32 research outputs found
ILR Impact Brief – Diversity and Inclusion: Is There Really a Difference?
No full textBy almost any measure, workforce heterogeneity is increasing. With more women, ethnic and racial. minorities, and people with different lifestyles and learning styles holding down jobs, employers are searching for strategies that effectively and efficiently put these varied skills and perspectives to maximal use. Traditional approaches to diversity management include targeted recruitment, career development, mentoring, and education and training. Some organizations, however, take a broader view and seek to eliminate barriers to full utilization of varied worker competencies. This latter approach stresses inclusion, rather than diversity, and typically involves initiatives that focus on employee participation, enhanced communication, and stronger community relations. Despite the apparent distinction between diversity and inclusion strategies, employers may use the words interchangeably
Justice in teams: The activation and role of sensemaking in the emergence of justice climates
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Disentangling the Meanings of Diversity and Inclusion
No full textGiven the emergence of a new rhetoric in the field of diversity, which replaces the term ‘diversity’ with the term ‘inclusion’, this study comparatively investigates the meanings of diversity and inclusion in organizations. The findings of Study One, which used a qualitative methodology to explore the construct definitions and to derive a measure of attributes to support diversity and inclusion, revealed conceptually distinct definitions. The reliability and factor structure of the scale was evaluated in Study Two and cross-validated in Study Three. The results supported a five-factor model of diversity and inclusion and suggest a distinction between the concepts although the terms may not describe separate types of work environments, but different approaches to diversity management.WP04_05.pdf: 17662 downloads, before Oct. 1, 2020
Justice in Teams: The Effects of Interdependence and Identification on Referent Choice and Justice Climate Strength
No full textDiversifying Diversity: Creating an Integrative Agenda for the Evolution of Diversity as a Science and Practice<sup>1</sup>
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Not All White Supremacists Wear Robes and Hoods
No full text[Extract] "Would it make you feel better if I topped up your research account?” Those were the words from my previous dean who had called me at home following a College-wide meeting after I had presented on the results of our College’s inclusion survey. The dean’s outreach came as an attempt to placate me after a particularly upsetting meeting. I have since departed the private elite college in central Pennsylvania in 2021. I had only arrived 2 years earlier, in 2019, with the lure of an endowed chair and the promise of unlimited resources to teach and write, a mid-career scholar’s dream. However, my time at this munificently resourced college was short-lived. My tenure here also amplified my interest in race and ethnicity work, which motivates this essay. I will adopt an autoethnographic approach and draw from several critical incidents over the 2 year period to make sense of my experiences. It is an approach I have adopted previously (see Ng, 2014) to connect my identities with my research agenda and the work I perform. In that article, I wrote about why I engage in research on inequality, on the basis of relative deprivation, self-interest, and social justice. In this essay, I aim to contribute to a post-positivist interrogation of my own ethnicity and positionality drawing from my recent experiences and connecting them with current writings on white supremacy, systemic discrimination, and standpoint theory. I also offer up some thoughts on where future scholarship on race and ethnicity is needed
Not All White Supremacists Wear Robes and Hoods
No full text[Extract] "Would it make you feel better if I topped up your research account?” Those were the words from my previous dean who had called me at home following a College-wide meeting after I had presented on the results of our College’s inclusion survey. The dean’s outreach came as an attempt to placate me after a particularly upsetting meeting. I have since departed the private elite college in central Pennsylvania in 2021. I had only arrived 2 years earlier, in 2019, with the lure of an endowed chair and the promise of unlimited resources to teach and write, a mid-career scholar’s dream. However, my time at this munificently resourced college was short-lived. My tenure here also amplified my interest in race and ethnicity work, which motivates this essay. I will adopt an autoethnographic approach and draw from several critical incidents over the 2 year period to make sense of my experiences. It is an approach I have adopted previously (see Ng, 2014) to connect my identities with my research agenda and the work I perform. In that article, I wrote about why I engage in research on inequality, on the basis of relative deprivation, self-interest, and social justice. In this essay, I aim to contribute to a post-positivist interrogation of my own ethnicity and positionality drawing from my recent experiences and connecting them with current writings on white supremacy, systemic discrimination, and standpoint theory. I also offer up some thoughts on where future scholarship on race and ethnicity is needed
