Advancing Science Through Diversity and Inclusion in the Editorial Process: A Case Study

Abstract Objective In the U.S., women and culturally/linguistically diverse persons are underrepresented in research and editorial boards. This case study details how one journal, The Clinical Neuropsychologist (TCN), created and implemented a strategic plan to advance diversity and inclusion in its editorial board and process. Case Description In 2015, Dr. Yana Suchy became TCN’s first female Editor-in-Chief; and in 2016, she created the Culture and Gender in Neuropsychology Department (CGND). The CGND’s Editors are Drs. Rivera Mindt and Hilsabeck, and their mission is to diversify science and empirically-based practice within neuropsychology by (1) increasing representation of editors/reviewers from diverse backgrounds; (2) soliciting articles related to gender/culture; (3) providing resources addressing diversity issues; and (4) demonstrating editorial leadership via editorial content. Diagnostic Impressions and Outcomes In 2015, only 23% of TCN editors were women and only 2% were from diverse backgrounds. By 2018, representation of these groups increased to 50% and 13%, respectively. Also, in 2018 TCN published its first special issue on gender, numerous articles on culturally diverse populations, and the first guideline for evaluation of transgender persons. An upcoming special issue will focus on normative data for Spanish-speakers. Resources available include a Publication Guidelines Checklist, formal presentations, and informal communications (social media) to educate and engage stakeholders and consultors. These accomplishments were recently highlighted in the inaugural CGND editorial (2018). Discussion Over the last three years, TCN has taken steps to increase representation of gender- and culturally/linguistically-relevant content, editorial leadership, and professional development; thereby demonstrating that this is a tangible goal. This case study serves as a call to action for other journals to follow suit and further diversify science. References Rivera Mindt, M., Hilsabeck, R. C., Olsen, J. P., Savin, M. J., Crook, C. L., & Suchy, Y. Advancing science through diversity and inclusion in the editorial process: A case study. Science Editor, 41(3), 93-96. Rivera Mindt, M. & Hilsabeck, R. C. (2018) TCN culture and gender in Neuropsychology Department: inaugural editorial. The Clinical Neuropsychologist, 32(8), 1353-1355, DOI: 10.1080/13854046.2018.1525110. Hilsabeck, R. C. (2018) Editorial: Raising awareness about gender bias and disparity in clinical neuropsychology and a call to action. ClinNeuropsychol, 32,183–185. https://doi.org/10.1080/13854046.2018.1525110. Fujii, D. E. M. (2018) Developing a cultural context for conducting a neuropsychological evaluation with a culturally diverse client: The ECLECTIC framework. The Clinical Neuropsychologist, 32(8), 1356-1392, DOI: 10.1080/13854046.2018.1435826. Trittschuh, E. H., Parmenter, B. A., Clausell, E. R., Mariano, M. J. & Reger, M. A. (2018) Conducting neuropsychological assessment with transgender individuals. The Clinical Neuropsychologist, 32(8), 1393-1410, DOI: 10.1080/13854046.2018.1440632. Nielsen, T. R., Segers, K., Vanderaspoilden, V., Bekkhus-Wetterberg, P., Minthon, L., Pissiota, A., Bjørkløf, G. H., Beinhoff, U., Tsolaki, M., Gkioka, M., & Waldemar G. (2018) Performance of middle-aged and elderly European minority and majority populations on a Cross-Cultural Neuropsychological Test Battery (CNTB). The Clinical Neuropsychologist, 32(8), 1411-1430, DOI: 10.1080/13854046.2018.1430256. Suhr J. A., Ready R., Rosen W. G., Hilsabeck, R. C., & Ploetz, D. M. The changing face of neuropsychology: gender disparities and strategies for addressing them. CE workshop presented at the 37th annual conference of the National Academy of Neuropsychology, Boston, MA, 2017. Hilsabeck, R. C., Sweet J., Forrest B., Sachs B., & Kubu, C. Gender and the profession of neuropsychology: where we’ve been and where we need to go. CE workshop presented at the 15th Annual Conference of the American Academy of Clinical Neuropsychology, Boston, MA, 2017. Rivera Mindt, M. 2018. The Clinical Neuropsychologist: increasing diversity & inclusion. Council of Science Editors, TechnicaEditorial Services Webinar: The Peer Review Ecosystem: Where Does Diversity & Inclusion Fit In? [accessed 2018 Oct 9]. https://www.youtube.com/watch?v=7cixedlVR0o&feature=youtu.be.

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A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians

International Journal of Patient-Centered Healthcare ◽

10.4018/ijpch.2020010102 ◽

2020 ◽

Vol 10 (1) ◽

pp. 15-36

Author(s):

Darrell Norman Burrell ◽

Anton Shufutinsky ◽

Shanta Bland ◽

Cherise M. Cole ◽

Jorja B Wright ◽

...

Keyword(s):

Sexual Harassment ◽

Organizational Development ◽

Corporate Culture ◽

Equal Employment Opportunity Commission ◽

Female Physicians ◽

Diversity And Inclusion ◽

Medical Centers ◽

And Gender ◽

Survey Responses

Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from the perspective of women in toxic workplace hospital settings, especially for female physicians.

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Leveraging Sports Events for LGBTQ2+ Inclusion: Supporting Innovation in Organizational Culture and Practices

Case Studies in Sport Management ◽

10.1123/cssm.2021-0012 ◽

2021 ◽

Vol 10 (S1) ◽

pp. S41-S45

Author(s):

Emily K. Romano ◽

Kyle A. Rich ◽

Dennis Quesnel

Keyword(s):

Sport Participation ◽

National Level ◽

Sport Organizations ◽

Sports Events ◽

Diversity And Inclusion ◽

Sexuality And Gender ◽

And Gender ◽

Sport And Recreation ◽

Recreation Organizations

In this case study, learners are introduced to Sloane, a diversity and inclusion officer who is working to create more inclusive sport and recreation opportunities in her community. A national-level sport event will be hosted in her community and provides an opportunity to elevate and accelerate the work she is already doing with sport and recreation organizations. Learners will develop an understanding of two key themes: LGBTQ2+ inclusion and event leveraging. Working through the case will require learners to think critically about sexuality and gender identity in the context of sport participation and organizations. Furthermore, learners will have the opportunity to think creatively about how they can support innovation in organizational cultures and practices with a view to fostering more inclusive, welcoming, and safe sport organizations.

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The Impact of Diversity and Conclusion on Employees’ Engagement Scores in The Laboratory

American Journal of Clinical Pathology ◽

10.1093/ajcp/aqab191.256 ◽

2021 ◽

Vol 156 (Supplement_1) ◽

pp. S120-S120

Author(s):

M Abdelmonem ◽

H Wasim ◽

M Abdelmonem

Keyword(s):

Employee Engagement ◽

Underrepresented Groups ◽

Critical Elements ◽

Diversity And Inclusion ◽

Sexual Orientations ◽

Before And After ◽

And Gender ◽

The Impact ◽

Production Employees

Abstract Introduction/Objective Employee engagement is one of the most critical elements for the success of any organization. Proper engagement of the employees often leads to the success of an organization, while poor employee engagement often leads to the failure of an organization. Diversity is the presence of differences within an organization, such as differences in race, ethnicity, gender, sexual orientation, disability, or any other number of things. Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization. Methods/Case Report A retrospective study was performed at a mid-size hospital in California. The overall employee engagement score was recorded twelve months before and after founding a diversity and inclusion council. The diversity and inclusion council consisted of 12 members from all different races and gender, sexual orientations, disabilities, and socioeconomic status includes clinicians, administrators, and employees from all different hospital departments. On top of the 12 councils, nine Employee Resources Groups (ERG) represent minorities and underrepresented groups. Results (if a Case Study enter NA) The employee engagement score for 12 months (January 2019 to December 2019) for fully engaged employees was 29.5%, while the employee engagement score for 12 months (January 2020 to December 2020) for fully engaged employees was 49.3. The diversity and inclusion council was founded at the end of 2019. The data was obtained from the annual employee engagement survey. Conclusion There was a significant improvement (59.8%) in employee engagement score after launching the diversity and inclusion council. Diversity and inclusion promote the development and advancement of underrepresented groups in the laboratory through professional development courses and training. It actively creates a productive work environment within the laboratory that is free of harassment and bullying. Diversity and inclusion are vital for the laboratory to improve employee engagement scores, production, employees retentions, and laboratory financial performance.

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An Exploratory Case Study of Transgender and Gender Nonconforming Inclusion at a Metropolitan Library in the Southeastern U.S.

The International Journal of Information, Diversity, & Inclusion (IJIDI) ◽

10.33137/ijidi.v2i4.32202 ◽

2018 ◽

Vol 2 (4) ◽

Author(s):

Liz Movius

Keyword(s):

Staff Training ◽

Action Plan ◽

Public Library ◽

Service Needs ◽

Gender Nonconforming ◽

Name Change ◽

Diversity And Inclusion ◽

And Gender ◽

Name Changes

This article examines the existing diversity and inclusion responses to transgender and gender nonconforming patrons at a large, metropolitan public library in the southeastern U.S. Research shows that transgender and gender nonconforming individuals face unique challenges when navigating libraries. These challenges include inadequate collections, microaggressions from reference staff, a lack of gender-neutral bathrooms, and circulation policies preventing remote name changes. To compensate for these difficulties and increase accessibility for transgender and gender nonconforming patrons, libraries should incorporate diversity and inclusion initiatives into their functions. The author evaluated current collections, programs, services, policies, and resources for inclusivity, equity, and accessibility and created a strategic diversity action plan for the institution. The strategic diversity action plan identified six steps the library should take to foster inclusion and increase accessibility for its transgender and gender nonconforming patrons. These six steps include: 1) create an official, transgender-friendly bathroom policy; 2) develop a diversity and inclusion statement that includes gender identity in its language; 3) invest in staff training and continuing education about gender, sexuality, and transgender issues and service needs; 4) conduct a needs assessment of the transgender and gender nonconforming community; 5) establish programming based on the needs and wants expressed by the transgender and gender nonconforming community; and 6) implement a remote name-change or preferred name-change process.

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Diversity in India: addressing caste, disability and gender

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-04-2020-0095 ◽

2020 ◽

Vol 39 (6) ◽

pp. 585-596

Author(s):

Rana Haq ◽

Alain Klarsfeld ◽

Angela Kornau ◽

Faith Wambura Ngunjiri

Keyword(s):

Gender Diversity ◽

Diversity Management ◽

Special Issue ◽

Theoretical Frameworks ◽

Content Type ◽

Economic Diversity ◽

Diversity And Inclusion ◽

And Gender ◽

Equality And Diversity ◽

Country Specific

PurposeThe purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and inclusion (EDI) in India.Design/methodology/approachThis special issue consists of six articles on current EDI issues in India. The first three of the contributions are focused on descriptions of diversity challenges and policies regarding caste and disabilities, while the remaining three papers address gender diversity.FindingsIn addition to providing an overview of this issue's articles, this paper highlights developments and current themes in India's country-specific equality and diversity scholarship. Drawing on the special issue's six papers, the authors show the relevance of Western theories while also pointing to the need for reformulation of others in the context of India.Research limitations/implicationsThe authors conclude with a call to further explore diversity in India and to develop locally relevant, culture-sensitive theoretical frameworks. Religious and economic diversity should receive more attention in future diversity management scholarship in the Indian context.Originality/valueHow does India experience equality and diversity concepts? How are India's approaches similar or different from those experienced in other countries? How do theoretical frameworks originated in the West apply in India? Are new, locally grounded frameworks needed to better capture the developments at play? These questions are addressed by the contributions to this special issue.

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Facilitating women entrepreneurship in Canada: the case of WEKH

Gender in Management An International Journal ◽

10.1108/gm-11-2019-0204 ◽

2020 ◽

Vol 35 (3) ◽

pp. 303-318 ◽

Cited By ~ 3

Author(s):

Wendy Cukier ◽

Zohreh Hassannezhad Chavoushi

Keyword(s):

Major Elements ◽

Innovation Ecosystem ◽

Women Entrepreneurship ◽

Content Type ◽

Study Approach ◽

Inclusive Innovation ◽

Diverse Backgrounds ◽

And Gender ◽

Practical Implications

Purpose This paper aims to provide a multi-level framework for exploring women entrepreneurship in Canada. The authors examine the Women Entrepreneurship Knowledge Hub (WEKH), a platform to advance women entrepreneurs from diverse backgrounds. Design/methodology/approach The authors analyze the major elements associated with the processes and strategies in WEKH through a case study approach. Findings The findings presented in this paper clearly show how creating an inclusive innovation ecosystem linking micro-, meso- and macro-level factors has the potential to advance women entrepreneurship Research limitations/implications This case study presented here is in the early phase and results are not yet available. Practical implications The lessons from WEKH provides a model for other countries. Social implications Entrepreneurship drives economic development and gender equality is a critical sustainable development goal. WEKH activities will advance opportunities for women by creating a more inclusive innovation ecosystem. Originality/value WEKH is a knowledge hub in Canada that aims to help foster women entrepreneurship in Canada related to the women entrepreneurship strategy national program.

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Sexual(ities that) progress: Introduction

Environment and Planning C Politics and Space ◽

10.1177/2399654420954213 ◽

2020 ◽

pp. 239965442095421

Author(s):

Kath Browne ◽

Jason Lim ◽

Joseph Hall ◽

Nick McGlynn

Keyword(s):

American Association ◽

Power Relationships ◽

Annual Conference ◽

Special Issue ◽

And Gender ◽

The Way

This piece introduces the papers for the Sexual(ities that) Progress special issue. It arises out of two sessions at the 2017 American Association of Geographers Annual Conference, where scholars critically interrogated assumptions of progress and the ideals and models that follow from understanding certain spaces and places as ‘leading the way’ in terms of sexual and gender inclusions. In this paper, we outline some of the key debates and how papers in this special issue address discourses of sexual(ities that) progress and, in particular, the importance of decolonial and postcolonial critiques in such debates. We conclude by noting omissions, the timeliness of the papers and the ongoing need for spatial lenses in exploring the power relationships that reconstitute sexual and gendered lives, cultures, politics and embodiments.

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