Human Resources Management Commons^™

Social Procurement As A Catalyst For Dei In Construction: Some Takeaways For Hrm?, Jennifer Waterhouse, Robyn Keast, Judy Lundy, Martin Loosemore

Research outputs 2022 to 2026

Purpose: Diversity, equity and inclusion (DEI) initiatives aim to foster workplaces where all employees feel valued and can add value. Increasingly, the success of these initiatives is influenced by environments and interactions beyond organisational boundaries, including recent backlash. Despite this, most DEI research remains focused on intra-organisational aspects and human resource management (HRM) activities. The purpose of this paper is to introduce social procurement as a novel and promising framework for advancing DEI in theory and practice through a collaborative, inter-organisational approach that has the potential to overcome institutional barriers and mitigate backlash. Design/methodology/approach: Data were collected through 15 in-depth …

Elevating Voices: Exploring The Impacts And Experiences Of Required Workplace Dei Training, Marika Barto

Dissertations

Mandatory diversity, equity, and inclusion (DEI) training is a common element institutional DEI initiatives in their response to dismantling racial inequity in government organizations; yet, the lived experiences of racially marginalized participants remain critically underexamined—particularly in government settings, where the bureaucratic structures implementing these trainings are themselves racialized. This research was conducted during one of the most politically hostile environments for DEI work in recent memory. Federal executive actions in 2025, specifically the “Bondi memo,” directed entities subject to federal antidiscrimination laws to cease DEI practices, creating immediate chilling effects that directly impacted this study and reminded us that the …

Review Of Manufacturing Employees’ Experiences Of An Inclusive Workplace And Career Advancement, Abdi Mahad

The Journal of Social Encounters

No abstract provided.

Beyond Compliance: Investigating The Motivational Power Of Equality, Diversity And Inclusion (Edi) In European Hospitality, Alessandro Ferrazza Dr

ICHRIE Research Reports

The base concept of this study is to explore the interrelationship between Equality, Diversity and Inclusion (EDI) practices, employee motivation and performance within the European Hospitality Industry. The research aims to identify the barriers and facilitators that shape motivational synergies stimulating performance outcomes, particularly for underrepresented employee groups. The researcher employed a mixed-methods approach underpinned by a pragmatic interpretivist framework. The findings revealed that there is wide use of discriminatory practices, limited career progression and poor work-life balance which act as significant demotivators (Siu et al., 1997). The study also reconceptualises EDI not merely as a compliance requirement, but as …

Exploring The Effects Of Remote Work On Leadership Pipelines: With A Focus On Professional Women And Minorities, Mark S. Andrekovich

All Dissertations

I analyzed data from five U.S.-based companies to understand how remote work models affect leadership advancement. Using Role Congruity, Status Characteristics, and Intersectionality theories, I analyzed five hypotheses about the impact of remote work on leadership pipelines. Two of the five hypotheses were supported, revealing bias patterns rather than issues related to remote work. For instance, white employees had greater access to remote work opportunities than non-white employees, who had fewer promotions despite similar performance scores. Contrary to expectations, I found that remote work does not inherently affect promotional advancements. Via a post hoc analysis, I found that hybrid professionals …

The Road To The Sideline: Investigating The Impact Of The Rooney Rule On The Recruitment And Advancement Of Black Coaches In The National Football League, Enrique G. Washington

PhD in Organizational Leadership

The purpose of this qualitative study was to examine the impact of the Rooney Rule on the recruitment and advancement of Black coaches in the National Football League (NFL). Despite its implementation, Black coaches remain significantly underrepresented in top coaching positions, including head coach, offensive coordinator, and defensive coordinator. Using in-depth, semi-structured interviews with nine Black coaches who worked in the NFL between 2003 and 2024, this study explored how Diversity, Equity, Inclusion, and Belonging (DEIB) practices and executive recruitment strategies influenced their career advancement based on their lived experiences. Six principal themes emerged: (a) pathways to advancement, (b) visibility …

Exploring Dimensions Of Crystallized Identities, Candice L. Ruh

Feminist Pedagogy

For college students, learning about the components of identity can generate deeper knowledge about how personal and social identities differ, and how identities influence the way individuals experience socio-cultural systems and structures. The Exploring Dimensions of Crystallized Identities activity uses principles of self-reflexivity and dialogue to explore theoretical frameworks for practical application. This experiential activity is a facilitated dialogue driven by student involvement and is best suited for students in mid- to upper-level undergraduate courses. It encourages students to reflect on their and others’ identities, and to consider the social impacts of diversity in their lives.

Matthew Kinnard, Matthew A. Kinnard M.S., Ph.D.

We Are NIH Oral History Project

No abstract provided.

Buyer Perceptions Of Single- And Mixed-Gender Dyadic Sales Teams: Should I Have A Wingman Or A Wingwoman?, Eric Kushins, Melissa Clark

Journal of Applied Marketing Theory

Prior research suggests that the gender composition of sales teams may impact team performance. However, research at the intersection of sales, gender, and teams is limited. In this study, we collect survey data from hypothetical buyers who viewed one of six sales pitch videos, including solo salesmen and saleswomen, single-gender dyadic sales teams, and mixed-gender sales teams. The hypothetical buyers were asked to rate each of the salespeople on important traits that have proven to lead to successful sales interactions, including customer orientation, understanding, trustworthiness, awareness of others’ feelings, competence, knowledge, and if the hypothetical buyer would take advice from …

Staff Matters: Diversity As A Value-Add Vs. A Turn-Off, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

This article explores how dental practices can approach diversity as a value-add rather than a divisive issue. It offers practical recruitment and retention strategies to build diverse, qualified teams. Emphasis is placed on inclusive language, broad candidate sourcing, cultural fit, and open communication to support a workplace where all staff feel valued and engaged.

The Elephant (And Donkey) In The Room: The Effects Of Political Ideology On Diversity Training Effectiveness, Luke P. Kayga

Dissertations, Theses, and Capstone Projects

In recent years, the prevalence of Diversity, Equity, and Inclusion (DEI) trainings in organizations has grown significantly (Wang et al., 2024). DEI trainings are typically designed with the purpose of educating organizational members on DEI-related content and promoting feelings of inclusion in the workplace (Devine & Ash, 2022). Much like many other types of organizational training efforts, the effectiveness of DEI trainings is contingent on a variety of input factors. One such factor that has been extensively covered in the broader training literature but relatively understudied in DEI training research is trainee characteristics. Since DEI trainings are values-based, ethically prescriptive …

Collaborating For Inclusion: Awareness And Understanding In Action At Six-String Biotech, Danny Lackey, Richard Jonsen

Rohrer College of Business Departmental Research

It was early summer 2020. The Breonna Taylor and George Floyd murders were front of mind across the United States. People were flooding the streets of cities large and small, demanding an end to racist policies and actions embedded in the United States’ social fabric. At Six-String Biotech, ten employees of color went to company executives with their concerns about inclusion and equity inside their organization and the need for change. This case tells how Six-String Biotech responded to these employees, engaged in difficult internal conversations, and began a change process to create a more diverse, inclusive, and equitable organizational …

The Rise Of Women In Mining - How To Improve Inclusion And Diversity Through Organisational Programs, Ashley Mcgrath

Theses: Doctorates and Masters

The inclusion and diversity (I&D) of women has become a priority for organisations due to the positive association with business performance and rising expectations of employees and shareholders for fair outcomes for all genders. Improving the I&D of women is also being driven by the evolving Australian legal framework which has heightened the responsibility of organisations regarding psychological safety and the prevention of sexual harassment and sex-based discrimination. Companies operating in male dominated industries in Western Australia (WA) are under particular pressure due to lagging performance in addressing equity issues at a state level. Existing research correlates the I&D of …

Examining The Impact Of Workplace Diversity, Equity, And Inclusion Programs On Marginalized Groups: A Focus On Lgbtqia Employees, Lisa Garcia Rodriguez

Theses & Dissertations

Research Focus. The research aims to understand the experience of LGBTQIA individuals in the workplace and identify strategies for promoting their inclusion. The study will draw on prior research and best practices for promoting the inclusion of individuals in the workplace to contribute to the development of more inclusive work environments that benefit both employees and organizations. Examining the impact of workplace diversity, equity, and inclusion (DEI) on marginalized groups, the question to be answered is: What are the impacts of diversity, equity, and inclusion DEI initiatives in the workplace, and how can organizations create more equitable and inclusive environments? …

How Do Lgbt Employees Assess Their Firm’S Organizational Culture Regarding Lgbt Leadership?, Philippe Honore

Dissertations

This study explored Lesbian, Gay, Bisexual, and Trans (LGBT) employees’ perceptions and assessments of their firms’ organizational cultures and, in particular, the opportunities within the culture that can lead to upper management positions for those who identify as LGBT. The research sought to understand the extent to which inclusivity efforts are reflected in real career progression opportunities for openly LGBT employees working in San Diego County. Employing a convergent parallel mixed-methods research design, the study incorporated quantitative surveys and qualitative interviews to achieve a comprehensive understanding of participant’s perspectives and experiences. The decision to use both methods allowed the research …

"Finding Your People: Seeking Strength And Solidarity In Employee Resource Groups (Ergs)" - The One Club For Creativity's "Where Are All The Black People?" 2024 Conference Proceedings & Reading List, Javier O. Garcia

Publications and Research

Employee Resource Groups (ERGs) help create community in the workplace, and can serve as a source of strength for employees of marginalized identities.

This panel, originally held at The One Club for Creativity's "Where Are All the Black People?" conference and career fair in 2024, explores the value of intersectional identities in the workplace.

The featured panelists offer insights into the changing landscape of DE&I (diversity, equity, & inclusion) - particularly in the advertising, marketing communications, and creative industries - the impact it is having on employees, and how ERGs can serve as a catalyst for professional and organizational growth. …

Board Gender Diversity, Ceo Turnover, And Firm Performance In Entrepreneurial Firms, Matthew Imes, Mark West, Jessica West, Shan Yan

The Journal of Entrepreneurial Finance

This article examines recent literature on corporate boards and the interplay between director gender and CEO turnover and how it affects firm performance after CEO turnover. The primary focus is board gender diversity and CEO job embeddedness in entrepreneurial firms. This article discusses gender diversity and the frequency of CEO turnover. This paper finds that board gender diversity is associated with lower CEO involuntary turnovers and better overall performance in entrepreneurial firms. The article highlights how board gender diversity, especially in small firms, provides a unique pathway to create firm value and examines recent evidence on how gender diverse board …

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.

Harnessing The Power Of Cliftonstrengths®: How Multinational Corporations Can Use Deep-Level Diversity To Enhance Organizational Inclusion, Trapper Kay Pace

Electronic Theses and Dissertations

This research explicitly investigated how multinational corporations can enhance workplace inclusion through the novel use of the CliftonStrengths® assessment as a dimension of deep-level diversity. The study gleaned insights from employees’ perspectives, employing a constructivist grounded theory approach to explicate their experiences in rich qualitative narratives. Through open-ended surveys and intensive interviews, participants were selected using purposeful sampling to ensure meaningful data collection from the study organizations’ three global regions. The researcher conducted the analysis systematically through the constant comparison of data utilizing the NVivo14 software to assist in constructing codes, themes, and a theoretical schema. Results highlighted the significance …

Raising The Bar: Guideline To Improving Diversity, Equity, And Inclusion In Nursing Leadership, Kimako Desvignes

Doctor of Nursing Practice (DNP) Scholarly Projects - Archive

The United States is a nation marked by its growing diversity, with ethnically marginalized groups constituting 31% of the population in 2000, 37% in 2012, and projected to reach 50% by 2043 (Carter et al., 2015). In 2018, California had 8,000 registered nurses, with significant ethnic diversity: 40.7% White/Caucasian, 5.5% Black/African American, 11.3% Hispanic/LatinX, 18.7% Filipino, 12.8% Asian/Pacific Islander (excluding Filipino), 3.3% Other, and 7.7% unknown (Spetz et al., 2018). In Los Angeles, the demographics of employed R.N.s were similarly diverse. However, this increase in ethnically marginalized populations presents an ongoing challenge for healthcare organizations, emphasizing the need for sustained …

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 …

Understanding Neurodiversity And Executive Disfunction To Discover More Effective Accommodations And Create A More Inclusive Workforce For Neurodivergent Individuals, Carley Dahlstrom

Honors Theses and Capstones

The goal of this paper is twofold. One: understand executive disfunction to gain a broader understanding of neurodiversity and the challenges those with neurodiversity face in the workforce. And two: research different accommodations to combat executive disfunction and evaluate their effectiveness. To accomplish these goals, an extensive literature review was conducted to understand neurodiversity, executive disfunction, government requirements relating to accommodations, and an exploration of current accommodations available. Additionally, research was conducted in the form of interviews and a survey to expand and add to the overall understanding of this research area.

Results of the survey indicate an overall lack …

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 …

Managing Diversity In A Culturally Fractional World: Review Of Diversity: A Key Idea For Business And Society (2023) By Mustafa F. Özbilgin, Cihat Erbil

Markets, Globalization & Development Review

No abstract provided.

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.

Measuring Diversity, Equity, And Inclusion In The Child Welfare Workforce, Quality Improvement Center For Workforce Development

QIC-Tips

Some child welfare professionals have stated that there is a critical need for systemic changes to improve diversity, equity, and inclusion, but where do child welfare agencies begin? Although change is never easy, the starting place on the journey to have a diverse, equitable, and inclusive (DEI) workforce is relatively simple. It starts with you—a child welfare supervisor, manager, or administrator. Start by considering what you think you know. Is your knowledge based on perception or data? What experiences shape your perceptions? What tools do you have to measure your workforce? Administrative data sets and surveys that gather both qualitative …

Attracting Talent Through Sustainability: Leading Question - Does Sustainability Help Attract And Retain Talent, Ralf Burbach, Julia Lenz, Stefan Joos

Books / Book chapters

Facing significant talent shortages, many hospitality organisations struggle to attract, develop, and retain talent, and ultimately are not able to develop sustainable talent pipelines. In this chapter, we consider how organisations in the hospitality industry can introduce sustainable practices to manage talent. The chapter first presents an overview of the meaning of talent and talent management. We then introduce sustainability in the context of talent management and present three aspects that relate to a sustainable approach: (1) diverse and creative talent, (2) employer branding and employee value proposition, and (3) coopetition as an alternative to the competitive narrative in the …

Enhancing The Representation Of Women: How Gender Diversity Signals And Acknowledgement Affect Attraction To Men-Dominated Professions, Thomas P. Depatie, Anmol Sachdeva, Comila Shahani-Denning, Rebecca Grossman, Kevin P. Nolan

Personnel Assessment and Decisions

While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender …

Staff Matters: When Do Comments About Age Become Discriminatory?, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

Age-related comments in the workplace can lead to discrimination and legal consequences. The federal Age Discrimination in Employment Act (ADEA) protects employees aged 40 or older, while Michigan law extends protection to all ages. Harassment based on age can create a hostile work environment and result in lawsuits. Employers should address such issues, educate employees about discrimination and bias, and promote a culture that values diversity.