Pub Date : 2023-04-06DOI: 10.1108/edi-03-2022-0066
Jean Hatton
PurposeThis paper discusses how professionally qualified cisgender lesbian, gay, bisexual or queer (LGBQ) women youth workers present their self. The research examined how youth workers consciously or unconsciously shared their sexual identity with young people with whom they worked. Whilst this research focussed on youth workers, issues discussed are relevant for practitioners from a range of professional backgrounds such as therapists, social workers, teachers and health care practitioners. The research focused only on the experiences of cisgender LGBQ women as the experiences of men and trans women are different and so requires separate research.Design/methodology/approachThis research taking a qualitative approach, used in-depth interviews to discuss how respondents shared information about their identity.FindingsSome of fifteen youth workers interviewed reported not having choices about being out with the young people as their sexuality had been leaked. Others were able to pass and so choose when, or if, to be out with young people. Their different strategies to sharing information regarding their sexuality used by these participants reflected different approaches to being out.Originality/valueAlthough there is evidence in the literature of how being out or closeted impacts on teachers there is little written about the effect on youth workers or other professionals. The little research that has been undertaken in this area focusses on the impact of identity on the clients rather than on the professionals. This article contributes to filling this gap in the literature.
{"title":"The use of self: the conscious or unconscious (sharing or) leaking of identity by LGBQ cisgender women youth workers in the North of England","authors":"Jean Hatton","doi":"10.1108/edi-03-2022-0066","DOIUrl":"https://doi.org/10.1108/edi-03-2022-0066","url":null,"abstract":"PurposeThis paper discusses how professionally qualified cisgender lesbian, gay, bisexual or queer (LGBQ) women youth workers present their self. The research examined how youth workers consciously or unconsciously shared their sexual identity with young people with whom they worked. Whilst this research focussed on youth workers, issues discussed are relevant for practitioners from a range of professional backgrounds such as therapists, social workers, teachers and health care practitioners. The research focused only on the experiences of cisgender LGBQ women as the experiences of men and trans women are different and so requires separate research.Design/methodology/approachThis research taking a qualitative approach, used in-depth interviews to discuss how respondents shared information about their identity.FindingsSome of fifteen youth workers interviewed reported not having choices about being out with the young people as their sexuality had been leaked. Others were able to pass and so choose when, or if, to be out with young people. Their different strategies to sharing information regarding their sexuality used by these participants reflected different approaches to being out.Originality/valueAlthough there is evidence in the literature of how being out or closeted impacts on teachers there is little written about the effect on youth workers or other professionals. The little research that has been undertaken in this area focusses on the impact of identity on the clients rather than on the professionals. This article contributes to filling this gap in the literature.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79620540","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 : 2023-03-23DOI: 10.1108/edi-06-2022-0158
S. F. G. Ganji, F. Rahimnia, Mohammad Reza Ahanchian, Jawad Syed
PurposeThis paper aims to examine diversity management (DM) practices in leading private-sector organizations in Iran.Design/methodology/approachThe study draws on in-depth interviews with 23 human resource management (HRM) executives and supervisors in nine private sector companies in Iran, and presents the analysis conducted using MAXQDA software.FindingsThe results categorize DM practices into four subsystems of HRM, i.e. recruitment and selection, training, performance management, and reward management. These practices indicate the inclusion of diversity-sensitive criteria and consideration of equal opportunity in the HRM subsystems.Originality/valueThe findings advance a contextual understanding of DM in a developing country. Considering DM practices in HRM subsystems may provide an effective way to help managers address workforce diversity in organizations.
{"title":"A qualitative study of diversity management practices in Iran's private sector organizations","authors":"S. F. G. Ganji, F. Rahimnia, Mohammad Reza Ahanchian, Jawad Syed","doi":"10.1108/edi-06-2022-0158","DOIUrl":"https://doi.org/10.1108/edi-06-2022-0158","url":null,"abstract":"PurposeThis paper aims to examine diversity management (DM) practices in leading private-sector organizations in Iran.Design/methodology/approachThe study draws on in-depth interviews with 23 human resource management (HRM) executives and supervisors in nine private sector companies in Iran, and presents the analysis conducted using MAXQDA software.FindingsThe results categorize DM practices into four subsystems of HRM, i.e. recruitment and selection, training, performance management, and reward management. These practices indicate the inclusion of diversity-sensitive criteria and consideration of equal opportunity in the HRM subsystems.Originality/valueThe findings advance a contextual understanding of DM in a developing country. Considering DM practices in HRM subsystems may provide an effective way to help managers address workforce diversity in organizations.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85302399","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 : 2023-03-22DOI: 10.1108/edi-07-2022-0172
Rupjyoti Saha
PurposeThis study investigates the impact of female directors on firms' financial performance by scrutinizing the different roles they are empowered to fulfill.Design/methodology/approachThis study examines the impact of the roles performed by female directors on firms' financial performance using a panel dataset of the top 100 listed Indian firms over a period of 5 years. The study uses an appropriate panel data model for empirical analysis. For the robustness evaluation, a two-stage least square (2SLS) with the instrumental variable model were used.FindingsThe findings reveal a significantly positive impact of the total percentage of female directors on firms' financial performance. Further, by disentangling the impact of the total percentage of female directors between independent directors and executive directors, the study shows that independent female directors make a significant positive contribution to their firms' financial performance. By contrast, the performance impact of female executive directors was insignificant. In addition, the findings reveal that firms with a higher proportion of independent female directors outperform firms with a higher percentage of female executive directors.Originality/valueThis study is the first of its kind to unravel the performance impact of female directors and distinguish between the roles of independent directors and executive directors in the context of the emerging market of India, after the imposition of a gender quota for corporate boards.
{"title":"The impact of board-level female directors on firm performance: evidence from India","authors":"Rupjyoti Saha","doi":"10.1108/edi-07-2022-0172","DOIUrl":"https://doi.org/10.1108/edi-07-2022-0172","url":null,"abstract":"PurposeThis study investigates the impact of female directors on firms' financial performance by scrutinizing the different roles they are empowered to fulfill.Design/methodology/approachThis study examines the impact of the roles performed by female directors on firms' financial performance using a panel dataset of the top 100 listed Indian firms over a period of 5 years. The study uses an appropriate panel data model for empirical analysis. For the robustness evaluation, a two-stage least square (2SLS) with the instrumental variable model were used.FindingsThe findings reveal a significantly positive impact of the total percentage of female directors on firms' financial performance. Further, by disentangling the impact of the total percentage of female directors between independent directors and executive directors, the study shows that independent female directors make a significant positive contribution to their firms' financial performance. By contrast, the performance impact of female executive directors was insignificant. In addition, the findings reveal that firms with a higher proportion of independent female directors outperform firms with a higher percentage of female executive directors.Originality/valueThis study is the first of its kind to unravel the performance impact of female directors and distinguish between the roles of independent directors and executive directors in the context of the emerging market of India, after the imposition of a gender quota for corporate boards.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91253849","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 : 2023-03-21DOI: 10.1108/edi-03-2022-0059
P. Siah, Chee-Seng Tan, W. Lee, M. Lee
PurposeThis study examines the hearing students' attitudes and behaviors towards deaf students in Malaysia using the intergroup contact approach.Design/methodology/approachPurposive sampling was used to recruit 439 hearing students at secondary schools. Hearing students were asked to fill in questionnaires that contained four measurements: contact with deaf people, sources of knowledge about deaf people, attitudes towards deaf people and behaviors toward deaf people. A serial mediation model was proposed to investigate the hypothetical mediating role of knowledge and attitudes toward deaf students in the relationship.FindingsThe results of this study showed that contact frequency is negatively associated with attitudes towards deaf people. However, such a relationship is suppressed, only when knowledge is included as a mediator. In addition, mediation analysis supports that sources of knowledge and attitudes about deaf people mediate the relationship between contact and behaviors toward deaf people. Moreover, the frequency of contact indirectly contributes to behaviors through knowledge and attitudes.Originality/valueThe findings indicate that increasing the contact between hearing and deaf students would improve hearing students' attitudes and behaviors towards deaf students. However, this is only when the contact can improve hearing students' knowledge about deaf people and deafness.
{"title":"An intergroup contact approach for understanding attitudes and behaviours towards deaf students among hearing students in Malaysia","authors":"P. Siah, Chee-Seng Tan, W. Lee, M. Lee","doi":"10.1108/edi-03-2022-0059","DOIUrl":"https://doi.org/10.1108/edi-03-2022-0059","url":null,"abstract":"PurposeThis study examines the hearing students' attitudes and behaviors towards deaf students in Malaysia using the intergroup contact approach.Design/methodology/approachPurposive sampling was used to recruit 439 hearing students at secondary schools. Hearing students were asked to fill in questionnaires that contained four measurements: contact with deaf people, sources of knowledge about deaf people, attitudes towards deaf people and behaviors toward deaf people. A serial mediation model was proposed to investigate the hypothetical mediating role of knowledge and attitudes toward deaf students in the relationship.FindingsThe results of this study showed that contact frequency is negatively associated with attitudes towards deaf people. However, such a relationship is suppressed, only when knowledge is included as a mediator. In addition, mediation analysis supports that sources of knowledge and attitudes about deaf people mediate the relationship between contact and behaviors toward deaf people. Moreover, the frequency of contact indirectly contributes to behaviors through knowledge and attitudes.Originality/valueThe findings indicate that increasing the contact between hearing and deaf students would improve hearing students' attitudes and behaviors towards deaf students. However, this is only when the contact can improve hearing students' knowledge about deaf people and deafness.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73606300","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 : 2023-03-09DOI: 10.1108/edi-04-2022-0096
Elise E. Racine
PurposeLimited evidence exists on bacha bazi, Afghanistan's steadily revived practice involving transgenerational same-sex relationships, despite its frequent association with violence towards young males, known as bacha bereesh. This paper aims to fill this critical gap.Design/methodology/approachThe author conducted an integrative literature review using qualitative and quantitative secondary data. An ecological framework for violence was applied to the findings.FindingsThe findings offer a comprehensive overview of bacha bazi in its modern form, including the unique health needs, sexual practices, and gender identities and orientations of bacha bereesh. The author reveals how Afghan masculine identities and male-male sexual activity occur in relation to power structures and notions of honor. Numerous risk factors increasing bacha bereesh vulnerability for violence and socio-legal barriers constraining access to crucial services are also discussed.Research limitations/implicationsAfghanistan's shame-based culture limits accurate data collection by obscuring the practice and stigmatizing bacha bereesh who serve in feminized roles.Practical implicationsThe research highlights the inadequacies of applying Western gender-binary frameworks to bacha bazi. It contributes to our understanding of sexuality, gender, masculinity, and male-directed sexual violence within Afghan culture. These insights will help us better address the health needs of this underserved population.Originality/valueThe lack of evidence addressing these topics highlights our paper's originality, while the literature firmly linking violence to poor physical and psychological health outcomes emphasizes the importance of its contribution.
{"title":"Sexuality and gender within Afghanistan's bacha bereesh population","authors":"Elise E. Racine","doi":"10.1108/edi-04-2022-0096","DOIUrl":"https://doi.org/10.1108/edi-04-2022-0096","url":null,"abstract":"PurposeLimited evidence exists on bacha bazi, Afghanistan's steadily revived practice involving transgenerational same-sex relationships, despite its frequent association with violence towards young males, known as bacha bereesh. This paper aims to fill this critical gap.Design/methodology/approachThe author conducted an integrative literature review using qualitative and quantitative secondary data. An ecological framework for violence was applied to the findings.FindingsThe findings offer a comprehensive overview of bacha bazi in its modern form, including the unique health needs, sexual practices, and gender identities and orientations of bacha bereesh. The author reveals how Afghan masculine identities and male-male sexual activity occur in relation to power structures and notions of honor. Numerous risk factors increasing bacha bereesh vulnerability for violence and socio-legal barriers constraining access to crucial services are also discussed.Research limitations/implicationsAfghanistan's shame-based culture limits accurate data collection by obscuring the practice and stigmatizing bacha bereesh who serve in feminized roles.Practical implicationsThe research highlights the inadequacies of applying Western gender-binary frameworks to bacha bazi. It contributes to our understanding of sexuality, gender, masculinity, and male-directed sexual violence within Afghan culture. These insights will help us better address the health needs of this underserved population.Originality/valueThe lack of evidence addressing these topics highlights our paper's originality, while the literature firmly linking violence to poor physical and psychological health outcomes emphasizes the importance of its contribution.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88612174","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 : 2023-03-01DOI: 10.1108/edi-08-2022-0224
P. Perera, S. Selvanathan, Jayatilleke S. Bandaralage, J. Su
PurposeDigital inequality is considered one of the leading causes of socioeconomic disparities nowadays and a barrier to sustainable development. However, a dearth of empirical research has examined the impact of digital inequality in attaining sustainable development. This study aims to systematically review the scientific publications on the impact of digital inequality in achieving sustainable development.Design/methodology/approachThe preferred reporting items for systematic reviews and meta-analyses (PRISMA, 2020) guidelines were followed to carry out the systematic literature review (SLR) using Scopus, Web of Science, ProQuest and Google Scholar electronic databases. Numerous inclusion/exclusion criteria were employed to obtain the most relevant literature. Finally, 54 articles were included to prepare the final database and qualitative synthesis was performed using 12 variables.FindingsWhile the findings show that there has been a substantial expansion of scientific publications on the focused area in recent years, there is still a lack of empirical and comparative studies; less focus on the offline benefits of online activities were also demonstrated by the results. Moreover, SDGs 04 and 05 were identified as the predominant goals in the literature. Findings further highlighted the importance of an accurate conceptualization of digital inequality.Originality/valueIn general, this study investigates the level of impact of digital inequality on the United Nations' Sustainable Development Goals. Moreover, it shows the evolution of scientific publications on digital inequality in terms of its contribution when achieving sustainable development.
数字不平等被认为是当今社会经济差距的主要原因之一，也是可持续发展的障碍。然而，缺乏实证研究考察了数字不平等对实现可持续发展的影响。本研究旨在系统地回顾有关数字不平等对实现可持续发展影响的科学出版物。采用Scopus、Web of Science、ProQuest和谷歌Scholar电子数据库，按照系统评价和元分析首选报告项目(PRISMA, 2020)指南进行系统文献综述(SLR)。为了获得最相关的文献，我们采用了大量的纳入/排除标准。最后，54篇文章被纳入最终数据库，并使用12个变量进行定性综合。研究结果表明，近年来，在该领域的科学出版物有了很大的扩展，但仍缺乏实证和比较研究;研究结果还表明，人们对在线活动的线下好处关注较少。此外，可持续发展目标04和05在文献中被确定为主要目标。调查结果进一步强调了准确界定数字不平等的重要性。总体而言，本研究调查了数字不平等对联合国可持续发展目标的影响程度。此外，它还展示了关于数字不平等的科学出版物在实现可持续发展方面的贡献。
{"title":"The impact of digital inequality in achieving sustainable development: a systematic literature review","authors":"P. Perera, S. Selvanathan, Jayatilleke S. Bandaralage, J. Su","doi":"10.1108/edi-08-2022-0224","DOIUrl":"https://doi.org/10.1108/edi-08-2022-0224","url":null,"abstract":"PurposeDigital inequality is considered one of the leading causes of socioeconomic disparities nowadays and a barrier to sustainable development. However, a dearth of empirical research has examined the impact of digital inequality in attaining sustainable development. This study aims to systematically review the scientific publications on the impact of digital inequality in achieving sustainable development.Design/methodology/approachThe preferred reporting items for systematic reviews and meta-analyses (PRISMA, 2020) guidelines were followed to carry out the systematic literature review (SLR) using Scopus, Web of Science, ProQuest and Google Scholar electronic databases. Numerous inclusion/exclusion criteria were employed to obtain the most relevant literature. Finally, 54 articles were included to prepare the final database and qualitative synthesis was performed using 12 variables.FindingsWhile the findings show that there has been a substantial expansion of scientific publications on the focused area in recent years, there is still a lack of empirical and comparative studies; less focus on the offline benefits of online activities were also demonstrated by the results. Moreover, SDGs 04 and 05 were identified as the predominant goals in the literature. Findings further highlighted the importance of an accurate conceptualization of digital inequality.Originality/valueIn general, this study investigates the level of impact of digital inequality on the United Nations' Sustainable Development Goals. Moreover, it shows the evolution of scientific publications on digital inequality in terms of its contribution when achieving sustainable development.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90841439","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 : 2023-02-28DOI: 10.1108/edi-06-2022-0149
G. Arat, S. Eryigit-Madzwamuse, Angie Hart
PurposeIn this study, the authors investigated ways to cultivate resilience through a social justice lens among ethnic minorities against COVID-19 in Hong Kong.Design/methodology/approachA qualitative (case study) methodology was adopted to interview 15 social service providers from diverse ethnic backgrounds serving disadvantaged ethnic minority groups (South and Southeast Asian groups from low-income households, foreign domestic workers and asylum seekers/refugees).FindingsTwo major protective factors were identified, contributing to the development of resilience among diverse ethnic groups: (1) individual-based resilience (including being optimistic) and (2) socio-environmental factors (including ongoing support from strong family, peer and religious settings' support, consulates' support, on-going material and nonmaterial donations, support of young volunteers and importance of online connection and communication) using the integration of resilience and social justice frameworks.Originality/valueThis study showed that the protective factors were found to dynamically interact with each other and the environment. The present study recommends additional culturally sensitive service and policy implications for preventing the long-term impact of mass crises among Hong Kong's marginalized minorities.
{"title":"Cultivating resilience among Hong Kong's underprivileged ethnic minority groups in the face of a pandemic through a social justice lens","authors":"G. Arat, S. Eryigit-Madzwamuse, Angie Hart","doi":"10.1108/edi-06-2022-0149","DOIUrl":"https://doi.org/10.1108/edi-06-2022-0149","url":null,"abstract":"PurposeIn this study, the authors investigated ways to cultivate resilience through a social justice lens among ethnic minorities against COVID-19 in Hong Kong.Design/methodology/approachA qualitative (case study) methodology was adopted to interview 15 social service providers from diverse ethnic backgrounds serving disadvantaged ethnic minority groups (South and Southeast Asian groups from low-income households, foreign domestic workers and asylum seekers/refugees).FindingsTwo major protective factors were identified, contributing to the development of resilience among diverse ethnic groups: (1) individual-based resilience (including being optimistic) and (2) socio-environmental factors (including ongoing support from strong family, peer and religious settings' support, consulates' support, on-going material and nonmaterial donations, support of young volunteers and importance of online connection and communication) using the integration of resilience and social justice frameworks.Originality/valueThis study showed that the protective factors were found to dynamically interact with each other and the environment. The present study recommends additional culturally sensitive service and policy implications for preventing the long-term impact of mass crises among Hong Kong's marginalized minorities.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72926448","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 : 2023-02-28DOI: 10.1108/edi-12-2022-0334
D. Comer, Janet A. Lenaghan, Daphna Motro
PurposeThe authors used signaling theory to explain negative perceptions of individuals on the autism spectrum (IotAS) in the job interview and explored whether parasocial contact could improve perceptions.Design/methodology/approachParticipants were randomly assigned across six experimental conditions. Some received information that IotAS' social and communication differences prevent them from attaining jobs they could perform (information), some received this information and watched a video showing IotAS working competently (parasocial contact) and others were exposed to neither information nor video (control). Participants then watched a mock interview of a job candidate presenting as an IotAS or neurotypical and gave their first impressions of him, perceptions of his job suitability and selection decision.FindingsParticipants had less favorable first impressions of the IotAS-presenting candidate and perceived him as having lower job suitability and were therefore less likely to select him. Parasocial contact had no effect. However, participants who had received information that IotAS' differences keep them from being hired for jobs they could do perceived the IotAS-presenting candidate as more suitable for the job and had greater intentions to interact with and select him.Originality/valueThe authors enhance understanding of autism in the workplace by explaining how IotAS' signaling behavior during a job interview impedes their selection. The authors also provide evidence that a brief message that IotAS' social and communication differences keep them from securing jobs they could perform can promote IotAS' selection by focusing decision-makers on their job-relevant qualifications.
{"title":"Seeing past different signals in the job interview: information improves ratings of candidates on the autism spectrum","authors":"D. Comer, Janet A. Lenaghan, Daphna Motro","doi":"10.1108/edi-12-2022-0334","DOIUrl":"https://doi.org/10.1108/edi-12-2022-0334","url":null,"abstract":"PurposeThe authors used signaling theory to explain negative perceptions of individuals on the autism spectrum (IotAS) in the job interview and explored whether parasocial contact could improve perceptions.Design/methodology/approachParticipants were randomly assigned across six experimental conditions. Some received information that IotAS' social and communication differences prevent them from attaining jobs they could perform (information), some received this information and watched a video showing IotAS working competently (parasocial contact) and others were exposed to neither information nor video (control). Participants then watched a mock interview of a job candidate presenting as an IotAS or neurotypical and gave their first impressions of him, perceptions of his job suitability and selection decision.FindingsParticipants had less favorable first impressions of the IotAS-presenting candidate and perceived him as having lower job suitability and were therefore less likely to select him. Parasocial contact had no effect. However, participants who had received information that IotAS' differences keep them from being hired for jobs they could do perceived the IotAS-presenting candidate as more suitable for the job and had greater intentions to interact with and select him.Originality/valueThe authors enhance understanding of autism in the workplace by explaining how IotAS' signaling behavior during a job interview impedes their selection. The authors also provide evidence that a brief message that IotAS' social and communication differences keep them from securing jobs they could perform can promote IotAS' selection by focusing decision-makers on their job-relevant qualifications.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83065961","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 : 2023-02-28DOI: 10.1108/edi-08-2022-0223
Daniel Wolfgruber
PurposeThe purpose of this article is to investigate the communicative constitution of organizational inclusion and/or exclusion through humorous acts at the expense of members of minorities and/or historically disadvantaged groups.Design/methodology/approachSemistructured interviews with 84 employees in Austria and Germany dealing with their experiences regarding diversity and inclusion (D&I) at work were conducted and analyzed in two steps. First, a thematic text analysis was performed to structure the content and identify relevant themes and anecdotes for further analysis. Second, a ventriloquial analysis sought to identify the physically absent yet present voices in these anecdotes.FindingsThe interviews revealed that jokes and quips mostly target colleagues of observable foreign origin. The analysis further identified three themes that show that disparaging humor can simultaneously reinforce inclusion/exclusion across hierarchies and create boundaries within teams – but in different ways. The findings also indicate that above all prejudices “participate” in such events and that in most cases the collective is invoked to increase the joke's “authority”.Originality/valueThis research is the first one that investigates humor in the context of D&I through a communicative constitution of organization (CCO) lens, which facilitates studying the constitutive character of humorous communication in terms of inclusion and exclusion. Moreover, this is one of the first empirical humor studies to draw on established theory-driven concepts of inclusion-exclusion in its analysis.
{"title":"I'm only joking!(?) the role of disparaging humor in the communicative constitution of inclusion/exclusion in organizations","authors":"Daniel Wolfgruber","doi":"10.1108/edi-08-2022-0223","DOIUrl":"https://doi.org/10.1108/edi-08-2022-0223","url":null,"abstract":"PurposeThe purpose of this article is to investigate the communicative constitution of organizational inclusion and/or exclusion through humorous acts at the expense of members of minorities and/or historically disadvantaged groups.Design/methodology/approachSemistructured interviews with 84 employees in Austria and Germany dealing with their experiences regarding diversity and inclusion (D&I) at work were conducted and analyzed in two steps. First, a thematic text analysis was performed to structure the content and identify relevant themes and anecdotes for further analysis. Second, a ventriloquial analysis sought to identify the physically absent yet present voices in these anecdotes.FindingsThe interviews revealed that jokes and quips mostly target colleagues of observable foreign origin. The analysis further identified three themes that show that disparaging humor can simultaneously reinforce inclusion/exclusion across hierarchies and create boundaries within teams – but in different ways. The findings also indicate that above all prejudices “participate” in such events and that in most cases the collective is invoked to increase the joke's “authority”.Originality/valueThis research is the first one that investigates humor in the context of D&I through a communicative constitution of organization (CCO) lens, which facilitates studying the constitutive character of humorous communication in terms of inclusion and exclusion. Moreover, this is one of the first empirical humor studies to draw on established theory-driven concepts of inclusion-exclusion in its analysis.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89108587","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 : 2023-02-28DOI: 10.1108/edi-10-2022-0297
Brandon Robert Russell
PurposeThe paper aims to examine literature on the issues of the pilot shortage in the United States Air Force and the demographic diversity dilemma within the United States Air Force pilot community and how it relates to the National Defense Strategy. In addition, there is an examination of current initiatives designed to combat these issues.Design/methodology/approachThe paper opted for an exploratory review of 90 sources from 2012 to 2023 to examine the pilot shortage and pilot diversity issues within the United States Air Force. Three theories, the theory of generative interactions, the theory of cognitive diversity and the identity theory, were examined in relation to the barriers to the pilot diversity issue.FindingsThe paper provides emergent insights from the literature into the growing pilot shortage and diversity disparity found within the United States Air Force pilot community. These issues were associated with many barriers, including geographic disparity, socioeconomic status, culture, education, mentorship and life balance.Research limitations/implicationsThe current initiatives examined are new and, as such, warrant future research. In particular, what are the long-term projections for the youth flight programs? An examination of the effectiveness of improving the pilot shortage and pilot diversity within the Air Force should be further scrutinized in the coming years as new cadets enter pilot training after accession.Originality/valueThis paper highlights a need to further study the effectiveness of youth flight programs and other United States Air Force initiatives in improving pilot numbers and diversity.
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