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1 – 10 of over 2000
Article
Publication date: 10 April 2023

Elissa Tucker

This study aims to understand how organizations are approaching workforce diversity, equity and inclusion (DEI) as well as the challenges and opportunities they encounter as they…

Abstract

Purpose

This study aims to understand how organizations are approaching workforce diversity, equity and inclusion (DEI) as well as the challenges and opportunities they encounter as they carry out DEI work.

Design/methodology/approach

The study involved survey research with 312 valid respondents representing organizations from a wide range of industries, regions, workforce sizes and revenues. APQC identified 56 “best-in-class” DEI performers from among these organizations based on their responses to questions about the effectiveness of their DEI programs. In addition to survey research, APQC carried out case study research on organizations that are leading the way when it comes to DEI.

Findings

Best-in-class organizations provide more resources and leadership support for their DEI programs, do more to drive awareness about DEI, shape policies that are consistent with a commitment to DEI and use measures to hold leadership accountable to stated DEI commitments.

Originality/value

The survey findings and case study examples provide insight into how best-in-class organizations build a strong foundation for DEI through distinctive structures, training, policies and measures that drive accountability. Organizations that adopt the practices and approaches of best-in-class organizations can drive improvements that create more impactful approaches to DEI.

Details

Strategic HR Review, vol. 22 no. 3
Type: Research Article
ISSN: 1475-4398

Keywords

Book part
Publication date: 26 November 2021

Frank D. Golom and Mateo Cruz

Scholarship on workplace diversity, equity, and inclusion (DEI) is voluminous. Nevertheless, there is relatively little work that examines DEI from an organization development and…

Abstract

Scholarship on workplace diversity, equity, and inclusion (DEI) is voluminous. Nevertheless, there is relatively little work that examines DEI from an organization development and change (ODC) or systems perspective. As a result, there is no unified framework ODC practitioners can use for DEI diagnosis and intervention. The purpose of this chapter is to review the ODC literature with respect to DEI and propose a diagnostic Context-Levels-Culture (CLC) framework for understanding and addressing diversity-related challenges in organizations. We also present a case example of how this framework can be used in DEI consulting, including implications for future research and practice.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-80262-173-0

Keywords

Article
Publication date: 28 November 2023

Minelle E. Silva, Salomée Ruel and José Milton Sousa-Filho

As firms consider initiatives to enhance their social sustainability performance, supplier diversity, equity and inclusion (DEI) have become significantly more important. As such…

Abstract

Purpose

As firms consider initiatives to enhance their social sustainability performance, supplier diversity, equity and inclusion (DEI) have become significantly more important. As such, the purpose of this study is to theorize, operationalize and develop an empirical scale to measure supplier DEI.

Design/methodology/approach

The following three-phase scale development method was used: first, identification of scale items from the literature; second, a qualitative component involving interviews with expert panels; and third, a psychometric evaluation through two survey rounds with 327 managers from multiple areas of supply chain management.

Findings

Although not necessarily a new concept, this study provides a more complete understanding of supplier DEI beyond traditional aspects of supplier diversity (e.g. women and minority-owned suppliers) to feature additional considerations (e.g. LGBTQIAP+) and reflect broader societal considerations, such as human rights. Therefore, validated items for the three dimensions (i.e. diversity, equity [human rights] and inclusion) were identified.

Originality/value

This study provides systematically validated scales to measure supplier DEI based on three dimensions. Each dimension can be developed separately from the others, but they are intertwined, which reinforces the contribution to both scholars and practitioners.

Details

Supply Chain Management: An International Journal, vol. 29 no. 2
Type: Research Article
ISSN: 1359-8546

Keywords

Article
Publication date: 29 September 2023

Jarett D. Haley, Amber N. Williams, Rosemary J. Perez and Claire K. Robbins

The purpose of this study is to explore how US graduate students described their diversity, equity and inclusion (DEI) education and engagement experiences outside their academic…

Abstract

Purpose

The purpose of this study is to explore how US graduate students described their diversity, equity and inclusion (DEI) education and engagement experiences outside their academic departments.

Design/methodology/approach

This study used a critical constructivist qualitative approach and methods (i.e. interviews) to explore how 44 graduate students across various disciplines and fields at two public research institutions in the USA described their DEI education and engagement experiences outside their departments.

Findings

Students identified expanded DEI and professional knowledge as key learning outcomes, while also highlighting the benefits and negative effects of the identity-centered (dis)connection, community and personal fulfillment that came from these experiences.

Research limitations/implications

Given that DEI education and engagement opportunities addressed some students’ needs and were unsatisfactory for others, more scholarship on the nature of these experiences is needed to better understand factors that contribute to students’ desirable and undesirable outcomes. There are also practical implications for faculty who advise graduate students and administrators who are responsible for funding the campus spaces in which these experiences occurred (e.g. graduate colleges, identity-based student organizations).

Originality/value

Few studies have explored graduate students’ participation in DEI education and engagement opportunities outside of their academic departments. Consequently, the efficacy of these initiatives, and the extent to which students benefit from them, warrant investigation. This study, thus, adds to researchers’ and practitioners’ understanding of this topic by highlighting the benefits and limitations of these experiences for graduate students.

Details

Studies in Graduate and Postdoctoral Education, vol. 15 no. 1
Type: Research Article
ISSN: 2398-4686

Keywords

Article
Publication date: 19 June 2023

Rebecca J. Evan, Stephanie Sisco, Crystal Saric Fashant, Neela Nandyal and Stacey Robbins

This research applies social identity theory (SIT) to examine how White diversity, equity, and inclusion (DEI) professionals perceive their role and contributions to advancing…

Abstract

Purpose

This research applies social identity theory (SIT) to examine how White diversity, equity, and inclusion (DEI) professionals perceive their role and contributions to advancing workplace DEI.

Design/methodology/approach

Interpretative phenomenological analysis (IPA) was used to structure and guide the study, and data were collected from interviews with 16 White DEI professionals.

Findings

The SIT concept of social categorization was selected as a framework to discuss the findings, which were divided into two sections: in-group identity and out-group identity. The participants' in-group identities demonstrated how the participants leveraged the participants' Whiteness to grant the participants the influence and agency to perform DEI work. The participant's out-group identities revealed how the participants attempted to decenter the participants' Whiteness and unpack insecurities related to the participants' White identity and DEI contributions. Each of these findings has been associated with a specific role: leader, beneficiary, ally and pathfinder.

Practical implications

The practical implications of this study are critically examining White DEI employees' lived experience to develop an understanding of Whiteness while holding White people accountable for DEI efforts within workplaces.

Originality/value

Deeper and more honest conversations are needed to explore the phenomenon of how White DEI professionals enact and perceive the DEI contributions of the White DEI professionals. Therefore, this paper will provide further discussion on literature concerning White individuals engaged in organizational-level DEI work.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 42 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 14 June 2023

Sandra Sun-Ah Ponting and Alana Dillette

The purpose of this study is to explore the development and implementation of diversity, equity and inclusion (DEI) practices in hospitality and tourism organizations through the…

Abstract

Purpose

The purpose of this study is to explore the development and implementation of diversity, equity and inclusion (DEI) practices in hospitality and tourism organizations through the lens of structuration theory.

Design/methodology/approach

This study deployed a three-stage Delphi technique involving DEI experts in hospitality and tourism organizations to build a consensus. Specifically, individual agency, development and implementation of DEI practices and best DEI practices were explored through the Delphi technique.

Findings

The findings of this study feature a framework for DEI practices and the intersection between individual agency and organizational structure. The results of this study further showcase the theoretical importance of structuration theory in understanding how organizations develop and implement DEI practices.

Originality/value

This study reveals unique perspectives on DEI within hospitality and tourism organizations, pointing to the imperative need for leadership in initiating, developing and implementing change. This study also extends previous research by highlighting how DEI practices are initiated, developed and implemented through individual agency and organizational structure.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 11
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 28 June 2023

Wassim Aloulou, Faouzi Ayadi, Veland Ramadani and Léo-Paul Dana

The purpose of this study, based on the theory of planned behaviour (TPB) and digital entrepreneurship literature, is to unveil the role of digital entrepreneurial knowledge and…

Abstract

Purpose

The purpose of this study, based on the theory of planned behaviour (TPB) and digital entrepreneurship literature, is to unveil the role of digital entrepreneurial knowledge and entrepreneurial role models in shaping digital entrepreneurial intentions (DEIs) among Saudi Youth through a moderated mediation perspective. This study aims to propose that the relationship between digital entrepreneurial knowledge and intention is mediated by main TPB antecedents under the moderating role of entrepreneurial role models.

Design/methodology/approach

Data were collected from a sample of 487 Saudi students from three main Saudi public universities located in Riyadh using an online survey questionnaire. By applying SEM, this study builds and tests the measurement and structural models to examine the hypothesised relationships among main variables.

Findings

Results revealed that the main antecedents of TPB (namely, attitudes towards digital entrepreneurship and perceived control behaviour) are significantly related to DEI. In addition, digital entrepreneurial knowledge indicates indirect effects on intentions via these two antecedents. However, entrepreneurial role models exert only a negative and significant moderating effect on the relationship between perceived behaviour control and DEI.

Research limitations/implications

This study contributes to the literature by showing how most of the TPB antecedents can play a mediating role between digital entrepreneurial knowledge and the intentions of Saud Youth. The main limitation of this study is that it was not possible to generalise the findings. Future research directions are proposed to add new insights.

Practical implications

The results of this study have clear implications for both theory (entrepreneurship scholars) by investigating DEI and its determinants and for practice (entrepreneurship educators and policymakers) by promoting digital entrepreneurship among youth through university-based awareness and building capability programs and curricula.

Originality/value

The study helps to understand the role of digital entrepreneurial knowledge in shaping DEI through the development of an extended TPB intention-based model. The findings also indicate that digital entrepreneurial knowledge has indirect effects on Youth's intentions. The findings show insights related to the influence of entrepreneurial role models on TPB antecedents in the transitional context of Saudi Arabia.

Article
Publication date: 21 June 2023

Changjun Jiang and Bohao Jin

Since 2017, China's digital economy has accounted for more than 30% of the country's GDP. The digital economy has become the main driving force of China's economic development…

Abstract

Purpose

Since 2017, China's digital economy has accounted for more than 30% of the country's GDP. The digital economy has become the main driving force of China's economic development. Moreover, the digital economy has also changed the traditional modes of production and distribution between urban and rural areas. This paper aims to explore the influential mechanism of digital economy infrastructure (DEI) on the urban-rural income gap (URIG).

Design/methodology/approach

By analyzing the theoretical model of the URIG, this paper constructs a theoretical analysis framework and clarifies the key roles of rural land circulation (RLC) and resident population urbanization (RPU) in the relationship between DEI and the URIG.

Findings

The DEI can effectively reduce the URIG; the regression coefficient (RC) was −0.109. The reduction effect is mainly reflected in: 1) the wage income gap between urban and rural residents (RC = −0.128) and 2) the net property income gap of urban and rural residents (RC = −0.321). Also, for the spatial spillover effect, the path effect of “DEI – RLC – URIG” is almost equal to the path effect of “DEI – RPU – URIG”; for the local effect, the path effect of the former is far smaller than the latter. Moreover, when the RPU reaches the threshold of 86.29%, the DEI will expand the URIG (RC = 0.201).

Originality/value

This paper proposes a theoretical framework for the impact of DEI on the URIG, explores the mechanism of RLC and RPU in the DEI and URIG and enriches the theory of traditional research on URIG.

Details

Kybernetes, vol. 53 no. 2
Type: Research Article
ISSN: 0368-492X

Keywords

Open Access
Article
Publication date: 5 September 2022

William Taylor Laimaka Cox

Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread…

3907

Abstract

Purpose

Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread failures, there is considerable reason for hope that effective, meaningful DEI efforts can be developed. One approach in particular, the bias habit-breaking training, has 15 years of experimental evidence demonstrating its widespread effectiveness and efficacy.

Design/methodology/approach

This article discusses bias, diversity, equity, and inclusion (DEI) efforts from the author’s perspective as a scientist–practitioner – the author draws primarily on the scientific literature, but also integrates insights from practical experiences working in DEI. The author provides a roadmap for adapting effective, evidence-based approaches from other disciplines (e.g. cognitive-behavioral therapy) into the DEI context and review evidence related to the bias habit-breaking training, as one prominent demonstration of a scientifically-validated approach that effects lasting, meaningful improvements on DEI issues within both individuals and institutions.

Findings

DEI trainings fail due to widespread adoption of the information deficit model, which is well-known as a highly ineffective approach. Empowerment-based approaches, in contrast, are highly promising for making meaningful, lasting changes in the DEI realm. Evidence indicates that the bias habit-breaking training is effective at empowering individuals as agents of change to reduce bias, create inclusion, and promote equity, both within themselves and the social contexts they inhabit.

Originality/value

In contrast to the considerable despair and pessimism around DEI efforts, the present analysis provides hope and optimism, and an empirically-validated path forward, to develop and test DEI approaches that empower individuals as agents of change.

Details

Management Decision, vol. 61 no. 4
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 17 June 2022

Joana R.C. Kuntz and Shalini Pandaram

This study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained…

Abstract

Purpose

This study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained by congruence/discrepancy between employees' personal value of diversity, equity and inclusion (DEI) initiatives and employees' views of perceived organizational commitment to these initiatives. The study also examined whether sense of belonging, and perspectives of DEI initiatives, differed between majority [New Zealand European (NZE)] and minority [Māori/Pasifika (MP)] workers.

Design/methodology/approach

A total of 771 employees from a New Zealand healthcare organization completed an online survey. Further to mean difference tests to contrast majority and minority group experiences, polynomial regressions with response surface methodology were conducted to examine congruence effects on sense of belonging.

Findings

While MP workers attributed greater personal value to DEI initiatives and viewed the organization as prioritizing these initiatives compared to NZ European (NZE) workers, MP workers experienced a lower sense of belonging. Further, the authors' results show that congruence at higher levels of personal and organizational importance ascribed to DEI initiatives was associated with greater sense of belonging. Contrary to the deficiency-based discrepancy effect proposed, the lowest levels of belonging were experienced at low levels of organizational commitment to DEI, regardless of personal diversity value. Additionally, MP were more susceptible to ideological psychological contract breach than NZE workers.

Practical implications

The authors' study highlights that while positive diversity climate perceptions are closely linked to perceptions of inclusion, organizations will discern the factors that contribute to or undermine inclusiveness by also gaging personal value DEI initiatives and the unique experiences of minority and majority groups.

Originality/value

This study is the first to examine the effect of diversity-related value congruence on employees' sense of belonging, and to uncover racioethnic differences in these effects.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

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