Diversity, Liberty, and Virtue in Islam

2021 ◽  
pp. 217-238
Keyword(s):  
Sexual Orientation ◽  
Religious Beliefs ◽  
Life Experiences ◽  
Occupational Status ◽  
Diversity Management ◽  
Social Background ◽  
Professional Values ◽  
Place Of Residence ◽  
Inclusive Concept ◽  
Physical Abilities

Islamic teachings state that diversity is intended to encourage people to learn and understand each other rather than disharmony. It requires one to look at the mindset and the culture of an organisation and the different perspectives people bring to an organisation on account of their ethnicity, social background, professional values, styles, disabilities, or other differences. Diversity is ‘otherness' or those human qualities that are different from our own and outside the groups to which we belong yet are present in other individuals and groups. Age, ethnicity, gender, physical abilities, race, and sexual orientation are considered primary dimensions, while education, place of residence, class, marital status, religious beliefs, occupational status, and life experiences are secondary dimensions of diversity. This chapter aims to analyse and discuss diversity management as an inclusive concept, encompassing a broader focus than employment equity.

scholarly journals Le sexisme en archéologie, ça n’existe pas

2019 ◽  
Vol 2 (3) ◽  
pp. 215-242
Author(s):  
Laura Mary ◽  
Béline Pasquini ◽  
Ségolène Vandevelde
Keyword(s):  
Sexual Orientation ◽  
Gender Discrimination ◽  
Professional Ethics ◽  
Religious Beliefs ◽  
Ethical Issues ◽  
Daily Practice ◽  
Social Origin ◽  
Physical Abilities

Archaeologists are confronted with many ethical issues in their daily practice; these questions also concern their practices and their behaviour towards their peers. The highlighting of gender discrimination, sometimes combined with other elements such as ethnicity, sexual orientation, social origin, physical abilities or religious beliefs, should thus be a fundamental element in reflections on professional ethics in archaeology. The “Archaeo-Sexism” exhibition presented here, a joint initiative of the Archaeo-Ethics Association and Paye Ta Truelle, is an example of such reflection.

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work

2015 ◽  
Vol 38 (9) ◽  
pp. 992-1015 ◽  
Author(s):  
Thomas Köllen
Keyword(s):  
Sexual Orientation ◽  
Gay Men ◽  
Demographic Factors ◽  
Diversity Management ◽  
Coping Resources ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Lesbian And Gay ◽  
The Impact ◽  
The Way

Purpose – The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach – Based on data taken from a cross-sectional survey of 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure from Anderson et al. (2001). Findings – Results indicate that being in a relationship is related to increased openness about one’s homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one’s sexual orientation, whereas personal mobility within the country is not related to the way one manages one’s sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications – The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications – The study’s findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension “sexual orientation”, it can be shown that the impact each dimension has for an employee’s everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity can only be understood in terms of its interplay with other dimensions of diversity. Originality/value – It is shown that manifestations of demographic factors that tend to broaden the individual’s coping resources for stigma-relevant stressors lead to more openness about one’s homosexuality in the workplace.

scholarly journals Traumatic life experiences and religiosity in eight countries

2020 ◽  
Author(s):  
Jonathan Jong ◽  
Adam Baimel ◽  
Robert M Ross ◽  
Ryan McKay ◽  
Matthias Bluemke ◽  
...  
Keyword(s):  
United States ◽  
Life Satisfaction ◽  
Death Anxiety ◽  
Religious Beliefs ◽  
Life Experiences ◽  
The United States ◽  
Affective Traits ◽  
The Relationship

We present two datasets from a project about the relationship between traumatic life experiences and religiosity. These include data from 1,754 individuals in the United States (n = 322), Brazil (n = 205), China (n = 202), India (n = 205), Indonesia (n = 205), Russia (n = 205), Thailand (n = 205), and Turkey (n = 205). Surveys were consistent across samples: they include measures of traumatic life experiences, negative affective traits, existential security, life satisfaction, death anxiety, and various religious beliefs, attitudes, and behaviours. Psychometric evaluations of measures of supernatural belief and death anxiety were conducted.

Diversity in the Workplace

2019 ◽  
Author(s):  
Regine Bendl ◽  
Astrid Hainzl ◽  
Heike Mensi-Klarbach
Keyword(s):  
Sexual Orientation ◽  
Individual Differences ◽  
Social Interaction ◽  
Empirical Studies ◽  
Diversity Management ◽  
Business Case ◽  
Central Focus ◽  
Marginalized Groups ◽  
Moral Case ◽  
Diversity In The Workplace

Diversity in the workplace, with a central focus on gender, sexual orientation, age, ethnicity, (dis)ability, and religious belief, has become a major issue in organizations worldwide since the 1990s. How these different diversity dimensions are defined and constructed, as well as by whom and in what context, determines organizational practices. In turn, this determines the transformation of organizations from exclusive to inclusive ones. The workplace is one context of social interaction, in which dimensions of diversity become highly relevant and visible. Depending on the organization’s perspective toward diversity in a managerial context, individual differences between employees can create value and foster innovation and creativity, or can lead to conflict. How diversity is constructed and reproduced within diversity management and inclusion determines how employees feel accepted and included and, thus, how they are able to realize their potential and to contribute to the organization’s vision and aims. However, legitimizing initiatives that foster diversity in the workplace only with potential profits it might generate – called the business case for diversity – and forgetting its roots in the moral case, has shortcomings and potential drawbacks on the aims of diversity management and inclusion. Research on diversity in the workplace can be found in different forms. Generally, there are two main groups. Mainstream diversity literature works within the positivist research tradition and focuses mostly on the performance aspects of diverse workforces by conducting quantitative empirical studies. Critical diversity literature aims at promoting social justice by deeply understanding, criticizing and developing possible solutions. Both research streams have contributed to comprehend diversity in the workplace, realize its potentials and support marginalized groups.

scholarly journals Diversity in the work–life interface: introduction to the special issue

2020 ◽  
Vol 39 (5) ◽  
pp. 465-478
Author(s):  
T. Alexandra Beauregard ◽  
Maria Adamson ◽  
Aylin Kunter ◽  
Lilian Miles ◽  
Ian Roper
Keyword(s):  
Life Experiences ◽  
Diversity Management ◽  
Work Life ◽  
Special Issue ◽  
Research Directions ◽  
Content Type ◽  
Introductory Article ◽  
New Research ◽  
Life Roles ◽  
Theoretical Considerations

PurposeThis article serves as an introduction to six articles featured in a special issue on diversity in the work–life interface. This collection of papers contains research that contemplates the work–life interface in different geographic and cultural contexts, that explores the work–life experiences of minority, marginalized and/or underresearched groups of workers and that takes into account diverse arrangements made to fulfill both work and nonwork responsibilities.Design/methodology/approachThis introductory article first summarizes some of the emerging research in this area, introduces the papers in this special issue and links them to these themes and ends with highlighting the importance of using an intersectional lens in future investigations of the work–life interface.FindingsThese six articles provide empirically based insights, as well as new theoretical considerations for studying the interface between paid work and personal life roles. Compelling new research directions are identified.Originality/valueIntroducing the new articles in this special issue and reviewing recent research in this area brings together the work–life interface scholarship and diversity management studies and points to the necessity for future investigations to take an intersectional and contextualized approach to their subject matter.

EPA-1031 – Association between sexual orientation, religious beliefs and substance use

2014 ◽  
Vol 29 ◽  
pp. 1
Author(s):  
S. Rothen ◽  
S. Achab ◽  
Y. Khazaal ◽  
G. Thorens ◽  
D. Zullino
Keyword(s):  
Substance Use ◽  
Sexual Orientation ◽  
Religious Beliefs

Social inclusion of people with intellectual disabilities: the impact of place of residence

2005 ◽  
Vol 22 (1) ◽  
pp. 10-14 ◽  
Author(s):  
Roy McConkey ◽  
Marlene Sinclair ◽  
Dympna Walsh-Gallagher
Keyword(s):  
Intellectual Disabilities ◽  
Social Inclusion ◽  
Local Community ◽  
Life Experiences ◽  
Self Care ◽  
Community Settings ◽  
Place Of Residence ◽  
People With Intellectual Disabilities ◽  
The Impact

AbstractObjectives: People with intellectual disabilities are increasingly living in more domestic style accommodation, either in housing provided within a specialised campus setting or in ordinary houses in community settings. The main objective of the study was to determine if the extent of residents' involvement with their families and with the local community varied when they resided in campus settings (n = 55) or community housing (n = 51) and to investigate the main predictors of this involvement.Method: With the resident's permission, their key-workers – mainly nurses – completed standard questionnaires that covered resident characteristics, contact with families and a range of life experiences.Results: Although the type of accommodation did have a significant effect on residents' social inclusion in families and communities, the best predictor of this was the individual's level of dependency in personal self-care. Those who were more dependent tended to be more excluded.Conclusions: Staff working with more dependent residents need to proactively promote their social inclusion although this could be harder to achieve for those living in campus style settings.

scholarly journals Comparison of the effect of social background on the wages of Spanish graduates before and during a crisis context

2018 ◽  
Vol 7 (2) ◽  
pp. 154 ◽  
Author(s):  
Sandra Fachelli ◽  
Dani Torrents
Keyword(s):  
Higher Education ◽  
Labour Market ◽  
Occupational Status ◽  
Social Background ◽  
Social Origin ◽  
Labour Market Situation ◽  
Job Destruction ◽  
The Social ◽  
Market Situation ◽  
The Relationship

The economic context may have modified the relationship between higher education and the labour market. The rise in university fees, the labour market situation and the behaviour of employers, families and students could activate social background as a differentiating factor in post-higher education occupational status. The objective of the present study is to analyze if the social origin affects the labor insertion of the graduates, measured through their income. The labor insertion of graduates is analyzed in 2011 (crisis period) and compared with 2005 (period of economic expansion).Two Spanish databases are used in this analysis: the 2005 and 2011 Living Conditions Survey. The results presented show no income inequality related to social class of graduates. Between 2005 and 2011 most unskilled occupations suffered job destruction, thus homogenizing to some extent the graduates who were working in 2011 and reducing the internal differences.

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