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

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Items 701–800 of 2,055

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12. Promoting Diversity and Inclusion in the Federal Workforce: Executive Order 13583 and Demographic Trends
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20. Let’s choose one of each: Using the partition dependence effect to increase diversity in organizations
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21. Workforce diversity, diversity training and ethnic minorities: The case of the UK National Health Service
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22. Diversity in organizations
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23. Filtering Diversity
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24. Realising the Business Case for Diversity: A Realist Perspective on the British National Health Service
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25. Meritocracy at Work?: Merit-Based Reward Systems and Gender Wage Inequality
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31. Employee Perceptions of the Effectiveness of Diversity Management in the Australian Public Service
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32. Diversity Training in Intercollegiate Athletics
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33. Promoting Constructive Multicultural Attractors: Fostering Unity and Fairness From Diversity and Conflict
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34. The Organizational Context of Supervisory Bullying: Diversity/Equity and Work-Family Policies
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35. A Positive Approach to Studying Diversity in Organizations
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36. A comparison of adverse impact levels based on top‐down, multisource, and assessment center data: Promoting diversity and reducing legal challenges
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37. Providing Expert Knowledge in an Adversarial Context: Social Cognitive Science in Employment Discrimination Cases
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38. Preentry Contacts and the Generation of Nascent Networks in Organizations
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39. Successes in Changing Flexible Work Arrangement Use
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40. The influence of social policy practices and gender egalitarianism on strategic integration of female HR directors
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41. A few good women
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42. Gender, Race, and Leadership
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43. A systematic meta-review of organizational diversity and inclusion interventions and their associated outcomes
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44. Location Matters: Everyday Gender Discrimination in Remote and On-site Work
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45. The feminine sector: explaining the overrepresentation of women in the nonprofit sector in the USA
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46. The gender wage gap and the moderating effect of education in public and private sector employment
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47. Making medical leadership more diverse
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48. The New Principle-practice Gap: The Disconnect between Diversity Beliefs and Actions in the Workplace
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49. Beyond the three monkeys of workforce diversity: Who hears, sees, and speaks up?
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50. Organizing vulnerability exploring Judith Butler's conceptualization of vulnerability to study organizations
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51. LEARNING FROM THE EXPERIENCES OF WOMEN OF COLOR IN MENTORNET'S ONE-ON-ONE PROGRAM
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53. Maneuvering within postfeminism: A study of gender equality practitioners in Danish academia
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54. Women secondary principals in Texas 1998 and 2011: movement toward equity
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55. Mandating Change
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56. “How Do I Bring Diversity?” Race and Class in the College Admissions Essay
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57. The “State” of Equal Employment Opportunity Law and Managerial Gender Diversity
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58. THE IMPACT OF GENDER DIVERSITY ON PERFORMANCE IN SERVICES AND MANUFACTURING ORGANIZATIONS.
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59. Women's representation in managerial hierarchies: An examination of trickle‐down and pipeline effects
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60. Augmenting diversity in hiring decisions with artificial intelligence tools
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61. Manager attitudes concerning flexible work arrangements: fixed or changeable?
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62. Feminist research changing organizations and societies: taking stock and looking to the future
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63. Equality Inclusion and Diversity Through Virtual Reality
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64. Sexual Orientation and Organizational Justice in the Federal Service: Exploring Differences through an Intersectional Lens
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65. A Diversity Signal Set Perspective: Examining Interactive Effects of Diversity Practices on Women and Racialized Non-Leader and Leader Turnover
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66. Behaviorally designed training leads to more diverse hiring
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67. Racial Prototypicality, Affirmative Action, and Hiring Decisions in a Multiracial World
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68. Approaches for Developing Intercultural Competence: An Extended Learning Model With Implications From Cultural Neuroscience
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69. The impact of different forms of organisational support and work–life balance in Chile and Colombia
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70. A longer way in: Tryouts as alternative hiring arrangements in organizations
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71. GENDER BIAS IN OPINION AGGREGATION
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72. Devenir professeur des universités
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73. PROMOTING GENDER EQUITY IN ACADEMIC DEPARTMENTS: A STUDY OF DEPARTMENT HEADS IN TOP-RANKED CHEMISTRY DEPARTMENTS
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74. Balancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening
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75. Perceptions of success of women early career researchers
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76. Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change
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78. Feasibility of an Antiracism Curriculum in an Academic Pulmonary, Critical Care, and Sleep Medicine Division
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80. How Woke Was the Symposium on Woke Organizations? An Insider Perspective
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81. Understanding Employment Discrimination: A Multilevel Approach
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82. Increasing diversity through goal-setting in corporate social responsibility reporting
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83. INSTITUTIONAL TRANSFORMATION: TOWARD A DIVERSITY-POSITIVE CAMPUS CULTURE
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84. Ranking LGBT inclusion: Diversity ranking systems as institutional archetypes
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87. Exogenous Shocks, the Criminal Elite, and Increasing Gender Inequality in Chicago Organized Crime
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91. Scale dichotomization reduces customer racial discrimination and income inequality
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92. Racial Diversity and Union Organizing in the United States, 1999–2008
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93. Collectively constructing gender-inclusive work cultures in STEM
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94. Wage Disparities across Immigrant Generations: Education, Segregation, or Unequal Pay?
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95. Workplace Gender Pay Gaps: Does Gender Matter Less the Longer Employees Stay?
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96. How Organizational Minorities Form and Use Social Ties: Evidence from Teachers in Majority-White and Majority-Black Schools
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97. Board composition and gender sensitivity approach in Italian universities
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98. Workforce diversity policies in practice: drivers and barriers in local administrations
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99. Goals, organizational change, advocacy, diversity literacy, and sustainability: A checklist for diversity in cardiothoracic surgery training programs
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