Legally compliant diversity initiatives can eliminate bias in hiring

Although health care institutions continue to address the importance of diversity initiatives, the standard(s) for treatment remain historically and institutionally grounded in a sociocultural privileging of heterosexuality. As a result, lesbian, gay, bisexual, transgender, and queer (LGBTQ+) communities in health care remain largely invisible. This marked invisibility serves as a call to action, a renaissance of thinking within redefined boundaries and limitations. We must therefore refocus our habits of attention on the wholeness of persons and the diversity of their storied experiences as embodied through contemporary society. By rethinking current understandings of LGBTQ+ identities through innovative representation(s) of the media, music industry, and pop culture within a caring science philosophy, nurses have a transformative opportunity to render LGBTQ+ visible and in turn render a transformative opportunity for themselves.

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Celebrating advances in LGBT+ diversity in the accountancy profession

Sustainability Accounting Management and Policy Journal ◽

10.1108/sampj-08-2018-0207 ◽

2018 ◽

Vol 9 (5) ◽

pp. 636-641 ◽

Cited By ~ 2

Author(s):

Jeffrey Unerman

Keyword(s):

Social Justice ◽

Design Methodology ◽

Positive Impact ◽

Social Implications ◽

Critical Approach ◽

Diversity Initiatives ◽

Content Type ◽

Diversity Issues ◽

Practical Implications

Purpose This paper aims to provide a commentary on evidence presented and issues raised by Egan (2018) regarding LGBT+ diversity initiatives in the accountancy profession. Design/methodology/approach This paper is an invited commentary based on the author’s experiences of LGBT+ and other diversity initiatives in the profession. Findings There is cause for optimism in how far the profession has progressed in some countries on supporting LGBT+ (and other forms of) diversity. Practical implications As multinational accountancy firms can be agents for change in countries where there remains considerable discrimination and hostility to LGBT+ (and other) communities, constructive critique to help further improve the firms’ innovative actions on LGBT+ and other diversity issues could have a major positive impact on social justice. Egan (2018) is an example of such constructive critique. Social implications Where other academic studies take a disparagingly critical approach, they risk both squandering the opportunity to help achieve the progress they espouse and discouraging other firms embracing innovative diversity practices. Originality/value This study provides a counter perspective to some critical accounting arguments that appear to value idealism over progress.

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Without inclusion, diversity initiatives may not be enough

Science ◽

10.1126/science.aai9054 ◽

2017 ◽

Vol 357 (6356) ◽

pp. 1101-1102 ◽

Cited By ~ 37

Author(s):

Chandler Puritty ◽

Lynette R. Strickland ◽

Eanas Alia ◽

Benjamin Blonder ◽

Emily Klein ◽

...

Keyword(s):

Diversity Initiatives

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Identity-safe or threatening? Perceptions of women-targeted diversity initiatives

Group Processes & Intergroup Relations ◽

10.1177/1368430217740434 ◽

2018 ◽

Vol 21 (5) ◽

pp. 745-766 ◽

Cited By ~ 1

Author(s):

Jessica L. Cundiff ◽

Sohee Ryuk ◽

Katie Cech

Keyword(s):

Leadership Development ◽

Women's Leadership ◽

Development Programs ◽

Diversity Initiatives ◽

Leadership Development Programs ◽

Upper Management ◽

Undergraduate Women ◽

Women Employees ◽

A Company ◽

Identity Safety

One strategy for addressing gender disparities in STEM and leadership focuses on women-targeted diversity initiatives, such as women’s networking groups and women’s leadership development programs. Although well intentioned, targeting diversity initiatives specifically toward women instead of all employees may unwittingly make workplaces appear unwelcoming and biased to prospective employees. To test this notion, undergraduate women and men read a recruitment brochure for a company that framed its diversity initiatives as either targeting women employees or all employees. Both women and men felt less social fit and comfort with the company and were more concerned about being treated negatively and unfairly when diversity initiatives were framed as women-targeted rather than all-inclusive. These results held regardless of whether the company was portrayed as male-dominated or gender equitable (Study 1, N = 117). However, results were somewhat attenuated for women, but not men, when the women-targeted program was portrayed as initiated and led by women employees rather than upper management (Study 2, N = 152). Overall, our results suggest that diversity initiatives may more effectively convey identity safety to both women and men when framed in a way that includes all employees rather than targeting only women.

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A Perspective on How Counseling Curricula Can Enhance Workforce Diversity Practices

Discrimination and Diversity ◽

10.4018/978-1-5225-1933-1.ch030 ◽

2017 ◽

pp. 665-681

Author(s):

Jennifer J. Matthews

Keyword(s):

Professional Development ◽

Work Environment ◽

Workforce Diversity ◽

Diversity Education ◽

Counseling Skills ◽

Diversity Initiatives ◽

Future Directions ◽

Global Society

As we become more of a global society, it is imperative for the work environment to mirror this diversity and for individuals to be supported in their professional development. Therefore, the aim of this chapter is to describe how the field of counseling can contribute to the advancement of workforce diversity education. The understanding and application of counseling skills (e.g., attending skills) can positively influence interactions within the workplace and enhance workforce diversity initiatives. A case study is included with discussion questions along with an exploration of future directions for enhancing workforce diversity.

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Strategies for Diversity Initiatives

Advances in Human Resources Management and Organizational Development - Recruitment, Development, and Retention of Information Professionals ◽

10.4018/978-1-61520-601-8.ch003 ◽

2010 ◽

pp. 46-61

Author(s):

Toni Anaya ◽

Charlene Maxey-Harris ◽

Anchalee Panigabutra-Roberts

Keyword(s):

Public Services ◽

Core Values ◽

People Of Color ◽

Diversity Initiatives ◽

Underrepresented Populations ◽

Library Administration ◽

Other Information ◽

Information Professionals ◽

University Of Nebraska Lincoln ◽

The University

In the state of Nebraska, where the population is 90% white, recruiting people of color to the University of Nebraska-Lincoln is challenging. Needless to say, intentional efforts are made to recruit and retain librarians and other information professionals. University of Nebraska-Lincoln Libraries has brought together a team of librarians to focus on one of the university’s core values--diversity. This team of librarians from public services, technical services and library administration share responsibility in planning and implementing the Libraries’ diversity initiatives. This chapter will discuss the recruitment and retention efforts of the Libraries and the evolution of the team that has increased the number of librarians from underrepresented populations at University of Nebraska-Lincoln from 2.6% in 1999 to 12.2% in 2009.

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