign subsidiaries

, 200, 202, 214

Forest plot

, 50

Gaokao grades-bonus policies

, 126

Gender

, 44, 86–87, 97, 180–181

cultural stereotypes

, 189

gender-related wage gap

, 187

implication for managers and decision-makers

, 191

job positions by

, 186

quotas

, 203

stereotyping processes

, 254

Gender bias

, 40

in academia

, 249

diversity

, 248–249

implications and areas for future research

, 265

individual aspect

, 249–251

institutional aspect

, 251–254

integrative conceptual framework

, 255–261

perspectives

, 249

policies and strategies

, 261–263

policy-making

, 264

stereotypes

, 263

as unconscious bias

, 254–255

Gender diversity

, 41–42, 44, 99, 156–157

cross-national transfer of organizational practices/policies

, 200–202

gender equality in organizational positions

, 209–211

gender equality policies and/or initiatives in Spain

, 207–208

institutional factors driving transfer of gender equality practices/policies

, 202–207

practices in MNCs

, 198–200

See also Ethnic diversity

Gender equality

, 198, 206

in different organizational positions in largest Spanish MNCs

, 209–211

policies/initiatives in Spain

, 207–208

See also Equality

General Agreement on Trade and Services (GATS)

, 121

General Law for Equality between Women and Men

, 176, 182–183

Genuine Spaghetti Bowl

, 24

“Glass ceiling” effect

, 40

“Glass cliff”

, 40

“Global higher education market”

, 123

Global Leadership Organizational Behavior Effectiveness project (GLOBE project)

, 41

Globalization

, 2, 96, 228

Gluten-free products

, 31

Google

, 96, 98, 133, 285

Google Scholar

, 44, 241

Governance

, 14, 49, 101

Gratz v. Bollinger

, 118

Gross Domestic Product (GDP)

, 161

Group conflict

, 66, 74

Grutter v. Bollinger

, 118

Guide dogs

, 281

Herding dogs

, 282

Heterogeneity

, 6, 37, 50, 53, 119

Higher education

, 117

discrimination and fairness in

, 117–121

equality and diversity of students in

, 116–127

Higher education institutions (HEIs)

, 116, 119

managing diversity notions in

, 123

political and business agenda in

, 121–123

Higher-status groups

, 64

Historically white colleges and universities (HCWUs)

, 118–119

Host-country nationals

, 65, 67

Human capital perspective

, 99

Human resources (HR)

, 11, 145

practices

, 215

practitioners

, 133

Human Rights Campaign

, 24, 26–27

Human Rights Policy

, 101

Human–animal relationships

, 274–275

Human–dogs relationships

, 276–278

Ideological-normative usage of multiculturalism

, 4–5

Immersion/emersion phase

, 144–145

Immigrants

, 80

attributes

, 82–88

changing stereotypes

, 89

country of origin

, 83

directly changing affective reactions toward

, 90

model of unfair discrimination against

, 81–82

rewards contingent in organizations

, 89–90

social cognition

, 81

strategies for overcoming problem

, 89–91

use of impression management to change images

, 90–91

Imposter syndrome

, 141

Inclusion

, 102, 132, 155, 223–225

Inclusive leadership (IL)

, 222–225

analysis and results

, 231

articles in field of

, 234

barriers against

, 229

characteristics

, 225–226

cluster of keywords

, 233, 235–237

field evolution

, 237–238

implications for practice

, 239–240

key domains for

, 231–232

limitations

, 241

methods and data

, 229–231

research on

, 227–229

systematically grouping keywords

, 238–239

theoretical foundation

, 226–227

See also Leadership

Inclusive organizational programs

, 123

Inclusiveness

, 223–224, 228, 240

Individual(s)

allies’ impact

, 138–139

aspect of gender bias

, 249–251

attitudes and past experience

, 260

perception

, 117

Information and communication technologies (ICT)

, 154

Institutional aspect of gender bias

, 251–252

engendered academic disciplines

, 254

organizational culture and small-scale factors

, 252–254

policies in place

, 252

Institutional biases

, 106–107

Institutional culture

, 257, 263

Institutional distance

, 202

Institutional factors

, 256–257

Institutional theory

, 200–202

Instituto Nacional de Estadística y Geografía (INEGI)

, 179

Integrated diversity plan

, 212

Integrative conceptual framework

, 255

context-subject relationship

, 255–256

contextual factors

, 256–259

non-contextual factors

, 259–261

Intentional cluster

, 20

International Food Standard (IFS)

, 22

International Labor Organization (ILO)

, 178, 180

International secondary data

, 178

Islamic veils

, 74

Isomorphism

, 207

Job

job-interview conception

, 123

offers

, 179, 185, 187–188, 190

position occupied

, 185–187

quality

, 185–186

JSTOR (electronic database)

, 44

Just in Time Distribution (JITD)

, 28

Justice through transformation of society

, 124–125

Kikkoman (Japanese soy sauce company)

, 22

Knowledge

and awareness

, 134–135

domains

, 233

Knowledge, skills, and abilities (KSAs)

, 89

Labor complaints of workplace’s discrimination

, 188

Labrador Retrievers

, 281

Landrace dogs

, 282

Latin American countries

, 14, 199

Spanish MNCs and gender equality practices/policies in

, 211–213

Latin American immigrants

, 84, 87

Law for Gender Equality

, 208–209

Law for the Inclusion of Persons with Disabilities

, 176, 182–183

Law of the Rights of Elderly People

, 176, 182–183

Leadership

, 222–223, 239

development programs

, 240

inclusive leader characteristics

, 225–226

inclusiveness

, 224–225

Lesbian, gay, bisexual, and transgender community (LGBT community)

, 19–20, 27–28

LGBT Scandal

, 24

Lesbian, gay, bisexual, transgender, and queer community (LGBTQ community)

, 132, 135, 138, 141, 146, 148

Leveling conception

, 115, 123, 125

LGBT advertising

, 28

Liberal approach

, 3–4

Livestock guardian dogs

, 282

Low-cost cell phone system

, 155, 161–162

Macro-national level framework

, 177

Magical Villages Program

, 161

Mainstreaming of equality

, 7–8

Managing diversity (MD)

, 6–8, 125–126

notions in HEIs

, 123

Mathematical models

, 96

Mentorship

, 146, 262, 264

Meso-organizational level framework

, 177, 189–190

Meta-analysis

, 13, 39, 43–45, 47, 49–51, 136, 138

#MeToo movement

, 99

Mexican Constitution

, 182

Mexican Federal Labor Law

, 176, 182

Mexican National Institute for Elder Persons (INAPAM)

, 182, 184

Mexican Women’s Institute (INMUJERES)

, 182, 184

Mexico

, 166

GDP

, 161

workplace inequality management in

, 176–192

Micro-individual level framework

, 178

Microsoft

, 133

Minority community

, 141–142, 148

Minority ethnic workers in organizations

, 9–10

Mixers

, 155, 161

MNEs

, 18, 24, 207

Modulators/demodulators

, 155, 161

Multicultural organizations

, 63, 73–74

Multiculturalism

, 4–5, 10–11

critiques

, 5–10

Multidimensional scaling (MDS)

, 231

Multiethnic states, policy models of

, 10–11

Multinational companies (MNCs)

, 198–199

cross-national transfer of organizational practices/policies

, 200–202

institutional factors driving transfer of gender equality practices/policies

, 202–207

Multivariate analyses of covariance (MANCOVA)

, 68–70

“My Dog Is My Home” project

, 277

National Council for People with Disabilities (CONADIS)

, 182, 184

National Council to Prevent Discrimination (CONAPRED)

, 182, 184

National macro-approaches

, 177

National Statistics Institute of Mexico (INEGI)

, 159

National welfare states

, 206

Nationality

, 11–12, 41, 44, 63–65, 67

NGOs

, 24

Nochixtlán, Oaxaca (Research Case)

, 159–162

Nominating/governance

, 100

Non-contextual factors

, 255, 259

individual attitudes and past experience

, 260

mother’s age

, 260–261

peer attitudes and past experience

, 260

“Non-diverse” members

, 105–106

“Non-diverse” outsider

, 102

Non-economic barriers

, 154

Non-for-profit organizations

, 172

Non-minority individuals

, 132

Non-organizational contexts

, 132

Non-required committees

, 100

Nonmarket environment

, 24

North America’s 1994 Trade Agreement (NAFTA)

, 161

Official Mexican Norm for Labor Equality and Nondiscrimination (NMX-R-025-SCFI-2015)

, 182, 184

Ontological equality

, 2–3

Open educational resources (OER)

, 122

Openness to diversity

, 62, 65, 67

Optimal distinctiveness theory (ODT)

, 227, 238

Organization for Economic Co-operation and Development (OECD)

, 154–155

Organization(al)

, 96, 133

allies’ impact

, 139–140

contexts

, 132

contingencies

, 229

culture

, 8–9, 252–254

discrimination in

, 8–9

minority ethnic workers in

, 9–10

organizational-supportive policies

, 140

power-holders

, 9

practical implications for

, 145–146

See also Cultural/culture

Oxytocin receptor gene (OXTR gene)

, 277

Parenthood in academia

, 261

Pasta Cooking System

, 22

“Pasta Corner” partnership

, 22

Patrol dogs

, 280

Pawternity leave

, 284, 286

Pawternity of dogs

human–animal relationships

, 274–275

human–dogs relationships

, 276–278

people’s attitudes and perceptions of animals

, 275–276

pet care market

, 282–283

pet-friendly work environments

, 283–286

public life of pets

, 279

working dogs

, 279–282

Pearson’s Correlation Coefficient (PCC)

, 44, 50

Pedrignano plant on outskirts of Parma

, 22

Peer attitudes and past experience

, 260

Perceived danger or peril

, 83–84

Perceived discrimination

, 117

Perceived disruptiveness

, 84–85

Perceived diversity functioning

, 62

Perceived Work Group Openness to Value Dissimilarity

, 67–68

Perceived Work Group Openness to Visible Dissimilarity

, 67–68

Pet-friendly work environments

, 283

Amazon

, 284

Arkix S. A.

, 285

Denver Airport

, 285

dogs perceiving as “better animals”

, 286

gains and regulations

, 286

Google

, 285

pawternity leave

, 286

Pet-oriented Child Psychotherapy

, 278

Pet(s)

animals

, 278

care market

, 282–283

food market

, 283

public life of

, 279

Pigeon-Holing

, 106

Police dogs

, 279–280

Policy models of multiethnic states

, 10–11

Policy-making

, 255–256, 264

Political and business agenda in HEIs

, 121–123

“Portal del Empleo” (government employment job board)

, 190

Pregnancy in workplaces

, 189

Programmatic-political usage of multiculturalism

, 4

ProQuest (electronic database)

, 44

PsycARTICLES database

, 133–134

PsycINFO database

, 133–134

Public life of pets

, 279

Publication bias

, 43

Quality

of earnings

, 185, 187

job

, 185–186

of secondary data

, 178

Race Relations Act (1976)

, 3

Racial/race

, 63–64, 85–86, 97, 118

diversity

, 99

stereotypes

, 9–10

Racist ideologies

, 116, 118

Radical model

, 6

Radio communication system

, 164

Rationalization

, 255

Recruitment policies

, 262

Recruitment practices in Mexico

, 179

Relational

conflict

, 63, 66, 75

framework

, 177

group conflicts

, 66, 68

leadership theory

, 226

social constructionist leadership

, 226

Relative Deprivation Theory

, 64, 71–72

Remedy conception

, 123

Reputational capital

, 19

Reputational threat

, 20

Return on assets (ROA)

, 44–45, 47, 100

Return on equity (ROE)

, 44–45, 47

Return on investment (ROI)

, 44

Rhizomatica (not-for-profit organization)

, 162

Rural telecommunication network in rural Oaxaca

, 164–167

Sales and market share dynamics

, 30–31

“Sameness”

, 3, 6, 8

Science mapping research

, 229

ScienceDirect (electronic database)

, 44

Scientometric methods

, 241

Scopus database

, 222, 230, 232, 241

Self-esteem

, 116

Seniority

, 64–65, 67–68, 70

Servant leadership

, 229, 236, 240

Service dogs

, 280–281

Sex Discrimination Act (1975)

, 3

Sexual harassment

, 189–190

Shared values

, 5, 9

Single case-study methodology

, 21

Situational crisis communication theory (SCCT)

, 20

Social business model

, 155

Social capital

, 155, 164

as source for social innovation

, 171–172

Social Cognition model

, 82

Social enterprise economic concept

, 158

Social exclusion

, 154

Social identity theory

, 116

Social inclusion and diversity management (SIDM)

, 156–159

Social justice theory

, 226–227

Social media

, 18, 25, 27

Social policy

, 154

Social Psychology

, 82

Social Science Citation Index (SSCI)

, 230

Social sensitivity

, 97

Society

investment in character education

, 122

justice through transformation of

, 124–125

multiculturalism enriching

, 5

post-socialist

, 121

relationship between ethnic groups in

, 5

SIDM in

, 157–158

social inclusion in

, 171

Socioeconomic status (SES)

, 82, 87

Software-defined radio technology (SDR)

, 155, 161–162

Spain, gender equality policies and/or initiatives in

, 207–208

Spanish MNCs

, 207

gender equality in different organizational positions

, 209–211

and gender equality practices/policies

, 211–213

Specific learning difficulties (SpLDs)

, 120

Spouses (family-related factors)

, 258

Stereotype Content Model

, 83

Stereotypes

, 81–82, 263

“Sticky floors”

, 40

Strategic Plans for Equal Opportunities

, 207

Subsidiary

, 202

foreign

, 200

of MNCs

, 207

of MNEs

, 207

policy

, 171

Surface-level diversity

, 62, 103

Systematic reviews

, 43–44

Task group conflict

, 63, 66, 68, 75

Technology

, 96, 104, 162, 228

Telecom project

Nochixtlán, Oaxaca

, 159–162

OECD

, 154–155

overcoming cultural and economic barriers

, 167–171

research method, data collection, and interviews

, 162–164

rural telecommunication network implementation in rural Oaxaca

, 164–167

SIDM

, 156–159

social capital as source for social innovation

, 171–172

Telecommunications

, 154, 161–162, 164–167

infrastructure

, 162

Telecomunicaciones Indigenas Comunitarias (TIC)

, 162–163, 167, 170

business model

, 168

Project in Nochixtlán

, 169

Teléfonos de México (Telmex)

, 166

Tobin’s Q

, 44–45, 47–48

Tournament conception

, 123

Traditional EO approach

, 6

Transformation

, 117

justice through transformation of society

, 124–125

Trial conception

, 123

Underemployment

, 181

Unemployment rate in Mexico

, 181

Unfair discrimination

, 13, 85

influence of immigrants’ attributes on

, 80–91

Unified Good Governance Code

, 208

Uniform global recruiting model

, 212

United Nations Convention on Rights of Person with Disabilities

, 121

Unpaid work

, 180

US Sarbanes–Oxley Act (2002)

, 48

US Statue of Liberty

, 80

Value dissimilarity

, 62, 70

Valuing diversity approach

, 6

Victim cluster

, 20

Visible dissimilarity

, 62, 70, 74

Visualization of Similarities technique (VOS technique)

, 231

Volkswagen scandal (2005)

, 18

VOSviewer

, 231

Weaknesses in equal opportunity approach

, 5

Web of Science (WOS)

, 230, 241

Web-based job announcements

, 187–188

Wiley Online Library (electronic database)

, 44

Window-Dressing

, 106–107

Wolves (canis lupus)

, 276

Women

in academia

, 248–250

on boards in largest Spanish MNCs

, 210–211

challenges

, 261

considerations

, 41–42

context and relevance of study

, 39–42

in corporate boards and leadership position

, 39–42

on corporate boards of directors

, 38

dual academic couples

, 251

employment rates

, 207–208

evolution in leadership

, 209–210

in labor force

, 202–203

maternity effect in different stages

, 250–251

meta-analysis

, 43–45

practical implications

, 52

representation in board and firm performance

, 44

selection of sample

, 44–45

systematic reviews

, 43–51

in workforce

, 209

Word-of-mouth (WOM)

, 18

Workforce

diversity in organizations

, 62

women in

, 209

Workforce 2000

, 6

Working dogs

, 279

disease biosensors

, 281–282

livestock guardians and herding dogs

, 282

pet food market

, 283

pet insurance

, 283

police dogs

, 279–280

service dogs

, 280–281

Workplace inequality management in Mexico

country context

, 179–182

diversity management research

, 176–177

equality legislative instruments and institutions

, 182–184

implication

, 191

legislation outcomes in

, 185–189

limitations and future research

, 191–192

meso-organizational level framework

, 189–190

research approach

, 178–179

theoretical background

, 177–178

World Bank

, 178, 202

World Trade Organization (WTO)

, 121

Zero-sum commodity

, 63–64

Zuluaga, Federico Alvarez (SEO leader of Arkix)

, 285–286