Pub Date : 2018-10-26DOI: 10.1108/S2051-233320180000005006
Norbert Alter
{"title":"Chapter 4 Close and Far Away","authors":"Norbert Alter","doi":"10.1108/S2051-233320180000005006","DOIUrl":"https://doi.org/10.1108/S2051-233320180000005006","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2018-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85737356","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-10-26DOI: 10.1108/S2051-233320180000005002
Norbert Alter
{"title":"Introduction – The Strength of Difference: Itineraries of Atypical Bosses","authors":"Norbert Alter","doi":"10.1108/S2051-233320180000005002","DOIUrl":"https://doi.org/10.1108/S2051-233320180000005002","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"28 2","pages":""},"PeriodicalIF":2.4,"publicationDate":"2018-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72562879","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-09-08DOI: 10.1108/EDI-03-2017-0058
S. Kalaitzi, K. Czabanowska, S. Fowler-Davis, H. Brand
Purpose The purpose of this paper is to map the barriers to women leadership across healthcare, academia and business, and identify barriers prevalence across sectors. A barriers thematic map, with quantitative logic, and a prevalence chart have been developed, with the aim to uncover inequalities and provide orientation to develop inclusion and equal opportunity strategies within different work environments. Design/methodology/approach A systematic literature review method was adopted across five electronic databases. Rigorous inclusion/exclusion criteria were applied to select relevant publications, followed by critical appraisal of the eligible articles. The geographical target was Europe, with a publication time range spanning the period from 2000 to 2015. Certain specialized international studies were also examined. The key themes were identified using summative content analysis and the findings were analyzed using qualitative meta-summary method to formulate hypotheses for subsequent research. Findings In total, 26 barriers were identified across the aforementioned sectors. A high degree of barriers commonalities was identified, with some striking differences between the prevalence of barriers across sectors. Research limitations/implications The results of this study may need further validation using statistical methodology given the knowledge base gaps regarding the range of barriers and the differences in their prevalence. Bias and interpretation in reporting anchored in different theoretical frameworks ought to be further examined. Additional variables such as ambiguously stated barriers, sector overlap, women’s own choices, cultural and educational background and analysis in the context of the economic crisis, ensuing austerity and migratory pressure, are also worth exploring. Practical implications Women’s notable and persisting underrepresentation in top leading positions across sectors reflects a critical drawback in terms of organizational and societal progress particularly regarding inclusion and balanced decision making. Practice-related blind spots may need to be further examined and addressed through specific policies. Originality/value The comparative nature of barriers to women leadership across three sectors allows the reader to contrast the differences in gender inequalities and to comprehend inclusion challenges in healthcare, academia and business. The authors draw attention to varying degrees of barriers prevalence that have been understudied and deserve to be further explored. This gap in knowledge extends to policy, thus, highlighting the need to address the gender equality and inclusion challenges in a context-specific manner across work environments.
{"title":"Women leadership barriers in healthcare, academia and business","authors":"S. Kalaitzi, K. Czabanowska, S. Fowler-Davis, H. Brand","doi":"10.1108/EDI-03-2017-0058","DOIUrl":"https://doi.org/10.1108/EDI-03-2017-0058","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The purpose of this paper is to map the barriers to women leadership across healthcare, academia and business, and identify barriers prevalence across sectors. A barriers thematic map, with quantitative logic, and a prevalence chart have been developed, with the aim to uncover inequalities and provide orientation to develop inclusion and equal opportunity strategies within different work environments. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A systematic literature review method was adopted across five electronic databases. Rigorous inclusion/exclusion criteria were applied to select relevant publications, followed by critical appraisal of the eligible articles. The geographical target was Europe, with a publication time range spanning the period from 2000 to 2015. Certain specialized international studies were also examined. The key themes were identified using summative content analysis and the findings were analyzed using qualitative meta-summary method to formulate hypotheses for subsequent research. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000In total, 26 barriers were identified across the aforementioned sectors. A high degree of barriers commonalities was identified, with some striking differences between the prevalence of barriers across sectors. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The results of this study may need further validation using statistical methodology given the knowledge base gaps regarding the range of barriers and the differences in their prevalence. Bias and interpretation in reporting anchored in different theoretical frameworks ought to be further examined. Additional variables such as ambiguously stated barriers, sector overlap, women’s own choices, cultural and educational background and analysis in the context of the economic crisis, ensuing austerity and migratory pressure, are also worth exploring. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Women’s notable and persisting underrepresentation in top leading positions across sectors reflects a critical drawback in terms of organizational and societal progress particularly regarding inclusion and balanced decision making. Practice-related blind spots may need to be further examined and addressed through specific policies. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The comparative nature of barriers to women leadership across three sectors allows the reader to contrast the differences in gender inequalities and to comprehend inclusion challenges in healthcare, academia and business. The authors draw attention to varying degrees of barriers prevalence that have been understudied and deserve to be further explored. This gap in knowledge extends to policy, thus, highlighting the need to address the gender equality and inclusion challenges in a context-specific manner across work environments.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"36 1","pages":"457-474"},"PeriodicalIF":2.4,"publicationDate":"2017-09-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/EDI-03-2017-0058","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44014037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2016-09-01Epub Date: 2016-02-04DOI: 10.1136/jnnp-2015-311803
V M McClelland, A Valentin, H G Rey, D E Lumsden, M C Elze, R Selway, G Alarcon, J-P Lin
Background: The pathophysiology underlying different types of dystonia is not yet understood. We report microelectrode data from the globus pallidus interna (GPi) and globus pallidus externa (GPe) in children undergoing deep brain stimulation (DBS) for dystonia and investigate whether GPi and GPe firing rates differ between dystonia types.
Methods: Single pass microelectrode data were obtained to guide electrode position in 44 children (3.3-18.1 years, median 10.7) with the following dystonia types: 14 primary, 22 secondary Static and 8 progressive secondary to neuronal brain iron accumulation (NBIA). Preoperative stereotactic MRI determined coordinates for the GPi target. Digitised spike trains were analysed offline, blind to clinical data. Electrode placement was confirmed by a postoperative stereotactic CT scan.
Findings: We identified 263 GPi and 87 GPe cells. Both GPi and GPe firing frequencies differed significantly with dystonia aetiology. The median GPi firing frequency was higher in the primary group than in the secondary static group (13.5 Hz vs 9.6 Hz; p=0.002) and higher in the NBIA group than in either the primary (25 Hz vs 13.5 Hz; p=0.006) or the secondary static group (25 Hz vs 9.6 Hz; p=0.00004). The median GPe firing frequency was higher in the NBIA group than in the secondary static group (15.9 Hz vs 7 Hz; p=0.013). The NBIA group also showed a higher proportion of regularly firing GPi cells compared with the other groups (p<0.001). A higher proportion of regular GPi cells was also seen in patients with fixed/tonic dystonia compared with a phasic/dynamic dystonia phenotype (p<0.001). The GPi firing frequency showed a positive correlation with 1-year outcome from DBS measured by improvement in the Burke-Fahn-Marsden Dystonia Rating Scale (BFMDRS-m) score (p=0.030). This association was stronger for the non-progressive patients (p=0.006).
Interpretation: Pallidal firing rates and patterns differ significantly with dystonia aetiology and phenotype. Identification of specific firing patterns may help determine targets and patient-specific protocols for neuromodulation therapy.
Funding: National Institute of Health Research, Guy's and St. Thomas' Charity, Dystonia Society UK, Action Medical Research, German National Academic Foundation.
{"title":"Differences in globus pallidus neuronal firing rates and patterns relate to different disease biology in children with dystonia.","authors":"V M McClelland, A Valentin, H G Rey, D E Lumsden, M C Elze, R Selway, G Alarcon, J-P Lin","doi":"10.1136/jnnp-2015-311803","DOIUrl":"10.1136/jnnp-2015-311803","url":null,"abstract":"<p><strong>Background: </strong>The pathophysiology underlying different types of dystonia is not yet understood. We report microelectrode data from the globus pallidus interna (GPi) and globus pallidus externa (GPe) in children undergoing deep brain stimulation (DBS) for dystonia and investigate whether GPi and GPe firing rates differ between dystonia types.</p><p><strong>Methods: </strong>Single pass microelectrode data were obtained to guide electrode position in 44 children (3.3-18.1 years, median 10.7) with the following dystonia types: 14 primary, 22 secondary Static and 8 progressive secondary to neuronal brain iron accumulation (NBIA). Preoperative stereotactic MRI determined coordinates for the GPi target. Digitised spike trains were analysed offline, blind to clinical data. Electrode placement was confirmed by a postoperative stereotactic CT scan.</p><p><strong>Findings: </strong>We identified 263 GPi and 87 GPe cells. Both GPi and GPe firing frequencies differed significantly with dystonia aetiology. The median GPi firing frequency was higher in the primary group than in the secondary static group (13.5 Hz vs 9.6 Hz; p=0.002) and higher in the NBIA group than in either the primary (25 Hz vs 13.5 Hz; p=0.006) or the secondary static group (25 Hz vs 9.6 Hz; p=0.00004). The median GPe firing frequency was higher in the NBIA group than in the secondary static group (15.9 Hz vs 7 Hz; p=0.013). The NBIA group also showed a higher proportion of regularly firing GPi cells compared with the other groups (p<0.001). A higher proportion of regular GPi cells was also seen in patients with fixed/tonic dystonia compared with a phasic/dynamic dystonia phenotype (p<0.001). The GPi firing frequency showed a positive correlation with 1-year outcome from DBS measured by improvement in the Burke-Fahn-Marsden Dystonia Rating Scale (BFMDRS-m) score (p=0.030). This association was stronger for the non-progressive patients (p=0.006).</p><p><strong>Interpretation: </strong>Pallidal firing rates and patterns differ significantly with dystonia aetiology and phenotype. Identification of specific firing patterns may help determine targets and patient-specific protocols for neuromodulation therapy.</p><p><strong>Funding: </strong>National Institute of Health Research, Guy's and St. Thomas' Charity, Dystonia Society UK, Action Medical Research, German National Academic Foundation.</p>","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"17 1","pages":"958-67"},"PeriodicalIF":11.0,"publicationDate":"2016-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5013118/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84071070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2016-01-01DOI: 10.1108/EDI-10-2015-0091
Inge Bleijenbergh, Charlotte Holgersson, I. Ryan
{"title":"Diversity, diversity management and identity in organizations","authors":"Inge Bleijenbergh, Charlotte Holgersson, I. Ryan","doi":"10.1108/EDI-10-2015-0091","DOIUrl":"https://doi.org/10.1108/EDI-10-2015-0091","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"21 1","pages":"2-4"},"PeriodicalIF":2.4,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62132611","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-11-06DOI: 10.1108/EDI-05-2014-0036
M. Moeller, Michael G. Harvey, J. Maley
Purpose – The purpose of this paper is to investigate attitudes toward interacting with foreign nationals from emerging and developed markets. Differences in attitudes are assessed using liability-of-foreignness factors. Design/methodology/approach – Purposive sample collected at a private university in Australia; hierarchical linear modeling approach examines differences across regions of Australia, Asia, Middle East, Europe, and North America; Type 2 moderated mediation procedures. Findings – Findings argue for variations across individual difference variables relative to the inclination to interact with emerging markets foreign nationals. Europeans’ willingness to interact with emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas North Americans’ willingness to interact with developed market foreign nationals is enhanced with high levels of tendency to stereotype. Research limitations/implications – Use of self-reported measures may limit validity and gene...
{"title":"Interactions among culturally diverse personnel: an analysis of individual difference variables","authors":"M. Moeller, Michael G. Harvey, J. Maley","doi":"10.1108/EDI-05-2014-0036","DOIUrl":"https://doi.org/10.1108/EDI-05-2014-0036","url":null,"abstract":"Purpose – The purpose of this paper is to investigate attitudes toward interacting with foreign nationals from emerging and developed markets. Differences in attitudes are assessed using liability-of-foreignness factors. Design/methodology/approach – Purposive sample collected at a private university in Australia; hierarchical linear modeling approach examines differences across regions of Australia, Asia, Middle East, Europe, and North America; Type 2 moderated mediation procedures. Findings – Findings argue for variations across individual difference variables relative to the inclination to interact with emerging markets foreign nationals. Europeans’ willingness to interact with emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas North Americans’ willingness to interact with developed market foreign nationals is enhanced with high levels of tendency to stereotype. Research limitations/implications – Use of self-reported measures may limit validity and gene...","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"34 1","pages":"705-725"},"PeriodicalIF":2.4,"publicationDate":"2015-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/EDI-05-2014-0036","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62132603","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-11-11DOI: 10.1108/EDI-09-2013-0071
J. Hofhuis, K. V. D. Zee, S. Otten
Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domains. Study 2 compares satisfaction with the same domains, and the subsequent relationship with turnover intentions, of remaining employees within the same organization. Findings – The two studies provided consistent results, revealing that minority employees experience more negative social interactions in the workplace, and experience less opportunities for career advancement. Both factors are shown to be more predictive of turnover intentions as well as actual turnover decisions among minority employees. Research limitations/implications – This research makes use ...
{"title":"Comparing antecedents of voluntary job turnover among majority and minority employees","authors":"J. Hofhuis, K. V. D. Zee, S. Otten","doi":"10.1108/EDI-09-2013-0071","DOIUrl":"https://doi.org/10.1108/EDI-09-2013-0071","url":null,"abstract":"Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domains. Study 2 compares satisfaction with the same domains, and the subsequent relationship with turnover intentions, of remaining employees within the same organization. Findings – The two studies provided consistent results, revealing that minority employees experience more negative social interactions in the workplace, and experience less opportunities for career advancement. Both factors are shown to be more predictive of turnover intentions as well as actual turnover decisions among minority employees. Research limitations/implications – This research makes use ...","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"33 1","pages":"735-749"},"PeriodicalIF":2.4,"publicationDate":"2014-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/EDI-09-2013-0071","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62132608","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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