Equality, Diversity and InclusionTable of Contents for Equality, Diversity and Inclusion. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/2040-7149/vol/43/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEquality, Diversity and InclusionEmerald Publishing LimitedEquality, Diversity and InclusionEquality, Diversity and Inclusionhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/4d2e27158ca5f1c109c99624b7ee9092/urn:emeraldgroup.com:asset:id:binary:edi.cover.jpghttps://www.emerald.com/insight/publication/issn/2040-7149/vol/43/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTargeted placement for people with disabilities in Italy: a perspective from Lombardian companieshttps://www.emerald.com/insight/content/doi/10.1108/EDI-07-2023-0228/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this study explores the strengths and weaknesses of the Italian system of targeted placement for disabled people, based on Law 68/1999, which delegates to regional authorities the management of the labor market. The examination centers on the perspective of companies, the primary stakeholders in the inclusion of persons with disabilities within organizational structures. The article discusses the results of focus groups conducted with 28 managers of large, medium and small enterprises in Lombardy (Italy). Qualitative analysis was employed, and the results were structured using a simplified strengths, weaknesses, opportunities and threats (SWOT) analysis, incorporating practical recommendations. The analysis leads to practical suggestions to improve the entire targeted placement process at the regional level, from selection and accompaniment to evaluation, such as improving the networking of local stakeholders who deal with the inclusion of disabled people, homogeneity of the procedures in different regions, making all employees aware of diversity management, etc. The territorial network and the welfare environment are particularly important in achieving a successful targeted placement and to promote an inclusive corporate culture. This study is not representative of Italy as a whole, as it remains a qualitative investigation focused on a single region. This contribution accomplishes an in-depth study of the law of labor inclusion of people with disabilities observed from the point of view of companies, which are still usually reluctant to integrate people with disabilities into their organizations or encounter difficulties in doing so.Targeted placement for people with disabilities in Italy: a perspective from Lombardian companies
Matteo Moscatelli, Nicoletta Pavesi, Chiara Ferrari
Equality, Diversity and Inclusion, Vol. 43, No. 9, pp.1-17

The United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this study explores the strengths and weaknesses of the Italian system of targeted placement for disabled people, based on Law 68/1999, which delegates to regional authorities the management of the labor market. The examination centers on the perspective of companies, the primary stakeholders in the inclusion of persons with disabilities within organizational structures.

The article discusses the results of focus groups conducted with 28 managers of large, medium and small enterprises in Lombardy (Italy). Qualitative analysis was employed, and the results were structured using a simplified strengths, weaknesses, opportunities and threats (SWOT) analysis, incorporating practical recommendations.

The analysis leads to practical suggestions to improve the entire targeted placement process at the regional level, from selection and accompaniment to evaluation, such as improving the networking of local stakeholders who deal with the inclusion of disabled people, homogeneity of the procedures in different regions, making all employees aware of diversity management, etc. The territorial network and the welfare environment are particularly important in achieving a successful targeted placement and to promote an inclusive corporate culture.

This study is not representative of Italy as a whole, as it remains a qualitative investigation focused on a single region.

This contribution accomplishes an in-depth study of the law of labor inclusion of people with disabilities observed from the point of view of companies, which are still usually reluctant to integrate people with disabilities into their organizations or encounter difficulties in doing so.

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Targeted placement for people with disabilities in Italy: a perspective from Lombardian companies10.1108/EDI-07-2023-0228Equality, Diversity and Inclusion2024-01-11© 2024 Matteo Moscatelli, Nicoletta Pavesi and Chiara FerrariMatteo MoscatelliNicoletta PavesiChiara FerrariEquality, Diversity and Inclusion4392024-01-1110.1108/EDI-07-2023-0228https://www.emerald.com/insight/content/doi/10.1108/EDI-07-2023-0228/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Matteo Moscatelli, Nicoletta Pavesi and Chiara Ferrarihttp://creativecommons.org/licences/by/4.0/legalcode
Not leaving your unsatisfactory job: analyzing female, migrant, elderly and lower-educated employeeshttps://www.emerald.com/insight/content/doi/10.1108/EDI-07-2023-0223/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEmployees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees. We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives. Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs. This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.Not leaving your unsatisfactory job: analyzing female, migrant, elderly and lower-educated employees
Luuk Mandemakers, Eva Jaspers, Tanja van der Lippe
Equality, Diversity and Inclusion, Vol. 43, No. 9, pp.18-38

Employees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees.

We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives.

Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs.

This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.

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Not leaving your unsatisfactory job: analyzing female, migrant, elderly and lower-educated employees10.1108/EDI-07-2023-0223Equality, Diversity and Inclusion2024-02-06© 2024 Luuk Mandemakers, Eva Jaspers and Tanja van der LippeLuuk MandemakersEva JaspersTanja van der LippeEquality, Diversity and Inclusion4392024-02-0610.1108/EDI-07-2023-0223https://www.emerald.com/insight/content/doi/10.1108/EDI-07-2023-0223/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Luuk Mandemakers, Eva Jaspers and Tanja van der Lippehttp://creativecommons.org/licences/by/4.0/legalcode
Online corporate communication of diversity and inclusion: washing as aspirational talkhttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0250/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe article aims to investigate how washing practices focused on appeasing sceptics of diversity work in for-profit organizations play out in corporate online communication of diversity and inclusion efforts, and how these enable communication to a wide audience that includes social equity advocates. Online corporate communication data of diversity and inclusion themes were compiled from the websites of eight Swedish-based multinational corporations. The data included content from the companies’ official websites and annual reports and sustainability reports as well as diversity and inclusion-themed blog posts. A thematic analysis was conducted on the website content. The study showcases how tensions between conflicting external demands are navigated by keeping the communication open to several interpretations and thereby achieving multivocality. In the studied corporate texts on diversity and inclusion, this is achieved by alternating between elements catering to a business case audience and those that appeal to a social justice audience, with some procedures managing to appease both audiences at the same time. The article complements previously described forms of washing by introducing an additional type of washing – business case washing – an articulation of the business case rhetoric that characterizes the diversity management discourse. While much has been written about washing to satisfy advocates of social change and equity, washing to appease shareholders and boardroom members, who are focused on profit and economic growth, has received less attention. The article suggests that online corporate communication on diversity and inclusion, by appeasing diverse audiences, can be seen as aspirational talk.Online corporate communication of diversity and inclusion: washing as aspirational talk
Nanna Gillberg
Equality, Diversity and Inclusion, Vol. 43, No. 9, pp.39-54

The article aims to investigate how washing practices focused on appeasing sceptics of diversity work in for-profit organizations play out in corporate online communication of diversity and inclusion efforts, and how these enable communication to a wide audience that includes social equity advocates.

Online corporate communication data of diversity and inclusion themes were compiled from the websites of eight Swedish-based multinational corporations. The data included content from the companies’ official websites and annual reports and sustainability reports as well as diversity and inclusion-themed blog posts. A thematic analysis was conducted on the website content.

The study showcases how tensions between conflicting external demands are navigated by keeping the communication open to several interpretations and thereby achieving multivocality. In the studied corporate texts on diversity and inclusion, this is achieved by alternating between elements catering to a business case audience and those that appeal to a social justice audience, with some procedures managing to appease both audiences at the same time.

The article complements previously described forms of washing by introducing an additional type of washing – business case washing – an articulation of the business case rhetoric that characterizes the diversity management discourse. While much has been written about washing to satisfy advocates of social change and equity, washing to appease shareholders and boardroom members, who are focused on profit and economic growth, has received less attention. The article suggests that online corporate communication on diversity and inclusion, by appeasing diverse audiences, can be seen as aspirational talk.

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Online corporate communication of diversity and inclusion: washing as aspirational talk10.1108/EDI-08-2023-0250Equality, Diversity and Inclusion2024-03-12© 2024 Nanna GillbergNanna GillbergEquality, Diversity and Inclusion4392024-03-1210.1108/EDI-08-2023-0250https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0250/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Nanna Gillberghttp://creativecommons.org/licences/by/4.0/legalcode
Why we need Critical Race Theory: moving toward Critical Race Praxis in P-20 educationhttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0017/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn this paper the co-authors, educators and organizers working together in a liberatory curriculum development organization (People's Education Movement Chicago), put forth a conceptualization of Critical Race Praxis (CRP) in education as it applies to K-12 curriculum and education writ large. They take Yamamoto's (1997) premise seriously in that they need to spend less time with abstract theorizing and more time in communities experiencing injustice. The co-authors utilize critical race counterstory methodologies to analyze and (re)tell their experiences building and supporting justice-centered curriculum bound in CRP. In doing so, they share narratives that illuminate their individual and collective experiences navigating the gratuitous violence of white supremacy and other forms of structural oppression, and their work to center justice in and out of K-12 schools. The findings provide examples of organizational praxes within the tenets of CRP (Conceptual, Material, Performative and Reflexive). For People’s Education Movement Chicago the conceptual conditions of their praxes begin with an intersectional analysis of schooling, education, and life. Within the CRP tenant of the material, the co-authors share experiences that detail their continuous political education and offer seven emergent ways of being and building to bound the material change they seek to create through their work. Next, the co-authors share their insights on the performative tenet, with a focus on curriculum, which creates learning experiences that support people to remember social movements and develop within them the curiosity and agency to act on their findings in ways that center justice and transformation. Finally, the findings related to reflexivity focus on the authors’ internal practices as a collective. The authors place process over product which, as they articulate, is a must if they are to produce a vital harvest for communities they work with and for. The authors conclude the article with the following offerings useful to P-20 educators, researchers, school administrators and community members advancing more just educational futures: a commitment to the on the groundwork, situating social justice as an experiential phenomenon, the utilization of interdisciplinary approaches, collaborative work and capacity building, and a commitment to self and collective care. As P-20 teachers, community workers, organizers, caregivers and education scholars of color building together in a K-12 curriculum development organization, the authors suggest that now is the moment to pivot away from the rhetoric of “we don't do CRT” and into work that constructs paths toward praxes bound in the tenets of CRP.Why we need Critical Race Theory: moving toward Critical Race Praxis in P-20 education
Asif Wilson, Erica Dávila, Valentina Gamboa-Turner, Anänka Shony, David Stovall
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

In this paper the co-authors, educators and organizers working together in a liberatory curriculum development organization (People's Education Movement Chicago), put forth a conceptualization of Critical Race Praxis (CRP) in education as it applies to K-12 curriculum and education writ large. They take Yamamoto's (1997) premise seriously in that they need to spend less time with abstract theorizing and more time in communities experiencing injustice.

The co-authors utilize critical race counterstory methodologies to analyze and (re)tell their experiences building and supporting justice-centered curriculum bound in CRP. In doing so, they share narratives that illuminate their individual and collective experiences navigating the gratuitous violence of white supremacy and other forms of structural oppression, and their work to center justice in and out of K-12 schools.

The findings provide examples of organizational praxes within the tenets of CRP (Conceptual, Material, Performative and Reflexive). For People’s Education Movement Chicago the conceptual conditions of their praxes begin with an intersectional analysis of schooling, education, and life. Within the CRP tenant of the material, the co-authors share experiences that detail their continuous political education and offer seven emergent ways of being and building to bound the material change they seek to create through their work. Next, the co-authors share their insights on the performative tenet, with a focus on curriculum, which creates learning experiences that support people to remember social movements and develop within them the curiosity and agency to act on their findings in ways that center justice and transformation. Finally, the findings related to reflexivity focus on the authors’ internal practices as a collective. The authors place process over product which, as they articulate, is a must if they are to produce a vital harvest for communities they work with and for.

The authors conclude the article with the following offerings useful to P-20 educators, researchers, school administrators and community members advancing more just educational futures: a commitment to the on the groundwork, situating social justice as an experiential phenomenon, the utilization of interdisciplinary approaches, collaborative work and capacity building, and a commitment to self and collective care.

As P-20 teachers, community workers, organizers, caregivers and education scholars of color building together in a K-12 curriculum development organization, the authors suggest that now is the moment to pivot away from the rhetoric of “we don't do CRT” and into work that constructs paths toward praxes bound in the tenets of CRP.

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Why we need Critical Race Theory: moving toward Critical Race Praxis in P-20 education10.1108/EDI-01-2023-0017Equality, Diversity and Inclusion2023-12-13© 2023 Emerald Publishing LimitedAsif WilsonErica DávilaValentina Gamboa-TurnerAnänka ShonyDavid StovallEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-1310.1108/EDI-01-2023-0017https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0017/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The Social Drivers of Inclusive Workplaces scale: a preliminary validation of the questionnairehttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0022/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing on Shore and colleagues' model of inclusive workplaces (2018) and the perceptions of social context framework (Borgogni et al., 2010), this study aims to develop and provide a preliminary validation of the Social Drivers of Inclusive Workplaces (SDIW) scale. Using inductive and deductive approaches, items were developed. The resulting pool of 28 items was administrated to 1,244 employees using an anonymous online survey. The factor structure of the SDIW scale was tested through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Reliabilities were estimated. Alternative models were tested through CFAs. Nomological validity and measurement invariance across gender were explored. The EFA revealed a three-factor structure, including inclusive colleagues, supervisors and top management. This solution was confirmed by the CFA and outperformed all alternative models, showing good reliabilities. Measurement invariance across gender was confirmed. Correlations indicated that the SDIW total score and each dimension were positively associated with belongingness needs satisfaction and affective commitment, while negatively related to interpersonal strain, negative acts and turnover intention. This study provides practitioners with a reliable tool to map social drivers of inclusion within workplaces in order to design tailored interventions. This study contributes to the inclusion literature, as it is the first to provide a scale that simultaneously measures employees' perceptions of inclusive behaviours enacted by the three main social actors within the workplace.The Social Drivers of Inclusive Workplaces scale: a preliminary validation of the questionnaire
Ferdinando Paolo Santarpia, Valentina Sommovigo, Laura Borgogni
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing on Shore and colleagues' model of inclusive workplaces (2018) and the perceptions of social context framework (Borgogni et al., 2010), this study aims to develop and provide a preliminary validation of the Social Drivers of Inclusive Workplaces (SDIW) scale.

Using inductive and deductive approaches, items were developed. The resulting pool of 28 items was administrated to 1,244 employees using an anonymous online survey. The factor structure of the SDIW scale was tested through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Reliabilities were estimated. Alternative models were tested through CFAs. Nomological validity and measurement invariance across gender were explored.

The EFA revealed a three-factor structure, including inclusive colleagues, supervisors and top management. This solution was confirmed by the CFA and outperformed all alternative models, showing good reliabilities. Measurement invariance across gender was confirmed. Correlations indicated that the SDIW total score and each dimension were positively associated with belongingness needs satisfaction and affective commitment, while negatively related to interpersonal strain, negative acts and turnover intention.

This study provides practitioners with a reliable tool to map social drivers of inclusion within workplaces in order to design tailored interventions.

This study contributes to the inclusion literature, as it is the first to provide a scale that simultaneously measures employees' perceptions of inclusive behaviours enacted by the three main social actors within the workplace.

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The Social Drivers of Inclusive Workplaces scale: a preliminary validation of the questionnaire10.1108/EDI-01-2023-0022Equality, Diversity and Inclusion2023-11-09© 2023 Emerald Publishing LimitedFerdinando Paolo SantarpiaValentina SommovigoLaura BorgogniEquality, Diversity and Inclusionahead-of-printahead-of-print2023-11-0910.1108/EDI-01-2023-0022https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0022/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The mourning after affirmative action: a composite counterstory about whiteness as property, fugitive pedagogy, and possibilityhttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0023/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn the aftermath of the Supreme Court’s 2023 decision to effectively end race-conscious admissions practices across the nation, this paper highlights the law’s commitment to whiteness and antiblackness, invites us to mourn and to connect to possibility. Drawing from the theoretical contributions of Cheryl Harris, Jarvis Givens and Chezare Warren, as well as the wisdom of Justice Ketanji Brown Jackson’s dissenting opinion, this paper utilizes CRT composite counterstory methodology to illuminate the antiblack reality of facially “race-neutral” admissions. By manifesting the impossible situation that SFFA and the Supreme Court’s majority seek to normalize, the composite counterstory illuminates how Justice Jackson’s hypothetical enacts a fugitive pedagogy within a dominant legal system committed to whiteness as property; invites us to mourn, to connect to possibility and to remain committed to freedom as an intergenerational project that is inherently humanizing. In a sobering moment where we face the end of race-conscious admissions, this paper uniquely grapples with the contradictions of affirmative action as minimally effective while also radically disruptive.The mourning after affirmative action: a composite counterstory about whiteness as property, fugitive pedagogy, and possibility
Uma Mazyck Jayakumar
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

In the aftermath of the Supreme Court’s 2023 decision to effectively end race-conscious admissions practices across the nation, this paper highlights the law’s commitment to whiteness and antiblackness, invites us to mourn and to connect to possibility.

Drawing from the theoretical contributions of Cheryl Harris, Jarvis Givens and Chezare Warren, as well as the wisdom of Justice Ketanji Brown Jackson’s dissenting opinion, this paper utilizes CRT composite counterstory methodology to illuminate the antiblack reality of facially “race-neutral” admissions.

By manifesting the impossible situation that SFFA and the Supreme Court’s majority seek to normalize, the composite counterstory illuminates how Justice Jackson’s hypothetical enacts a fugitive pedagogy within a dominant legal system committed to whiteness as property; invites us to mourn, to connect to possibility and to remain committed to freedom as an intergenerational project that is inherently humanizing.

In a sobering moment where we face the end of race-conscious admissions, this paper uniquely grapples with the contradictions of affirmative action as minimally effective while also radically disruptive.

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The mourning after affirmative action: a composite counterstory about whiteness as property, fugitive pedagogy, and possibility10.1108/EDI-01-2023-0023Equality, Diversity and Inclusion2024-03-19© 2024 Emerald Publishing LimitedUma Mazyck JayakumarEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-1910.1108/EDI-01-2023-0023https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0023/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Reconceptualising diversity management from a paradox lenshttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0029/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSince the 1980's, diversity management (DM) has been regarded as a relevant scholarly and practical endeavour laden with different and often contrasting rationales and conceptualisations. In this regard, the current literature on DM largely differentiates between two overarching approaches – the instrumental and the critical approach with varying conceptualisations and underlying understandings of DM. The purpose of this paper is to discuss how a paradox lens can be utilised to bridge existing understandings of diversity management. The authors aim to discuss the current state of DM literature and reconceptualise DM from a paradox lens. The authors argue that the use of a paradox lens on DM allows for challenges to be brought forward instead of ignored or hidden away by illuminating and actively acknowledging both the liberating but also the challenging and oftentimes constraining experiences for the actors involved. Thus, a Paradox lens offers space for embracing and utilising paradoxes when working with diversity. Diversity management is no new concept in the field of human resource management and several scholars argue that the longstanding divide between the instrumental and critical approach remains problematic and limiting for the practice of DM. Hence, the value of reconceptualising DM from a paradox lens lies in bridging the two approaches in order to give way to viewing DM as a nuanced, dynamic and multifaceted practice that can accommodate complexity and contradictions in new and potentially beneficial manners.Reconceptualising diversity management from a paradox lens
Stina Rydell Brøgger, Maria Dahl Andersen
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Since the 1980's, diversity management (DM) has been regarded as a relevant scholarly and practical endeavour laden with different and often contrasting rationales and conceptualisations. In this regard, the current literature on DM largely differentiates between two overarching approaches – the instrumental and the critical approach with varying conceptualisations and underlying understandings of DM. The purpose of this paper is to discuss how a paradox lens can be utilised to bridge existing understandings of diversity management.

The authors aim to discuss the current state of DM literature and reconceptualise DM from a paradox lens.

The authors argue that the use of a paradox lens on DM allows for challenges to be brought forward instead of ignored or hidden away by illuminating and actively acknowledging both the liberating but also the challenging and oftentimes constraining experiences for the actors involved. Thus, a Paradox lens offers space for embracing and utilising paradoxes when working with diversity.

Diversity management is no new concept in the field of human resource management and several scholars argue that the longstanding divide between the instrumental and critical approach remains problematic and limiting for the practice of DM. Hence, the value of reconceptualising DM from a paradox lens lies in bridging the two approaches in order to give way to viewing DM as a nuanced, dynamic and multifaceted practice that can accommodate complexity and contradictions in new and potentially beneficial manners.

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Reconceptualising diversity management from a paradox lens10.1108/EDI-01-2023-0029Equality, Diversity and Inclusion2023-12-08© 2023 Emerald Publishing LimitedStina Rydell BrøggerMaria Dahl AndersenEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-0810.1108/EDI-01-2023-0029https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0029/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Racelighting Black, Indigenous and People of Color in education: a conceptual frameworkhttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0038/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article provides an overviews of the concept of racelighting. Racelighting is “is an act of psychological manipulation where Black, Indigenous, and People of Color (BIPOC) receive racial messages that lead them to second-guess their lived experiences with racism” This conceptual paper articulates four primary ways that racelighting manifests in the lives and experiences of Black, Indigenous and People of Color (BIPOC). There are four common messages that often lead to racelighting: stereotype advancement, resistive actions, inauthentic allyship and misrepresenting the past. While much has been written about gaslighting, few frameworks articulate how gaslighting occurs in a racialized context.Racelighting Black, Indigenous and People of Color in education: a conceptual framework
J. Luke Wood, Frank Harris III
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article provides an overviews of the concept of racelighting. Racelighting is “is an act of psychological manipulation where Black, Indigenous, and People of Color (BIPOC) receive racial messages that lead them to second-guess their lived experiences with racism”

This conceptual paper articulates four primary ways that racelighting manifests in the lives and experiences of Black, Indigenous and People of Color (BIPOC).

There are four common messages that often lead to racelighting: stereotype advancement, resistive actions, inauthentic allyship and misrepresenting the past.

While much has been written about gaslighting, few frameworks articulate how gaslighting occurs in a racialized context.

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Racelighting Black, Indigenous and People of Color in education: a conceptual framework10.1108/EDI-01-2023-0038Equality, Diversity and Inclusion2024-01-31© 2023 Emerald Publishing LimitedJ. Luke WoodFrank Harris IIIEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-3110.1108/EDI-01-2023-0038https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0038/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Challenging the dominant narratives: faculty members’ perceptions of administrators’ responses to Critical Race Theory banshttps://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0040/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestLegislators continue to label Critical Race Theory (CRT) and other race-based concepts as divisive. Nevertheless, CRT, at its core, is committed to radical transformation and addressing issues of race and racism to understand how People of Color are oppressed. Through rhetoric and legislative bans, this current anti-CRT movement uses race-neutral policies and practices to limit and eliminate CRT scholars, especially faculty members, from teaching and researching critical pedagogies and other race-based topics. Through semi-structured interviews using Critical Race Methodology (CRM), the authors sought to understand how 40 faculty members challenged the dominant narratives presented by administrators through their responses to CRT bans. Additionally, this work aimed to examine how administrators’ responses complicate how faculty make sense of CRT bans. Findings describe three major themes: (1) how administrators failed to respond to CRT bans, which to faculty indicated their desire to present a neutral stance as the middle ground between faculty and legislators; (2) the type of rhetoric administrators engaged in exemplified authoritarian approaches that upheld status quo narratives about diversity, exposing their inability to stand against oppressive dominant narratives; and (3) institutional leaders’ refusal to address the true threats that faculty members faced reinforced the racialized harm that individuals engaging in CRT work must navigate individually. This study is one of the few that provide empirical data on this current anti-CRT movement, including problematizing the CRT bans, and how it affects campus constituents such as faculty members.Challenging the dominant narratives: faculty members’ perceptions of administrators’ responses to Critical Race Theory bans
Kaleb L. Briscoe, Veronica A. Jones
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Legislators continue to label Critical Race Theory (CRT) and other race-based concepts as divisive. Nevertheless, CRT, at its core, is committed to radical transformation and addressing issues of race and racism to understand how People of Color are oppressed. Through rhetoric and legislative bans, this current anti-CRT movement uses race-neutral policies and practices to limit and eliminate CRT scholars, especially faculty members, from teaching and researching critical pedagogies and other race-based topics.

Through semi-structured interviews using Critical Race Methodology (CRM), the authors sought to understand how 40 faculty members challenged the dominant narratives presented by administrators through their responses to CRT bans. Additionally, this work aimed to examine how administrators’ responses complicate how faculty make sense of CRT bans.

Findings describe three major themes: (1) how administrators failed to respond to CRT bans, which to faculty indicated their desire to present a neutral stance as the middle ground between faculty and legislators; (2) the type of rhetoric administrators engaged in exemplified authoritarian approaches that upheld status quo narratives about diversity, exposing their inability to stand against oppressive dominant narratives; and (3) institutional leaders’ refusal to address the true threats that faculty members faced reinforced the racialized harm that individuals engaging in CRT work must navigate individually.

This study is one of the few that provide empirical data on this current anti-CRT movement, including problematizing the CRT bans, and how it affects campus constituents such as faculty members.

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Challenging the dominant narratives: faculty members’ perceptions of administrators’ responses to Critical Race Theory bans10.1108/EDI-01-2023-0040Equality, Diversity and Inclusion2024-02-28© 2023 Emerald Publishing LimitedKaleb L. BriscoeVeronica A. JonesEquality, Diversity and Inclusionahead-of-printahead-of-print2024-02-2810.1108/EDI-01-2023-0040https://www.emerald.com/insight/content/doi/10.1108/EDI-01-2023-0040/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
A tragedy of intersectionality: a study of Fauzia Rafique's https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2021-0081/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe papers explores the emergence of an ideological consolidation amidst the theory of intersectionality put forth by Crenshaw and Mohanty's transnational feminist thought vis-à-vis the thematic concerns of Punjabi immigrant fiction. The paper attempts to follow a qualitative approach in terms of uncovering the various facets of Punjabi Diasporic Fiction vis-à-vis reflecting how intersectionality defines the diasporic condition of third-world immigrant women through contextualizing Fauzia Rafique's text, Skeena. The performed study depicts the intellectual consonance between Crenshaw and Mohanty's theories and how immigrant literature aids Crenshaw and Mohanty's hypothesis into praxis. The research majorly focuses upon the works of the Punjabi diaspora and studies the diaspora's implications while analyzing how the diaspora contributes in rupturing contemporary hegemonic structures. The paper has been originally drafted through the honest research performed by the author.A tragedy of intersectionality: a study of Fauzia Rafique's
Mehak Bhola
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The papers explores the emergence of an ideological consolidation amidst the theory of intersectionality put forth by Crenshaw and Mohanty's transnational feminist thought vis-à-vis the thematic concerns of Punjabi immigrant fiction.

The paper attempts to follow a qualitative approach in terms of uncovering the various facets of Punjabi Diasporic Fiction vis-à-vis reflecting how intersectionality defines the diasporic condition of third-world immigrant women through contextualizing Fauzia Rafique's text, Skeena.

The performed study depicts the intellectual consonance between Crenshaw and Mohanty's theories and how immigrant literature aids Crenshaw and Mohanty's hypothesis into praxis.

The research majorly focuses upon the works of the Punjabi diaspora and studies the diaspora's implications while analyzing how the diaspora contributes in rupturing contemporary hegemonic structures.

The paper has been originally drafted through the honest research performed by the author.

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A tragedy of intersectionality: a study of Fauzia Rafique's 10.1108/EDI-03-2021-0081Equality, Diversity and Inclusion2023-07-11© 2023 Emerald Publishing LimitedMehak BholaEquality, Diversity and Inclusionahead-of-printahead-of-print2023-07-1110.1108/EDI-03-2021-0081https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2021-0081/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Hope theory as resistance: narratives of South Asian scholars in Australian academiahttps://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0085/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIdentity, positioning and possibilities intersect differently for South Asian women in white academia. Within a broader migrant community that defines Australian life, these identities and positioning imply great possibility, but pursuing such pathways within academia is a walk on the last strand of resilience. This paper explores this tension of possibilities and constraints, using hope theory to highlight the cognitive resistance evident in the narratives of three South Asian women in Australian academia. The authors use collaborative autoethnography to share their narratives of working in Australian universities at three different stages of careers, utilising Snyder's model of hope theory to interrogate their own goal-setting behaviours, pathways and agentic thinking. The authors propose that hope as a cognitive state informs resistance and enables aspirations to contribute within academia in meaningful ways whilst navigating the terrain of inequitable structures. The authors' use of hope theory as a lens on the intersectional experiences of career making, building and progression is a new contribution to scholarship on marginalised women in white academe and the ways in which the pathways of resistance are identified.Hope theory as resistance: narratives of South Asian scholars in Australian academia
Nicola Sum, Reshmi Lahiri-Roy, Nish Belford
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Identity, positioning and possibilities intersect differently for South Asian women in white academia. Within a broader migrant community that defines Australian life, these identities and positioning imply great possibility, but pursuing such pathways within academia is a walk on the last strand of resilience. This paper explores this tension of possibilities and constraints, using hope theory to highlight the cognitive resistance evident in the narratives of three South Asian women in Australian academia.

The authors use collaborative autoethnography to share their narratives of working in Australian universities at three different stages of careers, utilising Snyder's model of hope theory to interrogate their own goal-setting behaviours, pathways and agentic thinking.

The authors propose that hope as a cognitive state informs resistance and enables aspirations to contribute within academia in meaningful ways whilst navigating the terrain of inequitable structures.

The authors' use of hope theory as a lens on the intersectional experiences of career making, building and progression is a new contribution to scholarship on marginalised women in white academe and the ways in which the pathways of resistance are identified.

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Hope theory as resistance: narratives of South Asian scholars in Australian academia10.1108/EDI-03-2023-0085Equality, Diversity and Inclusion2023-11-06© 2023 Emerald Publishing LimitedNicola SumReshmi Lahiri-RoyNish BelfordEquality, Diversity and Inclusionahead-of-printahead-of-print2023-11-0610.1108/EDI-03-2023-0085https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0085/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Coping techniques and strategies for pursuing anti-racism within academe: a collective autoethnographic account from minoritised academics in the UKhttps://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0090/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDrawing upon the authors’ experiences as minoritised academic scholars within leadership roles of a Black, Asian, Minority Ethnic (BAME) Network in the United Kingdom (UK) academe, the authors explored the research question “In what ways do racially minoritised academics use coping techniques and strategies to counter racism and inequality in the higher education environment”. The authors used a collective autoethnography approach accompanied by storytelling, underpinned by a qualitative interpretative process, supported by inductive, data-driven theorising. The authors’ approach is supplemented by the usage of content analysis (Schrieier, 2012) to analyse the data and generate findings. The research findings specifically highlight (1) collectivism, solidarity and belonging, (2) knowledge expansion and critical consciousness, (3) disarming approaches and emotional labour, (4) resistance through setting boundaries and (5) intersectionality and BAME men allyship, as specific approaches for taking forward anti-racism. Autoethnographic research has encountered challenges around verification, transparency and veracity of data, and issues have been debated due to its subjective nature (see Jones, 2010; Keeler, 2019; Méndez, 2013). Additional complications arise regarding neutrality and objectivity associated with the researchers' identities and experiences being represented in autoethnographic accounts. The authors acknowledge that the accounts provided are subjective, and have influenced the research process and product. Research on the experiences of minoritised academics leading staff equality networks constitutes a research gap. This article offers an original analysis through outlining the authors’ lived experiences in leadership positions of a BAME Network and hope to other minoritised employees undertaking anti-racist work.Coping techniques and strategies for pursuing anti-racism within academe: a collective autoethnographic account from minoritised academics in the UK
Anita Garvey, Reem Talhouk, Benjamin Ajibade
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Drawing upon the authors’ experiences as minoritised academic scholars within leadership roles of a Black, Asian, Minority Ethnic (BAME) Network in the United Kingdom (UK) academe, the authors explored the research question “In what ways do racially minoritised academics use coping techniques and strategies to counter racism and inequality in the higher education environment”.

The authors used a collective autoethnography approach accompanied by storytelling, underpinned by a qualitative interpretative process, supported by inductive, data-driven theorising. The authors’ approach is supplemented by the usage of content analysis (Schrieier, 2012) to analyse the data and generate findings.

The research findings specifically highlight (1) collectivism, solidarity and belonging, (2) knowledge expansion and critical consciousness, (3) disarming approaches and emotional labour, (4) resistance through setting boundaries and (5) intersectionality and BAME men allyship, as specific approaches for taking forward anti-racism.

Autoethnographic research has encountered challenges around verification, transparency and veracity of data, and issues have been debated due to its subjective nature (see Jones, 2010; Keeler, 2019; Méndez, 2013). Additional complications arise regarding neutrality and objectivity associated with the researchers' identities and experiences being represented in autoethnographic accounts. The authors acknowledge that the accounts provided are subjective, and have influenced the research process and product.

Research on the experiences of minoritised academics leading staff equality networks constitutes a research gap. This article offers an original analysis through outlining the authors’ lived experiences in leadership positions of a BAME Network and hope to other minoritised employees undertaking anti-racist work.

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Coping techniques and strategies for pursuing anti-racism within academe: a collective autoethnographic account from minoritised academics in the UK10.1108/EDI-03-2023-0090Equality, Diversity and Inclusion2023-11-06© 2023 Emerald Publishing LimitedAnita GarveyReem TalhoukBenjamin AjibadeEquality, Diversity and Inclusionahead-of-printahead-of-print2023-11-0610.1108/EDI-03-2023-0090https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0090/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Impostorization in the ivory tower: less discussed but more vexing than impostor syndromehttps://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0094/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGiven the lack of research on the lived experiences of racially minoritized women in academia, this paper provides primary accounts of their experience with impostorization. Impostorization refers to the policies, practices and seemingly innocuous interactions that make or intend to make individuals (i.e. women of color) question their intelligence, competence and sense of belonging. To explore experiences with impostorization and identify effective coping strategies to counter the debilitating effects of impostorization, 17 semi-structured interviews were conducted with women of color PhD students and faculty at universities throughout the USA and across disciplines. While impostor syndrome, which refers to feelings of inadequacy that individuals experience and a fear that they will be discovered as fraud, has garnered much attention, the present accounts suggest that the more vexing issue in academia is impostorization, not impostor syndrome. Forms of impostorization include microaggressions, grateful guest syndrome, invisibility and inclusion taxation. The interviews reveal the implicit and explicit ways in which academia impostorizes racially minoritized women scholars and the coping strategies that they use to navigate and survive within academia. The accounts demonstrate the pernicious effects of labeling feelings of inadequacy and unbelonging as impostor syndrome rather than recognizing that the problem is impostorization. This is a call to change the narrative and go from a fix-the-individual to a fix-the-institution approach.Impostorization in the ivory tower: less discussed but more vexing than impostor syndrome
Angélica S. Gutiérrez, Jean Lee Cole
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Given the lack of research on the lived experiences of racially minoritized women in academia, this paper provides primary accounts of their experience with impostorization. Impostorization refers to the policies, practices and seemingly innocuous interactions that make or intend to make individuals (i.e. women of color) question their intelligence, competence and sense of belonging.

To explore experiences with impostorization and identify effective coping strategies to counter the debilitating effects of impostorization, 17 semi-structured interviews were conducted with women of color PhD students and faculty at universities throughout the USA and across disciplines.

While impostor syndrome, which refers to feelings of inadequacy that individuals experience and a fear that they will be discovered as fraud, has garnered much attention, the present accounts suggest that the more vexing issue in academia is impostorization, not impostor syndrome. Forms of impostorization include microaggressions, grateful guest syndrome, invisibility and inclusion taxation.

The interviews reveal the implicit and explicit ways in which academia impostorizes racially minoritized women scholars and the coping strategies that they use to navigate and survive within academia. The accounts demonstrate the pernicious effects of labeling feelings of inadequacy and unbelonging as impostor syndrome rather than recognizing that the problem is impostorization. This is a call to change the narrative and go from a fix-the-individual to a fix-the-institution approach.

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Impostorization in the ivory tower: less discussed but more vexing than impostor syndrome10.1108/EDI-03-2023-0094Equality, Diversity and Inclusion2023-12-12© 2023 Emerald Publishing LimitedAngélica S. GutiérrezJean Lee ColeEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-1210.1108/EDI-03-2023-0094https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0094/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
“I’m not white”: counter-stories from “mixed race” women navigating PhDshttps://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0097/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper critiques institutional whiteness and racial categorisation in UK higher education. This is done through the representation of the complex narratives of “mixed race” women navigating their PhD experiences in predominantly white institutions, when their identities have proximity to whiteness. This study introduces five vignettes of “mixed race” women, gathered from a wider study of 27 PhDs and early career researchers in UK higher education. The paper employs Yuval-Davis’ framework of belonging and bell hooks' approach to chosen versus forced marginality to create a conceptual framework based on fluid agency and empowerment, recognising belonging as an ongoing process. The findings reveal how “mixed race” women can occupy a liminal space between belonging to and rejecting racial categorisation, as they attempted to situate their self-identifications within the boundaries of institutional whiteness. The study only utilises a small sample size of five counter-stories from a larger study on PhD career trajectories, limiting its empirical claims. It also only engages with “mixed race” women who have proximity to whiteness, encouraging research on different “mixed race” intersections. This paper encourages more discussion around “mixed race” experiences of UK higher education and critical engagement with higher education’s reliance on statistical data to understand racialised communities. This paper contributes new empirical insights into how whiteness is experienced when “mixed race” women negotiate their relation to it in UK higher education. It also provides theoretical advancements into understanding of institutional whiteness and critically engages with racial categorisation.“I’m not white”: counter-stories from “mixed race” women navigating PhDs
Rhianna Garrett
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper critiques institutional whiteness and racial categorisation in UK higher education. This is done through the representation of the complex narratives of “mixed race” women navigating their PhD experiences in predominantly white institutions, when their identities have proximity to whiteness.

This study introduces five vignettes of “mixed race” women, gathered from a wider study of 27 PhDs and early career researchers in UK higher education. The paper employs Yuval-Davis’ framework of belonging and bell hooks' approach to chosen versus forced marginality to create a conceptual framework based on fluid agency and empowerment, recognising belonging as an ongoing process.

The findings reveal how “mixed race” women can occupy a liminal space between belonging to and rejecting racial categorisation, as they attempted to situate their self-identifications within the boundaries of institutional whiteness.

The study only utilises a small sample size of five counter-stories from a larger study on PhD career trajectories, limiting its empirical claims. It also only engages with “mixed race” women who have proximity to whiteness, encouraging research on different “mixed race” intersections.

This paper encourages more discussion around “mixed race” experiences of UK higher education and critical engagement with higher education’s reliance on statistical data to understand racialised communities.

This paper contributes new empirical insights into how whiteness is experienced when “mixed race” women negotiate their relation to it in UK higher education. It also provides theoretical advancements into understanding of institutional whiteness and critically engages with racial categorisation.

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“I’m not white”: counter-stories from “mixed race” women navigating PhDs10.1108/EDI-03-2023-0097Equality, Diversity and Inclusion2024-01-12© 2023 Emerald Publishing LimitedRhianna GarrettEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-1210.1108/EDI-03-2023-0097https://www.emerald.com/insight/content/doi/10.1108/EDI-03-2023-0097/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
From infamy to truth. Epistemic coloniality and knowledges in resistance: an approach to the cases of Inés Fernández Ortega and Valentina Rosendo Cantúhttps://www.emerald.com/insight/content/doi/10.1108/EDI-04-2022-0103/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of the article is to show the regime of truth in the institutional commissions that have the objective of restoring history by establishing a democratic, equitable, comprehensive, inclusive and fair criterion against the attempts of re-victimization and suppression of memory that Western political and cultural traditions have installed through their mechanisms of power. Based on the analysis of the cases of Inés Fernández Ortega and Valentina Rosendo Cantú, they establish the material conditions from which prejudices and hegemonic stereotypes are intertwined to reproduce serious violations of human rights in democratic political and epistemic frameworks. The colonial function of the truth commissions in Mexico is analyzed, which are presented as mechanisms for social development, political and colonial reproduction of liberal democracy. The qualitative results allow considering the way in which the different truth commissions in Mexico have been strongly linked to epistemic mechanisms in which truth and justice favor the reproduction of established relationships based on race, social class and gender. Especially in the so-called democratic transition, violence, truth and justice come together to highlight power relations in situations that have been disavowed by the intelligentsia. The limitations of the research are found in the historical configuration of the truth commissions in Mexico. The data, references and assessments are crossed by the initial function of the truth commissions and the establishment of apparatuses and mechanisms based on transitional justice. Based on this, it can be considered a methodological oversight to shift the analysis of truth commissions toward a critical assessment of the truth as a regime of government and hegemonic and colonization criteria from two very specific cases. The originality of the work is found in the critical discernment of truth as a political category and the coloniality of power.From infamy to truth. Epistemic coloniality and knowledges in resistance: an approach to the cases of Inés Fernández Ortega and Valentina Rosendo Cantú
Miguel Angel Martínez Martínez
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of the article is to show the regime of truth in the institutional commissions that have the objective of restoring history by establishing a democratic, equitable, comprehensive, inclusive and fair criterion against the attempts of re-victimization and suppression of memory that Western political and cultural traditions have installed through their mechanisms of power.

Based on the analysis of the cases of Inés Fernández Ortega and Valentina Rosendo Cantú, they establish the material conditions from which prejudices and hegemonic stereotypes are intertwined to reproduce serious violations of human rights in democratic political and epistemic frameworks. The colonial function of the truth commissions in Mexico is analyzed, which are presented as mechanisms for social development, political and colonial reproduction of liberal democracy.

The qualitative results allow considering the way in which the different truth commissions in Mexico have been strongly linked to epistemic mechanisms in which truth and justice favor the reproduction of established relationships based on race, social class and gender. Especially in the so-called democratic transition, violence, truth and justice come together to highlight power relations in situations that have been disavowed by the intelligentsia.

The limitations of the research are found in the historical configuration of the truth commissions in Mexico. The data, references and assessments are crossed by the initial function of the truth commissions and the establishment of apparatuses and mechanisms based on transitional justice. Based on this, it can be considered a methodological oversight to shift the analysis of truth commissions toward a critical assessment of the truth as a regime of government and hegemonic and colonization criteria from two very specific cases.

The originality of the work is found in the critical discernment of truth as a political category and the coloniality of power.

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From infamy to truth. Epistemic coloniality and knowledges in resistance: an approach to the cases of Inés Fernández Ortega and Valentina Rosendo Cantú10.1108/EDI-04-2022-0103Equality, Diversity and Inclusion2024-01-29© 2024 Emerald Publishing LimitedMiguel Angel Martínez MartínezEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-2910.1108/EDI-04-2022-0103https://www.emerald.com/insight/content/doi/10.1108/EDI-04-2022-0103/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Special edition: chasing truth and (re)conciliation: navigating contexts, tensions, limits and possibilities “Reclaiming truth recovery against the backdrop of ongoing Zionist settler colonialism in Palestine”https://www.emerald.com/insight/content/doi/10.1108/EDI-05-2022-0106/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article argues that truth recovery practices that take place against the backdrop of ongoing settler colonial erasure, as is the case when considering Zionist colonial violence in Palestine, must focus on combating state-sponsored attempts at erasure, rather than solely providing a platform for the expression of settler guilt. The article analyses existing literature on truth recovery practices that take place in Palestine, including the work of a variety of local NGOs engaged in such praxis, with a view to considering how this form of transitional justice has germinated incrementally in the space. Critical reflection on the work of a variety of grassroots NGOs is situated alongside other forms of transitional justice intervention. The article argues that in the context of enduring settler colonialism, the truth regarding past Zionist atrocities in historic Palestine must avoid being curated in the present day in such a way as to allow for damage limitation rather than the platforming of conversations around meaningful repair. Truth recovery for recovery's sake serves only to reinforce the settler colonial status quo rather than properly agitate for a full decolonisation, one that demands and facilitates indigenous Palestinian return. The article challenges prevailing notions of the role of truth recovery practices in spaces of enduring settler colonial value. It makes clear that the role of truth recovery interventions in sites where colonial violence endures must be to actively and meaningfully support activities that reinforce native identity, history and presence on the land. Moreover, by reference to existing grassroots attempts at truth recovery in Palestine, the article provides an original and clear argument that states it is simply not enough to platform the revelation of uncomfortable truths or to provide opportunities for settler violence of the past to be “confessed” in public if it is disassociated from challenging the present-day structures of ongoing oppression.Special edition: chasing truth and (re)conciliation: navigating contexts, tensions, limits and possibilities “Reclaiming truth recovery against the backdrop of ongoing Zionist settler colonialism in Palestine”
Brendan Ciarán Browne
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article argues that truth recovery practices that take place against the backdrop of ongoing settler colonial erasure, as is the case when considering Zionist colonial violence in Palestine, must focus on combating state-sponsored attempts at erasure, rather than solely providing a platform for the expression of settler guilt.

The article analyses existing literature on truth recovery practices that take place in Palestine, including the work of a variety of local NGOs engaged in such praxis, with a view to considering how this form of transitional justice has germinated incrementally in the space. Critical reflection on the work of a variety of grassroots NGOs is situated alongside other forms of transitional justice intervention.

The article argues that in the context of enduring settler colonialism, the truth regarding past Zionist atrocities in historic Palestine must avoid being curated in the present day in such a way as to allow for damage limitation rather than the platforming of conversations around meaningful repair. Truth recovery for recovery's sake serves only to reinforce the settler colonial status quo rather than properly agitate for a full decolonisation, one that demands and facilitates indigenous Palestinian return.

The article challenges prevailing notions of the role of truth recovery practices in spaces of enduring settler colonial value. It makes clear that the role of truth recovery interventions in sites where colonial violence endures must be to actively and meaningfully support activities that reinforce native identity, history and presence on the land. Moreover, by reference to existing grassroots attempts at truth recovery in Palestine, the article provides an original and clear argument that states it is simply not enough to platform the revelation of uncomfortable truths or to provide opportunities for settler violence of the past to be “confessed” in public if it is disassociated from challenging the present-day structures of ongoing oppression.

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Special edition: chasing truth and (re)conciliation: navigating contexts, tensions, limits and possibilities “Reclaiming truth recovery against the backdrop of ongoing Zionist settler colonialism in Palestine”10.1108/EDI-05-2022-0106Equality, Diversity and Inclusion2023-08-15© 2023 Brendan Ciarán BrowneBrendan Ciarán BrowneEquality, Diversity and Inclusionahead-of-printahead-of-print2023-08-1510.1108/EDI-05-2022-0106https://www.emerald.com/insight/content/doi/10.1108/EDI-05-2022-0106/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Brendan Ciarán Brownehttp://creativecommons.org/licences/by/4.0/legalcode
The barriers to advancing race equality in Scottish local authority employmenthttps://www.emerald.com/insight/content/doi/10.1108/EDI-05-2022-0117/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development. This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis. The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities? The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.The barriers to advancing race equality in Scottish local authority employment
Silvio Hofmann
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development.

This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis.

The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities?

The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.

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The barriers to advancing race equality in Scottish local authority employment10.1108/EDI-05-2022-0117Equality, Diversity and Inclusion2024-03-12© 2024 Emerald Publishing LimitedSilvio HofmannEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-1210.1108/EDI-05-2022-0117https://www.emerald.com/insight/content/doi/10.1108/EDI-05-2022-0117/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Examining the boundary conditions of tokenism: within-occupation gender wage gaps and female representation in the Canadian labor markethttps://www.emerald.com/insight/content/doi/10.1108/EDI-05-2023-0140/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to examine the boundary conditions of Kanter's (1977) tokenism theory as applied to the gender wage gap. The authors aimed to discover if there was a point where the relationship between the percentage of women in a job category and the gender wage gap changed, and, if so, where the threshold was located and what was the nature of the shift in relationship. The authors used the Andrews’ (1993) threshold effects technique. Using 22 separate years of publicly available Canadian wage data, they examined the relationship between the percentage of females in 40 unique occupational categories and the female-to-male earnings ratio (for a total of 880 observations). The results showed the existence of a threshold point, and that early gains in percent female within an occupation, up to approximately 14% female in the occupation, associate with strong gains in the female-to-male wage ratio. However, beyond that point, further gains in percent female associate with smaller improvements in the female-to-male wage ratio. The findings are useful in understanding the dynamics of occupational group gender composition, potential theoretical reasons for the nuances in relationship, as well as opportunities that may facilitate more equitable outcomes. The results show that, though improvements were made above and below the threshold point, enhancements in the wage gap are actually larger when there are less women in the job category (e.g. tokens).Examining the boundary conditions of tokenism: within-occupation gender wage gaps and female representation in the Canadian labor market
Amber L. Stephenson, David B. Yerger
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study was to examine the boundary conditions of Kanter's (1977) tokenism theory as applied to the gender wage gap. The authors aimed to discover if there was a point where the relationship between the percentage of women in a job category and the gender wage gap changed, and, if so, where the threshold was located and what was the nature of the shift in relationship.

The authors used the Andrews’ (1993) threshold effects technique. Using 22 separate years of publicly available Canadian wage data, they examined the relationship between the percentage of females in 40 unique occupational categories and the female-to-male earnings ratio (for a total of 880 observations).

The results showed the existence of a threshold point, and that early gains in percent female within an occupation, up to approximately 14% female in the occupation, associate with strong gains in the female-to-male wage ratio. However, beyond that point, further gains in percent female associate with smaller improvements in the female-to-male wage ratio.

The findings are useful in understanding the dynamics of occupational group gender composition, potential theoretical reasons for the nuances in relationship, as well as opportunities that may facilitate more equitable outcomes.

The results show that, though improvements were made above and below the threshold point, enhancements in the wage gap are actually larger when there are less women in the job category (e.g. tokens).

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Examining the boundary conditions of tokenism: within-occupation gender wage gaps and female representation in the Canadian labor market10.1108/EDI-05-2023-0140Equality, Diversity and Inclusion2024-01-11© 2023 Emerald Publishing LimitedAmber L. StephensonDavid B. YergerEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-1110.1108/EDI-05-2023-0140https://www.emerald.com/insight/content/doi/10.1108/EDI-05-2023-0140/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Traditional family system, local government recognition and citizens' perceptions of homosexuality in Japan: an exploratory studyhttps://www.emerald.com/insight/content/doi/10.1108/EDI-05-2023-0151/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestJapan has made some progress in recognizing lesbian, gay, bisexual, transgender and queer (LGBTQ) rights, such as passing laws that prohibit discrimination based on sexual orientation and gender identity in some cities. However, there is still a long way to go in terms of legal protection and social acceptance. Understanding citizens' attitudes toward homosexuality can help inform policies and interventions that promote LGBTQ rights and reduce discrimination. This study explores factors that influence citizens' attitudes toward homosexuality in Japan. The research was conducted through a web-based questionnaire with 1,806 participants, where they were asked about their views on same-sex partnership recognition, homosexual rights and traditional Japanese family systems. The collected data were statistically analyzed to determine the factors that affect individuals' opinions regarding homosexuality. The study determined that in Japan, traditional views are inversely related to same-sex partnership registration. Conversely, local government support for LGBTQ+ rights is directly associated with societal acceptance. Additionally, closer contact with the LGBTQ+ community promotes acceptance. The study provides insights into the factors that shape societal attitudes toward homosexuality in Japan and highlights the importance of policies promoting diversity and inclusivity. By identifying these determinants, this study could help policymakers and advocates create effective strategies for promoting acceptance and equality for the LGBTQ+ community in Japan. To the best of the authors' knowledge, this is the first study that focuses on understanding the factors that influence the attitudes of Japanese citizens toward homosexuality.Traditional family system, local government recognition and citizens' perceptions of homosexuality in Japan: an exploratory study
Nina Takashino, Robert Joseph Davidson, Minakshi Keeni
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Japan has made some progress in recognizing lesbian, gay, bisexual, transgender and queer (LGBTQ) rights, such as passing laws that prohibit discrimination based on sexual orientation and gender identity in some cities. However, there is still a long way to go in terms of legal protection and social acceptance. Understanding citizens' attitudes toward homosexuality can help inform policies and interventions that promote LGBTQ rights and reduce discrimination. This study explores factors that influence citizens' attitudes toward homosexuality in Japan.

The research was conducted through a web-based questionnaire with 1,806 participants, where they were asked about their views on same-sex partnership recognition, homosexual rights and traditional Japanese family systems. The collected data were statistically analyzed to determine the factors that affect individuals' opinions regarding homosexuality.

The study determined that in Japan, traditional views are inversely related to same-sex partnership registration. Conversely, local government support for LGBTQ+ rights is directly associated with societal acceptance. Additionally, closer contact with the LGBTQ+ community promotes acceptance.

The study provides insights into the factors that shape societal attitudes toward homosexuality in Japan and highlights the importance of policies promoting diversity and inclusivity. By identifying these determinants, this study could help policymakers and advocates create effective strategies for promoting acceptance and equality for the LGBTQ+ community in Japan.

To the best of the authors' knowledge, this is the first study that focuses on understanding the factors that influence the attitudes of Japanese citizens toward homosexuality.

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Traditional family system, local government recognition and citizens' perceptions of homosexuality in Japan: an exploratory study10.1108/EDI-05-2023-0151Equality, Diversity and Inclusion2024-01-08© 2023 Emerald Publishing LimitedNina TakashinoRobert Joseph DavidsonMinakshi KeeniEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-0810.1108/EDI-05-2023-0151https://www.emerald.com/insight/content/doi/10.1108/EDI-05-2023-0151/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Who gets to choose: a global perspective on gender, work and choice in the post-pandemic workplacehttps://www.emerald.com/insight/content/doi/10.1108/EDI-06-2022-0159/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestCompared to the years prior to the COVID-19 pandemic, more workers today seemingly have choice over where, when and how they do their work. However, gender inequalities at work and at home persist, which may impact perceptions of choice. Thus, researchers must investigate the potential impact of gender and domestic responsibilities on perceptions of work-related options, including perceptions of workspace choice. Using an original dataset with workers in North America, South America, Europe and Asia (N = 3,147), the authors conducted logistic regression analyses to explore whether workers felt they had a choice in where they do their work (workspace choice). In addition to gender, the authors considered the effect of domestic responsibilities (childcare and housework) on worker perceptions of workspace choice. In the paper's initial regression, the authors found that men (OR: 1.24; 95%CI 1.04–1.48) as well as workers reporting that a partner was responsible for all or most of the housework (OR: 1.80; 95%CI 1.34–2.40) and childcare (OR 1.51; 95%CI 1.09–2.09) reported feeling a greater sense of workspace choice. Simultaneously, follow-up regression analyses found that women and men whose partners had a greater share of domestic responsibility had amplified perceptions of choice. However, surprisingly, men who claimed primary responsibility for domestic work also reported more choice over workspace. Using an international sample, the authors explore gender inequities in worker perceptions of workspace choice. The authors' findings suggest that domestic responsibilities interact with gender in interesting ways, leading to differences in perceptions of choice in the post-pandemic workplace.Who gets to choose: a global perspective on gender, work and choice in the post-pandemic workplace
Cristen Dalessandro, Daniel Patterson, Alexander Lovell
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Compared to the years prior to the COVID-19 pandemic, more workers today seemingly have choice over where, when and how they do their work. However, gender inequalities at work and at home persist, which may impact perceptions of choice. Thus, researchers must investigate the potential impact of gender and domestic responsibilities on perceptions of work-related options, including perceptions of workspace choice.

Using an original dataset with workers in North America, South America, Europe and Asia (N = 3,147), the authors conducted logistic regression analyses to explore whether workers felt they had a choice in where they do their work (workspace choice). In addition to gender, the authors considered the effect of domestic responsibilities (childcare and housework) on worker perceptions of workspace choice.

In the paper's initial regression, the authors found that men (OR: 1.24; 95%CI 1.04–1.48) as well as workers reporting that a partner was responsible for all or most of the housework (OR: 1.80; 95%CI 1.34–2.40) and childcare (OR 1.51; 95%CI 1.09–2.09) reported feeling a greater sense of workspace choice. Simultaneously, follow-up regression analyses found that women and men whose partners had a greater share of domestic responsibility had amplified perceptions of choice. However, surprisingly, men who claimed primary responsibility for domestic work also reported more choice over workspace.

Using an international sample, the authors explore gender inequities in worker perceptions of workspace choice. The authors' findings suggest that domestic responsibilities interact with gender in interesting ways, leading to differences in perceptions of choice in the post-pandemic workplace.

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Who gets to choose: a global perspective on gender, work and choice in the post-pandemic workplace10.1108/EDI-06-2022-0159Equality, Diversity and Inclusion2023-09-11© 2023 Cristen Dalessandro, Daniel Patterson and Alexander LovellCristen DalessandroDaniel PattersonAlexander LovellEquality, Diversity and Inclusionahead-of-printahead-of-print2023-09-1110.1108/EDI-06-2022-0159https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2022-0159/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Cristen Dalessandro, Daniel Patterson and Alexander Lovellhttp://creativecommons.org/licences/by/4.0/legalcode
Trajectories of depletion following witnessing incivility toward women: a time-lagged studyhttps://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0184/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders. The authors collected multi-wave data from 324 employees to assess the consequences of witnessing incivility toward women at work for bystanders. Utilizing a serial mediation model, the authors found evidence that witnessing incivility toward women indirectly increased turnover intentions six weeks later, first through elevated negative affect and then through increased cognitive burnout. Taken together, this study's findings suggest that the negative effects of incivility toward women can spread to bystanders and highlight the importance of considering individuals who are not directly involved, but simply bear witness to incivility at work.Trajectories of depletion following witnessing incivility toward women: a time-lagged study
David F. Arena Jr., Kristen P. Jones, Alex P. Lindsey, Isaac E. Sabat, Hayden T. DuBois, Shovna C. Tripathy
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders.

The authors collected multi-wave data from 324 employees to assess the consequences of witnessing incivility toward women at work for bystanders.

Utilizing a serial mediation model, the authors found evidence that witnessing incivility toward women indirectly increased turnover intentions six weeks later, first through elevated negative affect and then through increased cognitive burnout.

Taken together, this study's findings suggest that the negative effects of incivility toward women can spread to bystanders and highlight the importance of considering individuals who are not directly involved, but simply bear witness to incivility at work.

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Trajectories of depletion following witnessing incivility toward women: a time-lagged study10.1108/EDI-06-2023-0184Equality, Diversity and Inclusion2024-01-22© 2024 Emerald Publishing LimitedDavid F. Arena Jr.Kristen P. JonesAlex P. LindseyIsaac E. SabatHayden T. DuBoisShovna C. TripathyEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-2210.1108/EDI-06-2023-0184https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0184/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Stakeholder exclusion practices of responsible leaders: an investigation into the application of responsible leader values in stakeholder inclusion and exclusionhttps://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0187/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe aim of this paper is to explore the stakeholder exclusion practices of responsible leaders. An interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion. The findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders’ values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation. This study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting. The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management. This paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed.Stakeholder exclusion practices of responsible leaders: an investigation into the application of responsible leader values in stakeholder inclusion and exclusion
Mark Ellis, Dianne Dean
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders.

An interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion.

The findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders’ values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation.

This study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting.

The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management.

This paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed.

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Stakeholder exclusion practices of responsible leaders: an investigation into the application of responsible leader values in stakeholder inclusion and exclusion10.1108/EDI-06-2023-0187Equality, Diversity and Inclusion2024-03-26© 2024 Emerald Publishing LimitedMark EllisDianne DeanEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-2610.1108/EDI-06-2023-0187https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0187/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Requesting mental illness workplace accommodations: the roles of perceived need and stigmahttps://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0195/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestResearch related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship. The authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder). The authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work. The authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.Requesting mental illness workplace accommodations: the roles of perceived need and stigma
Kayla B. Follmer, Mackenzie J. Miller, Joy E. Beatty
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Research related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship.

The authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder).

The authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work.

The authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.

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Requesting mental illness workplace accommodations: the roles of perceived need and stigma10.1108/EDI-06-2023-0195Equality, Diversity and Inclusion2024-03-01© 2024 Emerald Publishing LimitedKayla B. FollmerMackenzie J. MillerJoy E. BeattyEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-0110.1108/EDI-06-2023-0195https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0195/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Philanthropy as whiteness: toward racially just philanthropic practiceshttps://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0202/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestExploring how racism continues to persist throughout public and nonprofit organizations is central to undoing persistent society-wide injustices in the United States and around the globe. The authors provide two cases for identifying and understanding the ways in which philanthropy’s whiteness does harm to K–12 students and communities of color. In this article, the authors draw on critical race theory and critical whiteness studies, specifically Cheryl Harris' work to expose the whiteness of philanthropy, not as a racial identity, but in the way that philanthropy is performed. The authors characterize one of the property functions of whiteness, the right to exclude, as working through two mechanisms: neoliberal exclusion and overt exclusion. Drawing on this construction of the right to exclude, the authors present two cases: the Bill & Melinda Gates Foundation and the City Fund. Whether intentional or not, the Gates Foundation and the City Fund each exclude communities of color in several ways: from changes to schools and districts, parents' experiences navigating school enrollment due to these changes, to academic assessments and political lobbying. These cases provide a way for researchers and practitioners to see how organizations in real time reify the extant racial hierarchy so as to disrupt such organizational processes and practices for racial justice.Philanthropy as whiteness: toward racially just philanthropic practices
Charity P. Scott, Nicole Rodriguez Leach
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Exploring how racism continues to persist throughout public and nonprofit organizations is central to undoing persistent society-wide injustices in the United States and around the globe. The authors provide two cases for identifying and understanding the ways in which philanthropy’s whiteness does harm to K–12 students and communities of color.

In this article, the authors draw on critical race theory and critical whiteness studies, specifically Cheryl Harris' work to expose the whiteness of philanthropy, not as a racial identity, but in the way that philanthropy is performed. The authors characterize one of the property functions of whiteness, the right to exclude, as working through two mechanisms: neoliberal exclusion and overt exclusion. Drawing on this construction of the right to exclude, the authors present two cases: the Bill & Melinda Gates Foundation and the City Fund.

Whether intentional or not, the Gates Foundation and the City Fund each exclude communities of color in several ways: from changes to schools and districts, parents' experiences navigating school enrollment due to these changes, to academic assessments and political lobbying.

These cases provide a way for researchers and practitioners to see how organizations in real time reify the extant racial hierarchy so as to disrupt such organizational processes and practices for racial justice.

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Philanthropy as whiteness: toward racially just philanthropic practices10.1108/EDI-06-2023-0202Equality, Diversity and Inclusion2024-01-26© 2023 Emerald Publishing LimitedCharity P. ScottNicole Rodriguez LeachEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-2610.1108/EDI-06-2023-0202https://www.emerald.com/insight/content/doi/10.1108/EDI-06-2023-0202/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Academic mothers and the practice of embodied care: navigating and resisting uncaring structures in the neoliberal academyhttps://www.emerald.com/insight/content/doi/10.1108/EDI-07-2022-0194/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRecent research has captured the impact of the COVID-19 pandemic in widening gender inequalities, by highlighting that academic women have been disproportionately affected. During the COVID-19 pandemic, women assumed most of the care labour at home, whilst working at normal patterns, leaving them unable to perform as normal. This is very concerning because of the short and long-term detrimental consequences this will have on women’s well-being and their academic careers. This article aims to stimulate a change in the current understandings of academic work by pointing towards alternative – and more inclusive – ways of working in academia. The two authors engage with autoethnography and draw on their own personal experience of becoming breastfeeding academic mothers throughout the COVID-19 pandemic. To understand the positioning of contemporary academic mothers, this study draws on insights from both cultural studies and organisation studies on the emergence of discursive formations about gender, that is “postfeminist sensibility”. Guided by autoethnographic accounts of academic motherhood, this study reveals that today academia creates an individualised, neutral (disembodied), output-focused and control-oriented understanding of academic work. This paper adds to the conversation of academic motherhood and the impact of the pandemic on working mothers. The study theoretically contributes with the lens of “motherhood” in grasping what academic work can become. It shows the power of motherhood in opening up an alternative way of conceptualising academic work, centred on embodied care and appreciative of the non-linearity and messiness of life.Academic mothers and the practice of embodied care: navigating and resisting uncaring structures in the neoliberal academy
Lara Pecis, Anne Touboulic
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Recent research has captured the impact of the COVID-19 pandemic in widening gender inequalities, by highlighting that academic women have been disproportionately affected. During the COVID-19 pandemic, women assumed most of the care labour at home, whilst working at normal patterns, leaving them unable to perform as normal. This is very concerning because of the short and long-term detrimental consequences this will have on women’s well-being and their academic careers. This article aims to stimulate a change in the current understandings of academic work by pointing towards alternative – and more inclusive – ways of working in academia.

The two authors engage with autoethnography and draw on their own personal experience of becoming breastfeeding academic mothers throughout the COVID-19 pandemic.

To understand the positioning of contemporary academic mothers, this study draws on insights from both cultural studies and organisation studies on the emergence of discursive formations about gender, that is “postfeminist sensibility”. Guided by autoethnographic accounts of academic motherhood, this study reveals that today academia creates an individualised, neutral (disembodied), output-focused and control-oriented understanding of academic work.

This paper adds to the conversation of academic motherhood and the impact of the pandemic on working mothers. The study theoretically contributes with the lens of “motherhood” in grasping what academic work can become. It shows the power of motherhood in opening up an alternative way of conceptualising academic work, centred on embodied care and appreciative of the non-linearity and messiness of life.

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Academic mothers and the practice of embodied care: navigating and resisting uncaring structures in the neoliberal academy10.1108/EDI-07-2022-0194Equality, Diversity and Inclusion2024-01-09© 2023 Emerald Publishing LimitedLara PecisAnne TouboulicEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-0910.1108/EDI-07-2022-0194https://www.emerald.com/insight/content/doi/10.1108/EDI-07-2022-0194/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
“I felt sad then, I feel free now”: a case for examining the constructive resistance of opted-out mothershttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0202/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestWhile past research has explored how opting-out enables mothers to break free from masculinist organizational cultures, less attention has been given to how they resist disciplinary power that constitutes and governs their subjectivities. This paper aims to add to the discussion of opting-out as a site of power and resistance by proposing the concept of “constructive resistance” as a productive vantage point for investigating opted-out mothers' subversive practices of self-making. This Malaysian case study brings together the notion of constructive resistance, critical narrative analysis and APPRAISAL theory to examine the reflective stories of eighteen mothers who exited formal employment. These accounts were collected through an open-ended questionnaire and semi-structured email interviews. The mothers in the sample tend to construct themselves in two main ways, as (1) valuable mothers (capable, tireless, caring mothers who are key figures in their children's lives) and (2) competent professionals. These subjectivities are parasitic on gendered and neoliberal ideals but allow the mothers to undermine neoliberal capitalist work arrangements that were incongruent with their personal values and adversely impacted their well-being, as well as refuse organizational narratives that positioned them as “failed” workers. Whereas power is primarily seen in previous opting-out scholarship as centralized and constraining, this case study illustrates how the lens of constructive resistance can be beneficial for examining opted-out mothers' struggles against a less direct form of power that governs through the production of truths and subjectivities.“I felt sad then, I feel free now”: a case for examining the constructive resistance of opted-out mothers
Melissa Yoong, Nourhan Mohamed
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

While past research has explored how opting-out enables mothers to break free from masculinist organizational cultures, less attention has been given to how they resist disciplinary power that constitutes and governs their subjectivities. This paper aims to add to the discussion of opting-out as a site of power and resistance by proposing the concept of “constructive resistance” as a productive vantage point for investigating opted-out mothers' subversive practices of self-making.

This Malaysian case study brings together the notion of constructive resistance, critical narrative analysis and APPRAISAL theory to examine the reflective stories of eighteen mothers who exited formal employment. These accounts were collected through an open-ended questionnaire and semi-structured email interviews.

The mothers in the sample tend to construct themselves in two main ways, as (1) valuable mothers (capable, tireless, caring mothers who are key figures in their children's lives) and (2) competent professionals. These subjectivities are parasitic on gendered and neoliberal ideals but allow the mothers to undermine neoliberal capitalist work arrangements that were incongruent with their personal values and adversely impacted their well-being, as well as refuse organizational narratives that positioned them as “failed” workers.

Whereas power is primarily seen in previous opting-out scholarship as centralized and constraining, this case study illustrates how the lens of constructive resistance can be beneficial for examining opted-out mothers' struggles against a less direct form of power that governs through the production of truths and subjectivities.

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“I felt sad then, I feel free now”: a case for examining the constructive resistance of opted-out mothers10.1108/EDI-08-2022-0202Equality, Diversity and Inclusion2023-09-19© 2023 Emerald Publishing LimitedMelissa YoongNourhan MohamedEquality, Diversity and Inclusionahead-of-printahead-of-print2023-09-1910.1108/EDI-08-2022-0202https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0202/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Creating good knowledge together: heartful-communal storytelling at the intersection of caregiving and academiahttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to explore a novel storytelling approach that investigates lived experience at the intersection of motherhood/caregiving and Ph.D. pursuits. The paper contributes to the feminist tradition of writing differently through the process of care that emerges from shared stories. Using a process called heartful-communal storytelling, the authors evoke personal and embodied stories and transgressive narratives. The authors present a composite process drawing on heartful-autoethnography, dialogic writing and communal storytelling. The paper makes two key contributions: (1) the paper illustrates a novel feminist process in action and (2) the paper contributes six discrete stories of lived experience at the intersection of parenthood and Ph.D. studies. The paper also contributes to the development of the feminist tradition of writing differently. Three themes emerged through the storytelling experience, and these include (1) creating boundaries and transgressing boundaries, (2) giving and receiving care and (3) neoliberal conformity and resistance. These themes, like the stories, also became entangled. The paper demonstrates how heartful-communal storytelling can lead to individual and collective meaning making. While the Ph.D. is a solitary path, the authors' heartful-communal storytelling experience teaches that holding it separate from other relationships can impoverish what is learnt and constrain the production of good knowledge; the epistemic properties of care became self-evident.Creating good knowledge together: heartful-communal storytelling at the intersection of caregiving and academia
Nina Winham, Kristin S. Williams, Liela A. Jamjoom, Kerry Watson, Heidi Weigand, Nicholous M. Deal
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to explore a novel storytelling approach that investigates lived experience at the intersection of motherhood/caregiving and Ph.D. pursuits. The paper contributes to the feminist tradition of writing differently through the process of care that emerges from shared stories.

Using a process called heartful-communal storytelling, the authors evoke personal and embodied stories and transgressive narratives. The authors present a composite process drawing on heartful-autoethnography, dialogic writing and communal storytelling.

The paper makes two key contributions: (1) the paper illustrates a novel feminist process in action and (2) the paper contributes six discrete stories of lived experience at the intersection of parenthood and Ph.D. studies. The paper also contributes to the development of the feminist tradition of writing differently. Three themes emerged through the storytelling experience, and these include (1) creating boundaries and transgressing boundaries, (2) giving and receiving care and (3) neoliberal conformity and resistance. These themes, like the stories, also became entangled.

The paper demonstrates how heartful-communal storytelling can lead to individual and collective meaning making. While the Ph.D. is a solitary path, the authors' heartful-communal storytelling experience teaches that holding it separate from other relationships can impoverish what is learnt and constrain the production of good knowledge; the epistemic properties of care became self-evident.

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Creating good knowledge together: heartful-communal storytelling at the intersection of caregiving and academia10.1108/EDI-08-2022-0207Equality, Diversity and Inclusion2023-09-21© 2023 Nina Winham, Kristin S. Williams, Liela A. Jamjoom, Kerry Watson, Heidi Weigand and Nicholous M. DealNina WinhamKristin S. WilliamsLiela A. JamjoomKerry WatsonHeidi WeigandNicholous M. DealEquality, Diversity and Inclusionahead-of-printahead-of-print2023-09-2110.1108/EDI-08-2022-0207https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Nina Winham, Kristin S. Williams, Liela A. Jamjoom, Kerry Watson, Heidi Weigand and Nicholous M. Dealhttp://creativecommons.org/licences/by/4.0/legalcode
Stuck between the ideal worker and the bread winner: experiences of motherhood and work during the COVID-19 pandemic in Indiahttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0213/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to study the experiences of middle-class working mothers from the ITES (Information Technology Enabled Service) sector in India during the COVID-19 pandemic. Their experiences of work from home are studied in the backdrop of the ideal worker model at work and the adult worker model at home. Further, the study aims to identify the need for sustainable, inclusive practices for working mothers in Indian organizations to break the male breadwinner model in middle-class households. A qualitative approach to collect data from 39 middle-class mothers working in MNCs in four metro cities in India. The semi-structured, in-depth interviews focused on their experiences of motherhood, care and work before, during and after the COVID-19 pandemic. The pandemic made it evident that the ideal worker model in organizations and the adult worker model at home were illusions for working mothers. The results indicate a continued obligation of the “ideal worker culture” at organizations, even during the health crisis. It made the working mothers realize that they were chasing both the (ideal worker and adult worker) norms but could never achieve them. Subsequently, the male breadwinner model was reinforced at home due to the matrix of motherhood, care and work during the pandemic. The study concludes by arguing the reconstruction of the ideal worker image to make workplaces more inclusive for working mothers. The study is placed in the context of Indian middle-class motherhood during the pandemic, a demography less explored in the literature. The paper puts forth various myths constituting the gendered realities of Indian middle-class motherhood. It also discusses sustainable, inclusive workplace practices for mothers from their future workplaces' standpoint, especially in post-pandemic times.Stuck between the ideal worker and the bread winner: experiences of motherhood and work during the COVID-19 pandemic in India
Priya Kataria, Shelly Pandey
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to study the experiences of middle-class working mothers from the ITES (Information Technology Enabled Service) sector in India during the COVID-19 pandemic. Their experiences of work from home are studied in the backdrop of the ideal worker model at work and the adult worker model at home. Further, the study aims to identify the need for sustainable, inclusive practices for working mothers in Indian organizations to break the male breadwinner model in middle-class households.

A qualitative approach to collect data from 39 middle-class mothers working in MNCs in four metro cities in India. The semi-structured, in-depth interviews focused on their experiences of motherhood, care and work before, during and after the COVID-19 pandemic.

The pandemic made it evident that the ideal worker model in organizations and the adult worker model at home were illusions for working mothers. The results indicate a continued obligation of the “ideal worker culture” at organizations, even during the health crisis. It made the working mothers realize that they were chasing both the (ideal worker and adult worker) norms but could never achieve them. Subsequently, the male breadwinner model was reinforced at home due to the matrix of motherhood, care and work during the pandemic. The study concludes by arguing the reconstruction of the ideal worker image to make workplaces more inclusive for working mothers.

The study is placed in the context of Indian middle-class motherhood during the pandemic, a demography less explored in the literature. The paper puts forth various myths constituting the gendered realities of Indian middle-class motherhood. It also discusses sustainable, inclusive workplace practices for mothers from their future workplaces' standpoint, especially in post-pandemic times.

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Stuck between the ideal worker and the bread winner: experiences of motherhood and work during the COVID-19 pandemic in India10.1108/EDI-08-2022-0213Equality, Diversity and Inclusion2023-10-03© 2023 Emerald Publishing LimitedPriya KatariaShelly PandeyEquality, Diversity and Inclusionahead-of-printahead-of-print2023-10-0310.1108/EDI-08-2022-0213https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0213/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How do you manage? An auto-ethnographic inquiry into contemporary maternal laborhttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0222/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article tackles the intersection of mothering and labor through the author's own experience as a feminist mother/manager from Istanbul, Turkey. It aims to revisit the first years of motherhood, exploring the struggle to invent a peculiar maternal subjectivity in opposition and negotiation with the patriarchal institution of motherhood, the new definition of maternal labor in a highly digital, neoliberal context and the issue of marital fairness in a dual-income heterosexual marriage. The article presents an autoethnographic, retrospective and introspective inquiry into the first seven years of the author's mothering experience in order to offer an in-depth exploration of the various aspects of contemporary maternal labor. The article shows how maternal labor has shifted in nature and expanded in scope in a contemporary non-Western context. It investigates the dissolution of the spatial, temporal and sensorial boundaries between the managerial labor dedicated to the workplace, and to the family. Highlighting the similarities of the two forms of labor, the article manifests the materiality, tangibility and visibility of maternal labor. Further intersectional studies shall be beneficial to redefine maternal labor in different contexts. Departing and diverting from the terms “invisible labor” and “mental load”, the article suggests a shift in terminology to stress the multifaceted medley of managerial tasks mothers undertake today. The article provides an original take on maternal labor through the first-hand experience of a middle-class, professional mother from Istanbul, Turkey.How do you manage? An auto-ethnographic inquiry into contemporary maternal labor
İlkay Baliç
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article tackles the intersection of mothering and labor through the author's own experience as a feminist mother/manager from Istanbul, Turkey. It aims to revisit the first years of motherhood, exploring the struggle to invent a peculiar maternal subjectivity in opposition and negotiation with the patriarchal institution of motherhood, the new definition of maternal labor in a highly digital, neoliberal context and the issue of marital fairness in a dual-income heterosexual marriage.

The article presents an autoethnographic, retrospective and introspective inquiry into the first seven years of the author's mothering experience in order to offer an in-depth exploration of the various aspects of contemporary maternal labor.

The article shows how maternal labor has shifted in nature and expanded in scope in a contemporary non-Western context. It investigates the dissolution of the spatial, temporal and sensorial boundaries between the managerial labor dedicated to the workplace, and to the family. Highlighting the similarities of the two forms of labor, the article manifests the materiality, tangibility and visibility of maternal labor.

Further intersectional studies shall be beneficial to redefine maternal labor in different contexts.

Departing and diverting from the terms “invisible labor” and “mental load”, the article suggests a shift in terminology to stress the multifaceted medley of managerial tasks mothers undertake today.

The article provides an original take on maternal labor through the first-hand experience of a middle-class, professional mother from Istanbul, Turkey.

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How do you manage? An auto-ethnographic inquiry into contemporary maternal labor10.1108/EDI-08-2022-0222Equality, Diversity and Inclusion2023-10-10© 2023 Emerald Publishing Limitedİlkay BaliçEquality, Diversity and Inclusionahead-of-printahead-of-print2023-10-1010.1108/EDI-08-2022-0222https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0222/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Can tourism enhance inclusitivity for indigenous peoples? Cham perspectives on tourism benefit sharing at living heritage sites in Vietnamhttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0243/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThrough a case study of the Po Klaong Girai temple in Vietnam, this paper explores how indigenous community perceive tourism benefit sharing (TBS) associated with their cultural tourism at sacred living-heritage sites and how this TBS enhances the equality and inclusion for indigenous community in the context of tourism in Vietnam. This study employed ethnographic fieldwork and semi-structured interviews with 35 indigenous Cham priests directly associated with managing and preserving the Po Klaong Girai temple. This research found that Cham community perceive inequality and exclusivity on tourism benefit sharing at this religious site. While Cham Ahier priests face economic barriers in providing these services to the community, annual tourism revenue is allocated to local government budgets. Such economic pressure forces the priests to seek alternative economic avenues to support their families at the expense of their traditional commitments to communal, cultural and religious activities, significantly impacting sustainable heritage conservation. This has led to strained relations between the local community and local authorities. This research provides evidence to improve living heritage management practices by proposing tourism development policies for equality and inclusion among stakeholders, especially minorities and disadvantaged groups. This can be an experiential and necessary lesson for “dealing” with sustainable heritage management in heritage living sites in other ethnic minority areas in Vietnam and globally. The findings from this study address the knowledge gap on equitable revenue sharing in heritage tourism, where financial benefits from the commodification of minority cultures should be used to support local communities and the custodians of indigenous heritage.Can tourism enhance inclusitivity for indigenous peoples? Cham perspectives on tourism benefit sharing at living heritage sites in Vietnam
Tuyen Dai Quang, Vang Quang Dang, Tho Alang, Hoang Van Nguyen
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Through a case study of the Po Klaong Girai temple in Vietnam, this paper explores how indigenous community perceive tourism benefit sharing (TBS) associated with their cultural tourism at sacred living-heritage sites and how this TBS enhances the equality and inclusion for indigenous community in the context of tourism in Vietnam.

This study employed ethnographic fieldwork and semi-structured interviews with 35 indigenous Cham priests directly associated with managing and preserving the Po Klaong Girai temple.

This research found that Cham community perceive inequality and exclusivity on tourism benefit sharing at this religious site. While Cham Ahier priests face economic barriers in providing these services to the community, annual tourism revenue is allocated to local government budgets. Such economic pressure forces the priests to seek alternative economic avenues to support their families at the expense of their traditional commitments to communal, cultural and religious activities, significantly impacting sustainable heritage conservation. This has led to strained relations between the local community and local authorities.

This research provides evidence to improve living heritage management practices by proposing tourism development policies for equality and inclusion among stakeholders, especially minorities and disadvantaged groups. This can be an experiential and necessary lesson for “dealing” with sustainable heritage management in heritage living sites in other ethnic minority areas in Vietnam and globally.

The findings from this study address the knowledge gap on equitable revenue sharing in heritage tourism, where financial benefits from the commodification of minority cultures should be used to support local communities and the custodians of indigenous heritage.

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Can tourism enhance inclusitivity for indigenous peoples? Cham perspectives on tourism benefit sharing at living heritage sites in Vietnam10.1108/EDI-08-2022-0243Equality, Diversity and Inclusion2023-06-27© 2023 Emerald Publishing LimitedTuyen Dai QuangVang Quang DangTho AlangHoang Van NguyenEquality, Diversity and Inclusionahead-of-printahead-of-print2023-06-2710.1108/EDI-08-2022-0243https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2022-0243/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The rationale for affirmative action (AA) being overturned by SCOTUS: an informational perspective of its pros and cons for the American dreamhttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0261/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to provide a historical overview of AA, its purpose and benefits, the legal rationale for the SCOTUS ruling and what it means for colleges and the workplace regarding equitable opportunities for minority groups (which include women, Blacks, Hispanics, Asians and other low-income populations), as they aim for the “American dream”. SCOTUS decision and rationale, along with literature. The race-based affirmative action (AA) precedent was recently overturned by the Supreme Court of the United States (SCOTUS) in the case of Students for Fair Admission (SFFA), Inc. vs President and Fellows of Harvard College/University of North Carolina. SCOTUS ruled that race cannot be a specific basis for college admission. In other words, public and private colleges and universities will no longer be able to consider “race” as a factor in deciding which qualified applicants should be admitted to enhance the diversity of their student body. This is an original analysis.The rationale for affirmative action (AA) being overturned by SCOTUS: an informational perspective of its pros and cons for the American dream
Bahaudin Ghulam Mujtaba
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to provide a historical overview of AA, its purpose and benefits, the legal rationale for the SCOTUS ruling and what it means for colleges and the workplace regarding equitable opportunities for minority groups (which include women, Blacks, Hispanics, Asians and other low-income populations), as they aim for the “American dream”.

SCOTUS decision and rationale, along with literature.

The race-based affirmative action (AA) precedent was recently overturned by the Supreme Court of the United States (SCOTUS) in the case of Students for Fair Admission (SFFA), Inc. vs President and Fellows of Harvard College/University of North Carolina. SCOTUS ruled that race cannot be a specific basis for college admission. In other words, public and private colleges and universities will no longer be able to consider “race” as a factor in deciding which qualified applicants should be admitted to enhance the diversity of their student body.

This is an original analysis.

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The rationale for affirmative action (AA) being overturned by SCOTUS: an informational perspective of its pros and cons for the American dream10.1108/EDI-08-2023-0261Equality, Diversity and Inclusion2023-12-26© 2023 Emerald Publishing LimitedBahaudin Ghulam MujtabaEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-2610.1108/EDI-08-2023-0261https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0261/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Allyship in the university setting: supporting women's successhttps://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0267/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe lack of progress toward equity in the U.S. is evident across many spheres of society, academia notwithstanding. Women academicians, in particular, face many barriers that prevent them from advancing–including a continued unsupportive climate, competing work and family demands, and interpersonal discrimination. This paper reflects on a collaborative research effort in the United States to enhance allyship for women in academia. The authors partnered with a major university to hold ally training for department chairs during a university-wide department chair meeting. The authors developed a methodology for creating and implementing training content using a focus-group-based training needs analysis and a diversity science grounded approach to allyship training. The authors followed this up with surveys to assess impact. Participants indicated that they learned from the training, but participation in follow-up data collection was limited, hampering the ability to conduct rigorous quantitative analyses around intervention impact. Although the sample size may have been too limited to detect effects, the current study provides an approach that furthers the way in which researchers and practitioners can better assess the impact of allyship to women academicians. Published research on allies is very limited. The current research examines allies in the context of helping women in academia. Despite widespread recognition of the importance of first-line supervisors in support of diversity, limited intervention designs are available. The authors add to the extant literature on diversity interventions, while highlighting barriers to rigorous intervention evaluation.Allyship in the university setting: supporting women's success
Elisabeth R. Silver, Isabel Bilotta, Dillon Stewart, Jazmin Argueta-Rivera, Christiane Spitzmueller, Hayley Brown, Eden King, Mikki Hebl
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The lack of progress toward equity in the U.S. is evident across many spheres of society, academia notwithstanding. Women academicians, in particular, face many barriers that prevent them from advancing–including a continued unsupportive climate, competing work and family demands, and interpersonal discrimination. This paper reflects on a collaborative research effort in the United States to enhance allyship for women in academia.

The authors partnered with a major university to hold ally training for department chairs during a university-wide department chair meeting. The authors developed a methodology for creating and implementing training content using a focus-group-based training needs analysis and a diversity science grounded approach to allyship training. The authors followed this up with surveys to assess impact.

Participants indicated that they learned from the training, but participation in follow-up data collection was limited, hampering the ability to conduct rigorous quantitative analyses around intervention impact.

Although the sample size may have been too limited to detect effects, the current study provides an approach that furthers the way in which researchers and practitioners can better assess the impact of allyship to women academicians.

Published research on allies is very limited. The current research examines allies in the context of helping women in academia.

Despite widespread recognition of the importance of first-line supervisors in support of diversity, limited intervention designs are available. The authors add to the extant literature on diversity interventions, while highlighting barriers to rigorous intervention evaluation.

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Allyship in the university setting: supporting women's success10.1108/EDI-08-2023-0267Equality, Diversity and Inclusion2024-01-16© 2024 Emerald Publishing LimitedElisabeth R. SilverIsabel BilottaDillon StewartJazmin Argueta-RiveraChristiane SpitzmuellerHayley BrownEden KingMikki HeblEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-1610.1108/EDI-08-2023-0267https://www.emerald.com/insight/content/doi/10.1108/EDI-08-2023-0267/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Inequality beneath the surface: a Belgian case study on structural discrimination in the workplace and the role of organizational structure, culture and policieshttps://www.emerald.com/insight/content/doi/10.1108/EDI-09-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe context of a long-standing research tradition, discrimination has emerged as a critical factor contributing to inequalities within the labor market. While existing studies have primarily focused on overt discrimination during the recruitment and selection process, influenced by biases, attitudes, or stereotypes, there remains a significant knowledge gap regarding discrimination within the workplace and its underlying structural dimensions. This article aims to address this gap by examining the impact of organizational culture, structure and policies on workplace discrimination, with a particular emphasis on women and ethnic minorities. Utilizing a case study strategy centered around a Belgian branch of a multinational professional service agency, data was gathered through ten semi-structured in-depth interviews conducted with employees representing various organizational levels. The findings reveal that organizational culture, structure and policies may pose inherent risks in perpetuating discrimination throughout individuals' professional trajectories. Furthermore, it becomes apparent that, albeit often unconscious, these elements exhibit biases against women and ethnic minorities. Given the unintentional nature of structural discrimination, it is crucial to foster increased awareness and understanding of these dynamics. The originality of this research article lies in its focus on addressing a critical knowledge gap in the existing research tradition on discrimination in the labor market. While previous studies have primarily concentrated on overt discrimination during recruitment and selection, this article delves into the often overlooked area of discrimination within the workplace itself. It explores the intricate interplay of organizational culture, structure and policies in perpetuating discrimination, particularly against women and ethnic minorities. By utilizing a case study approach within a multinational professional service agency in Belgium, the research uncovers hidden biases and unconscious elements contributing to structural discrimination. This emphasis on understanding unintentional discrimination adds a novel dimension to the discourse on workplace inequalities.Inequality beneath the surface: a Belgian case study on structural discrimination in the workplace and the role of organizational structure, culture and policies
David De Coninck, Laure Verhulst
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The context of a long-standing research tradition, discrimination has emerged as a critical factor contributing to inequalities within the labor market. While existing studies have primarily focused on overt discrimination during the recruitment and selection process, influenced by biases, attitudes, or stereotypes, there remains a significant knowledge gap regarding discrimination within the workplace and its underlying structural dimensions. This article aims to address this gap by examining the impact of organizational culture, structure and policies on workplace discrimination, with a particular emphasis on women and ethnic minorities.

Utilizing a case study strategy centered around a Belgian branch of a multinational professional service agency, data was gathered through ten semi-structured in-depth interviews conducted with employees representing various organizational levels.

The findings reveal that organizational culture, structure and policies may pose inherent risks in perpetuating discrimination throughout individuals' professional trajectories. Furthermore, it becomes apparent that, albeit often unconscious, these elements exhibit biases against women and ethnic minorities.

Given the unintentional nature of structural discrimination, it is crucial to foster increased awareness and understanding of these dynamics.

The originality of this research article lies in its focus on addressing a critical knowledge gap in the existing research tradition on discrimination in the labor market. While previous studies have primarily concentrated on overt discrimination during recruitment and selection, this article delves into the often overlooked area of discrimination within the workplace itself. It explores the intricate interplay of organizational culture, structure and policies in perpetuating discrimination, particularly against women and ethnic minorities. By utilizing a case study approach within a multinational professional service agency in Belgium, the research uncovers hidden biases and unconscious elements contributing to structural discrimination. This emphasis on understanding unintentional discrimination adds a novel dimension to the discourse on workplace inequalities.

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Inequality beneath the surface: a Belgian case study on structural discrimination in the workplace and the role of organizational structure, culture and policies10.1108/EDI-09-2023-0295Equality, Diversity and Inclusion2024-02-26© 2024 Emerald Publishing LimitedDavid De ConinckLaure VerhulstEquality, Diversity and Inclusionahead-of-printahead-of-print2024-02-2610.1108/EDI-09-2023-0295https://www.emerald.com/insight/content/doi/10.1108/EDI-09-2023-0295/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Inclusion for LGBTQ talent: a practice theory approachhttps://www.emerald.com/insight/content/doi/10.1108/EDI-09-2023-0296/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThere is an emerging interest in Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) inclusion among researchers and practitioners. However, the interplay of macro-, meso- and micro-level factors that influence the behavior of various agencies, systems, structures and practices in different national, cultural and social contexts still needs to be researched. This paper aims to examine how organizations meaningfully engage with the marginalized and underrepresented workforce, especially the LGBTQ community, to promote diversity and inclusion through comprehensive policies and practices, thereby developing a sustainable inclusivity culture. Adopting a practice theory lens and using a case study design, including multilevel interviews with 28 different stakeholders, this study examines how organizations institutionalize LGBTQ inclusion practices in an emerging market context with a historically low acceptance of the LGBTQ community. Findings indicate that macro influences, such as regulatory, societal and market pressures and adopting international standards and norms, impact meso-level structures and practices. At the organizational level, leadership evangelism and workforce allyship serve as relational mechanisms for institutionalizing LGBTQ-inclusive practices. Furthermore, collaboration, partnerships and enabling systems and processes provide the structural frameworks within which organizations build an LGBTQ-inclusive culture. Lastly, at the micro level, cisgender allyship and the LGBTQ micro work environments provide the necessary psychological safety to build trust for authentic LGBTQ self-expressions. This study also indicates that organizations evolve their LGBTQ inclusion practices along a trajectory, with multiple external and internal forces that work simultaneously and recursively to shape HRM policies and practices for building an inclusive culture. This study addresses the significant gaps in diversity and inclusivity research on LGBTQ employees and contributes to the literature in three significant ways. First, this study examines the diversity management mechanisms at the organizational level and explicates their interplay at the micro, meso and macro levels to create congruence, both internally and externally, for engaging with LGBTQ talent. Second, this study adopts a practice theory lens to examine the behavior of various actors, their agencies, the “flow” of underlying and emerging structures and processes, the continuous interplay between structure and action and how they enable inclusive culture for the LGBTQ community as a whole. Last, it addresses the call by diversity researchers for context-specific multilevel research design, including qualitative research, focusing on national, cultural and institutional contexts, where socio-organizational and historical factors and interactions among them shape diversity practices. Much of the literature on LGBTQ inclusion has, thus far, been within the Western context. By examining the emergence of inclusion practices in emerging markets like India, this study contributes to diversity and inclusion research.Inclusion for LGBTQ talent: a practice theory approach
Debolina Dutta, Vasanthi Srinivasan
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

There is an emerging interest in Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ) inclusion among researchers and practitioners. However, the interplay of macro-, meso- and micro-level factors that influence the behavior of various agencies, systems, structures and practices in different national, cultural and social contexts still needs to be researched. This paper aims to examine how organizations meaningfully engage with the marginalized and underrepresented workforce, especially the LGBTQ community, to promote diversity and inclusion through comprehensive policies and practices, thereby developing a sustainable inclusivity culture.

Adopting a practice theory lens and using a case study design, including multilevel interviews with 28 different stakeholders, this study examines how organizations institutionalize LGBTQ inclusion practices in an emerging market context with a historically low acceptance of the LGBTQ community.

Findings indicate that macro influences, such as regulatory, societal and market pressures and adopting international standards and norms, impact meso-level structures and practices. At the organizational level, leadership evangelism and workforce allyship serve as relational mechanisms for institutionalizing LGBTQ-inclusive practices. Furthermore, collaboration, partnerships and enabling systems and processes provide the structural frameworks within which organizations build an LGBTQ-inclusive culture. Lastly, at the micro level, cisgender allyship and the LGBTQ micro work environments provide the necessary psychological safety to build trust for authentic LGBTQ self-expressions. This study also indicates that organizations evolve their LGBTQ inclusion practices along a trajectory, with multiple external and internal forces that work simultaneously and recursively to shape HRM policies and practices for building an inclusive culture.

This study addresses the significant gaps in diversity and inclusivity research on LGBTQ employees and contributes to the literature in three significant ways. First, this study examines the diversity management mechanisms at the organizational level and explicates their interplay at the micro, meso and macro levels to create congruence, both internally and externally, for engaging with LGBTQ talent. Second, this study adopts a practice theory lens to examine the behavior of various actors, their agencies, the “flow” of underlying and emerging structures and processes, the continuous interplay between structure and action and how they enable inclusive culture for the LGBTQ community as a whole. Last, it addresses the call by diversity researchers for context-specific multilevel research design, including qualitative research, focusing on national, cultural and institutional contexts, where socio-organizational and historical factors and interactions among them shape diversity practices. Much of the literature on LGBTQ inclusion has, thus far, been within the Western context. By examining the emergence of inclusion practices in emerging markets like India, this study contributes to diversity and inclusion research.

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Inclusion for LGBTQ talent: a practice theory approach10.1108/EDI-09-2023-0296Equality, Diversity and Inclusion2024-01-26© 2024 Emerald Publishing LimitedDebolina DuttaVasanthi SrinivasanEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-2610.1108/EDI-09-2023-0296https://www.emerald.com/insight/content/doi/10.1108/EDI-09-2023-0296/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Understanding practices which foster inclusion: views from the tophttps://www.emerald.com/insight/content/doi/10.1108/EDI-10-2022-0292/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis 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.Understanding practices which foster inclusion: views from the top
Christine de Largy, Deirdre Anderson, Susan Vinnicombe
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

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.

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Understanding practices which foster inclusion: views from the top10.1108/EDI-10-2022-0292Equality, Diversity and Inclusion2024-02-26© 2024 Emerald Publishing LimitedChristine de LargyDeirdre AndersonSusan VinnicombeEquality, Diversity and Inclusionahead-of-printahead-of-print2024-02-2610.1108/EDI-10-2022-0292https://www.emerald.com/insight/content/doi/10.1108/EDI-10-2022-0292/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Empowering indigenous enterprise through supplier diversity – The case for Puna Awarau in Aotearoa (New Zealand)https://www.emerald.com/insight/content/doi/10.1108/EDI-10-2022-0301/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to demonstrate the role of supplier diversity in empowering indigenous entrepreneurship and the potential socio-economic benefits derived from Puna Awarau (supplier diversity) in Aotearoa (New Zealand). Supplier diversity is an emerging field in Aotearoa (New Zealand). The insights and learnings shared in this article are based on the authors' own professional experiences and insights as supplier diversity practitioners that have shaped, grown and worked in this field. Supplier diversity is a global practice that is quickly gaining traction in Aotearoa. This is a highly practical tool to create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish. Maori fare worst in multiple measures of social and economic well-being in Aotearoa (New Zealand). Super charging the country's fledgling supplier diversity movement is one of the tools in growing Maori entrepreneurship and socio-economic equity at the same time. There is significant economic and social disparity between Maori and non-Maori. The median net worth of Maori is just a fraction of that of New Zealand (NZ) Europeans. What is clear is that the systems aren't serving Maori people and a “business as usual” approach simply doesn't work. Supplier diversity is a highly practical tool that can create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish. This paper is the one the first academic contributions to the supplier diversity practice in Aotearoa. This article demonstrates the case for supplier diversity, the supplier diversity journey to date and early learnings and insights from practitioners working at the coal face of this emerging practice in Aotearoa.Empowering indigenous enterprise through supplier diversity – The case for Puna Awarau in Aotearoa (New Zealand)
Kahurangi Malcolm, Frae Cairns, Tania Pouwhare
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to demonstrate the role of supplier diversity in empowering indigenous entrepreneurship and the potential socio-economic benefits derived from Puna Awarau (supplier diversity) in Aotearoa (New Zealand).

Supplier diversity is an emerging field in Aotearoa (New Zealand). The insights and learnings shared in this article are based on the authors' own professional experiences and insights as supplier diversity practitioners that have shaped, grown and worked in this field.

Supplier diversity is a global practice that is quickly gaining traction in Aotearoa. This is a highly practical tool to create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish. Maori fare worst in multiple measures of social and economic well-being in Aotearoa (New Zealand). Super charging the country's fledgling supplier diversity movement is one of the tools in growing Maori entrepreneurship and socio-economic equity at the same time.

There is significant economic and social disparity between Maori and non-Maori. The median net worth of Maori is just a fraction of that of New Zealand (NZ) Europeans. What is clear is that the systems aren't serving Maori people and a “business as usual” approach simply doesn't work. Supplier diversity is a highly practical tool that can create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish.

This paper is the one the first academic contributions to the supplier diversity practice in Aotearoa. This article demonstrates the case for supplier diversity, the supplier diversity journey to date and early learnings and insights from practitioners working at the coal face of this emerging practice in Aotearoa.

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Empowering indigenous enterprise through supplier diversity – The case for Puna Awarau in Aotearoa (New Zealand)10.1108/EDI-10-2022-0301Equality, Diversity and Inclusion2023-07-12© 2023 Emerald Publishing LimitedKahurangi MalcolmFrae CairnsTania PouwhareEquality, Diversity and Inclusionahead-of-printahead-of-print2023-07-1210.1108/EDI-10-2022-0301https://www.emerald.com/insight/content/doi/10.1108/EDI-10-2022-0301/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How supervisors and coworkers enable workplace practices to foster success for employees with mental health and/or addiction challengeshttps://www.emerald.com/insight/content/doi/10.1108/EDI-10-2023-0326/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe goal of this study was to understand which employee-focused workplace practices and priorities – more formally known as human resource (HR) practices and priorities – employees with mental health and/or addiction challenges (MHAC) valued and how they perceived the day-to-day implementation of those practices and priorities in the workplace integration social enterprises (WISEs) that employed them. Twenty-two WISE workers who self-identified as having serious MHAC participated in semi-structured interviews. Interviews were transcribed and coded to identify ways that employees did or did not feel supported in their WISEs. Participants identified three HR practices and two HR priorities as important to establishing an inclusive workplace that accommodated their MHAC. The extent to which individual participants felt included and accommodated, however, was shaped by interactions with their supervisors and coworkers. By evaluating the salience of WISEs’ employee-focused workplace practices and priorities through the lens of the employees themselves, our study articulates the critical role that interactions with coworkers and supervisors have in determining whether HR practices and priorities have the intended effect on worker experience.How supervisors and coworkers enable workplace practices to foster success for employees with mental health and/or addiction challenges
Kelley A. Packalen, Kaitlyn Sobchuk, Kelly Qin-Wang, Jenelle Cheetham, Jaclyn Hildebrand, Agnieszka Fecica, Rosemary Lysaght
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The goal of this study was to understand which employee-focused workplace practices and priorities – more formally known as human resource (HR) practices and priorities – employees with mental health and/or addiction challenges (MHAC) valued and how they perceived the day-to-day implementation of those practices and priorities in the workplace integration social enterprises (WISEs) that employed them.

Twenty-two WISE workers who self-identified as having serious MHAC participated in semi-structured interviews. Interviews were transcribed and coded to identify ways that employees did or did not feel supported in their WISEs.

Participants identified three HR practices and two HR priorities as important to establishing an inclusive workplace that accommodated their MHAC. The extent to which individual participants felt included and accommodated, however, was shaped by interactions with their supervisors and coworkers.

By evaluating the salience of WISEs’ employee-focused workplace practices and priorities through the lens of the employees themselves, our study articulates the critical role that interactions with coworkers and supervisors have in determining whether HR practices and priorities have the intended effect on worker experience.

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How supervisors and coworkers enable workplace practices to foster success for employees with mental health and/or addiction challenges10.1108/EDI-10-2023-0326Equality, Diversity and Inclusion2024-03-18© 2024 Emerald Publishing LimitedKelley A. PackalenKaitlyn SobchukKelly Qin-WangJenelle CheethamJaclyn HildebrandAgnieszka FecicaRosemary LysaghtEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-1810.1108/EDI-10-2023-0326https://www.emerald.com/insight/content/doi/10.1108/EDI-10-2023-0326/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Covering Número 85: a content analysis and critical race theory perspectivehttps://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0311/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestNarratives about racism and equity in schools have been documented in varying degrees of detail and accuracy in the news media (Farhi, 2012). Thus, race is front and center in the news reports, demonstrating how education policies are detrimental to the Island while also contending that policy drivers of Ley de Reforma Educativa de Puerto Rico (LREPR) are ignoring the racialized consequences of these neoliberal policies. To examine the implementation of LREPR in education discourse in the media, a content analysis on texts in the Puerto Rican media was conducted. To conduct the analysis, an original dataset of texts from the four major newspapers in Puerto Rico: El Nuevo Dia, El Vocero, Primera Hora and The San Juan Daily Star (n = 119) was created. The study shows how the collective resistance of Puerto Ricans towards LREPR suggests racialized consequences for this “post”-colonial Island as they engage in dialogues about property rights and dispute policy discourse. Data suggests the alarming effects of neoliberalism as perceived by Puerto Rican citizens, while highlighting shared concerns aligned with elements of critical race theory such as colorblindness and property rights. This study breaks ground by identifying a new intellectual pursuit of charter schools purchasing land or buildings in marginalized communities. It argues that the news coverage demonstrates how Puerto Rican citizens have illuminated the purchase of land for charter schools, viewing it as an act of colonialism veiled as market competition and economic improvement for the Island. Implications for policy and practice are discussed. The findings from this research contribute to how critical race theory is used and conceptualized in the educational leadership field. Additionally, the study contributes to the field of research by conducting a content analysis of newspaper articles in Puerto Rico, looking through the CRT lens to illuminate systemic racism that is present in media accounts of education.Covering Número 85: a content analysis and critical race theory perspective
Patricia Virella
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Narratives about racism and equity in schools have been documented in varying degrees of detail and accuracy in the news media (Farhi, 2012). Thus, race is front and center in the news reports, demonstrating how education policies are detrimental to the Island while also contending that policy drivers of Ley de Reforma Educativa de Puerto Rico (LREPR) are ignoring the racialized consequences of these neoliberal policies.

To examine the implementation of LREPR in education discourse in the media, a content analysis on texts in the Puerto Rican media was conducted. To conduct the analysis, an original dataset of texts from the four major newspapers in Puerto Rico: El Nuevo Dia, El Vocero, Primera Hora and The San Juan Daily Star (n = 119) was created.

The study shows how the collective resistance of Puerto Ricans towards LREPR suggests racialized consequences for this “post”-colonial Island as they engage in dialogues about property rights and dispute policy discourse. Data suggests the alarming effects of neoliberalism as perceived by Puerto Rican citizens, while highlighting shared concerns aligned with elements of critical race theory such as colorblindness and property rights.

This study breaks ground by identifying a new intellectual pursuit of charter schools purchasing land or buildings in marginalized communities. It argues that the news coverage demonstrates how Puerto Rican citizens have illuminated the purchase of land for charter schools, viewing it as an act of colonialism veiled as market competition and economic improvement for the Island. Implications for policy and practice are discussed.

The findings from this research contribute to how critical race theory is used and conceptualized in the educational leadership field. Additionally, the study contributes to the field of research by conducting a content analysis of newspaper articles in Puerto Rico, looking through the CRT lens to illuminate systemic racism that is present in media accounts of education.

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Covering Número 85: a content analysis and critical race theory perspective10.1108/EDI-11-2022-0311Equality, Diversity and Inclusion2023-10-20© 2023 Emerald Publishing LimitedPatricia VirellaEquality, Diversity and Inclusionahead-of-printahead-of-print2023-10-2010.1108/EDI-11-2022-0311https://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0311/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Racelighting in Utah education: counterstories across contextshttps://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0328/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe authors suggest strategies for addressing and combating these attempts at racelighting. The authors of this article– five anti-racist educators working in various educational settings in SLC– employ the Critical Race Theory counter-story methodology (Delgado and Stefancic, 1993) to confront resistance to educational equity in Utah. They do so by first providing a historical context of race and education in Utah before presenting four short counterstories addressing the racelighting efforts of students, fellow educators and administrators when confronted with the complexities of racial injustice. These counterstories are particularly important in light of the recent increase in color-evasive and whitewashed messaging used to attack CRT and to deny the existence of racism in the SLC school system in K-post-secondary education, and in the U.S. as a whole. These stories are set in a unique environment, yet they hold national relevance. The racial and religious demographics in Utah shed light on the foundational ethos of the country – white, Christian supremacy. They reveal what is at stake in defending it and some of the key mechanisms of that defense.Racelighting in Utah education: counterstories across contexts
Maeve Wall, S. Shiver, Sonny Partola, Nicole Wilson Steffes, Rosie Ojeda
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The authors suggest strategies for addressing and combating these attempts at racelighting.

The authors of this article– five anti-racist educators working in various educational settings in SLC– employ the Critical Race Theory counter-story methodology (Delgado and Stefancic, 1993) to confront resistance to educational equity in Utah. They do so by first providing a historical context of race and education in Utah before presenting four short counterstories addressing the racelighting efforts of students, fellow educators and administrators when confronted with the complexities of racial injustice.

These counterstories are particularly important in light of the recent increase in color-evasive and whitewashed messaging used to attack CRT and to deny the existence of racism in the SLC school system in K-post-secondary education, and in the U.S. as a whole.

These stories are set in a unique environment, yet they hold national relevance. The racial and religious demographics in Utah shed light on the foundational ethos of the country – white, Christian supremacy. They reveal what is at stake in defending it and some of the key mechanisms of that defense.

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Racelighting in Utah education: counterstories across contexts10.1108/EDI-11-2022-0328Equality, Diversity and Inclusion2023-12-05© 2023 Emerald Publishing LimitedMaeve WallS. ShiverSonny PartolaNicole Wilson SteffesRosie OjedaEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-0510.1108/EDI-11-2022-0328https://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0328/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Educational gag orders as white property of interest: reinscribing higher education's ethos in radical traditionhttps://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0330/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIt is critical for those who are engaged in the work of resisting the movement of academically restrictive policy to understand that it is a deliberate act on the part of conservatives to outlaw critical race theory (CRT) specifically, because it is a theoretical mechanism for discrediting the rhetorical foundations of their policy movement. The knee-jerk institutional courses of action to now defund initiatives and curriculum related equity, diversity and inclusion (EDI) represent what has always been a deeply rooted investment in white supremacy on the part of the institutions (Baldwin, 2021; Patel, 2021; Squire, 2021). The author explores and defines the CRT tenets of interest convergence (Bell, 1980) and whiteness as property (Harris, 1993) in relation to EI (Fricker, 2007; Dotson, 2011) as frameworks for examining three EGOs in the region where these policies have become most dominant. All three are critical tools of analysis for understanding the stake the White conservative political elite have in EGOs, and the magnitude of EI these policies represent, and stand endorse in their rhetoric. Definitions of EI often rely on the work of Amanda Fricker’s (2013) text on the subject, but this paper is invested in the expansions of this theorization for speaking to the nature of the injustice that EGOs represent as a matter of historical trend, with grave implications for futures marked by continued oppression. Whiteness as property and interest convergence are points for explicating the dialectic and material aspects of issues of race and equity in this country; namely, how knowledge processes inherent to higher education sound even more alarms as EGOs become commonplace for college campuses. To support the arguments laid out, the author provides a historical review of the settler-colonial foundations of higher education as an american institution. This is meant to provide contour to the image of postsecondary education that exists today. In accordance with this paper’s allegiance to CRT, many of the texts would be considered revisionist history (Delgado and Stefancic, 2023), which stray from dominant narratives of american comfort and speak more accurately to the experiences of minoritized populations. The author then applies the same analysis to the sociopolitical contexts of EGOs, and to policy language itself. Each section is closed with an explanation of its connection to tenets of CRT and EI so as to provide a thread to follow into the subsequent discussion section. In the first presentation of the early writings of this work, the author was lucky enough to be in community with Barbara Applebaum at the annual meeting for the American Educational Studies Association and engage in discourse surrounding EI and CRT applications to EGOs. In conversations surrounding the will in the willful ignorance that is exemplified in the movement of EGOs, the author had shared with Dr Applebaum the early thinking on how that will was the same force that brought together converging interests, which have continually forecasted interest divergence. This is commonly referred to as “political backlash.” The author had said something along the lines of: “if we follow the interest convergence, we can get in front of the subsequent political moves to turn the clocks on what was once celebrates progress.” This conversation planted the seed for what is the thesis of this paper. Interest convergence and divergence happen at the will of white populations because of the american truth of whiteness as property. In the context of higher education, this means that because educational pursuit has largely been white property, it has served as an arena for white populations to converge and diverge their interests with those of the minoritized. For example, the policies that drained federal funding for higher education in the 1970s were passed on the tails of a Civil Rights Movement that shook the very foundation of this country and expanded access to postsecondary education for racially minoritized groups (Berret, 2015). Ensuring that this social construction is a matter of status quo has largely been the work of postsecondary institutions, and EGOs represent the most recent attempt at epistemically imposed inferiority. Explicit attention to the fact of higher education’s complicity and overall investment in the socialization of oppression is necessary to engage in transformative practice that resists anachronism. If higher education researchers and practitioners do not recognize the stake in both the presence and resistance to EGOs, there would likely be acts of resistance that will belie an act of interest convergence – and later divergence – on the part of the state.Educational gag orders as white property of interest: reinscribing higher education's ethos in radical tradition
Cydney Y. Caradonna
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

It is critical for those who are engaged in the work of resisting the movement of academically restrictive policy to understand that it is a deliberate act on the part of conservatives to outlaw critical race theory (CRT) specifically, because it is a theoretical mechanism for discrediting the rhetorical foundations of their policy movement. The knee-jerk institutional courses of action to now defund initiatives and curriculum related equity, diversity and inclusion (EDI) represent what has always been a deeply rooted investment in white supremacy on the part of the institutions (Baldwin, 2021; Patel, 2021; Squire, 2021).

The author explores and defines the CRT tenets of interest convergence (Bell, 1980) and whiteness as property (Harris, 1993) in relation to EI (Fricker, 2007; Dotson, 2011) as frameworks for examining three EGOs in the region where these policies have become most dominant. All three are critical tools of analysis for understanding the stake the White conservative political elite have in EGOs, and the magnitude of EI these policies represent, and stand endorse in their rhetoric. Definitions of EI often rely on the work of Amanda Fricker’s (2013) text on the subject, but this paper is invested in the expansions of this theorization for speaking to the nature of the injustice that EGOs represent as a matter of historical trend, with grave implications for futures marked by continued oppression. Whiteness as property and interest convergence are points for explicating the dialectic and material aspects of issues of race and equity in this country; namely, how knowledge processes inherent to higher education sound even more alarms as EGOs become commonplace for college campuses.

To support the arguments laid out, the author provides a historical review of the settler-colonial foundations of higher education as an american institution. This is meant to provide contour to the image of postsecondary education that exists today. In accordance with this paper’s allegiance to CRT, many of the texts would be considered revisionist history (Delgado and Stefancic, 2023), which stray from dominant narratives of american comfort and speak more accurately to the experiences of minoritized populations. The author then applies the same analysis to the sociopolitical contexts of EGOs, and to policy language itself. Each section is closed with an explanation of its connection to tenets of CRT and EI so as to provide a thread to follow into the subsequent discussion section.

In the first presentation of the early writings of this work, the author was lucky enough to be in community with Barbara Applebaum at the annual meeting for the American Educational Studies Association and engage in discourse surrounding EI and CRT applications to EGOs. In conversations surrounding the will in the willful ignorance that is exemplified in the movement of EGOs, the author had shared with Dr Applebaum the early thinking on how that will was the same force that brought together converging interests, which have continually forecasted interest divergence. This is commonly referred to as “political backlash.” The author had said something along the lines of: “if we follow the interest convergence, we can get in front of the subsequent political moves to turn the clocks on what was once celebrates progress.” This conversation planted the seed for what is the thesis of this paper. Interest convergence and divergence happen at the will of white populations because of the american truth of whiteness as property. In the context of higher education, this means that because educational pursuit has largely been white property, it has served as an arena for white populations to converge and diverge their interests with those of the minoritized. For example, the policies that drained federal funding for higher education in the 1970s were passed on the tails of a Civil Rights Movement that shook the very foundation of this country and expanded access to postsecondary education for racially minoritized groups (Berret, 2015).

Ensuring that this social construction is a matter of status quo has largely been the work of postsecondary institutions, and EGOs represent the most recent attempt at epistemically imposed inferiority. Explicit attention to the fact of higher education’s complicity and overall investment in the socialization of oppression is necessary to engage in transformative practice that resists anachronism. If higher education researchers and practitioners do not recognize the stake in both the presence and resistance to EGOs, there would likely be acts of resistance that will belie an act of interest convergence – and later divergence – on the part of the state.

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Educational gag orders as white property of interest: reinscribing higher education's ethos in radical tradition10.1108/EDI-11-2022-0330Equality, Diversity and Inclusion2024-01-03© 2023 Emerald Publishing LimitedCydney Y. CaradonnaEquality, Diversity and Inclusionahead-of-printahead-of-print2024-01-0310.1108/EDI-11-2022-0330https://www.emerald.com/insight/content/doi/10.1108/EDI-11-2022-0330/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Wounded, but not defeated: from incapacitated to reintegrated. Exploring reintegration of wounded/injured/sick military armed forces employeeshttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2021-0325/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to explore the reintegration process of Wounded, Injured or Sick Employees (WISE) of the Dutch Military Armed Forces. The research method is an exploratory, qualitative case study. A purposive sampling was drawn, including 10 WISE, and 6 reintegration stakeholders. A total of 16 interviews were conducted to explore the individual, organisational and socio-environmental factors that influence reintegration of WISE. Findings show the importance of involvement and participation of members of the social environment in the reintegration process. Findings show that the complexity of the plethora of WISEs' injuries and disabilities requires a more person-centric reintegration approach with personalized-customized provisions, rather than a policy-driven approach to the reintegration, in order to enhance the reintegration experience and to arrive at beneficial individual and organisational reintegration outcomes. This cross-sectional study on a limited sample of WISE and reintegration stakeholders does not allow for making inferences about the long-term effects of the reintegration process on reintegration outcomes of the wider population of WISE. Future longitudinal research, encompassing a larger sample, could examine the long-term career, organisational and societal implications of reintegration of WISE within and outside the Military Armed Forces. This paper presents a “Wounded Warrior Workplace Reintegration Program”, aimed at deriving beneficial outcomes for all stakeholders involved in the reintegration trajectory. This paper contributes to the literature by presenting a Model of Occupational Reintegration of WISE that considers the factors at an individual, social-environmental, and institutional level as determinants of successful reintegration.Wounded, but not defeated: from incapacitated to reintegrated. Exploring reintegration of wounded/injured/sick military armed forces employees
Reimara Valk, Benito Versluijs
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to explore the reintegration process of Wounded, Injured or Sick Employees (WISE) of the Dutch Military Armed Forces.

The research method is an exploratory, qualitative case study. A purposive sampling was drawn, including 10 WISE, and 6 reintegration stakeholders. A total of 16 interviews were conducted to explore the individual, organisational and socio-environmental factors that influence reintegration of WISE.

Findings show the importance of involvement and participation of members of the social environment in the reintegration process. Findings show that the complexity of the plethora of WISEs' injuries and disabilities requires a more person-centric reintegration approach with personalized-customized provisions, rather than a policy-driven approach to the reintegration, in order to enhance the reintegration experience and to arrive at beneficial individual and organisational reintegration outcomes.

This cross-sectional study on a limited sample of WISE and reintegration stakeholders does not allow for making inferences about the long-term effects of the reintegration process on reintegration outcomes of the wider population of WISE. Future longitudinal research, encompassing a larger sample, could examine the long-term career, organisational and societal implications of reintegration of WISE within and outside the Military Armed Forces.

This paper presents a “Wounded Warrior Workplace Reintegration Program”, aimed at deriving beneficial outcomes for all stakeholders involved in the reintegration trajectory.

This paper contributes to the literature by presenting a Model of Occupational Reintegration of WISE that considers the factors at an individual, social-environmental, and institutional level as determinants of successful reintegration.

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Wounded, but not defeated: from incapacitated to reintegrated. Exploring reintegration of wounded/injured/sick military armed forces employees10.1108/EDI-12-2021-0325Equality, Diversity and Inclusion2023-11-29© 2023 Emerald Publishing LimitedReimara ValkBenito VersluijsEquality, Diversity and Inclusionahead-of-printahead-of-print2023-11-2910.1108/EDI-12-2021-0325https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2021-0325/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Addressing the challenge of engaging in paid work while undertaking unpaid caring: insights for improving employment inclusion of young carershttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0351/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to explore challenges and opportunities associated with young carers' employment in Australia. Using a multi-stakeholder approach, this study captures the reflections of stakeholders (n = 8) and young carers (n = 10) about opportunities for, and experiences of, paid employment for young carers. Despite many organisations internationally increasingly pushing diversity agendas and suggesting a commitment to equal opportunity experiences, this study found that young carers' work opportunities are often disrupted by their caring role. For young carers to be successful in their careers, organisations need to provide further workplace flexibility, and other support is required to attract and retain young carers into organisations and harness their transferrable skills for meaningful careers. The paper highlights important implications for human resource management practitioners given the need to maximise the participation of young carers as workers, with benefits for young carers themselves, employers and society. The research adds to the human resource management and work–family conflict literature in examining young carers through drawing on Conservation of Resources theory to highlight resources invested in caring leads to loss of educational and work experience resources. This leads to loss cycles and spirals, which can potentially continue across a lifetime, further contributing to disadvantage and lack of workplace and societal inclusion for this group of young people.Addressing the challenge of engaging in paid work while undertaking unpaid caring: insights for improving employment inclusion of young carers
Kate Hutchings, Katrina Radford, Nancy Spencer, Neil Harris, Sara McMillan, Maddy Slattery, Amanda Wheeler, Elisha Roche
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to explore challenges and opportunities associated with young carers' employment in Australia.

Using a multi-stakeholder approach, this study captures the reflections of stakeholders (n = 8) and young carers (n = 10) about opportunities for, and experiences of, paid employment for young carers.

Despite many organisations internationally increasingly pushing diversity agendas and suggesting a commitment to equal opportunity experiences, this study found that young carers' work opportunities are often disrupted by their caring role. For young carers to be successful in their careers, organisations need to provide further workplace flexibility, and other support is required to attract and retain young carers into organisations and harness their transferrable skills for meaningful careers.

The paper highlights important implications for human resource management practitioners given the need to maximise the participation of young carers as workers, with benefits for young carers themselves, employers and society.

The research adds to the human resource management and work–family conflict literature in examining young carers through drawing on Conservation of Resources theory to highlight resources invested in caring leads to loss of educational and work experience resources. This leads to loss cycles and spirals, which can potentially continue across a lifetime, further contributing to disadvantage and lack of workplace and societal inclusion for this group of young people.

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Addressing the challenge of engaging in paid work while undertaking unpaid caring: insights for improving employment inclusion of young carers10.1108/EDI-12-2022-0351Equality, Diversity and Inclusion2023-10-12© 2023 Emerald Publishing LimitedKate HutchingsKatrina RadfordNancy SpencerNeil HarrisSara McMillanMaddy SlatteryAmanda WheelerElisha RocheEquality, Diversity and Inclusionahead-of-printahead-of-print2023-10-1210.1108/EDI-12-2022-0351https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0351/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Twitter as a counter-storytelling site for students of Color working to abolish the policehttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0361/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGiven the historical legacy of policing Black bodies, this research focuses on the structures of anti-Blackness within school policing and the strategies students of Color activists use as they work to defund or abolish police departments in the Los Angeles Unified School District (LAUSD). Specifically, this article looks to Twitter as a counter-storytelling space for students of Color activists to organize and build movements to end anti-Black school policing. Through the frameworks of critical race theory (CRT) and Black critical theory (BlackCrit), this research applies inductive coding to analyze 42 Twitter posts from three students of Color-led organizations based in Los Angeles. This document analysis presents four themes, which describe four dominant strategies students of Color activists use in their campaigns to defund or abolish school police in the LAUSD: (1) centering Blackness and Black student experiences, (2) making demands for the elimination of funding and support for school police, (3) calling for a shift in funding to support Black students and (4) employing multiple tactics concurrently. These findings demonstrate the importance of developing and centering a critical understanding of anti-Blackness to achieve racial and educational justice within social movements. Moreover, the demands of students of Color activists reflect visions of public schools free from anti-Black school policing.Twitter as a counter-storytelling site for students of Color working to abolish the police
Re'Nyqua Farrington
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

Given the historical legacy of policing Black bodies, this research focuses on the structures of anti-Blackness within school policing and the strategies students of Color activists use as they work to defund or abolish police departments in the Los Angeles Unified School District (LAUSD).

Specifically, this article looks to Twitter as a counter-storytelling space for students of Color activists to organize and build movements to end anti-Black school policing. Through the frameworks of critical race theory (CRT) and Black critical theory (BlackCrit), this research applies inductive coding to analyze 42 Twitter posts from three students of Color-led organizations based in Los Angeles.

This document analysis presents four themes, which describe four dominant strategies students of Color activists use in their campaigns to defund or abolish school police in the LAUSD: (1) centering Blackness and Black student experiences, (2) making demands for the elimination of funding and support for school police, (3) calling for a shift in funding to support Black students and (4) employing multiple tactics concurrently.

These findings demonstrate the importance of developing and centering a critical understanding of anti-Blackness to achieve racial and educational justice within social movements.

Moreover, the demands of students of Color activists reflect visions of public schools free from anti-Black school policing.

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Twitter as a counter-storytelling site for students of Color working to abolish the police10.1108/EDI-12-2022-0361Equality, Diversity and Inclusion2024-03-05© 2024 Emerald Publishing LimitedRe'Nyqua FarringtonEquality, Diversity and Inclusionahead-of-printahead-of-print2024-03-0510.1108/EDI-12-2022-0361https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0361/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Microaggressions in the heartland “flyover” region: history, progress, lessons learned and challengeshttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0364/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article sheds light on the impact of collective characteristics of microaggression in a community and how this affects the perception and experiences of its underrepresented members through the lens of critical race theory (CRT). Using the Springfield community of the southwest Missouri Ozarks region in the United States of America as the authors' focus, the authors explore the barrier of microaggression in the lived experiences of a community striving for diversity and inclusion. The authors performed a systematic analysis using four CRT tenets: race is a social construct; racism is systematic, racism is commonplace and listening to lived experiences is essential. A sample of underrepresented professionals from the region was surveyed to obtain their lived experiences. Qualitative media analysis on varied media pieces was conducted to obtain context for the environment that precipitated these experiences. When residents from marginalized backgrounds face consistent microaggressions, their sense of belonging and contributions to the community significantly diminish, which has adverse implications for the community. If these issues are unaddressed, they might choose to leave due to feelings of underrepresentation. Community leaders must proactively implement strategies to welcome an evolving population and educate stakeholders about the detrimental effects of microaggressions on community cohesion. Historically, the heartland of the United States of America has been a bellwether of the pulse of its average citizen. This region is currently experiencing an increase in diversity along with a significant rise in persistent microaggressions. Using CRT to analyze the impact, lessons learned and challenges, the authors provide recommendations for potential changes that could benefit the nation as a whole.Microaggressions in the heartland “flyover” region: history, progress, lessons learned and challenges
Lyle Foster, Ximena Uribe-Zarain, Tayo Obafemi-Ajayi
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article sheds light on the impact of collective characteristics of microaggression in a community and how this affects the perception and experiences of its underrepresented members through the lens of critical race theory (CRT). Using the Springfield community of the southwest Missouri Ozarks region in the United States of America as the authors' focus, the authors explore the barrier of microaggression in the lived experiences of a community striving for diversity and inclusion.

The authors performed a systematic analysis using four CRT tenets: race is a social construct; racism is systematic, racism is commonplace and listening to lived experiences is essential. A sample of underrepresented professionals from the region was surveyed to obtain their lived experiences. Qualitative media analysis on varied media pieces was conducted to obtain context for the environment that precipitated these experiences.

When residents from marginalized backgrounds face consistent microaggressions, their sense of belonging and contributions to the community significantly diminish, which has adverse implications for the community. If these issues are unaddressed, they might choose to leave due to feelings of underrepresentation. Community leaders must proactively implement strategies to welcome an evolving population and educate stakeholders about the detrimental effects of microaggressions on community cohesion.

Historically, the heartland of the United States of America has been a bellwether of the pulse of its average citizen. This region is currently experiencing an increase in diversity along with a significant rise in persistent microaggressions. Using CRT to analyze the impact, lessons learned and challenges, the authors provide recommendations for potential changes that could benefit the nation as a whole.

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Microaggressions in the heartland “flyover” region: history, progress, lessons learned and challenges10.1108/EDI-12-2022-0364Equality, Diversity and Inclusion2023-12-05© 2023 Emerald Publishing LimitedLyle FosterXimena Uribe-ZarainTayo Obafemi-AjayiEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-0510.1108/EDI-12-2022-0364https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0364/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Is our scholarship elevating or hindering transformation and possibility? Conceptualizations of student organizations in higher educationhttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0365/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis review addresses how student organizations are conceptually framed in the scholarly literature—organizations the authors referred to as “ethnicized student organizations” or “ESOs,” which include both Black Indigenous and People of Color (BIPOC) student organizations and ethnically white student organizations such as mainstream fraternities/sororities and clubs that are normalized as not having a racial/ethnic affiliation. Critical race theory informs the analysis of 175 articles that address ESOs from 2002 to 2016. Analysis revealed that a majority of scholarship conceptualizes ESOs in ways that can minimize the role of institutional whiteness where they are positioned as either serving or hindering both individual students and institutional goals. Findings also reveal a smaller body of literature that emphasized institutionalized power dynamics and honors the transformative work of BIPOC students through ESOs. Despite widespread public commitments to diversity among institutions, whiteness remains a core institutional presence. This study illustrates the relationships among student organizations, white supremacy and higher education transformation.Is our scholarship elevating or hindering transformation and possibility? Conceptualizations of student organizations in higher education
Rican Vue, Lucy Arellano Jr, Uma Mazyck Jayakumar
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This review addresses how student organizations are conceptually framed in the scholarly literature—organizations the authors referred to as “ethnicized student organizations” or “ESOs,” which include both Black Indigenous and People of Color (BIPOC) student organizations and ethnically white student organizations such as mainstream fraternities/sororities and clubs that are normalized as not having a racial/ethnic affiliation.

Critical race theory informs the analysis of 175 articles that address ESOs from 2002 to 2016.

Analysis revealed that a majority of scholarship conceptualizes ESOs in ways that can minimize the role of institutional whiteness where they are positioned as either serving or hindering both individual students and institutional goals. Findings also reveal a smaller body of literature that emphasized institutionalized power dynamics and honors the transformative work of BIPOC students through ESOs.

Despite widespread public commitments to diversity among institutions, whiteness remains a core institutional presence. This study illustrates the relationships among student organizations, white supremacy and higher education transformation.

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Is our scholarship elevating or hindering transformation and possibility? Conceptualizations of student organizations in higher education10.1108/EDI-12-2022-0365Equality, Diversity and Inclusion2023-12-22© 2023 Emerald Publishing LimitedRican VueLucy Arellano JrUma Mazyck JayakumarEquality, Diversity and Inclusionahead-of-printahead-of-print2023-12-2210.1108/EDI-12-2022-0365https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2022-0365/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Neurodiversity and HRM: a practice-based review and research agendahttps://www.emerald.com/insight/content/doi/10.1108/EDI-12-2023-0424/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis article provides an overview of lessons we can learn from human resource (HR) policies and practices related to neurodiversity. We conducted a practice-based review using information obtained from organizations’ websites, summarized the information and reflected on how scholars can continue to advance this area of research based on what is happening in practice. The review provided a selective overview of programs and practices per HR cluster: selection and recruitment; onboarding, integration and retention; job design; flexible work options and working remotely; training; employee resource groups (ESGs) and support. The review provides a description of practices and policies implemented within organizations that focus on neurodiversity among employees. Our review showed that organizations have a multitude of HR practices and policies in place to include neurodivergent individuals in their workforces, though many of these have not been empirically investigated. Sharing this knowledge is important so that research insights and practice can reciprocally influence one another.Neurodiversity and HRM: a practice-based review and research agenda
Sophie Hennekam, Kayla Follmer
Equality, Diversity and Inclusion, Vol. ahead-of-print, No. ahead-of-print, pp.-

This article provides an overview of lessons we can learn from human resource (HR) policies and practices related to neurodiversity.

We conducted a practice-based review using information obtained from organizations’ websites, summarized the information and reflected on how scholars can continue to advance this area of research based on what is happening in practice.

The review provided a selective overview of programs and practices per HR cluster: selection and recruitment; onboarding, integration and retention; job design; flexible work options and working remotely; training; employee resource groups (ESGs) and support. The review provides a description of practices and policies implemented within organizations that focus on neurodiversity among employees.

Our review showed that organizations have a multitude of HR practices and policies in place to include neurodivergent individuals in their workforces, though many of these have not been empirically investigated. Sharing this knowledge is important so that research insights and practice can reciprocally influence one another.

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Neurodiversity and HRM: a practice-based review and research agenda10.1108/EDI-12-2023-0424Equality, Diversity and Inclusion2024-02-12© 2024 Emerald Publishing LimitedSophie HennekamKayla FollmerEquality, Diversity and Inclusionahead-of-printahead-of-print2024-02-1210.1108/EDI-12-2023-0424https://www.emerald.com/insight/content/doi/10.1108/EDI-12-2023-0424/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited