Measuring the Different Facets of Diversity Using Quantitative Methods

2022 ◽  
pp. 1118-1140
Author(s):  
Gargi Banerjee
Keyword(s):  
Quantitative Methods ◽  
Gender Diversity ◽  
One Dimension ◽  
Diversity And Inclusion ◽  
Basic Understanding

The aim of this chapter is to provide quantitative techniques and guidance for analyzing different problems related to the measurement of diversity and inclusion practices present in organizations. The example of only one dimension of diversity; viz Gender diversity is given in this chapter. However, these Quantitative tools can be used to explore other facets of diversity as well. In this way, this chapter shall seek to provide a basic understanding of how to analyze and study the data collected for research on Diversity and Inclusion practices in organizations.

Measuring the Different Facets of Diversity Using Quantitative Methods

2017 ◽  
pp. 169-196
Author(s):  
Gargi Banerjee
Keyword(s):  
Quantitative Methods ◽  
Gender Diversity ◽  
One Dimension ◽  
Diversity And Inclusion ◽  
Basic Understanding

The aim of this chapter is to provide quantitative techniques and guidance for analyzing different problems related to the measurement of diversity and inclusion practices present in organizations. The example of only one dimension of diversity; viz Gender diversity is given in this chapter. However, these Quantitative tools can be used to explore other facets of diversity as well. In this way, this chapter shall seek to provide a basic understanding of how to analyze and study the data collected for research on Diversity and Inclusion practices in organizations.

scholarly journals ADVERSITY ENCOUNTERED ON THE ROAD TO GENDER DIVERSITY – WOMEN AND MEN IN HIGH BUSINESS POSITIONS AND IN SCIENTIFIC DOMAINS

2019 ◽  
Vol 18 (4) ◽  
pp. 7-11
Author(s):  
Joanna Pyrkosz-Pacyna
Keyword(s):  
Gender Equality ◽  
Case Studies ◽  
Gender Diversity ◽  
Special Issue ◽  
Academic Journal ◽  
The Road ◽  
Gender Balance ◽  
Diversity And Inclusion ◽  
Broad Variety ◽  
On The Road

The idea for this Special Issue actually originated during a conference devoted to gender equality in business settings: “It’s complicated. Gender balance in leadership” organized in 2018 by Diversity Hub, an organization focused on Diversity and Inclusion. Inspired by Professor Katarzyna Leszczyńska (AGH University of Science and Technology) and supported by Dr Tomasz Dąbrowski (Diversity Hub) the idea of an entire issue of an academic journal devoted to research and case studies on gender equality in science and business came to life. We opened the journal to sociologists, psychologists, cultural studies researchers, anthropologists, journalists and practitioners to share with us their work in this area. We received a broad variety of articles that tackled the notion from different perspectives and chose five articles that in our opinion provide the most interesting and professional contribution to the topic of gender representation in STEM and high business positions.

Gender Variant Children and Institutional Arrangements: Exploring the Phenomenon from South Asian Perspective

2020 ◽  
Vol 27 (2) ◽  
pp. 141-157
Author(s):  
Kusha Tiwari
Keyword(s):  
Sri Lanka ◽  
Quantitative Methods ◽  
Peer Group ◽  
Gender Diversity ◽  
Institutional Arrangements ◽  
Sample Survey ◽  
Gender Variance ◽  
Educational Settings ◽  
Gender Variant ◽  
Qualitative And Quantitative Methods

This paper explores and assesses the presence/absence of institutional arrangements in educational settings for addressing the concerns of gender-variant children (GVC) through a sample survey of schools in the three-country context of India, Sri Lanka and Nepal. This research highlights the need for effective regulatory, normative and cognitive structures to address issues of childhood gender variance. With a contextual analysis of recent developments and comprehensive study of data reports in the three countries, the study analyses multiple dimensions of discrimination and bullying of GVC in educational settings. Using qualitative and quantitative methods, this paper highlights causes and issues associated with the problems of GVC as well as affirmative actions and institutional practices required to be implemented in schools in the three-country context. The results and findings provide evidence that academic institutions in India, Sri Lanka and, to some extent, Nepal lack institutional mechanisms to address issues of homophobia, abuse by peer group, mental health issues, emotional challenges, social discrimination, lack of opportunities, lack of monitoring and counselling, micro-level engagements and high dropouts of GVC. This study also charts out futuristic agenda, such as comprehensive mapping of GVC in schools, implementation of effective counselling mechanism, the need to create and adopt basic reference module for educators around gender diversity and variance.

Educational Robotics for All: Gender, Diversity, and Inclusion in STEAM

2020 ◽  
Author(s):  
Pedro Plaza ◽  
Manuel Castro ◽  
Julia Merino ◽  
Teresa Restivo ◽  
Aruquia Peixoto ◽  
...  
Keyword(s):  
Gender Diversity ◽  
Educational Robotics ◽  
Diversity And Inclusion

Diversity in India: addressing caste, disability and gender

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.

Springboard contributes to Royal Mail’s continuing success

2016 ◽  
Vol 48 (3) ◽  
pp. 117-122
Author(s):  
Bob Little
Keyword(s):  
Gender Diversity ◽  
Development Programme ◽  
Women's Development ◽  
Self Assessment ◽  
Content Type ◽  
Personal Lives ◽  
Diversity And Inclusion ◽  
Self Confidence ◽  
Use Of Resources ◽  
Effective Use

Purpose – The purpose of this paper is to set out the results – so far – of using the Springboard women’s development programme within Royal Mail. Design/methodology/approach – This paper comprises a case study on the application of the Springboard women’s development programme throughout Royal Mail. It covers gender, diversity and inclusion issues within the company. Findings – The Springboard programme helps women be more realistic in their self-assessment; have more self-confidence; take more initiative; set and achieve clearer goals; have increased personal motivation; accept more responsibility for their own development; have a more mature and positive attitude; communicate more assertively and effectively; add more value to their work; improve customer relations; present a positive image, and improve their assertiveness skills. Research limitations/implications – It is possible to achieve ambitious objectives in terms of gender, diversity and inclusiveness at work through the use of a development programme such as Springboard. Practical/implications – With help from programmes such as Springboard, women can become more open, and receptive, to change; raise their confidence and self-esteem levels; take on more responsibility; make more effective use of resources, and improve their problem-solving abilities. The programme is also proving able to help them compete more effectively for promotion at work; take on and be successful in management roles. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social/implications – Women are being helped to compete effectively with men in the workplace as well as developing an understanding of how to be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). Originality/value – The Springboard women’s development programme is helping to change the working culture built up over some 400 years at Royal Mail.

Who Stands to Benefit? Examining Positive Consequences of Male Allyship for Female and Male Faculty

2020 ◽  
Author(s):  
Meg Aum Warren ◽  
Samit Bordoloi ◽  
Michael Thomas Warren
Keyword(s):  
Higher Education ◽  
Gender Diversity ◽  
Diversity And Inclusion ◽  
Self Reports ◽  
Women’S Perceptions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Female Colleague ◽  
Male Faculty ◽  
Family Enrichment

Institutions devote significant resources to gender diversity and inclusion, yet little empirical research has examined the benefits of male allyship in higher education. Using women’s other- and self-reports and men’s self-reports from 101 male-female colleague dyads in male-dominated departments, we tested a model involving men’s allyship, women’s inclusion and vitality, and men’s growth and work-family enrichment. As hypothesized, men’s growth mediated the link between their allyship and work-family enrichment, and women’s perceptions of men’s allyship predicted women’s vitality, both directly and through inclusion. However, men’s allyship was weakly associated with women’s perceptions of their allyship, and men’s benefits were unrelated to women’s inclusion or vitality. Findings highlight the importance of male allyship while underscoring disconnect between women’s and men’s experiences.

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