Diversity, Equity, and Inclusion (DEI) Management:
The Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Leeds
Emerald Publishing Limited
2024
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | Business and Society 360 Series
|
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | The Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (289 Seiten) |
| ISBN: | 9781835492581 |
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| 505 | 8 | |a Cover -- Diversity, Equity, and Inclusion (DEI) Management -- Endorsements -- BUSINESS AND SOCIETY 360 -- DIVERSITY, EQUITY, AND INCLUSION (DEI) MANAGEMENT -- Copyright -- Contents -- Preface -- Business and Society 360 Book Series Overview -- Volume 6: Diversity, Equity, and Inclusion (DEI) Management: Origins, Trends, and Future Directions -- Contributions to Volume 6 -- Acknowledgments -- Section 1 -- EDI and Women's Inequality at Work: A Scoping Review -- Abstract -- Introduction -- Equity, Diversity, and Inclusion -- Core Concepts -- EDI Target Groups -- Gender Inequality -- Locations of Gender Inequality -- Persistent Gender Inequality at Work -- EDI Approaches to Gender Inequality -- Which Issues Get Ignored? -- The "Three Ms" -- The Unpaid Care Penalty -- Pay Discrimination -- Occupational Health and Safety (OHS) -- Meaningful Work-Life Balance (WLB) -- Gender-Based Violence (GBV) -- Precarity -- Gender-Aware Critiques -- Superficial -- Paying Lip Service -- EDI as a Smokescreen -- The Business Case -- Legal Approaches -- Limits of Legal Approaches -- Summary of Scoping Review -- Gaps in EDI and Gender Equality Research -- Last Words -- References -- An Exploration of the Stereotypes at the Intersection of Motherhood Status and Race -- Abstract -- Theoretical Background -- Stereotype-Driven Experiences of Mothers at Work -- Stereotype-Driven Experiences of Women at Color at Work -- The Intersection of Motherhood and Race -- Discussion -- Mitigating Stereotypes and Providing Resources -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- Section 2 -- When English Is Not Your Mother Tongue: Navigating Language-Based Stigma at Work -- Abstract -- An Overview of NNESs -- Three Major Themes From Extant Research -- Theme 1: Language Barriers -- Theme 2: Implicit and Explicit Biases | |
| 505 | 8 | |a Theme 3: Stereotype Threat -- Summary -- Moving Forward: An Agenda for Future Research on NNESs -- #1. Focus More on the Stigmatized Than the Stigmatizer -- #2. Contextualize Language-Based Stigma and Define NNESs Precisely -- #3. Incorporate Intersectionality -- #4. Test the Effectiveness of Language-Based Stigma Interventions -- #5. Utilize Multilevel Approaches -- #6. Consider the Impact of AI -- Conclusion -- References -- The Choice to Confront: The Antecedents, Outcomes, and Moderators of Confronting Discrimination in the Workplace -- Abstract -- Workplace Discrimination -- Confronting Prejudiced Responses Model -- Antecedents -- Identity of the Confronter -- Mindset -- Relationship to Perpetrator -- Status of Perpetrator -- Identity of the Target -- Job Market -- Outcomes of Confronting -- Perpetrator Prejudice -- Job Stress -- Job Attitudes -- Turnover Intentions -- Perceptions of the Confronter -- Moderators -- Identity of Confronter -- Identity of the Observer -- Tone of Confrontation -- Diversity Climate -- Future Directions for Confrontation Research -- Practical Implications -- Conclusion -- References -- Diversity at Work: Different Groups, Similar but Unique Experiences -- Abstract -- Discrimination -- Manifestations of Workplace Discrimination -- Shared Forms of Workplace Discrimination -- Identity Management -- The Disclosure Quandary: From Concealing to Revealing -- Beyond Disclosure: Broader Identity Management Strategies -- Identity Management Research Silos: Similar and Unique Experiences -- Strength Through Adversity -- Strengths-Based Approaches to DEI Research -- Common Themes -- A Path Forward: Toward Intraminority Solidarity -- Future Directions -- Shared Experiences Through the Lens of Intersectionality -- Theory Development and Integration -- Practical Implications for Organizations -- Conclusion -- References | |
| 505 | 8 | |a Categorical and Informational Diversity and Diversity of Thought -- Abstract -- Attributes of Diversity of Thought -- Cognitive and Learning Style Differences -- Influences of Cultural Orientations and Communication Preferences -- Categorical and Informational Backgrounds and Differences in Ways of Thinking -- Gender -- Race and Ethnicity -- Education -- Organizational Function -- Hierarchical Status -- Methods -- Measurement -- Analyses -- Results -- Categorical Diversity and Diversity of Thought Attributes -- Informational Diversity and Diversity of Thought -- Discussion and Conclusion -- References -- Managing Diversity in the Cruise Industry: Exploring Practices and Metrics -- Abstract -- Introduction -- The Conceptualization of Diversity -- Diversity Concept -- Main Explanatory Theories of Diversity Effects -- Diversity Management -- Main Challenges of Diversity Management in the Hospitality Industry -- Diversity in the Cruise Ship Industry -- Multiculturalism -- Gender -- Diversity in Cruise-Line Companies: Preliminary Empirical Results -- Findings: A Review of Sustainability Reports -- Carnival Corporation -- Royal Caribbean Group -- MSC Cruises -- Norwegian Cruise Line Holdings Ltd. -- Conclusions and Main Limitations -- Conclusions -- Limitations -- Implications: What Is next? -- Academic: Research Agenda -- Implications for the Cruise Industry -- Implications for Education -- References -- Ethical Values in the Shade of Business Case Approach to Diversity Management: A Review and Insights for Further Research -- Abstract -- Introduction -- Literature Review -- The Business Case Approach to Diversity in Organizations -- The Ethical Approach to Diversity in Organizations -- "Ambiguity in Law" as an Argument to Explain the Pushing Effect of Ethics on Diversity | |
| 505 | 8 | |a "Abstaining From Complaint" as an Argument to Explain the Pushing Effect of Ethics on Diversity -- Mechanisms to Strengthen the Pushing Effect of Ethics on Diversity Management -- Discussion and Conclusion -- References -- Section 3 -- Come Walk With Me: Facilitating a Learning Journey in DEIJ -- Abstract -- Introduction -- Determine What to Teach -- Choosing and Training the Instructor(s) -- Demonstrate Ethic of Care for Our Student's Success -- Engage in Pedagogy That Promotes DEIJ Learning -- Choose Inclusive Teaching Materials -- Actively Reflect and Seek Feedback on Your Teaching From Multiple Sources -- Vary Assessment Strategies -- Consider Implicit Biases -- Consider Inclusivity in All Modalities -- Conclusion -- Future Trends in Teaching DEIJ -- References -- Towards the Creation of Shared Value in an Inclusive Business: An Empirical Investigation -- Abstract -- Introduction -- Theoretical Background -- IB: A Shared Values Creation Lens -- Method -- Case Description -- Data Collection -- Data Analysis -- Findings -- Aligning the Environment With Inclusion -- Establishing Raising Awareness Activities -- Advocating for Real Social Changes -- Execution of Inclusive Business Operations -- Boosting Inclusive Communication -- Implementing IB Model Diversification -- Value Construction -- Executing Collaborative Product Development -- Cooperating With Other IBs and Entities -- Discussion -- Managerial Implications -- Conclusions -- References -- Addressing Food Insecurity as Social Sustainability: Co-Creating the Built Environment Within the Pittsburgh Larimer Community -- Abstract -- Consequences and Complexities of Food Insecurity -- Food Insecurity: A Social Responsibility Issue -- Food Insecurity: A Social Justice Issue -- Food Insecurity: A Social Sustainability Issue -- Social Sustainability, Food Insecurity, and the Built Environment | |
| 505 | 8 | |a Addressing Food Insecurity as the Built Environment: The Larimer Project -- Conclusions and Future Directions -- Bibliography | |
| 520 | |a The Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others | ||
| 650 | 4 | |a Leadership | |
| 650 | 4 | |a Leadership-Psychological aspects | |
| 700 | 1 | |a Weber, James |e Sonstige |4 oth | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Wasieleski, David |t Diversity, Equity, and Inclusion (DEI) Management |d Leeds : Emerald Publishing Limited,c2024 |z 9781835492598 |
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Datensatz im Suchindex
| _version_ | 1818760560947232768 |
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| adam_text | |
| any_adam_object | |
| author | Wasieleski, David |
| author_facet | Wasieleski, David |
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| author_sort | Wasieleski, David |
| author_variant | d w dw |
| building | Verbundindex |
| bvnumber | BV050100793 |
| collection | ZDB-30-PQE |
| contents | Cover -- Diversity, Equity, and Inclusion (DEI) Management -- Endorsements -- BUSINESS AND SOCIETY 360 -- DIVERSITY, EQUITY, AND INCLUSION (DEI) MANAGEMENT -- Copyright -- Contents -- Preface -- Business and Society 360 Book Series Overview -- Volume 6: Diversity, Equity, and Inclusion (DEI) Management: Origins, Trends, and Future Directions -- Contributions to Volume 6 -- Acknowledgments -- Section 1 -- EDI and Women's Inequality at Work: A Scoping Review -- Abstract -- Introduction -- Equity, Diversity, and Inclusion -- Core Concepts -- EDI Target Groups -- Gender Inequality -- Locations of Gender Inequality -- Persistent Gender Inequality at Work -- EDI Approaches to Gender Inequality -- Which Issues Get Ignored? -- The "Three Ms" -- The Unpaid Care Penalty -- Pay Discrimination -- Occupational Health and Safety (OHS) -- Meaningful Work-Life Balance (WLB) -- Gender-Based Violence (GBV) -- Precarity -- Gender-Aware Critiques -- Superficial -- Paying Lip Service -- EDI as a Smokescreen -- The Business Case -- Legal Approaches -- Limits of Legal Approaches -- Summary of Scoping Review -- Gaps in EDI and Gender Equality Research -- Last Words -- References -- An Exploration of the Stereotypes at the Intersection of Motherhood Status and Race -- Abstract -- Theoretical Background -- Stereotype-Driven Experiences of Mothers at Work -- Stereotype-Driven Experiences of Women at Color at Work -- The Intersection of Motherhood and Race -- Discussion -- Mitigating Stereotypes and Providing Resources -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- Section 2 -- When English Is Not Your Mother Tongue: Navigating Language-Based Stigma at Work -- Abstract -- An Overview of NNESs -- Three Major Themes From Extant Research -- Theme 1: Language Barriers -- Theme 2: Implicit and Explicit Biases Theme 3: Stereotype Threat -- Summary -- Moving Forward: An Agenda for Future Research on NNESs -- #1. Focus More on the Stigmatized Than the Stigmatizer -- #2. Contextualize Language-Based Stigma and Define NNESs Precisely -- #3. Incorporate Intersectionality -- #4. Test the Effectiveness of Language-Based Stigma Interventions -- #5. Utilize Multilevel Approaches -- #6. Consider the Impact of AI -- Conclusion -- References -- The Choice to Confront: The Antecedents, Outcomes, and Moderators of Confronting Discrimination in the Workplace -- Abstract -- Workplace Discrimination -- Confronting Prejudiced Responses Model -- Antecedents -- Identity of the Confronter -- Mindset -- Relationship to Perpetrator -- Status of Perpetrator -- Identity of the Target -- Job Market -- Outcomes of Confronting -- Perpetrator Prejudice -- Job Stress -- Job Attitudes -- Turnover Intentions -- Perceptions of the Confronter -- Moderators -- Identity of Confronter -- Identity of the Observer -- Tone of Confrontation -- Diversity Climate -- Future Directions for Confrontation Research -- Practical Implications -- Conclusion -- References -- Diversity at Work: Different Groups, Similar but Unique Experiences -- Abstract -- Discrimination -- Manifestations of Workplace Discrimination -- Shared Forms of Workplace Discrimination -- Identity Management -- The Disclosure Quandary: From Concealing to Revealing -- Beyond Disclosure: Broader Identity Management Strategies -- Identity Management Research Silos: Similar and Unique Experiences -- Strength Through Adversity -- Strengths-Based Approaches to DEI Research -- Common Themes -- A Path Forward: Toward Intraminority Solidarity -- Future Directions -- Shared Experiences Through the Lens of Intersectionality -- Theory Development and Integration -- Practical Implications for Organizations -- Conclusion -- References Categorical and Informational Diversity and Diversity of Thought -- Abstract -- Attributes of Diversity of Thought -- Cognitive and Learning Style Differences -- Influences of Cultural Orientations and Communication Preferences -- Categorical and Informational Backgrounds and Differences in Ways of Thinking -- Gender -- Race and Ethnicity -- Education -- Organizational Function -- Hierarchical Status -- Methods -- Measurement -- Analyses -- Results -- Categorical Diversity and Diversity of Thought Attributes -- Informational Diversity and Diversity of Thought -- Discussion and Conclusion -- References -- Managing Diversity in the Cruise Industry: Exploring Practices and Metrics -- Abstract -- Introduction -- The Conceptualization of Diversity -- Diversity Concept -- Main Explanatory Theories of Diversity Effects -- Diversity Management -- Main Challenges of Diversity Management in the Hospitality Industry -- Diversity in the Cruise Ship Industry -- Multiculturalism -- Gender -- Diversity in Cruise-Line Companies: Preliminary Empirical Results -- Findings: A Review of Sustainability Reports -- Carnival Corporation -- Royal Caribbean Group -- MSC Cruises -- Norwegian Cruise Line Holdings Ltd. -- Conclusions and Main Limitations -- Conclusions -- Limitations -- Implications: What Is next? -- Academic: Research Agenda -- Implications for the Cruise Industry -- Implications for Education -- References -- Ethical Values in the Shade of Business Case Approach to Diversity Management: A Review and Insights for Further Research -- Abstract -- Introduction -- Literature Review -- The Business Case Approach to Diversity in Organizations -- The Ethical Approach to Diversity in Organizations -- "Ambiguity in Law" as an Argument to Explain the Pushing Effect of Ethics on Diversity "Abstaining From Complaint" as an Argument to Explain the Pushing Effect of Ethics on Diversity -- Mechanisms to Strengthen the Pushing Effect of Ethics on Diversity Management -- Discussion and Conclusion -- References -- Section 3 -- Come Walk With Me: Facilitating a Learning Journey in DEIJ -- Abstract -- Introduction -- Determine What to Teach -- Choosing and Training the Instructor(s) -- Demonstrate Ethic of Care for Our Student's Success -- Engage in Pedagogy That Promotes DEIJ Learning -- Choose Inclusive Teaching Materials -- Actively Reflect and Seek Feedback on Your Teaching From Multiple Sources -- Vary Assessment Strategies -- Consider Implicit Biases -- Consider Inclusivity in All Modalities -- Conclusion -- Future Trends in Teaching DEIJ -- References -- Towards the Creation of Shared Value in an Inclusive Business: An Empirical Investigation -- Abstract -- Introduction -- Theoretical Background -- IB: A Shared Values Creation Lens -- Method -- Case Description -- Data Collection -- Data Analysis -- Findings -- Aligning the Environment With Inclusion -- Establishing Raising Awareness Activities -- Advocating for Real Social Changes -- Execution of Inclusive Business Operations -- Boosting Inclusive Communication -- Implementing IB Model Diversification -- Value Construction -- Executing Collaborative Product Development -- Cooperating With Other IBs and Entities -- Discussion -- Managerial Implications -- Conclusions -- References -- Addressing Food Insecurity as Social Sustainability: Co-Creating the Built Environment Within the Pittsburgh Larimer Community -- Abstract -- Consequences and Complexities of Food Insecurity -- Food Insecurity: A Social Responsibility Issue -- Food Insecurity: A Social Justice Issue -- Food Insecurity: A Social Sustainability Issue -- Social Sustainability, Food Insecurity, and the Built Environment Addressing Food Insecurity as the Built Environment: The Larimer Project -- Conclusions and Future Directions -- Bibliography |
| ctrlnum | (ZDB-30-PQE)EBC31196239 (ZDB-30-PAD)EBC31196239 (ZDB-89-EBL)EBL31196239 (OCoLC)1451796527 (DE-599)BVBBV050100793 |
| dewey-full | 303 |
| dewey-hundreds | 300 - Social sciences |
| dewey-ones | 303 - Social processes |
| dewey-raw | 303 |
| dewey-search | 303 |
| dewey-sort | 3303 |
| dewey-tens | 300 - Social sciences |
| discipline | Soziologie |
| edition | 1st ed |
| format | Electronic eBook |
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| id | DE-604.BV050100793 |
| illustrated | Not Illustrated |
| indexdate | 2024-12-18T07:00:34Z |
| institution | BVB |
| isbn | 9781835492581 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035437955 |
| oclc_num | 1451796527 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (289 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2024 |
| publishDateSearch | 2024 |
| publishDateSort | 2024 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| series2 | Business and Society 360 Series |
| spelling | Wasieleski, David Verfasser aut Diversity, Equity, and Inclusion (DEI) Management 1st ed Leeds Emerald Publishing Limited 2024 ©2024 1 Online-Ressource (289 Seiten) txt rdacontent c rdamedia cr rdacarrier Business and Society 360 Series Description based on publisher supplied metadata and other sources Cover -- Diversity, Equity, and Inclusion (DEI) Management -- Endorsements -- BUSINESS AND SOCIETY 360 -- DIVERSITY, EQUITY, AND INCLUSION (DEI) MANAGEMENT -- Copyright -- Contents -- Preface -- Business and Society 360 Book Series Overview -- Volume 6: Diversity, Equity, and Inclusion (DEI) Management: Origins, Trends, and Future Directions -- Contributions to Volume 6 -- Acknowledgments -- Section 1 -- EDI and Women's Inequality at Work: A Scoping Review -- Abstract -- Introduction -- Equity, Diversity, and Inclusion -- Core Concepts -- EDI Target Groups -- Gender Inequality -- Locations of Gender Inequality -- Persistent Gender Inequality at Work -- EDI Approaches to Gender Inequality -- Which Issues Get Ignored? -- The "Three Ms" -- The Unpaid Care Penalty -- Pay Discrimination -- Occupational Health and Safety (OHS) -- Meaningful Work-Life Balance (WLB) -- Gender-Based Violence (GBV) -- Precarity -- Gender-Aware Critiques -- Superficial -- Paying Lip Service -- EDI as a Smokescreen -- The Business Case -- Legal Approaches -- Limits of Legal Approaches -- Summary of Scoping Review -- Gaps in EDI and Gender Equality Research -- Last Words -- References -- An Exploration of the Stereotypes at the Intersection of Motherhood Status and Race -- Abstract -- Theoretical Background -- Stereotype-Driven Experiences of Mothers at Work -- Stereotype-Driven Experiences of Women at Color at Work -- The Intersection of Motherhood and Race -- Discussion -- Mitigating Stereotypes and Providing Resources -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- Section 2 -- When English Is Not Your Mother Tongue: Navigating Language-Based Stigma at Work -- Abstract -- An Overview of NNESs -- Three Major Themes From Extant Research -- Theme 1: Language Barriers -- Theme 2: Implicit and Explicit Biases Theme 3: Stereotype Threat -- Summary -- Moving Forward: An Agenda for Future Research on NNESs -- #1. Focus More on the Stigmatized Than the Stigmatizer -- #2. Contextualize Language-Based Stigma and Define NNESs Precisely -- #3. Incorporate Intersectionality -- #4. Test the Effectiveness of Language-Based Stigma Interventions -- #5. Utilize Multilevel Approaches -- #6. Consider the Impact of AI -- Conclusion -- References -- The Choice to Confront: The Antecedents, Outcomes, and Moderators of Confronting Discrimination in the Workplace -- Abstract -- Workplace Discrimination -- Confronting Prejudiced Responses Model -- Antecedents -- Identity of the Confronter -- Mindset -- Relationship to Perpetrator -- Status of Perpetrator -- Identity of the Target -- Job Market -- Outcomes of Confronting -- Perpetrator Prejudice -- Job Stress -- Job Attitudes -- Turnover Intentions -- Perceptions of the Confronter -- Moderators -- Identity of Confronter -- Identity of the Observer -- Tone of Confrontation -- Diversity Climate -- Future Directions for Confrontation Research -- Practical Implications -- Conclusion -- References -- Diversity at Work: Different Groups, Similar but Unique Experiences -- Abstract -- Discrimination -- Manifestations of Workplace Discrimination -- Shared Forms of Workplace Discrimination -- Identity Management -- The Disclosure Quandary: From Concealing to Revealing -- Beyond Disclosure: Broader Identity Management Strategies -- Identity Management Research Silos: Similar and Unique Experiences -- Strength Through Adversity -- Strengths-Based Approaches to DEI Research -- Common Themes -- A Path Forward: Toward Intraminority Solidarity -- Future Directions -- Shared Experiences Through the Lens of Intersectionality -- Theory Development and Integration -- Practical Implications for Organizations -- Conclusion -- References Categorical and Informational Diversity and Diversity of Thought -- Abstract -- Attributes of Diversity of Thought -- Cognitive and Learning Style Differences -- Influences of Cultural Orientations and Communication Preferences -- Categorical and Informational Backgrounds and Differences in Ways of Thinking -- Gender -- Race and Ethnicity -- Education -- Organizational Function -- Hierarchical Status -- Methods -- Measurement -- Analyses -- Results -- Categorical Diversity and Diversity of Thought Attributes -- Informational Diversity and Diversity of Thought -- Discussion and Conclusion -- References -- Managing Diversity in the Cruise Industry: Exploring Practices and Metrics -- Abstract -- Introduction -- The Conceptualization of Diversity -- Diversity Concept -- Main Explanatory Theories of Diversity Effects -- Diversity Management -- Main Challenges of Diversity Management in the Hospitality Industry -- Diversity in the Cruise Ship Industry -- Multiculturalism -- Gender -- Diversity in Cruise-Line Companies: Preliminary Empirical Results -- Findings: A Review of Sustainability Reports -- Carnival Corporation -- Royal Caribbean Group -- MSC Cruises -- Norwegian Cruise Line Holdings Ltd. -- Conclusions and Main Limitations -- Conclusions -- Limitations -- Implications: What Is next? -- Academic: Research Agenda -- Implications for the Cruise Industry -- Implications for Education -- References -- Ethical Values in the Shade of Business Case Approach to Diversity Management: A Review and Insights for Further Research -- Abstract -- Introduction -- Literature Review -- The Business Case Approach to Diversity in Organizations -- The Ethical Approach to Diversity in Organizations -- "Ambiguity in Law" as an Argument to Explain the Pushing Effect of Ethics on Diversity "Abstaining From Complaint" as an Argument to Explain the Pushing Effect of Ethics on Diversity -- Mechanisms to Strengthen the Pushing Effect of Ethics on Diversity Management -- Discussion and Conclusion -- References -- Section 3 -- Come Walk With Me: Facilitating a Learning Journey in DEIJ -- Abstract -- Introduction -- Determine What to Teach -- Choosing and Training the Instructor(s) -- Demonstrate Ethic of Care for Our Student's Success -- Engage in Pedagogy That Promotes DEIJ Learning -- Choose Inclusive Teaching Materials -- Actively Reflect and Seek Feedback on Your Teaching From Multiple Sources -- Vary Assessment Strategies -- Consider Implicit Biases -- Consider Inclusivity in All Modalities -- Conclusion -- Future Trends in Teaching DEIJ -- References -- Towards the Creation of Shared Value in an Inclusive Business: An Empirical Investigation -- Abstract -- Introduction -- Theoretical Background -- IB: A Shared Values Creation Lens -- Method -- Case Description -- Data Collection -- Data Analysis -- Findings -- Aligning the Environment With Inclusion -- Establishing Raising Awareness Activities -- Advocating for Real Social Changes -- Execution of Inclusive Business Operations -- Boosting Inclusive Communication -- Implementing IB Model Diversification -- Value Construction -- Executing Collaborative Product Development -- Cooperating With Other IBs and Entities -- Discussion -- Managerial Implications -- Conclusions -- References -- Addressing Food Insecurity as Social Sustainability: Co-Creating the Built Environment Within the Pittsburgh Larimer Community -- Abstract -- Consequences and Complexities of Food Insecurity -- Food Insecurity: A Social Responsibility Issue -- Food Insecurity: A Social Justice Issue -- Food Insecurity: A Social Sustainability Issue -- Social Sustainability, Food Insecurity, and the Built Environment Addressing Food Insecurity as the Built Environment: The Larimer Project -- Conclusions and Future Directions -- Bibliography The Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others Leadership Leadership-Psychological aspects Weber, James Sonstige oth Erscheint auch als Druck-Ausgabe Wasieleski, David Diversity, Equity, and Inclusion (DEI) Management Leeds : Emerald Publishing Limited,c2024 9781835492598 |
| spellingShingle | Wasieleski, David Diversity, Equity, and Inclusion (DEI) Management Cover -- Diversity, Equity, and Inclusion (DEI) Management -- Endorsements -- BUSINESS AND SOCIETY 360 -- DIVERSITY, EQUITY, AND INCLUSION (DEI) MANAGEMENT -- Copyright -- Contents -- Preface -- Business and Society 360 Book Series Overview -- Volume 6: Diversity, Equity, and Inclusion (DEI) Management: Origins, Trends, and Future Directions -- Contributions to Volume 6 -- Acknowledgments -- Section 1 -- EDI and Women's Inequality at Work: A Scoping Review -- Abstract -- Introduction -- Equity, Diversity, and Inclusion -- Core Concepts -- EDI Target Groups -- Gender Inequality -- Locations of Gender Inequality -- Persistent Gender Inequality at Work -- EDI Approaches to Gender Inequality -- Which Issues Get Ignored? -- The "Three Ms" -- The Unpaid Care Penalty -- Pay Discrimination -- Occupational Health and Safety (OHS) -- Meaningful Work-Life Balance (WLB) -- Gender-Based Violence (GBV) -- Precarity -- Gender-Aware Critiques -- Superficial -- Paying Lip Service -- EDI as a Smokescreen -- The Business Case -- Legal Approaches -- Limits of Legal Approaches -- Summary of Scoping Review -- Gaps in EDI and Gender Equality Research -- Last Words -- References -- An Exploration of the Stereotypes at the Intersection of Motherhood Status and Race -- Abstract -- Theoretical Background -- Stereotype-Driven Experiences of Mothers at Work -- Stereotype-Driven Experiences of Women at Color at Work -- The Intersection of Motherhood and Race -- Discussion -- Mitigating Stereotypes and Providing Resources -- Theoretical Implications -- Future Research Directions -- Conclusion -- References -- Section 2 -- When English Is Not Your Mother Tongue: Navigating Language-Based Stigma at Work -- Abstract -- An Overview of NNESs -- Three Major Themes From Extant Research -- Theme 1: Language Barriers -- Theme 2: Implicit and Explicit Biases Theme 3: Stereotype Threat -- Summary -- Moving Forward: An Agenda for Future Research on NNESs -- #1. Focus More on the Stigmatized Than the Stigmatizer -- #2. Contextualize Language-Based Stigma and Define NNESs Precisely -- #3. Incorporate Intersectionality -- #4. Test the Effectiveness of Language-Based Stigma Interventions -- #5. Utilize Multilevel Approaches -- #6. Consider the Impact of AI -- Conclusion -- References -- The Choice to Confront: The Antecedents, Outcomes, and Moderators of Confronting Discrimination in the Workplace -- Abstract -- Workplace Discrimination -- Confronting Prejudiced Responses Model -- Antecedents -- Identity of the Confronter -- Mindset -- Relationship to Perpetrator -- Status of Perpetrator -- Identity of the Target -- Job Market -- Outcomes of Confronting -- Perpetrator Prejudice -- Job Stress -- Job Attitudes -- Turnover Intentions -- Perceptions of the Confronter -- Moderators -- Identity of Confronter -- Identity of the Observer -- Tone of Confrontation -- Diversity Climate -- Future Directions for Confrontation Research -- Practical Implications -- Conclusion -- References -- Diversity at Work: Different Groups, Similar but Unique Experiences -- Abstract -- Discrimination -- Manifestations of Workplace Discrimination -- Shared Forms of Workplace Discrimination -- Identity Management -- The Disclosure Quandary: From Concealing to Revealing -- Beyond Disclosure: Broader Identity Management Strategies -- Identity Management Research Silos: Similar and Unique Experiences -- Strength Through Adversity -- Strengths-Based Approaches to DEI Research -- Common Themes -- A Path Forward: Toward Intraminority Solidarity -- Future Directions -- Shared Experiences Through the Lens of Intersectionality -- Theory Development and Integration -- Practical Implications for Organizations -- Conclusion -- References Categorical and Informational Diversity and Diversity of Thought -- Abstract -- Attributes of Diversity of Thought -- Cognitive and Learning Style Differences -- Influences of Cultural Orientations and Communication Preferences -- Categorical and Informational Backgrounds and Differences in Ways of Thinking -- Gender -- Race and Ethnicity -- Education -- Organizational Function -- Hierarchical Status -- Methods -- Measurement -- Analyses -- Results -- Categorical Diversity and Diversity of Thought Attributes -- Informational Diversity and Diversity of Thought -- Discussion and Conclusion -- References -- Managing Diversity in the Cruise Industry: Exploring Practices and Metrics -- Abstract -- Introduction -- The Conceptualization of Diversity -- Diversity Concept -- Main Explanatory Theories of Diversity Effects -- Diversity Management -- Main Challenges of Diversity Management in the Hospitality Industry -- Diversity in the Cruise Ship Industry -- Multiculturalism -- Gender -- Diversity in Cruise-Line Companies: Preliminary Empirical Results -- Findings: A Review of Sustainability Reports -- Carnival Corporation -- Royal Caribbean Group -- MSC Cruises -- Norwegian Cruise Line Holdings Ltd. -- Conclusions and Main Limitations -- Conclusions -- Limitations -- Implications: What Is next? -- Academic: Research Agenda -- Implications for the Cruise Industry -- Implications for Education -- References -- Ethical Values in the Shade of Business Case Approach to Diversity Management: A Review and Insights for Further Research -- Abstract -- Introduction -- Literature Review -- The Business Case Approach to Diversity in Organizations -- The Ethical Approach to Diversity in Organizations -- "Ambiguity in Law" as an Argument to Explain the Pushing Effect of Ethics on Diversity "Abstaining From Complaint" as an Argument to Explain the Pushing Effect of Ethics on Diversity -- Mechanisms to Strengthen the Pushing Effect of Ethics on Diversity Management -- Discussion and Conclusion -- References -- Section 3 -- Come Walk With Me: Facilitating a Learning Journey in DEIJ -- Abstract -- Introduction -- Determine What to Teach -- Choosing and Training the Instructor(s) -- Demonstrate Ethic of Care for Our Student's Success -- Engage in Pedagogy That Promotes DEIJ Learning -- Choose Inclusive Teaching Materials -- Actively Reflect and Seek Feedback on Your Teaching From Multiple Sources -- Vary Assessment Strategies -- Consider Implicit Biases -- Consider Inclusivity in All Modalities -- Conclusion -- Future Trends in Teaching DEIJ -- References -- Towards the Creation of Shared Value in an Inclusive Business: An Empirical Investigation -- Abstract -- Introduction -- Theoretical Background -- IB: A Shared Values Creation Lens -- Method -- Case Description -- Data Collection -- Data Analysis -- Findings -- Aligning the Environment With Inclusion -- Establishing Raising Awareness Activities -- Advocating for Real Social Changes -- Execution of Inclusive Business Operations -- Boosting Inclusive Communication -- Implementing IB Model Diversification -- Value Construction -- Executing Collaborative Product Development -- Cooperating With Other IBs and Entities -- Discussion -- Managerial Implications -- Conclusions -- References -- Addressing Food Insecurity as Social Sustainability: Co-Creating the Built Environment Within the Pittsburgh Larimer Community -- Abstract -- Consequences and Complexities of Food Insecurity -- Food Insecurity: A Social Responsibility Issue -- Food Insecurity: A Social Justice Issue -- Food Insecurity: A Social Sustainability Issue -- Social Sustainability, Food Insecurity, and the Built Environment Addressing Food Insecurity as the Built Environment: The Larimer Project -- Conclusions and Future Directions -- Bibliography Leadership Leadership-Psychological aspects |
| title | Diversity, Equity, and Inclusion (DEI) Management |
| title_auth | Diversity, Equity, and Inclusion (DEI) Management |
| title_exact_search | Diversity, Equity, and Inclusion (DEI) Management |
| title_full | Diversity, Equity, and Inclusion (DEI) Management |
| title_fullStr | Diversity, Equity, and Inclusion (DEI) Management |
| title_full_unstemmed | Diversity, Equity, and Inclusion (DEI) Management |
| title_short | Diversity, Equity, and Inclusion (DEI) Management |
| title_sort | diversity equity and inclusion dei management |
| topic | Leadership Leadership-Psychological aspects |
| topic_facet | Leadership Leadership-Psychological aspects |
| work_keys_str_mv | AT wasieleskidavid diversityequityandinclusiondeimanagement AT weberjames diversityequityandinclusiondeimanagement |