Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies

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Items 301–400 of 2,055

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2. How narratives of racial progress create barriers to diversity, equity, and inclusion in organizations
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3. A taxonomy of identity safety cues based on gender and race: From a promising past to an intersectional and translational future.
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4. Workplace Diversity: A Social–Ecological Framework and Policy Implications
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5. New Directions for the Sociology of Development
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6. The Greater London Authority
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7. Both Diversity and Meritocracy: Managing the Diversity‐Meritocracy Paradox with Organizational Ambidexterity
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8. Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations
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9. The Gender Gap in Academic Medicine
   Hannah A. Valantine, Daisy Grewal, Manwai Candy Ku, Julie Moseley, Mei‐Chiung Shih, David K. Stevenson, Philip A. Pizzo · 2014 · Academic Medicine
10. Translating evidence into practice: Lessons for CPD
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11. Increasing Workplace Diversity
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12. What We Know and Don't: Eradicating Employment Discrimination 50 Years After the Civil Rights Act
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13. Force and Inertia: A Systematic Review of Women’s Leadership in Male-Dominated Organizational Cultures in the United States
    Mariela V. Campuzano · 2019 · Human Resource Development Review
14. More Than Words: A Vision to Address Bias and Reduce Discrimination in the Health Professions Learning Environment
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15. How to prevent and minimize DEI backfire
    Lauryn Burnett, Herman Aguinis · 2023 · Business Horizons
16. Diversity Change in Organizations: A Systemic, Multilevel, and Nonlinear Process
    Jorge A. González · 2010 · The Journal of Applied Behavioral Science
17. Yes We Can!
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18. TOOLS FOR CHANGE: BOOSTING THE RETENTION OF WOMEN IN THE STEM PIPELINE
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19. Managerial Perspectives on Implicit Bias, Affirmative Action, and Merit
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20. Addressing workplace gender inequality: Using the evidence to avoid common pitfalls
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21. Racism and discrimination versus advantage and favoritism: Bias for versus bias against
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22. Setting up a dynamic framework to activate gender equality structural transformation in research organizations
    Evanthia Kalpazidou Schmidt, Marina Cacace · 2018 · Science and Public Policy
23. The Failure of Gender Equality Initiatives in Academia: Exploring Defensive Institutional Work in Flemish Universities
    Hannelore Roos, Jelle Mampaey, Jeroen Huisman, Joost Luyckx · 2020 · Gender & Society
24. Cooperation and Conflict within Groups: Bridging Intragroup and Intergroup Processes
    John F. Dovidio, Tamar Saguy, Nurit Shnabel · 2009 · Journal of Social Issues
25. 360 Degrees of Pressure
    David Solnet, Anna Kralj, Tom G. Baum · 2013 · Journal of Hospitality & Tourism Research
26. Why Organizations Choose to Manage Diversity? Toward a Leadership-Based Theoretical Framework
    Eddy S. Ng · 2008 · Human Resource Development Review
27. Using Video to Increase Gender Bias Literacy Toward Women in Science
    Evava S. Pietri, Corinne Alison Moss-Racusin, John F. Dovidio, Dipika Guha, Gina Roussos, Victoria L. Brescoll, Jo Handelsman · 2016 · Psychology of Women Quarterly
28. Workplace “trans”-actions: How organizations, coworkers, and individual openness influence perceived gender identity discrimination.
    Enrica Nicole Ruggs, Larry R. Martinez, Michelle R. Hebl, Charlie L. Law · 2015 · Psychology of Sexual Orientation and Gender Diversity
29. Organizational responses to multiple logics: Diversity, identity and the professional service firm
    Fiona Anderson‐Gough, Carla Edgley, Keith Robson, Nina Sharma · 2022 · Accounting Organizations and Society
30. Where Are All the Women? Institutional Context and the Prevalence of Women on the Corporate Board of Directors
    Johanne Grosvold · 2011 · Business & Society
31. The Implications of Marriage Structure for Men’s Workplace Attitudes, Beliefs, and Behaviors toward Women
    Sreedhari D. Desai, Dolly Chugh, Arthur P. Brief · 2014 · Administrative Science Quarterly
32. Racial Discrimination in the Labor Market: Theory and Empirics
    Kevin Lang, Jee-Yeon K. Lehmann · 2011 · National Bureau of Economic Research
33. Casting call: The expanding nature of actorhood in U.S. firms, 1960–2010
    Patricia Bromley, Amanda Sharkey · 2017 · Accounting Organizations and Society
34. Theorizing Diversity in Management Studies: New Perspectives and Future Directions
    Corinne A. Post, Daniel Muzio, Riikka Mirja Sarala, Liqun Wei, Dries Faems · 2021 · Journal of Management Studies
35. Workplace racial composition, perceived discrimination, and organizational attachment
    Kevin Stainback, Matthew Irvin · 2011 · Social Science Research
36. Diversity in the Nonprofit and Voluntary Sector
    Judith Y. Weisinger, Ramón Borges-Méndez, Carl Milofsky · 2015 · Nonprofit and Voluntary Sector Quarterly
37. Subordinate Activation Tactics: Semi-professionals and Micro-level Institutional Change in Professional Organizations
    Katherine C. Kellogg · 2018 · Administrative Science Quarterly
38. Minority Vulnerability in Privileged Occupations
    William T. Bielby · 2011 · The Annals of the American Academy of Political and Social Science
39. The Production of Merit: How Managers Understand and Apply Merit in the Workplace
    Emilio J. Castilla, Aruna Ranganathan · 2020 · Organization Science
40. Women and Leadership: Defining the Challenges
    Robin J. Ely, Deborah L. Rhode · 2010
41. Motivational bases for managing diversity: A model of leadership commitment
    Eddy S. Ng, Cheryl Wyrick · 2011 · Human Resource Management Review
42. Professionalizing Diversity and Inclusion Practice: Should Voluntary Standards Be the Chicken or the Egg?
    Rosemary Hays–Thomas, Marc Bendick · 2013 · Industrial and Organizational Psychology
43. Female Leaders, Organizational Power, and Sex Segregation
    Kevin Stainback, Soyoung Kwon · 2011 · The Annals of the American Academy of Political and Social Science
44. Equality for Whom? Organizational Policies and the Gender Gap across the German Earnings Distribution
    Matt L. Huffman, Joe King, Malte Reichelt · 2016 · Industrial and Labor Relations Review
45. Beyond the Business Case: An Ethical Perspective of Diversity Training
    Kristen P. Jones, Eden B. King, Johnathan K. Nelson, David S. Geller, Lynn Bowes‐Sperry · 2013 · Human Resource Management
46. Understanding Diversity Ideologies From the Target's Perspective: A Review and Future Directions
    Seval Gündemir, Ashley E. Martin, Astrid Carlotta Homan · 2019 · Frontiers in Psychology
47. Gender gaps in the performance of Norwegian biology students: the roles of test anxiety and science confidence
    Sehoya Harris Cotner, Lucas M. Jeno, J. D. Walker, Christian Jørgensen, Vigdis Vandvik · 2020 · International Journal of STEM Education
48. Migration and Discrimination
    Rosita Fibbi, Arnfinn Haagensen Midtbøen, Patrick Simon · 2021 · IMISCOE research series
49. Hours, Scheduling and Flexibility for Women in the US Low‐Wage Labour Force
    Anna W. Jacobs, Irene Padavic · 2014 · Gender Work and Organization
50. Discrimination, Complexity, and the Public/Private Sector Question
    Reginald A. Byron · 2010 · Work and Occupations
51. Scandinavian Approaches to Gender Equality in Academia: A Comparative Study
    Mathias Wullum Nielsen · 2016 · Scandinavian Journal of Educational Research
52. Implicit Bias, Moods, and Moral Responsibility
    Alex Madva · 2017 · Pacific philosophical quarterly
53. “Invisible” Discrimination: Divergent Outcomes for the Nonprototypicality of Black Women
    Rebecca Ponce de Leon, Ashleigh Shelby Rosette · 2022 · Academy of Management Journal
54. Diversity initiatives in the US workplace: A brief history, their intended and unintended consequences
    Sandra Portocarrero, James T. Carter · 2022 · Sociology Compass
55. African American Men and the Experience of Employment Discrimination
    Sherry N. Mong, Vincent J. Roscigno · 2009 · Qualitative Sociology
56. Legal-Political Pressures and African American Access to Managerial Jobs
    Sheryl L. Skaggs · 2009 · American Sociological Review
57. Bridging intragroup processes and intergroup relations: Needing the twain to meet
    John F. Dovidio · 2013 · British Journal of Social Psychology
58. Firm Turnover and the Return of Racial Establishment Segregation
    John‐Paul Ferguson, Rembrand Michael Koning · 2018 · American Sociological Review
59. Institutional Inequality and the Mobilization of the Family and Medical Leave Act: Rights on Leave
    Catherine R. Albiston · 2012
60. Toleration and prejudice‐reduction: Two ways of improving intergroup relations
    Maykel Verkuyten, Kumar Yogeeswaran, Levi Adelman · 2019 · European Journal of Social Psychology
61. Women and Minorities Underrepresented in Academic Cardiothoracic Surgery: It’s Time for Next Steps
    Katherine A. Ortmeyer, Vignesh Raman, Chidinma S. Tiko-Okoye, Jairo Andres Espinosa, David Tom Cooke, Cherie P. Erkmen · 2020 · The Annals of Thoracic Surgery
62. Diversity Ideologies, Beliefs, and Climates: A Review, Integration, and Set of Recommendations
    Lisa Michelle Leslie, Elinor Flynn · 2022 · Journal of Management
63. The effects of virtual racial embodiment in a gaming app on reducing prejudice
    Elizabeth Behm‐Morawitz, Hillary Pennell, Ashton Gerding Speno · 2016 · Communication Monographs
64. 2 Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations
    Hannah Riley Bowles, Kathleen L. McGinn · 2008 · Academy of Management Annals
65. Which Integration Policies Work? The Heterogeneous Impact of National Institutions on Immigrants’ Labor Market Attainment in Europe
    Lucinda Platt, Javier G. Polavieja, Jonas Radl · 2021 · International Migration Review
66. Diversity in Organizations and Cross-Cultural Work Psychology: What If They Were More Connected?
    Bernardo M. Ferdman, Lilach Sagiv · 2012 · Industrial and Organizational Psychology
67. Asymmetrical demography effects on psychological climate for gender diversity: Differential effects of leader gender and work unit gender composition among Swedish doctors
    Alison M. Konrad, Kathleen Cannings, Caren Goldberg · 2010 · Human Relations
68. Being different at work: How gender dissimilarity relates to social inclusion and absenteeism
    Wiebren S. Jansen, Sabine Otten, Karen I. van der Zee · 2016 · Group Processes & Intergroup Relations
69. Congruence Between Leadership Gender and Organizational Claims Affects the Gender Composition of the Applicant Pool: Field Experimental Evidence
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70. Does women's board representation affect non‐managerial gender inequality?
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71. Social Contacts and Race/Ethnic Job Matching
    Kevin Stainback · 2008 · Social Forces
72. Parents’ Role in Addressing Children’s Racial Bias: The Case of Speculation Without Evidence
    Katharine E. Scott, Kristin Shutts, Patricia G. Devine · 2020 · Perspectives on Psychological Science
73. Making Diversity Research Matter for Social Change: New Conversations Beyond the Firm
    Maddy Janssens, Patrizia Zanoni · 2021 · Organization Theory
74. Experiencing Discrimination: Race and Retention in America's Largest Law Firms
    Monique R. Payne, John L. Hagan, Robert L. Nelson · 2010 · Law & Society Review
75. Racial Discrimination, Interpretation, and Legitimation at Work
    Ryan Light, Vincent J. Roscigno, Alexandra Kalev · 2011 · The Annals of the American Academy of Political and Social Science
76. Diversity discourses and the articulation of discrimination: the case of public organisations
    Laura Dobusch · 2017 · Journal of Ethnic and Migration Studies
77. The Implicit Association Test at age 20: What is known and what is not known about implicit bias
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78. Hyper-Management: Neoliberal Expansions of Purpose and Leadership
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79. Retaining a diverse workforce: the impact of gender‐focused human resource management
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80. Towards a diversity justice management model: integrating organizational justice and diversity management
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81. Unequal solidarity? Towards a norm-critical approach to welfare logics
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82. Combating Gender Bias in Modern Workplaces
    Alison Tracy Wynn, Shelley J. Correll · 2018 · Handbooks of sociology and social research
83. Improving Working Conditions in Global Supply Chains: The Role of Institutional Environments and Monitoring Program Design
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84. Gender equality and diversity politics in higher education: Conflicts, challenges and requirements for collaboration
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85. “A GEM” for increasing the effectiveness of diversity training
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86. Are Diversity Programs Merely Ceremonial? Evidence-Free Institutionalization
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87. Multi-Level State Interventions and Gender Equality in Higher Education Institutions: The Irish Case
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88. An Active Learning Approach to Diversity Training
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89. An Ethic of Race for Public Administration
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90. Gender diversity in leadership succession: Preparing for the future
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91. The psychological science of racial bias and policing.
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92. Gender Pay Gaps in U.S. Federal Science Agencies: An Organizational Approach
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93. Gender differences in speed of advancement: An empirical examination of top executives in the Fortune 100 firms
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94. Inclusive leadership and women in public relations: defining the meaning, functions, and relationships
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95. Signaling Diversity Debt: Startup Gender Composition and the Gender Gap in Joiners’ Interest
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96. Organizational Value for Age Diversity and Potential Applicants’ Organizational Attraction: Individual Attitudes Matter
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97. Enhancing the Effects of Sexual Orientation Diversity Training: The Effects of Setting Goals and Training Mentors on Attitudes and Behaviors
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98. Addressing gender inequality in science: the multifaceted challenge of assessing impact
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99. Etnisk diskriminering i arbeidsmarkedet
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100. Leadership in the NHS
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