ANNOTATED REMIX

International Journal of Organizational Leadership

Fundamental worldwide economic, socio-demographic, and regulatory shifts are largely responsible for the spike in interest in the topic of Diversity and Inclusion (D&I) in the workplace. Existing research indicates that the focus on workforce diversity and inclusion has attained worldwide currency among HR managers and organizational leaders. However, its enactment remains challenging, partly as its conceptual operationalization is plagued by national, cultural, institutional, and interpersonal barriers. Moreover, there appears to be a gap between the rhetoric of D&I and the idiosyncrasies of its implementation. This gap should be bridged to foster D&I and embed it in the organizational system. To achieve this, we argue that organizations are expected to foster the development of diverse communities of practice; these communities could reshape corporate policies and practices, promote meaningful interactions, serve to develop a shared identity that will challenge entrenched beliefs, and create new artifacts and working cultures. The latter could lead to a restructure of current organizational structures and a reformation of tokenistic joint missions and values. This critical review will assess and highlight recent advancements in the D&I management literature while presenting a broader perspective on the practices at the heart of the field. The conclusion of the study considers potential future avenues for D&I management research and practice.

Human Resource Management, 2020

Attitudes, norms, and laws regarding sexual orientation are undergoing a worldwide revolution. Managers and HR professionals play a key role in responding to these changes, and managing issues related to sexual orientation diversity in organizations. As such, the amount of management scholarship on sexual orientation has been rapidly growing to help inform practice. However, at present, the literature is fragmented across management specialty areas. This makes it difficult to have an overview of what has been learned to date, and detect research opportunities. Thus, this article aims to provide the first integrative review of sexual orientation research across the management field over 23 years. We use bibliometric techniques to (a) systematically identify and map 111 topics in this literature (map downloads from: https://bit.ly/SOTopicMap), (b) identify topic trends and topic citation rates, and (c) derive an inductive taxonomy of major topic clusters. We then identify key theories and relationships in the literature, review key findings for scholars and practitioners, and identify future research directions. Among these, we highlight the need to incorporate sexual orientation as a standard demographic question in management research, and highlight best practices for doing so from other scientific fields. KEYWORDS: sexual orientation, bisexual, gay, lesbian, LGB, diversity, bibliometric review

IAEME PUBLICATION, 2021

The transgender community is marginalized and humiliated in every sphere of life. However, after the ‘Transgender Protection Act’, passed in 2018, transgender people have gained immense support from the civil societies of Pakistan. Many of the transgender people are participating in the mainstream workforce of the country. This paper takes a phenomenological approach to exemplify those organizations that has employed the transgender individuals. The paper will explore the issues and challenges encountered in the inclusion of transgender employees and their perceptions regarding the role of management in the unique gender identity and workforce diversity. Four indepth interviews were conducted and codes were generated by thematic analysis. The major findings are that although the respondents have families and communities that support them to work outside their stigmatized gender roles, however, there are lack of job opportunities and social restrictions in getting NIC in gender X category. However, the organizations where they work have minority inclusion and acceptance of gender identity as their top priority. The paper concludes with implications of the findings and recommendations for future research.

MissionSquare Research Institute, 2021

This report from MissionSquare Research Institute provides a comprehensive analysis of the diversity, equity, and inclusion (DEI) landscape across the public service workforce of employment in state and local government, education, and health care. The analysis includes historical and projected data for a wide variety of occupations, and it indicates areas where certain gender, racial, or ethnic groups may be under- or over-represented. Knowing where over- or under-representation exists can help public service employers analyze the impacts of layoffs, retirements, staff development, training, and targeted recruitment efforts. Additional topics covered include diversity in age, veteran status, LGBTQIA+ identification, disability, cognitive diversity, religion, language, national origin, educational attainment, criminal history, and intersectionality.

The International Journal of Human Resource Management

and social services, singapore university of social sciences, singapore, singapore; b Department of employment relations and human resources, griffith university, australia; c alliance manchester Business school, university of manchester, manchester, uK; d school of Business,

2019

The use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specific statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use.

2021

AbstractLeadership and organizational culture significantly impact employees' work performance and job satisfaction, but less is known about employee health and well-being within a diverse work environment. This study systematically reviewed 23 studies published between 2007-2019 that addressed organizational culture, diversity/workplace, and employee health within North American social/human services organizations. Results highlighted three themes: 1) Organizational Culture within Social/Human Services, 2) Diversity and Workplace, and 3) Employee Health at the Intersection of Organizational Culture and Diversity. Conclusions emphasize the need for organizations to adjust to changing workforce demographics and promote an equitable workplace culture.

Corporate Governance and Organizational Behavior Review

The study sought to reveal and analyze the causes for the lack of advancement of black talent in Johannesburg Stock Exchange (JSE)-listed companies, including how they can be dealt with. The research further examined the impact of leadership development on the acceleration of black talent at executive levels within the JSE-listed companies in South Africa. A qualitative research approach was employed. This was an exploratory study. This paradigm was considered suitable in attempting to understand the problem situation. The study used purposive, non-probability sampling. The data were obtained from 16 semi-structured interviews conducted with different business leaders employed by or who served on the board of directors of a JSE-listed company. The respondents included board chairpersons, chief executives, executives, and human resources (HR) practitioners of different companies. Leadership development will require a transformational approach from leaders who need to sponsor such out...

Sustainable Human Resource Management, 2020

Evidence about the barriers and challenges to the sustainable career advancement of women professionals is present in the literature. Past studies report the inadequacy of strategic HRM, the dominant HRM approach, in developing sustainable careers for women professionals. This paper introduces the need for sustainable HRM practices for sustainable careers of women professionals. A comprehensive view of career issues of women professionals across their lifespan, a critical analysis of the role of strategic HRM and proposing the conceptual framework based on sustainable HRM for sustainable careers of women forms the crux of this paper. The paper builds on the theoretical grounding of kaleidoscope career model, evidence-based management and work-family enrichment to suggest theoretically informed sustainable HRM practices for sustainable careers of women. The specific strategies are discussed, and future research agenda was presented at the end.

SA Journal of Human Resource Management

Orientation: The effective delivery of human resource management (HRM) services is often associated with positive organisational outcomes, including innovation. Within the context of HRM service delivery, as well as within the scope of innovative behaviour, gender differences are often researched.Research purpose: To effectively research the role of HRM services in organisations, including the effects thereof on innovation, instruments that yield valid and invariant measures for men and women are required.Motivation for the study: To date no measurement invariance research on the Human Resource Practices Scale (HRPS), with reference to gender, could be located. Researchers and practitioners alike should be hesitant to use the HRPS without such information.Research approach/design and method: A cross-sectional quantitative survey design was used. The present study addressed the measurement invariance for the HRPS across men and women, applying pairwise multigroup confirmatory factor ...