We match firm-corporate governance characteristics with firm-level carbon dioxide (CO2) emissions over the period 2009-2019 to study the relationship between gender diversity in the workplace and firm carbon emissions. We find that a 1 percentage point increase in the percentage of female managers within the firm leads to a 0.5% decrease in CO2 emissions. We document that this effect is statically significant, also when controlling for institutional differences caused by more patriarchal and hierarchical cultures and religions. At the same time, we show that gender diversity at the managerial level has stronger mitigating effects on climate change if females are also well-represented outside the organization, e.g. in political institutions and civil society organizations. Finally, we find that, after the Paris Agreement, firms with greater gender diversity reduced their CO2 emissions by about 5% more than firms with more male managers.
The purpose of this study was to explore the diversity climate in a large teaching military hospital by assessing the perceptions of employees regarding the organizational climate, including aspects of the climate related to ethnicity, gender, age, physical ability, sexual orientation, and job level. All 3,176 eligible employees based in the medical center were invited to participate, 1,252 did so (RR = 40%). Participants were 37% minority, 57% females, 25% officer, 30% enlisted, and 45% civilian. Twenty-four percent were at the managerial level. Perceptions of the diversity climate were measured using the Diversity Survey Instrument (the reliability and validity of this instrument has been established in previous studies). Overall, 28% of the organization rated the overall climate as less than favorable on diversity issues; in particular, 16% rated the climate as less than favorable for ethnic minorities, 13% rated the climate as less than favorable for women, and 51% rated the climate as less favorable for people in lower job levels. Males had significantly more favorable perceptions toward organization climate, ethnicity climate, gender climate, and job level climate, than females. Whites had significantly more favorable perceptions toward the organization climate, ethnicity climate, job climate, and gender climate than non-Whites. There is a significant difference in the perceptions of civilians, officers, and enlisted staff members toward organization climate, based on salaries, with officers and civilians in the pay categories of 05-07 and GS 13-15, having the most favorable perceptions, and civilians in the paygrades of GS 5-8, W2-W3, WG 5-8, WG 9-12, and WD/WL 5-8, having the least favorable perceptions. Qualitative data also indicate that White males may feel left out or excluded from activities aimed at increasing acceptance of diversity in the organization. The formal overall diversity climate ratings on all dimensions measured are favorable (except job level and sexual orientation), but answers to questions about the informal climate reveal that there are problem areas that must be addressed. Such as, 45% rated the organization climate as less than favorable concerning hearing offensive remarks about women, 38% rated the organization climate as less than favorable for hearing offensive remarks about minorities, 81% agreed that some (employees) are given preferential treatment and 75% believe that favoritism is shown toward some job levels. Before health care organizations devise effective diversity management strategies, it is necessary to determine the diversity climate of the organization. Surveying employees' perceptions about management's current effectiveness allows an understanding of the needs and dissatisfactions of employees within different organizational subgroups. Using the results from the assessment of the diversity climate may allow for effective management strategies and policies.
"Serial no. 110-29." ; Shipping list no.: 2008-0191-P. ; Distributed to some depository libraries in microfiche. ; Includes bibliographical references. ; Mode of access: Internet.
A multi-level framework of analysis- macro, meso and micro- is used as a mechanism to localise a discourse of workplace diversity in New Zealand and Australia contexts. At a macro level the demographic patterns, historical and socio-political influences, legislation and labour market all affect the societal positioning and organisational voices of historically disadvantaged groups. Influences are more variable at meso levels but examples are drawn from organisational culture and surveys of attitudes to EO /diversity. Micro levels factors include individual characteristics and dyadic interaction between supervisors and employees. The discussion relates local discourses to the conference theme.
This study focuses on workplace diversity and inclusion in the Netherlands, and its possible relation to workplace conflicts. Semi-structured interviews were used. Gathered data was analysed by means of template analysis, including "a priori" and "a posteriori" themes and codes. Diversity and inclusion was explored within 14 medium and large sized organisations located in the Netherlands. Many researchers have proven that diversity initiatives are closely related to organisational performance and can enable recognisable competitive advantage. Other critics notice that outcomes of highly diverse workplaces are mixed. Results show that effective diverse workplaces are in need of the right diversity management, and creation of an inclusive environment. Unsuccessful diversity management can lead to a lack of understanding and acknowledgement of others' differences. Interpersonal conflicts are seen between diverse groups. These relational conflicts are not always clearly related to diverse groups and discrimination. The way discrimination is expressed over the last years has changed in the Netherlands. A shift towards discrimination against ethnicity and religious beliefs is seen, influenced by the Dutch politics and the media. The most important long-term challenges are not related with workplace conflicts but do relate to diversity. Four generations in one workforce and the tightening labour market are expected to challenge organisations in the Netherlands. ; estudo é focado em diversidade e inclusão no local de trabalho na Holanda, e sua possível relação com conflitos no local de trabalho. Entrevistas semi-estruturadas foram usadas. Os dados recolhidos foram analisados por meios de template analysis, incluindo "a priori" e "a posteriori" temas e codificação. Diversidade e inclusão foram explorados em 14 organizações de médio e grande porte na Holanda. Muitos pesquisadores provaram que iniciativas pró-diversidade são relacionadas à performance organizacional e podem aumentar sua vantagem competitiva. Outros críticos mostram que os resultados provenientes de locais de trabalho com algo grau de diversidade são mistos. Resultados mostram que locais de trabalho com diversidade necessitam de um correto gerenciamento de diversidade e criação de um ambiente inclusivo. Um gerenciamento mal-sucedido da diversidade pode levar a ausência de entendimento e reconhecimento das diferenças nos outros. Conflitos interpessoais existem entrem grupos diversos. Estes conflitos relacionais nem sempre são claramente relacionados a grupos diversos e discriminação. A maneira pela qual discriminação é descrita ao longo dos últimos anos tem mudado na Holanda. Uma tendência para discriminação contra etnicidades e crenças religiosas pode ser vista, influenciada pela mídia e política holandesa. Os desafios mais importantes a longo prazo não são relacionados com conflitos no local de trabalho, porém podem ser relacionados com diversidade. Quatro gerações em uma única força de trabalho e um mercado de trabalho mais estreito podem vir a desafiar as organizações na Holanda.
Despite equality legislation and equality policies, inequality persists nationally and globally. According to the National Disability Authority, over 36% of working age people (between 20 and 64 years of age) with a disability are employed in the Irish workforce compared to 73% without a disability. A 2018 ESRI study showed that people from a black non-Irish background are less than half (0.4 times) as likely to be employed than white Irish and five times as likely to experience discrimination when seeking work.
Military veterans are a valuable part of the human capital resource pool. Nonetheless, veterans often struggle with their transition into civilian life and workplaces. This problem often limits the extent to which work organizations utilize their talents. Here, we briefly review relevant work from outside the management field and nascent work within the field to build a conceptual model for understanding the integration of veterans into the workplace. We do this by applying diversity and person-environment fit perspectives. A diversity standpoint helps us to understand veterans as a social group and their inclusion in the workplace, while the person-environment fit perspective helps us describe veterans' compatibility with their work environments in terms of organizational demands and veterans' needs. We intend for this conceptual model to guide future empirical research on veterans as human capital and their transition into civilian organizations as part of their societal reintegration, career development, and personal well-being.
The legal profession, more than others, is uniquely positioned at the helm of social change. The law is shaped by cultural shifts, and it is the lawyer that plays the role of architect. Yet, the legal profession is the least diverse and inclusive profession of all, failing to adapt to the ever changing demographics of American society. Despite numerous attempts at creating diversity and inclusion within the profession, the legal profession remains today much as it was at its inception—white, male dominated. This Article aims to make contributions that will raise awareness to the crucial need for diversity and inclusion within the legal profession such as logical measures beyond sanctions, which are cost effective, responsible, and deeply rooted in the profession. The current call by diversity groups for an affirmative ethics rule that would sanction lawyers who engage in discrimination in employment practices would be costly and duplicative. Thus, this Article discusses a cross-section of available rules that are less costly, more manageable alternatives. The Article proposes that the goal of diversity and inclusion within the profession cannot be forced, but must be realized through consistent measures aimed at creating accountability, educational awareness, and building supporting connections at each level of the professional hierarchy.
"Serial no. 110-50." ; Shipping list no.: 2008-0455-P. ; Distributed to some depository libraries in microfiche. ; Includes bibliographical references. ; Mode of access: Internet.
Shipping list no.: 2008-0352-P. ; "Serial no. 110-46." ; Distributed to some depository libraries in microfiche. ; Includes bibliographical references. ; Mode of access: Internet.
According to the Ministry of Business, Innovation, and Employment (2018) New Zealand has some population groups which are at larger risk of harms in New Zealand, such as Māori, Pasifika, migrants, elderly workers, and young workers. While New Zealand's work-related accident rate is steadily rising, this dissertation focuses on an ethnically diverse workforce, including migrants, and considers them as a significant factor that affects New Zealand's overall workplace health and safety (WHS). This dissertation aims to identify the best health and safety practices that encourage an inclusive workplace health and safety culture for an ethnically diverse workforce, especially in New Zealand's hospitality industry where an ethnically diverse workforce, including migrants, are prevalent. Academic journal articles, relevant to WHS of an ethnically diverse workforce, were critically reviewed and analysed to identify a gap in research and practice and to create an effective health and safety model that supports ethnic diversity. Related reports written by WorkSafe and the New Zealand Government had also been used for analysis. The dissertation provides insights on the various ethnically diverse workers' perspectives of WHS. It was found that ethnically diverse workforce is highly exposed to work-related hazards, and the main reasons were: 1) language barrier, 2) cultural difference, 3) job insecurity, 4) discrimination, 5) isolation. This means that an ethnically diverse workforce faces more challenging situations in the workplace and there is a high chance of an ethnically diverse workforce being affected by both physical and psychosocial hazards which could damage their health and safety.
