Diversity, Equity, and Inclusion Commons^™

Staff Matters: Assessing Health Benefits For Lgbtq+ Employees, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

To support LGBTQ+ employees, understand your health benefits by asking key questions about domestic partner coverage, mental health benefits, transgender healthcare, IVF, and surrogacy coverage, and identifying LGBTQ+-friendly providers. Regularly check in with staff to ensure benefits meet their needs and consider making changes if necessary. Proactively share benefit information throughout the year to enhance employee recruitment, retention, and engagement.

Diversity Equity And Inclusion Education: An Evaluation Of The Safe Zone Allies Program, Shannon E. Hart

Graduate Theses and Dissertations

Diversity, Equity, and Inclusion gained unprecedented popularity from 2019 to 2022. The tide turned in 2023, and Anti-DEI legislation continues to gain momentum nationwide. This backlash may be warranted, as research demonstrates that DEI can backfire. DEI programs remain unregulated, understudied, and often paradoxically under-supported despite their potential to catalyze positive social change. Two studies were conducted to begin creating standardized, accessible, and evidence-based DEI best practices. Safe Zone Allies, a LGBTQIA+ specific DEI program was selected for program review because; (a) it was not developed hastily, (b) it was not siloed, and (c) the curriculum is evidence-based. The first …

Nevada Workforce Diversity, Equity, And Inclusion Study 2024, Becky Harris, Andrea Dassopoulos

International Gaming Institute Faculty Research

Diversity, Equity, and Inclusion (DEI) metrics enable organizations to set concrete goals and monitor their performance. In 2021, Nevada’s legislature passed Senate Bill 267 (SB267), authorizing the University Nevada, Las Vegas (UNLV) to study DEI benchmarks in the State. A survey was provided to businesses, state and local governments, and the Nevada System of Higher Education in an effort to study and evaluate how effectively employers are implementing diversity, equity, and inclusion initiatives in Nevada. The Nevada Workforce Diversity, Equity, and Inclusion Study (Workforce Study) is designed to produce actionable results capable of informing public policy priorities and employer best …

Neurodivergent Employees: The Impact Of The Disclosure Decision And Subsequent Workplace Accommodations, Tamara Farquhar

Theses and Dissertations

A great deal of organizational investments have gone towards diversifying the labor force as of late. However, the same cannot be said for efforts made towards making newly acquired talent feel included. Neurodivergent individuals in particular have not been sufficiently welcomed in organizations, partially explaining their reluctance to disclose their identity along with feeling excluded. Despite researchers framing the characteristics displayed by neurodiverse talent as natural variations found at the tail ends of the bell curve, many people are incapable of viewing them as such. Discrimination and stereotyping have thus resulted, further dampening neurodivergent employees’ work experiences. These two factors …

J Mich Dent Assoc July 2024

The Journal of the Michigan Dental Association

Every month, the Journal of the Michigan Dental Association provides news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. It is the primary publication reaching Michigan dentists.

The July issue of the Michigan Dental Association (MDA) journal focuses on the member and public value of the association's Public Education Campaign through a cover story "Smile Brighter Michigan!". It also features articles on:

• How to get value from your MDA membership

• Joining the MDA Forensic Dental Team

• A new professional column, News you need, an editorial and regular department articles covering MDA …

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Staff Matters: Supporting Working Parents As A Recruitment And Retention Strategy, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Supporting employees who are parents is essential. Harvard data shows 73% of employees have caregiving responsibilities, highlighting the need for proactive strategies. First, communicate with employees to understand their needs for flexibility. Consider offering flexible schedules, part-time roles, and on-call staff to manage absences. Partnering with local childcare providers for sick coverage and allowing children at work occasionally can also help. Clear communication and defined parameters for flexibility are crucial. Implementing these strategies can build a supportive culture, enhancing employee retention and commitment.

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 …

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 …

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, …

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 …

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).

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 …

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 …

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 …