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Despite equivalent qualifications, experience, and degrees, women are underrepresented in architecture, engineering, and construction (AEC) leadership. Understanding the factors behind this is crucial for addressing the issue. Although recent studies have shed light on the influence of a male-dominated culture, systematic barriers, and unconscious biases in contributing to the underrepresentation of female leaders, there is a scarcity of studies addressing the sociopsychological theories underlying cultural expectations and norms that contribute to the gender gap in the AEC industry. Social psychology introduces the self-presentation theory, proposing that individuals actively shape their self-image and the impressions they convey to others. According to this theory, people strategically choose and present information about themselves to cultivate a positive impression. Hence, this theory posits that individuals belonging to a minority, under the pressure of cultural norms and expectations, align their self-presentation with the anticipated roles assigned to them. Our study employs a data-driven methodology that uses natural language processing to explore the gender self-presentation gap. We analyzed 2,800 publicly available LinkedIn profiles of leaders within the top engineering firms ranked based on gross revenue. Our analysis delves into how these leaders present themselves, sharing their biographies, skills, and capacity on social media platform, and contrasts this self-presentation with how their colleagues evaluate their skills through the recommendation section. The findings reveal a higher similarity, both semantically and textually, between received recommendations and the skills and biographies of female leaders. Female leaders tend to present their skills in a way that aligns with others' expectations more than male counterparts. This study underscores the significance of addressing cultural norm biases as a pivotal step toward achieving increased gender equality within leadership roles. [ABSTRACT FROM AUTHOR]

This article reviews literature on workplace diversity and inclusion, emphasizing strategies for effective implementation and the resulting benefits to organizational culture. The importance of diversity and inclusion in fostering innovation, enhancing employee engagement, and improving organizational performance has been widely recognized. This review synthesizes findings from various studies to identify best practices and strategies for promoting diversity and inclusion, including leadership commitment, inclusive policies, diversity training, and employee resource groups. Additionally, the article explores the positive impacts of diversity and inclusion on organizational culture, such as increased creativity, better decision-making, and a more supportive work environment. The findings suggest that organizations that effectively implement diversity and inclusion strategies not only benefit from a more dynamic and innovative workforce but also create a culture of belonging and respect that can drive long-term success. This article aims to provide a comprehensive overview for practitioners and scholars interested in enhancing workplace diversity and inclusion. [ABSTRACT FROM AUTHOR]

AbstractThis study examines the effects of workplace diversity dimensions on employee performance in selected State-Owned Enterprises (SOEs) in Namibia. The research aims to provide insights into the influence of specific workplace diversity dimensions such as age, educational background, ethnicity, gender, and religion on employee performance in the context of SOEs in Namibia. A quantitative approach was adopted following a cross-sectional survey research design for data collection. Data was collected from 350 employees across various levels in the participating SOEs using a structured questionnaire. The data was analyzed using structural equation modelling with the aid of SmartPLS 4 for path analysis showcasing the effects of specific workplace diversity dimensions on employee performance in the participating SOEs. The findings indicate that age diversity and educational background diversity significantly influence employee performance in the participating SOEs. However, workplace dimensions such as gender, ethnicity, and religion exhibit no significant effect on employee performance. The study highlights the importance of generational diversity and recognizing the value of educational qualifications in enhancing employee performance in SOEs. It also emphasizes the need to discourage discriminatory practices based on gender, ethnicity, and religion in SOEs. The findings suggest the importance of implementing inclusive HR policies and practices that attract and retain a diverse talent pool, while promoting intercultural sensitivity and effective communication among employees in SOEs.

Older employees often face discrimination and exclusion from work teams. In two scenario studies, we tested the impact of age diversity statements on the representation and inclusion of older employees in teams. In Study 1 (N = 304), participants had to create a team and were either exposed to a diversity statement or not before selecting two teammates from a list of four differing in age and gender. Then, we measured participants' inclusive behavioral intentions towards a new, older member joining this team. Age diversity statements increased the representation but not the inclusion of older individuals in teams. In Study 2 (N = 518), we further manipulated the content of the statement (diversity or diversity and inclusion) and the organizational motive (reputation or change). We replicated the effects of diversity statements on representation. Moreover, statements also increased certain inclusive behaviors, but only when they targeted diversity and inclusion and reflected an organizational commitment to change. Taken together, these results suggest that age diversity statements foster diversity, yet fail to systematically increase inclusion. [ABSTRACT FROM AUTHOR]

Does a firm's tolerance and nurturing of its employees with different sexual orientations influence its long‐term sustainability? Based on corporate sexual orientation equality (CSOE), we find that firms with higher CSOE ratings emit less greenhouse gases (GHGs) that thereby ensure long‐term sustainability. In addition, we report that the CSOE–GHG relationship is stronger for firms with less agency issues (e.g., less powerful CEOs and more monitoring). Finally, we find that carbon emitting firms (CEFs) that invest in more CSOE initiatives do not do it for external rewards (e.g., they suffer from lower valuations and face higher costs of raising capital). [ABSTRACT FROM AUTHOR]

This paper reports on the development and validation of a communication measure designed to assess how military veterans feel toward civilian communication. Specifically, we theorize that some veterans experience a mild negative moral emotion (i.e., contempt) toward civilians' communication habits. The emotion is likely a consequence of intense professional socialization and membership in a totalistic organization. Veterans who served in the military since September 11, 2001 (N = 215) responded to items, which were factor analyzed. Then, in a second study, the scale was validated using another sample of post-9/11 veterans (N = 466). Together, these studies contribute an original communication measure that could help identify whether a veteran will have difficulty reintegrating into civilian work life. The scale could be useful in developing interventions to aid veterans in successful reintegration. Ultimately, the measure holds the potential to promote workplace diversity through the successful inclusion of more veterans in the workforce. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The workplace challenges faced by neuro-diverse employees are currently under-researched. This article considers how such employees experience the world of work, focusing on the demands they face to conform to established expectations around self-presentation and performance and how they utilise spatial resources in order to transcend them. Drawing on data generated from a series of in-depth interviews, it explores both their everyday experiences of frustration alongside how the mobilisation of liminal spaces can assist them in transitioning to and from the demands of the 'neuro-typical' workplace. The article seeks to contribute to an understanding of the lived experiences of neuro-diverse employees and how the design and practices of the workplace can contribute to feelings of marginalisation and even exclusion. It highlights the potentially empowering and emancipatory potential of embracing liminality and explores the relationship to 'negative capability' as a conceptual and diagnostic lens in studies of workplace diversity. [ABSTRACT FROM AUTHOR]

Older employees often face discrimination and exclusion from work teams. In two scenario studies, we tested the impact of age diversity statements on the representation and inclusion of older employees in teams. In Study 1 (N = 304), participants had to create a team and were either exposed to a diversity statement or not before selecting two teammates from a list of four differing in age and gender. Then, we measured participants’ inclusive behavioral intentions towards a new, older member joining this team. Age diversity statements increased the representation but not the inclusion of older individuals in teams. In Study 2 (N = 518), we further manipulated the content of the statement (diversity or diversity and inclusion) and the organizational motive (reputation or change). We replicated the effects of diversity statements on representation. Moreover, statements also increased certain inclusive behaviors, but only when they targeted diversity and inclusion and reflected an organizational commitment to change. Taken together, these results suggest that age diversity statements foster diversity, yet fail to systematically increase inclusion.

The increasing globalisation of the corporate world has intensified interactions among individuals from diverse backgrounds. One significant change in the workplace is the increased participation of LGBTQ+ employees in contemporary organisations. Despite the progress made in recognising the rights of sexual minorities in some African countries, there remains a prevalent issue of sexual orientation discrimination, grounded in the belief that heterosexuality is the societal norm, a concept known as heteronormativity. Existing literature underscores the pervasive discrimination based on sexual orientation, which negatively affects the well-being and work performance of LGBTQ+ employees. While some individuals find happiness and meaning despite these challenges, research in the African context remains limited. This article conducts a scoping review to synthesise Afrocentric evidence on heteronormativity in the workplace. The review explores how heteronormativity manifests, is reinforced, and impacts on individuals and organisations within the African context. The article further examines how LGBTQ+ employees navigate this heteronormative work environment. This scoping review identifies and analyses 13 studies focusing primarily on African countries, revealing discrimination, gender inequality, sexism, and workplace heteronormativity as common themes. These themes emphasise the need for comprehensive approaches to promote equitable, diverse, and inclusive workplaces in Africa, recognising the unique challenges within this context. The findings underscore the urgency of addressing heteronormative norms to construct more inclusive and equitable workplaces for all. [ABSTRACT FROM AUTHOR]

The article is a book review of "Trans and Gender Diverse Voices in Libraries," edited by Kalani Keahi Adolpho, Stephen G. Krueger, and Krista McCracken. The book features fifty-three chapters written by fifty-seven authors who identify as trans or gender diverse and have experience working in libraries or studying library science. It aims to provide a platform for trans library workers to share their experiences and create a sense of community, while also educating non-trans library professionals about the experiences of their trans colleagues. The book addresses the lack of scholarship on trans and gender diverse workers in the library field and covers topics such as coming out, transitioning, discrimination, and the need for structural changes in libraries to be more inclusive. The chapters vary in tone and format, reflecting the diverse voices of the authors. The book also explores themes of intersectionality, including the experiences of BIPOC trans and gender diverse individuals in the library workplace. While the book primarily focuses on public and academic libraries, it acknowledges the limited scope and lack of demographic data on trans library professionals. Overall, the book highlights the challenges and joys of being a trans or gender diverse library worker and encourages further conversations on gender diversity in the library field. [Extracted from the article]

This study investigates the critical issue of mental health disparities within diverse populations in modern workplaces, a concern that significantly affects both individuals and organizational structures. By focusing on how prevailing workplace behaviors, including implicit biases, microaggressions, and the scarcity of diversity in leadership, exacerbate these disparities, the research highlights the urgent need for attention and action in this area. The mental health gap—disparities in conditions and access to care among different workplace groups—emerges from systemic inequalities and stigmatization, deeply influencing employee productivity, creativity, collaboration, and retention. Our research underscores the disproportionate impact of this gap on diverse populations, characterized by varying ethnicity, gender, age, socio-economic status, and other unique identity attributes. The paper articulates the substantial economic repercussions for organizations, manifesting as reduced productivity, increased absenteeism, and higher turnover rates. Recommendations include the implementation of cultural competency training, promotion of inclusive leadership, investment in tailored mental health resources and fostering open dialog about mental health. These strategies are pivotal in creating an inclusive, resilient, and harmonious work environment. Our findings aim to catalyze a shift in organizational practices toward mental well-being, advocating for comprehensive strategies to bridge the mental health divide in workplaces, thereby enhancing overall organizational health and cohesion.

Compared to the relatively well-trodden concepts of other workplace mistreatments, workplace backlash has received little attention from HRD academics. Therefore, our primary research objective is to identify how workplace backlash manifests and how it is addressed in the HRD and relevant literature. Through the analysis of 40 empirical studies on workplace backlash, we identified three types of backlash: backlash against gender equality, backlash against work-family balance, and backlash against racial justice. Additionally, we identified the consequences of each type of backlash and the coping strategies used by victims. Based on the findings, we discussed them from the recent conversations on diversity and inclusiveness in HRD from a social justice perspective and found ways to overcome workplace backlash. This study provides meaningful insights for HRD professionals and helps to advance diversity and inclusiveness research in HRD. [ABSTRACT FROM AUTHOR]

Despite the increasing concern on workplace diversity, no research has been conducted to providing an objective visualization of the development of this fast-developing area and to complementing prior qualitative and meta-analytic reviews in the Asia-Pacific region. This research uses co-citation and co-occurrence analyses to trace how the landscape of diversity evolved from January 1993 to August 2021, using the scientific visualization tool CiteSpace. Based on a dataset of 636 diversity-related publications in the Asia-Pacific region collected from the Web of Science database, we conduct a bibliometric review to map the landscape, with the focus on identifying landmark researchers, articles, and journals, and the intellectual structure of, and changes in, diversity-related research themes. Further, a narrative review was adopted to summarize the frequently studied diversity themes, to capture the developing trends of diversity research, and to build an integrated model of workplace diversity in the Asia-Pacific context. Based on these findings, this review displays the evolution of diversity literature and uncovers future research directions to spur follow-up diversity studies. [ABSTRACT FROM AUTHOR]

Copyright of BMS: Bulletin de Methodologie Sociologique (Sage Publications Ltd.) is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Women are significantly underrepresented in construction and engineering industry leadership roles despite having comparable qualifications, experience, and degrees. Improvements require a better understanding of the factors leading to the underrepresentation of females in the construction industry. While prior studies report that a male-dominated culture in construction negatively impacts females' career advancement, minimal research explores the role congruity theory and the likeability and competency dilemma among construction leaders. When striving to succeed in traditionally male-dominated fields, women face a unique challenge because they need to defy gender stereotypes created by cultural norms, encapsulated by the likeability versus competency dilemma. Females who accomplish traditionally male tasks and demonstrate independence, assertiveness, self-reliance, and power are no longer seen as likeable. Through analyzing publicly available LinkedIn recommendations, this paper proposed a data-driven approach for examining the likeability and competency dilemma for female construction leaders. Results showed that female leaders in construction were seen as competent in the same way as their male counterparts, but far less likeable (a likeability score of 28% compared to 51% for males). Developing a text mining model to predict the gender of the person receiving a recommendation, this paper also highlights unconscious bias in describing and reacting to leaders' successes. The machine learning model accurately predicted the gender of the person receiving the recommendation with more than 86% accuracy. Despite possessing the sufficient capability to handle traditionally male work successfully, women receive negative judgment from colleagues, creating challenges in their career paths. Finally, the paper contributes to social role theory and role congruity theory by highlighting the differences in gender roles and leadership roles for women in the construction industry. [ABSTRACT FROM AUTHOR]

This conceptual article delves into the imperative of developing a de-gendered workplace that fosters gender equity and inclusivity. Historically, workplaces have been shaped by traditional gender roles, perpetuating biases and discrimination. However, as societal attitudes evolve, the need to create an environment that transcends these norms and embraces diversity has become evident. This abstract outline the key elements and strategies to promote a de-gendered workplace that empowers all individuals, regardless of their gender identity. The concept note emphasizes the importance of challenging and redefining gender roles within the workplace. By conducting workshops and training sessions, organizations can raise awareness among employees about gender stereotypes and biases, paving the way for more inclusive behaviors. Furthermore, addressing unconscious bias plays a pivotal role in promoting gender equity. Organizations are encouraged to invest in diversity training that facilitates self-awareness and empathy, empowering individuals to overcome inherent biases. To achieve a de-gendered workplace, equal opportunities and representation are fundamental. Transparent hiring and promotion practices can eliminate gender-based discrimination, ensuring a level playing field for all employees. Flexible work policies that accommodate diverse needs, such as remote work options and parental leave, foster a supportive work environment and work-life balance. Empowering leadership is instrumental in driving change. Leaders are urged to actively champion gender equity initiatives, set measurable goals, and lead by example. Promoting gender-inclusive language in all communications further contributes to a respectful and inclusive culture. [ABSTRACT FROM AUTHOR]

In this study, we examine how full nurse practitioner (NP) practice authority affects racial and ethnic diversity of the NP workforce. Specifically, the purpose of our research is to understand the relationship between the racial and ethnic composition of the NP workforce, NP level of practice authority, and the communities they service. In this paper, we compare the ethnic and racial composition of the NP workforce to the composition of the state's population, and then observe if there are any noticeable differences in the patients served by NPs when we compare full practice authority (FPA) and non-FPA states. We also estimate how FPA affects the race and ethnicity of Medicare patients served by NPs. [ABSTRACT FROM AUTHOR]