Diversity, Equity, and Inclusion Commons^™

Building A Unified Dental Team, Michelle C. Dziurgot Dds

The Journal of the Michigan Dental Association

Unity is essential for dental teams to function cohesively, especially post-COVID-19. Effective unity involves clear communication, shared goals, and trust among team members. Embracing diversity and respecting all cultures are crucial. Regular team meetings and activities, both on-site and off-site, help foster unity. Utilizing resources like DiSC® training can also enhance team cohesion.

Empowering Women In Informal Cross-Border Trade: Challenges And Opportunities In Developing Countries, Marie Claire Abayisenga

Harrisburg University Dissertations and Theses

The study " Empowering women in informal Cross-border trade: challenges and opportunities in developing countries" examined the challenges and opportunities faced by women engaged in Informal Cross-Border Trade (ICBT) in developing countries to empower them and promote inclusive economic development. The research explored the barriers that hindered women's economic empowerment in ICBT, such as limited access to resources, financial capital, and productive assets, as well as gender-based discrimination and social norms. The study also identified opportunities to enhance women's participation in cross-border trade, including learning opportunities and best practices. Through a literature review and empirical analysis, the study provided valuable …

Paying To Reduce Disparity: Financially Incentivizing Workforce Diversity And Its Effects On Managers’ Promotion Decisions And Employees’ Effort, Bret S. Sheeley

College of Business: Dissertations, Theses, and Student Research

Disparities in employee representation persist in higher-level organizational positions despite recent attention to workforce diversity and its associated benefits. In response, companies have begun integrating diversity initiatives with varying degrees of specificity (hereafter, “initiative specificity”) into their managers’ compensation packages to increase underrepresented employees’ representation in higher-level organizational positions. This study uses an experiment to examine how offering managers financial incentives to accomplish diversity initiatives (hereafter, “diversity incentives”) and initiative specificity interact to influence managers’ promotion decisions and employees’ effort choices in a promotion setting.

The results suggest that as underrepresented employees’ pre-promotion efforts increase relative to overrepresented employees’ efforts, …

The Phygital Design Process: Using Emerging Technologies To Create A Phygital Fashion Brand Rooted In Nostalgia, Madeline M. Mcdaniel

Creativity and Change Leadership Graduate Student Master's Projects

This Master's Project is a comprehensive exploration of the intersection of digital fashion design, nostalgia, and sustainable practices. Its primary objective is to create 'project CYBERBAE,' a phygital fashion collection that draws inspiration from early 2000s video game characters, trends, and aesthetics. The project utilizes advanced digital tools like Clo3D to demonstrate a comprehensive digital fashion design process that emphasizes inclusivity and sustainability. It also pioneers the development of a 3D virtual world, providing users with an immersive environment to interact with and experience digital fashion. This virtual space serves as a platform for a community of fashion, technology, and …

Disability Inclusion In Corporate Supplier Diversity Initiatives, Nanette Goodman, Fatma Altunkol Wise, Fitore Hyseni, Lauren Gilbert, Peter Blanck

The Lender Center for Social Justice

This article examines how disability is incorporated into corporate supplier diversity programs. While many companies include women- and minority-owned businesses, disability-owned businesses are often overlooked. The authors highlight barriers such as limited awareness, certification challenges, and unequal access to procurement networks. The article calls for stronger standards, data collection, and inclusive procurement strategies in order to expand economic opportunities for disability-owned enterprises.

Health Equity Innovation To End Clinicians’ Unconscious Bias When Caring For Emergency Department Patients, Kenneth Forte, Adam Chess, April Alfano, Keri Bill, Cheryl Green, Mary Christoffersen, Joubin Bavarian

Posters

Bridgeport Hospital has successfully improved patient care by implementing Individualized Clinical Bias Scores (ICBS) for triage nurses in our emergency department (ED). Through the use of data analysis, we identified that patients of color were being assigned less urgent acuities when presenting with the same complaints as white patients. By addressing this implicit bias and implementing a new system of ICBS for our ED Triage Nurses, we have seen a significant improvement in the equitable treatment of all patients regardless of race or ethnicity.

Gender Inequality In The Practice Of International Marine Science : Case Study On The International Council For The Exploration Of The Sea, Ellen Johannesen

World Maritime University Dissertations

The UN Decade of Ocean Science for Sustainable Development aims at transformative change to connect people and the ocean. Innovation necessary for transformational change requires diverse perspectives, therefore women’s perspectives and equal participation are crucial for Ocean science. However, there is widespread evidence of underrepresentation of women especially in governance and decision-making roles. This dissertation aims to critically analyse how gender inequality persists within marine science for the sustainable use of the ocean and to contribute to developing the essential awareness of and strategies for addressing this issue. Using an intergovernmental marine science organisation as a case study, a feminist …

A Framework For Eradicating Women Discrimination In Architectural Design Firms In Egypt And Gcc Countries, Ayman Ahmed Ezzat Othman, Rodayna Ehab Hegazy

Architectural Engineering

Purpose – This research aims to develop and validate a framework for eradicating women’s discrimination in architectural design firms (ADFs) in Egypt and propose strategies for prospective adoption in the Gulf Cooperation Council (GCC) countries to increase the transformational impact of women on the architectural and urban developments of the Gulf region.

Design/methodology/approach – Acombined qualitative and quantitative research approach was designed to accomplish four objectives. Firstly, to investigate the nature of business in ADFs, women’s discrimination and policies for gender equity (PGE) in architecture. Secondly, to analyse three case studies to validate the identified causes and impacts of women’s …

The Identity Harmony Model Of Inclusion: Development And Test Of A New Theory, Anne Brafford

CGU Theses & Dissertations

The concept of inclusion holds unrealized potential as a guiding framework for supporting employees of all identities in achieving their potential at work and improving organizational diversity. The underdevelopment of the concept’s definition, theoretical foundation, measures, and expected outcomes has hindered its positive impact. For example, scholarly attention has focused primarily on social identity theories to define inclusion at the group level, leaving other identity types and theories underexplored. To help address these issues, Article One of this two-article dissertation synthesizes identity, self-determination theory (SDT), and inclusion literature to provide a theoretical basis for the new identity harmony model of …

Equity And Inclusion In Honors: A Case Study Of Admissions Changes, Trevor Zink, Andrew Dilts

Journal of the National Collegiate Honors Council Online Archive

Creative levers for change often emerge in times of institutional uncertainty. As higher education continues to confront institutional racism, honors programs can exercise their power to increase diversity and educational outcomes for excluded and marginalized students, as well as influence related university-level policy. This case study chronicles dramatic changes to admissions policies and programmatic offerings in honors between 2020–2023. Changes in admissions practices markedly diversified the student body, moving it from a 60% white population to 60% minority population in just three years. Conversations around race and racism were initiated, inculcating a culture of inclusion rather than elitist exceptionalism. As …

Dedication To Suketu P. Bhazar, Linda Frost

Journal of the National Collegiate Honors Council Online Archive

Dedication to Suketu P. Bhazar, a fellow of the National Collegiate Honors Council (NCHC), member of the NCHC Board of Directors (2013–2016), and NCHC President (2021).

Diversity, Equity, And Inclusion In Talent Acquisition And Retention: A Mixed Methods Study Of Organizational Practices, Dawayne Mcintosh

Doctor of Education Dissertations

This study employed a convergent mixed methods approach to explore diversity, equity, and inclusion (DEI) within Company A (pseudonym). It examined the effectiveness of DEI practices in recruitment and retention, leadership attitudes towards DEI, and overall commitment to fostering an inclusive environment. The conducted survey involved a combination of a Likert scale survey and a few open-ended questions from a pool of participants across the organization. The quantitative data highlighted trends and patterns in DEI practices, while the qualitative data revealed nuanced insights into individual experiences and perceptions. The results provided insights into the DEI initiatives that are in place …

Towards Gender Equality In Ocean Science And Ocean Governance: Gender Equality Strategy And Action Plan For Ocean-Related Institutions, World Maritime University, Fisheries And Oceans Canada

Reports

The United Nations Decade of Ocean Science for Sustainable Development (2021–2030), hereinafter ‘the Ocean Decade’, seeks to catalyse transformative ocean science solutions for sustainable development, connecting people and our ocean. To fulfil the Decade’s mission, barriers to achieving gender, geographic, institutional, discipline and generational balance will need to be systematically identified and dismantled if no one is to be left behind.

In this regard, the World Maritime University (WMU) and Fisheries and Oceans Canada (DFO) have been implementing the Empowering Women for the United Nations Decade of Ocean Science for Sustainable Development Programme (the Programme), with the purpose of advancing …

The Nature And Validity Of Implicit Bias Training For Health Care Providers And Trainees: A Systematic Review, Nao Hagiwara, Conor Duffy, John Cyrus, Nadia Harika, Ginger S. Watson, Tiffany L. Green

VMASC Publications

The number of health care educational institutions/organizations adopting implicit bias training is growing. Our systematic review of 77 studies (published 1 January 2003 through 21 September 2022) investigated how implicit bias training in health care is designed/delivered and whether gaps in knowledge translation compromised the reliability and validity of the training. The primary training target was race/ethnicity (49.3%); trainings commonly lack specificity on addressing implicit prejudice or stereotyping (67.5%). They involved a combination of hands-on and didactic approaches, lasting an average of 343.15 min, often delivered in a single day (53.2%). Trainings also exhibit translational gaps, diverging from current literature …

Supervisor Integrity Empowers Employees To Advocate For Diversity In Problematic Climates, Timothy G. Kundro, Brett H. Neely Jr., Cindy P. Muir (Zapata)

Department of Management: Faculty Publications

Supervisors struggle to encourage employees to engage in diversity advocacy—key behaviors that help promote more equitable workplaces. Research hints that one reason for this struggle may be that employees lack the empowerment to engage in such behaviors. Drawing on perspectives that conceptualize diversity advocacy as a moral and virtuous behavior, we integrate research on leadership and empowerment to suggest that supervisor integrity can empower observers to engage in diversity advocacy. In exploring boundary conditions, we draw on performance models to counterintuitively suggest that this effect is strongest when employees perceive a negative diversity climate, as employees see the greatest need …

Perceived Employer Authenticity Effects On Employee Engagement Demonstrated Through Csr/Esg Communications, Nichole P. Klaaren

Doctor of Business Administration Dissertations

Having an engaged workforce is a key competitive advantage in the market today due to the unique benefits that employees create through organizational culture and their relationships with stakeholders. With the increase in organizations participating in and reporting their Corporate Social Responsibility (CSR) and Environmental, Social, and Governance (ESG) activities to their stakeholders, communicating these types of activities becomes another tool for improving employee engagement. This research uses Social Identity Theory (SIT) to explain the important connections that can be built with employees when a corporation acts authentically. The key objective of this study was to explore how corporate authenticity …

Regulating Gender Diversity: Evidence From California Senate Bill 826, Abigail Allen, Aida Wahid

Faculty Publications

Do gender diversity quotas enhance firm value? This broad question has sparked significant debate because while diversity is generally thought to improve board functioning, prior research in international settings suggests mandating diversity may have adverse consequences if it moves firms away from market equilibrium. Exploiting the political events leading up to the passage of California Senate Bill 826 as an exogenous shock to assess the market implications of board gender composition, we document either significantly positive or insignificant 2-day abnormal returns for California firms across a variety of model specifications. Importantly, this finding contradicts the strong claims of contemporary studies …

Staff Matters: Holiday Celebrations That Engage And Appreciate Employees, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

This Staff Matters column addresses a dentist's concerns about organizing inclusive end-of-year holiday celebrations for the staff. The response emphasizes the importance of recognizing diverse religious practices and fostering camaraderie. Suggestions include a themed recipe exchange, outdoor activities, community service, or involving staff in event planning. Emphasizing the need for initial guidance to align with goals, the column encourages inclusive celebrations that contribute to staff satisfaction, retention, and a positive workplace atmosphere.

Understanding Attitudes Towards Change, Organizational Diversity & Inclusion Strategies And Anti-Racist, Multicultural Engagement, Lynda D. Gonzales

College of Business Theses and Dissertations

Building on the Theory of Planned Behavior (TPB), this study focuses on employees from YMCAs across the United States and explores the relationships between individual resistance to change (RTC), attitudes towards organizational diversity & inclusion strategies (AODI) and engagement in anti-racist, multicultural (AMO) efforts. Utilizing the Resistance to Change Scale, the study argues that higher RTC results in lower engagement in AMO activities. Additionally, the study explores AODI predicting more positive attitudes result in greater AMO engagement and that AODI will moderate the relationship between RTC and AMO. A demographically representative total of 141 YMCA employees participated from across the …

Mda Foundation: How Foundation Grants Assist Dei Efforts At Detroit Mercy, U-M, Anne Berquist

The Journal of the Michigan Dental Association

This article provides information on the diversity, equity, and inclusion programs at Michigan’s two dental schools and details how the MDA Foundation is supporting these programs. This article is an installment of the MDA Journal’s monthly MDA Foundation department.