Index
ISBN: 978-1-80455-090-8, eISBN: 978-1-80455-089-2
ISSN: 2051-2333
Publication date: 10 November 2023
This content is currently only available as a PDF
Citation
(2023), "Index", Kucukaltan, B. (Ed.) Contemporary Approaches in Equality, Diversity and Inclusion: Strategic and Technological Perspectives (International Perspectives on Equality, Diversity and Inclusion, Vol. 9), Emerald Publishing Limited, Leeds, pp. 193-199. https://doi.org/10.1108/S2051-233320230000009012
Publisher
:Emerald Publishing Limited
Copyright © 2024 Berk Kucukaltan
INDEX
Acting-doing mode
, 44
Actor; agency; meaning
, 157
Addiction
, 40
Adidas
, 134
Age
, 61, 69, 161
Ahrefs
, 137
Alexa
, 137
Algorithmic governance
, 13
Allyship
, 9
Analytical tasks
, 135
Anti-racist movements
, 3
Anti-racist social movements
, 4
Anti-slavery social movements
, 4
Anxiety
, 40
Artificial intelligence (AI)
, 130, 139
Artificial Intelligence Act
, 13
Assertiveness
, 114
Assimilation
, 7
ATM workers
, 7
Attention
, 41, 44
Attention deficit hyperactivity disorder
, 40
Attribution theory
, 156–157
Augmented reality (AR)
, 130
Autonomy
, 113
Axial coding
, 22–23
AXIS FLIP
, 135
Big data
, 137
Bivariate analysis methods
, 161
Bivariate correlations
, 182
Body scan
, 41
Bolivia
, 14–15
Born Global
, 58–60
Boston Consulting Group (BCG)
, 135
Bottom-up strategy process
, 78
Breathworks
, 40
Bullock and Batten (1985) phased approach
, 150
Capability
, 96
Categorisation
, 39
Change
, 152
models
, 150
ontological considerations of EDI
, 154
and performance
, 153
step and phase models
, 152–153
Changing
, 152
Chartered Management Institute (CMI)
, 46
Climate
, 9
Cloud-based tracking dashboards
, 136
Commitment
, 85
dilemma with reciprocity concerns
, 93–94
Commodity Chain
, 114
Compassion
, 41
Concentration
, 44
Confirmatory factor analyses
, 182
Conformity assessments
, 14
Context-oriented approach
, 10–11
Controllability
, 156
Correlation
, 164–166
COVİD-19 pandemic
, 77, 175
Creating-being mode
, 44
Credibility
, 96
Cronbach’s alpha
, 161
Cross case analysis
, 86–91
Cross-cultural management
, 102–103
culture
, 103–106
global value chains
, 114–118
interculturalism and
, 106–114
Cultivate
, 136
Cultural compatibility
, 27–28
Cultural diversity
, 61–62, 68
Culture
, 9, 61, 102–103
emergence, definitions, and meaning
, 103–106
CVS Health
, 134
Data analysis
, 82–85, 135
Data sources
, 82
Deficit approach
, 7
Depression
, 40
Differences
, 38
Digital economy
, 132
Digital Recruiting 3.0
, 134
Direct supervisors
, 178
Disability
, 8, 69
movement
, 4
Discrimination
, 2–4, 38, 46
to inclusion
, 2–3
Diversity
, 2, 6, 60, 102, 158, 160
climate
, 10
future of diversity in global entrepreneurship context
, 67–69
governance
, 12
importance of understanding diversity for multinationals
, 65–67
management
, 10–12, 39
management frames
, 10
Diversity feature (DF)
, 164
Diversity-NLP
, 138
Dual attitude
, 47
Eating disorders
, 40
eBay
, 134
Ecofeminism
, 12
Ecuador
, 14–15
Ecuadorian Constitution
, 14
Education
, 61
Electronic data interchange (EDI)
, 138
Emotional contagion
, 39
Emotional intelligence
, 41
Emotional triggers
, 39
Empathy
, 41, 44
Employee perceptions
, 20
benefits of EDI programmes
, 21
data analysis
, 22–23
data collection
, 22
findings
, 23–33
method
, 22–23
Empowerment
, 85
Empowerment dilemma with capability concerns
, 94–95
Entrepreneurial activity
, 59
Entrepreneurs
, 59, 65
Entrepreneurship
, 58–59
Envisia Learning
, 136
Equal Pay Certification
, 13
Equal Pay Standard
, 15
Equality
, 2, 4–5
Equality, diversity, and inclusion (EDI)
, 1
benefits of EDI programmes
, 21
contextual consideration
, 157–158
discrimination
, 3–4
discrimination to inclusion
, 2–3
diversity management
, 10–12
equality and equity at work
, 4–5
illustrative cases of progressive approaches
, 13–15
implementations
, 131
inclusion at work
, 8–9
issues
, 20
new deal in
, 2, 12–13
ontological considerations of
, 154
in organisations
, 76
workforce diversity
, 6–8
Equality-AI
, 138
Equity
, 2
at work
, 4–5
Ethics and bias
, 143
Ethnicity
, 61
Etic categories of diversity
, 8
European Artificial Intelligence Strategy
, 13
European Law on Algorithmic Governance
, 13–14
European Union (EU)
, 8, 13
Evaluation of threats
, 44
Exclusion
, 2
Expectancy
, 155
theory
, 154–156
Experience
, 61
External impediments
, 65
External incentives
, 65
Falsification approach
, 158
Femininity
, 62
Feminist movements
, 3
Fight-or-flight mechanism
, 44
Fight-or-flight response
, 44
Filiere concept
, 114
Firm infrastructure
, 115–116
Flexibility stigma
, 174
Flexible working arrangements
and perceived inequality
, 173–176
and perceived ostracism
, 176
Future orientation
, 114
Gender
, 8, 61
egalitarianism
, 114
Generative mindfulness
, 43
Geographic diversity
, 60, 63
Global Business Knowledge
, 65
Global commodity chain
, 114
Global entrepreneurs
, 59–60
Global entrepreneurship
, 58
future of diversity in global entrepreneurship context
, 67–69
importance of understanding diversity for multinationals
, 65–67
international diversity and
, 59–65
Global firms
, 59–60
Global Start-Ups
, 59
Global value chains (GVCs)
, 102–103, 114–118
Global Ventures
, 59
Globalisation
, 67, 132
GLOBE study (1999)
, 113
Goal difficulty
, 157
Google’s Word2Vec
, 134
Green economy
, 14
Halo Effect
, 46
Happiness
, 41
Harman’s single-factor test
, 182
Hemsehri
, 8
Hilton
, 134
Hiretual Pro
, 134
HiringSolved
, 134
Hofstede’s study
, 62, 110
Horizontal segregation
, 6
Human resource management (HRM)
, 115–116, 130, 132
Human resources (HR)
, 130
Humane orientation
, 114
Human–technology interaction
, 13
Hybrid work
, 172–173, 176
Hypotheses testing
, 164–166
IBM Watson Recruitment
, 134
Iceland’s Equal Pay Standard
, 6
Iceland–Law on Gender Pay Gap
, 15
Ideal contextual diversity management approach
, 12
Immigrant entrepreneurs
, 68
Implicit attitudes
, 47
Implicit bias
, 43
In-group collectivism
, 114
Inbound logistics
, 115
Inclusion
, 2, 38–39, 76, 119, 175
at work
, 8–9
Inclusive global value chain
, 103
Inclusive organisational culture
, 173
Inclusive strategy
, 78
Inclusivity
, 158
Individual/micro-level challenges
, 23
perceived capabilities of others
, 25–26
perceived differences of others
, 24–25
potential actions to overcome employee-related (micro-level) challenges
, 27–28
Individualism–Collectivism dimension
, 110
Indulgent society
, 112
Industrial mix
, 61
Industry 4.0 technologies
, 130
analyses and findings
, 138–141
in EDI practices
, 131–136
methods
, 136–138
Inequality
, 2, 173
Inequity
, 2
Information systems (IS)
, 132
Innovation
, 59
Institutional collectivism
, 114
Instrumentality
, 155
Intel
, 134
Interactive learning methods
, 136
Interactive strategy
, 77, 79
Intercultural communication
, 106
Interculturalism
, 106–114
Interculturality
, 106
Internal change agents (ICAs)
, 150, 157, 162
International diversity
, 59–65
International entrepreneurship
, 58–59
International managers
, 102
International New-Ventures
, 59
International Start-Ups
, 58–59
Internationalisation
, 58, 61, 67
Internet of Things (IoT)
, 130
Intersectionality
, 68–69
Intuitive mind
, (see Unconscious mind)
Journaling
, 41, 46
Kanter’s 10-step model (1984)
, 150
Key performance indicators (KPIs)
, 95, 136
Knowledge mix
, 61
Kolmogorov-Smirnov test
, 161
Kotter’s 8-step change model (2012b)
, 150
Language
, 61
training
, 27–28
Leader–member exchange (LMX)
, 173
flexible working arrangements and perceived inequality
, 173–176
flexible working arrangements and perceived ostracism
, 176
method
, 181–182
and perceived inequality
, 177–178
and perceived ostracism
, 178–179
results
, 182–186
Leadership for diversity
, 10
Learning
, 44
Legal regulations
, 6–7, 11
LGBTQ+ movement
, 3
Lifestyle
, 61
Linguistic intergroup bias
, 48
Linking theory with survey
, 158–160
Locus of control
, 156
Long-Short-Term Orientation
, 111
Low-maturity organisations
, 11
Management
, 102
(see also Cross-cultural management)
characteristics
, 65
Management Control Theory
, 77–79, 95
Managing differences
, 39
applying workplace MBIs to encourage cognitive changes
, 43–48
mindfulness
, 40–41
mindfulness-based skills
, 42–43
Marginalisation
, 38
Marketing and sales
, 115
Masculinity
, 62
Masculinity–femininity dimension
, 110
Mature in diversity management
, 10–11
Mechanical intelligence
, 135
Meditations
, 41, 46
Memory
, 44
Mentoring
, 9
Meta Chain
, 114
Michael Porter’s Value Chain
, 115
Microaggressions
, 46
Middle managers
, 77
Mindful communication
, 41, 46
Mindful eating
, 41
Mindful movement
, 41
Mindful perception
, 43
Mindful walking
, 41
Mindfulness
, 40–41
skills
, 41–43
trainings
, 47
Mindfulness-Based Cognitive Therapy
, 40
Mindfulness-based interventions (MBIs)
, 39–40
applying workplace MBIs to encourage cognitive changes
, 43–48
for eliminating unconscious biases
, 47–48
for expanding perception
, 44–45
for understanding categorisation
, 45–47
Mindfulness-Based Self-Compassion
, 40
Mindfulness-Based Stress Reduction (MBSR)
, 40
Mobile devices
, 130
Montreal Declaration
, 13
Mood regulation
, 44
Movement of individuals with disabilities
, 3
Multinationals
, 63–64
importance of understanding diversity for
, 65–67
organisations
, 60
Nadler’s 12-step model (1978)
, 150
National cultures
, 62, 103, 105
Nationality
, 61
Nationality
, 69
Nestle
, 135
Neuroplasticity
, 44
NeuroTeamView tool of Envisia
, 136
New deal in EDI
, 2, 12–13
NVivo software
, 22
Occupation
, 61
One-way ANOVA models
, 183
Open loop university
, 135
Open strategy
, 76
lens and associated dilemmas
, 79–81
Open Strategy Dilemmas
, 81
Openness disposition
, 76
Operations
, 115
Organisation characteristics
, 65
Organisational culture
, 21, 43
Organisational policies
, 20
Organisational support
, 10
Organisational/meso-level challenges
perceived lack of clear definition and measurement
, 30–31
perceived lack of leadership support and resources
, 29–30
perceived role of organisational culture
, 28–29
Organisations
, 6–7, 10–11, 20–21, 58
Organizational work-life inclusion
, 174
Ostracism
, 172–173, 176
Outbound logistics
, 115
Paradox
, 135
Participation
, 76
Particularism
, 111
Payment accounts
, 115
Perceived capabilities of others
, 25–26
Perceived control
, 157
Perceived differences of others
, 24–25
Perceived lack of understanding and appreciation of benefits of EDI by society
, 32–33
Perceived politicisation and divisiveness of EDI-related issues
, 32
Perception
, 39
Performance
, 153
orientation
, 114
Post hoc tests
, 182
Post-humanism
, 12–13
Postcolonial social movements
, 4
Power distance
, 108–109, 114
cultures
, 62
Prejudices
, 39, 43
Primitive nervous system
, 44
Process
, 85
dilemma with credibility concerns
, 93
Process-oriented approach
, 10
Procurement
, 115–116
Productivity
, 59
Professional isolation
, 172
Psychological resilience
, 41
Psychology studies
, 2
Race
, 8
Refreezing
, 152
Rejection of difference
, 38
Religion
, 61, 69
Religious diversity
, 60
Remote work
, 172
Remote workers
, 172
Restrained society
, 112
Retraining methods
, 134
Right to an education
, 38
Right to free speech
, 38
Right to healthcare
, 38
Risk takers
, 63
Role play
, 46
Search engine result pages
, 136
Search Inside Yourself
, 40
Self-acceptance
, 39, 42
Self-compassion
, 41
Self-efficacy
, 156
Self-esteem
, 41
Semrush
, 137
Senior managers
, 77
Sensemaking
, 155–156
SERP queries
, 137
Servant leadership
, 173
flexible working arrangements and perceived inequality
, 173–176
flexible working arrangements and perceived ostracism
, 176
method
, 181–182
and perceived inequality
, 179–180
and perceived ostracism
, 180–181
results
, 182–186
Services
, 115
Sexual orientation
, 8
Sexuality
, 69
Similarweb
, 137
Sleep quality
, 41
Small and medium enterprise (SME)
, 77
case selection
, 81–82
considerations of open strategy disposition
, 92
cross case analysis
, 86–91
data analysis
, 82–85
data sources
, 82
findings
, 85
Management Control Theory
, 79
methodology
, 81–85
multiple case studies
, 83–85
open strategy lens and associated dilemmas
, 79–81
strategy characteristics
, 79
theoretical framework
, 78
Social categorisation
, 46
Social controls
, 95
Social isolation
, 172
Social justice
, 20
Social media technologies
, 130
Social movements
, 3–4, 10
Societal/macro-level challenges
, 31
perceived lack of understanding and appreciation of benefits of EDI by society
, 32–33
perceived politicisation and divisiveness of EDI-related issues
, 32
potential actions to overcome
, 33
Sociology
, 2, 6
Spearman’s correlation coefficient
, 161–162
Stability
, 156
Start-ups
, 59
Statistical analysis
, 135
Stereotypes
, 39, 43
Strategic management
, 76
Strategy openness
, 76
Strategy-oriented approach
, 10
Surprise
, 155–156
Systemic discrimination
, 39
Talent pools
, 10
Talvista
, 134
Teamable
, 134
Technological diversity
, 60–61
Technology development
, 115–116
Telecommuting
, 177–178
Telework
, 175–176
Teleworking
, 173–174
regulations
, 175
Thematic analysis
, 82
3M
, 135
Three-step model
, 152
Threshold Traits
, 65
Tilting towards/away
, 39
Toronto Declaration
, 13
Traditional HR
, 132
Transactional HR
, 132
Transformational HR
, 132
Transparency
, 76, 85
Uncertainty avoidance
, 63, 110, 114
Unconscious biases
, 39, 43
Unconscious mind
, 47
Unfreezing
, 152
Unilever
, 134–135
Univariate analysis methods
, 161
Universal Declaration of Human Rights
, 38
Universalism
, 111
Valence
, 155
Value chain
, 102
approach
, 114
Values
, 106
activities
, 115
Variance inflation factors (VIF)
, 182
Verizon
, 134
Vertical segregation
, 6
Virtual instructor-led training (VILT)
, 135
Virtual reality (VR)
, 130
Web analytics
, 131, 137
Women’s movements
, 3
Work-based learning
, 151
Workforce diversity
, 6–8
Work–life balance
, 175
Workplace diversity
, 20
- Prelims
- Chapter 1: Insights into Equality, Diversity, and Inclusion
- Chapter 2: Employee Perceptions Matter: The Challenges of Organisational Equality, Diversity, and Inclusion (EDI) Programmes
- Chapter 3: Managing Differences in the Workplace: Mindfulness-based Interventions
- Chapter 4: Diversity at the Intersections of Global Entrepreneurship: New Approaches and Challenges
- Chapter 5: Reversing the Pyramid: Interactive and Bottom-up Strategy Practices in Small and Medium Enterprises
- Chapter 6: Cross-cultural Management for Inclusive Global Value Chain
- Chapter 7: Emerging Trends of Industry 4.0 in Equality, Diversity, and Inclusion Implementations
- Chapter 8: Manifesting Change: Developing Change Agents in a Digitalised World
- Chapter 9: Flexible Working Arrangements, Ostracism and Inequality: The Role of LMX and Servant Leadership
- Index