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Neurodiversity refers to a spectrum of neurological differences. Little is known about the benefits and challenges of employing neurodivergent individuals in the retail industry and how knowing neurodivergent individuals/neurodiversity practices are linked to benefits/challenges. This study provides these insights using the lenses of the value-in-diversity perspective, stigma theory and intergroup contact theory.

Data were collected from an online survey of retail supervisors and co-workers from Australia, resulting in 502 responses from various retail organizations.

The findings indicate that supervisors have higher awareness of neurodiversity and perceived benefits of neurodivergent employees. Knowing neurodivergents was positively associated with perceived benefits and disclosure challenges and negatively associated with equity and inclusion challenges. Neurodiversity practices were positively associated with benefits of neurodivergent employees, negatively associated with disclosure challenges and equity and inclusion challenges in small stores, and positively associated with equity and inclusion challenges in large stores.

Current empirical research on workplace neurodiversity is scarce. This study provides pioneering evidence for awareness of workplace neurodiversity in the retail industry and the impact of knowing neurodivergent employees/neurodiversity practices on benefits and challenges. It differentiates between supervisors' and co-workers’ perceptions, highlighting the importance of exposure to information in reducing stigma.

The purpose of this paper is to map the barriers to women leadership across healthcare, academia and business, and identify barriers prevalence across sectors. A barriers thematic map, with quantitative logic, and a prevalence chart have been developed, with the aim to uncover inequalities and provide orientation to develop inclusion and equal opportunity strategies within different work environments.

A systematic literature review method was adopted across five electronic databases. Rigorous inclusion/exclusion criteria were applied to select relevant publications, followed by critical appraisal of the eligible articles. The geographical target was Europe, with a publication time range spanning the period from 2000 to 2015. Certain specialized international studies were also examined. The key themes were identified using summative content analysis and the findings were analyzed using qualitative meta-summary method to formulate hypotheses for subsequent research.

In total, 26 barriers were identified across the aforementioned sectors. A high degree of barriers commonalities was identified, with some striking differences between the prevalence of barriers across sectors.

The results of this study may need further validation using statistical methodology given the knowledge base gaps regarding the range of barriers and the differences in their prevalence. Bias and interpretation in reporting anchored in different theoretical frameworks ought to be further examined. Additional variables such as ambiguously stated barriers, sector overlap, women’s own choices, cultural and educational background and analysis in the context of the economic crisis, ensuing austerity and migratory pressure, are also worth exploring.

Women’s notable and persisting underrepresentation in top leading positions across sectors reflects a critical drawback in terms of organizational and societal progress particularly regarding inclusion and balanced decision making. Practice-related blind spots may need to be further examined and addressed through specific policies.

The comparative nature of barriers to women leadership across three sectors allows the reader to contrast the differences in gender inequalities and to comprehend inclusion challenges in healthcare, academia and business. The authors draw attention to varying degrees of barriers prevalence that have been understudied and deserve to be further explored. This gap in knowledge extends to policy, thus, highlighting the need to address the gender equality and inclusion challenges in a context-specific manner across work environments.

This research is being developed by two interinstitutional, research groups. The aim is to find and disseminate good practices of organizational models of teaching and learning in Colombian public universities. Initially started in the vision of Burton Clark (1921–2009), who defined the concept of “innovation” as “a voluntary effort for organizing the institution that requires a very special activity and energy” (Clark, 1998, p. 25), the groups have found three more characteristics that ought to be studied through a Participatory Action Research Model. Colombia’s Governments have had through the years a determination for social inclusion through education. In this context, Universidad Nacional Abierta y a Distancia (UNAD) is considered to be an entrepreneurial and innovative university, so its organization and goals are presented. Studying the best university practices of different countries creates progress toward the goal of global education.

This study aims to deepen our understanding of how inclusionary practices are used within organizations and how they satisfy specific inclusion needs.

We adopt a qualitative research design, reporting on data from semi-structured interviews conducted with 15 diversity and inclusion (D&I) directors/leads and using a thematic approach to analysis.

Our study expands understanding of inclusion practices, showing that they are not uniformly implemented and that practices may satisfy both needs to belong and differences valued, with interviewees prioritizing belonging. Well-being and career development are seen as important inclusion practices demonstrating support and appreciation of difference, thus as inputs, not outputs, of inclusion challenging existing assumptions. Inclusionary practices are malleable, and their impact depends critically on the leaders involved and their commitment to EDI.

Our study shows how practices satisfy inclusion needs and that the implementation of practices varies depending on the leaders involved.

The purpose of this paper is to build upon the paucity of UK research on gay men and how they manage their identities, bodies and selves in the workplace. Particular focus is placed on gay male professionals working in positions of authority and how they make sense of themselves against the dominant expectations of professionalism.

The study draws upon in-depth interview data with eight gay male professionals working in positions of authority.

Overall, the research reveals that although the majority of participants had disclosed their sexuality in the workplace, they actively sought to integrate and normalise their gay identities. Gendered organisational norms significantly impacted upon the ways they presented their identities, bodies and selves. This was brought into focus where participants had to exercise authority. There were limited opportunities to present non-normative forms of masculinity.

This paper adds to a dearth of studies on gay men, professionalism and managing their bodies, selves and identities in the workplace. The paper builds upon and contributes to our understanding of how gay men use and construct their bodies and their self-identities as professionals. An area that has had little empirical investigation. Furthermore, the paper contributes to our understanding of organisational heteronormativity and professionalism in the workplace. The paper draws attention to issues of diversity and inclusion challenging heteronormative discourses of professionalism which are draped in masculinity. This paper highlights how professionalism serves as a normalising process that pressurises gay men to perform a specific type of masculinity. The paper argues for a more inclusive reappraisal of the meanings attached to the term professionalism.

The purpose of this paper is to demonstrate that employee resource groups (ERGs) are a valuable addition to organizations and should be an important focus of research, particularly given the diversity and inclusion challenges faced by many businesses and communities today.

The authors review the ERG literature, develop a theoretical framework using social identity theory (SIT) and suggest research directions.

ERGs represent a fairly unexplored area of research. Using SIT, a series of propositions is presented for research into ERG effects on individual, group and organizational outcomes.

ERGs have impact beyond the topics explored using SIT. As ERGs become more prominent, there is ample room to conduct empirical research to learn more about the underlying process by which ERGs are affecting identity and employee integration (or lack of) into groups and organizations.

Despite their prevalence in the business world, there has been a scarce amount of theorizing and research focused on ERGs. To help facilitate the development of this work, the authors introduce a theoretical framework using SIT, as well as propositions that can serve to spur additional research on a critical topic for today’s businesses.

Sustainable development challenges have been gaining increased attention from scholars across a wide range of disciplines and governments and business leaders of developed and developing countries. In this chapter, we present selected Latin American socioeconomic indicators, and we note that much progress is needed to achieve the region's many sustainable development goals. We bring forth contributions from different streams of innovation studies for addressing grand challenges, and we discourse on how they push the sustainable development mandate forward. Innovation scholars have highlighted the need to elaborate novel transformational approaches to innovation for addressing such pressing grand challenges. Some scholars have also proposed that while the innovation systems framework is well-suited for addressing sustainable development challenges, it must first be profoundly and radically transformed to account for the novel ways of innovating and integrating a diversity of systemic economic actors and social stakeholders who have conflicting visions, interests, norms, and expectations. We present the different foundational strengths and weaknesses of the innovation systems framework and we discuss the pertinence for its profound and radical transformation. We conclude by organizing these different, yet complementary views of innovation in a conceptual framework while discussing the implications for Latin America and future research.

The purpose of this paper is to identify key questions that should be addressed to enable the Financial Action Task Force (FATF) to provide guidance regarding the alignment of anti‐money laundering, combating of financing of terror and financial inclusion objectives.

The paper draws on relevant research and documents of the FATF to identify questions that are relevant to consider when it formulates guidance regarding the alignment between financial integrity and financial inclusion objectives.

The FATF advises that its risk‐based approach enables countries and institutions to further financial inclusion. It is, however, not clear what the FATF means when its uses the terms “risk” and “low risk”. It is also unclear whether current proposals for financial inclusion regulatory models will necessarily limit money laundering as well as terror financing risks to levels that can be described as “low”. The FATF will need to clarify its own thinking regarding low money laundering and low terror financing risk before it will be able to provide clear guidance to national regulators and financial institutions.

This paper was drafted to inform current FATF discussions regarding guidance on financial inclusion. The questions are relevant to all stakeholders in financial regulation.

The purpose of this study is to explore the demand side factors affecting financial inclusion in general and credit uptake in particular.

The present study is descriptive and exploratory in nature and is purely based on primary data. The data collection instrument has been scientifically after thorough review of literature and seeking expert opinion. Primary data have been collected from the respondents of lower socioeconomic class in selected rural areas in the State of Maharashtra, India. Exploratory technique like factor analysis and structural equation modelling have been used to identify the inter-relations between financial inclusion and underlying barriers.

The study concludes that there are major latent issues that determine the uptake and usage of financial services, major being “operational and implementation challenges”, “financial literacy” and “affordability”. The “usage” aspect further impacts financial inclusion along with “access” variable. These are some of the most important factor for creating demand-driven approach towards financial products and services specially credit. The author concludes that the identified latent barriers with respect to the “usage” dimension of financial inclusion require greater policy attention so that it can complement the supply-side measures.

The study establishes that merely having “access” through bank account ownership will not fulfil the objective of financial inclusion, and it is the “usage”, which is also important to realize the full potential of financial inclusion at the bottom of the pyramid. So, policy actions should be directed toward enhancing the “usage” aspect of financial services. The “usage” dimension could be enhanced through targeted interventions to mitigate the effect of identified latent barriers.

Though researchers have made a mention of demand-side barriers to financial inclusion, detailed study on the topic is missing. The study is one of its kinds in exploring the severity of various demand-side barriers that determine financial inclusion. In the context of emerging economies like India, financial inclusion is often measured in terms of banking outreach and “access”. There are limited studies capturing the “usage” dimension of financial inclusion.