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High-profile instances of brands accused of cultural appropriation suggest that even the most prominent brands fail to fully understand the complexities of this phenomenon. This work experimentally unpacks consumer perceptions of cultural appropriation and its impact on brand attitudes and purchase interest. The authors begin by developing and validating a scale for measuring perceptions of cultural appropriation. Next, a series of studies demonstrates that viewing this phenomenon through a historical lens can help determine when and why the use of cultural elements is viewed as appropriative. Specifically, an emphasis on historical power imbalance explains why liberal consumers are more likely to recognize cultural appropriation and why commercializing disadvantaged cultures is considered appropriation, whereas using elements from advantaged cultures may be more acceptable. The conceptualization further identifies brand actions and interventions that influence perceptions of cultural appropriation, including externally emphasizing historical power imbalance, how brands obtain cultural elements, and how brands represent the culture in their product offerings and marketing. These findings help marketers (1) avoid launching products that can be damaging to the brand and offensive to consumers and (2) understand how to better promote products in a way that prevents rather than amplifies these negative perceptions. [ABSTRACT FROM AUTHOR]

Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence‐based approaches in understanding how employees enact D&I goals. Drawing on self‐determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion‐supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity. [ABSTRACT FROM AUTHOR]

The article explores the factors associated with applying for and receiving offers for urology training in the UK, focusing on demographic, socioeconomic, and educational aspects. It reveals that while gender was associated with receiving an offer, other factors like age, ethnicity, and socioeconomic status did not impact the likelihood of obtaining a post. The study, based on data from the UK Medical Education Database, highlights the need for diversity and inclusion initiatives in surgical training to create a more diverse senior workforce. [Extracted from the article]

This contribution introduces the special issue commemorating the 60th anniversary of International Migration Review. We first review the scholarly themes of articles published in the journal during the last 10 years, since the 50th-anniversary issue. We identify seven broad trends and aspects of international population movements, migration, and the migrant experience, including mixed migration, access to asylum, climate migration, South-South models of integration and assistance, studies of legal and liminal status, and attitudes and national political response to immigrants, as key themes represented in the last decade of IMR articles. We then discuss the process of creating the special issue and introduce the scholars and their contributions to the issue around the analytical and conceptual themes of (i) knowledge, expertise, and policy; (ii) migration theory; (iii) methods and analysis; (iv) assimilation and transnationalism; (v) borders and bordering; (vi) legal statuses and in-between experiences; and (vii) migrant well-being and health. Finally, we reflect on what we have accomplished so far, but also challenges IMR as a journal and the broader community of international migration scholars, practitioners, and advocates to continue to work toward further diversity, interdisciplinarity, innovation, and collaboration in our work. [ABSTRACT FROM AUTHOR]

The consequences of physical attractiveness (PA) are ubiquitous, however not often become a topic of discussion. The consequences, in general, are attributed to preference or discrimination without much deliberation. There is a very thin line between the two. The study makes an attempt to distinguish between preference and discrimination based on PA. In an organizational context, this distinction seems warranted since PA does impact work-related outcomes. The distinction was addressed by examining published studies between 1970 and 2021 on PA in the management and economics field of research. The study highlights when and how preference turns into discrimination and furthers discusses the causes of such discrimination. The causes are equivalent to antecedents; the antecedent to being physically attractive is mostly genes. The antecedents to the discrimination are the attributions that we have associated with being physically attractive. The study highlights these attributions and the reasons for these attributions. To completely understand a phenomenon, it is essential to understand what causes it. Therefore, this study tries to understand what causes discrimination based on PA. The study has implications for diversity and inclusion literature and practice. It also adds to the literature on PA. [ABSTRACT FROM AUTHOR]

This article critiques equality regulation within neoliberal policy regimes and suggests an alternative. We argue that, globally, neoliberal regimes exacerbate social divisions by individualising responsibilities for addressing inequalities. Consequentially, a new policy direction for equality regulation is required. Using the UK economy as an exemplar, we make the case for relational responsibilisation, which involves raising awareness of workplace inequalities on an international basis; attributing responsibility for inequalities onto specific socioeconomic causes and institutions; and systematically developing policies and practices that extend accountability for and ameliorate the negative consequences of workplace inequalities. Theoretically, Bourdieusian social critique and realist sociological imagination are used to conceive responsibilisation in relational terms and to imagine a policy agenda that might make societies more responsible for tackling the forms of inequality they produce. Our overall argument is for the creation of a new equality, diversity and inclusion-aware form of social democracy. [ABSTRACT FROM AUTHOR]

Extant research has focused on the barriers faced by minority faculty in academia. Despite outward notions of commitment to diversity, higher education institutions remain largely exclusive to anyone who does not prescribe to the ‘ideal’ faculty. Recently, more attention has been given to minority faculty who possess intersectional identities, highlighting their increased marginalisation. Equality, diversity and inclusivity (EDI) initiatives have been identified as a primary enabler of supporting minority groups, yet research on intersectionality and its operationalisation into practice is relatively scattered across disciplines. To provide an evidence‐based analysis and integration, this article systematically reviews the literature on intersectionality in the context of higher education using common intersectional categories. We systematically reviewed and thematically summarised key findings of 38 empirical studies conducted from 1990 to 2022, in which key recommendations related to EDI were identified. Recommendations were categorised into three levels based on where the onus for action lay: individual, organisational and institutional. Through an intersectional lens, our paper provides theoretical insights into the problematic nature of power and critiques of EDI initiatives. While we provide practitioners with tangible recommendations to redress intersectional inequality in academia, we heed caution on being overly reductionist and contend there is no single solution, delineating the importance of context in applying recommendations. Future research is needed to empirically evaluate the operationalisation of intersectionality vis‐à‐vis adopting a praxis lens. [ABSTRACT FROM AUTHOR]

Purpose: The diversity of authors in orthopaedic literature is fundamental to the distribution of unique discoveries, innovations, and advancements. The purpose of the current study was to create and validate a comprehensive Author Diversity Scoring System (ADSS) to quantify authorship diversity in orthopaedic manuscripts. Methods: Six items were included in the initial ADSS. The ADSS and associated survey were sent to 120 experts to evaluate the clarity, simplicity, and relevancy its components. Responses were used to validate the ADSS using Content Validity Ratio (CVR) and Content Validity Index (CVI). Results: The initial ADSS contained author gender, ethnicity, academic rank/title, country of origin of the article, affiliated institution, and the publication history of the senior/corresponding author as representative items. Subsequently, 21 experts completed the survey (response rate 17.5%). Following validation, the final ADSS included author gender, ethnicity, and region of article origin, scored cumulatively on a 0–30 point scale with increasing scores indicating greater author diversity. Conclusion: The validated ADSS scoring system quantitatively assesses manuscript author diversity. [ABSTRACT FROM AUTHOR]

The Black Lives Matter movement highlighted the importance of equality, diversity and inclusion (EDI) in a policing context. Using the Irish police service, An Garda Síochána, as a case study, this article critically evaluates efforts to promote EDI within a policing organization that has been characterized as resistant to change. It focuses primarily on the implementation of relevant recommendations contained in the landmark 2018 Report of the Commission on the Future of Policing in Ireland. It demonstrates that while building a culture that respects and promotes EDI within any organization is a challenging process, it can be even more difficult in policing organizations due to police sub-culture. It submits that laws, policies and commitments, while necessary, are insufficient of themselves to achieve transformative change. Strong and committed leadership is also required, as well as measures to recruit and retain a diverse workforce at all levels, sufficient resourcing for EDI initiatives, EDI training that accords with international best practice, efforts to improve relationships with marginalized communities, measures to combat hate crime and racial profiling, effective mechanisms for collecting EDI data and evaluating EDI policies, and a robust governance, oversight and accountability framework. While identifying and welcoming measures undertaken to date by An Garda Síochána to convert EDI policy commitments into reality, the article also highlights areas where improvements are necessary. Finally, aligning with several theorists of police sub-culture, the article concludes that any efforts to promote EDI within An Garda Síochána will need to be accompanied by efforts to combat structural inequality in wider society. [ABSTRACT FROM AUTHOR]

In Western societies and organizations, episodes of discrimination based on individual demographic and social characteristics still occur. Relevant questions, such as why ethnic discrimination is perpetuated and how people confront it in the workplace, remain open. In this study, we adopt a social-symbolic work perspective to explore how individuals confront workplace ethnic discrimination by both upholding and challenging it. In doing so, we incorporate the perspectives of those directly experiencing, observing and neglecting discrimination. Specifically, we focus on the Italian branches of North American professional service firms (PSFs), performing a qualitative investigation of the worlds of concern among professionals regarding the topic of ethnic discrimination to explore how different backgrounds motivate social-symbolic work. We find that different forms of work are enacted to support the status quo, shape the boundaries of existing organizational practices, and balance professional identities, emotions, and careers to silence episodes of ethnic discrimination. We also highlight cases of 'soft,' yet increasing, work that contests the status quo. Finally, we discuss our results in light of neo-institutional and critical management research to ultimately inspire our focal firms and societies to find alternatives to the rhetoric in the established approaches to inequality. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has led to an increase in anti-Asian racism in the United Kingdom and given rise to the racial reckoning and mobilization of a pan-East and Southeast Asian ethnic identity. As two clinicians, we reflect upon the internal and external challenges when setting up an East and Southeast Asian mental health service. We focus on our endeavors in setting up a service within the social justice framework, how structural barriers constrain the sustainability of our work. We highlight the complexities in setting up a service for a heterogeneous community. Aligning with values and principles of social justice, we must understand the historical contexts and structural factors that are complicit when formulating our clients' distress. We also must be aware of and challenge the external and institutional barriers in terms of where power is centered, especially in the area of commissioning and service design. We discuss the implications for researchers, practitioners, and commissioners alike based on our experience and reflections. Public Significance Statement: This article features the personal experiences of two clinicians' accounts of setting up a community mental health service for East and Southeast Asian communities in an inner city area in London as a response to rising anti-Asian racism due to COVID-19. The reflections and learnings are applicable to clinicians and community workers working with ethnically diverse communities using an antiracist lens. [ABSTRACT FROM AUTHOR]

This study draws on a Foucauldian lens to examine how diversity and inclusion are produced, understood, experienced, and managed within the context of a UK wide outdoor non-profit organisation that recently began steps to increase the diversity of its workforce. Qualitative semi‐structured interviews were undertaken with 16 adult members of staff (8 male and 8 female), from different levels, roles and leadership positions, and across different locations. Analysis highlighted tensions between historical and cultural legacies of exclusion in the outdoors and diversity and inclusion organisational values and practices. It also highlighted the privileging of certain discursive articulations, rationalities, and diversity management practices over others. These included the need for workforce diversity to better represent the client base, leading to a focus on front-facing staff and instructors, and a project-based approach. Findings suggested there may be a generational shift in talking about diversity and inclusion within the outdoor sector, but alternative voices are not yet powerful enough to provoke meaningful and sustainable change. We propose a critical perspective to challenge unproblematized discourses of progress and call for diversity and inclusion to be embedded within core organisational cultures and working practices to avoid it slipping down the ladder of competing organisational priorities. [ABSTRACT FROM AUTHOR]

Virtual production is increasingly seen as a way to make film and television more efficiently by harnessing the power of game engines to create unique locations and sets, offer directors more flexibility, and to cut carbon emissions. But while the technologies at the centre of virtual production are not new, their combination into filmmaking pipelines is in its infancy and the field is evolving fast. Indeed, so rapid is its evolution that pinning down what virtual production is, or might become, is a challenge in itself. What is clear, however, is that the approach is seen as an important element of filmmaking that is here to stay. In this article, we outline the emergence of virtual production and constituent technologies to pin down its current form. We also examine the emergent orthodoxies about what virtual production can do, what it can't do and what it might allow filmmakers to do in the future. We finish the article by outlining a research agenda for further work on virtual production for scholars interested in its technologies, impact on working practices, how it might impact equality, diversity and equality agendas, and its implications for existing and emerging skills gaps across the film and TV industry. [ABSTRACT FROM AUTHOR]

The recent COVID-19 pandemic has led to a reassessment of workplace necessities. It has resulted in the current shift from traditional workplace design to creating work experiences—a new paradigm in workplace management. Hence, while some conventional workplace factors remain important to the experiences of workers and, thus, to their well-being, comfort, and productivity, recent studies suggest other factors, not widely known, as important in creating the appropriate work experience. Our study explores these other factors in the workplace that contribute to or may be very important to, workers' comfort, well-being and productivity. These include working mode; facilities; sustainability practices; and diversity, equity, and inclusion (DEI)—cultural connection. A sample of 149 occupants across offices in New Zealand was conveniently collected for the study and analysed using descriptive and content analysis in SPSS v24. The results show that the occupants prefer to have private offices in the workplace and separate meeting rooms for better concentration on work. In terms of working mode, a combined model of remote working and in-office working is preferred. Furthermore, occupants prefer to have access control and fire safety systems essentially in the workplace and for their offices to be cleaned daily. For sustainable measures in the workplace, the respondents choose the following as practical and convenient: turning off computers outside work hours, using more LED light bulbs in the office, opening windows and doors when required, and using a motion sensor lighting system. Interestingly, most of the respondents did not think having a cultural connection in their workplace was important. The study findings represent significant progress in identifying the needs of contemporary office workers. These findings assist facility managers and workplace designers in developing more proactive approaches to anticipated user issues in buildings. [ABSTRACT FROM AUTHOR]

Abstract Background The benefits of randomised trials are not shared equally, and people from ethnic minority groups are a key constituency under-served by clinical research and clinical care. The STRIDE project aimed to give trialists practical information about how to decide which ethnic groups should be in their trials, and at what proportion. Methods We considered trials in six clinical areas: cancer, cardiovascular, diabetes, maternal health, mental health, and smoking cessation. We created a summary for each, including participants–intervention–comparators–outcomes, and data on disease prevalence by ethnicity. These were discussed with panels with clinical expertise, trial and methodology expertise, lived experience, funding, and experience of working with and on behalf of ethnic communities. For each trial, we asked panel members to decide which ethnic groups should have been involved and at what proportion. Results We discussed 23 trials with 40 individual panel members. Panels found our questions difficult to answer. The lack of publicly available data on prevalence by ethnicity was central to this. Where data were available, decision-making was easier but not simple. The discussions led to eight STRIDE recommendations. We recommend that discussions involve diverse teams and that discussions need time, with access to the best available data. In the absence of data or consensus, we recommend the adoption of ‘default’ minimum rates of inclusion, with oversampling considered. These discussions should inform site selection, and the practical challenges of recruitment and retention should not determine which groups are to be included. We also suggest five policy initiatives to support implementation of the recommendations. Broadly, these are (1) funders need to signal that ethnic diversity is expected, (2) trial teams need access to better data, (3) funders and others need to signal that ethnic diversity means better science, (4) more funding is needed for evaluation, and (5) Good Clinical Practice training should cover ethnic diversity. Conclusions Agreeing targets for which ethnic groups to involve in a trial is essential but difficult. Our eight recommendations could help to make trials more ethnically diverse if followed, and we suggest five policy initiatives that would create a supportive environment for their implementation.

Background: Open pedagogy increases access to equitable nursing education with its commitment to the scholarship of "teaching and learning" and critically framed, student-centered, relational, and open knowledge principles. Purpose: This study examined the operation of and factors that nurture and challenge the practice of open pedagogy in an undergraduate digital distance nursing education program. Methods: An exploratory qualitative methodology was used to examine linkages between open pedagogy and a nursing education program in an open digital distance Canadian university. A critical realist research paradigm provided the framework for the study. Results: Our findings shed light on how open pedagogy is practiced in relation to its 5 principles and delve into the major themes of nurse educator agency, course design, and institutional structure. Conclusions: The study addresses a dearth in the literature by exploring the potential of open pedagogy to increase access to meaningful and critically framed nursing education. [ABSTRACT FROM AUTHOR]

Diversity and inclusion have become increasingly important issues in language instruction and pedagogy, as they serve crucial roles in preparing students to be effective communicators in today’s global landscape. Within this context, multicultural awareness and intercultural competence create a solid foundation for students to foster a deeper understanding of these issues. This paper aims to share a module called “Name Project” that can be employed in Korean language classrooms to provide students with opportunities to explore cross-cultural issues of diversity and inclusivity. Inspired by the famous documentary The Grace Lee Project (G. Lee, 2005), a film chronicling the many different people named Grace Lee living in North America, this learning scenario is designed to examine identity and diversity while exploring ideas and images that are associated with people’s names in different cultures. Multiple examples of learning activities, as well as their teaching implications, are discussed.

Abstract Background The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women’s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women. Methods This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023. Results Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women’s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent’s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women’s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women’s career growth. Conclusions The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey’s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.

Abstract This study examines the tensions between newcomer migrants and established immigrants in the workforce in the United Kingdom. Semi-structured interviews were conducted with 23 participants in a food-manufacturing company to investigate how solidarity and conflict among groups of migrants impact their ability to integrate into the workplace. The research found that heightened levels of conflict occur between new and long-term immigrants. This engenders segregation as well as discrimination within the immigrant groups, which then hampers their career growth opportunities. The results have important consequences for diversity and inclusion in the workforce. The study shows that diversity needs a greater and wider focus than the current emphasis on the local population vs. immigrant paradigm. More attention should be devoted to tackling tensions between groups of immigrants.

Abstract Background Public involvement and engagement (PI&E) is increasingly recognised as an important component of research. It can offer valuable insights from those with experiential knowledge to improve research quality, relevance, and reach. Similarly, schools are ever more common sites for health research and, more recently, PI&E. However, ‘gold-standard’ practice is yet to be established, and activities/approaches remain underreported. As a result, knowledge can remain localised or lost. Diversity and inclusion also remains a challenge. Methods This protocol has been informed by UK national guidance, evidence-based frameworks and available implementation literature. It describes both rationale and approach to conducting PI&E activities within a secondary school context. Activities are designed to be engaging, safe and accessible to young people with diverse experiences, with scope to be iteratively developed in line with public collaborator preference. Discussion Young people should be architects of their involvement and engagement. Ongoing appraisal and transparency of approaches to PI&E in school settings is crucial. Expected challenges of implementing this protocol include facilitating a safe space for the discussion of sensitive topics, absence and attrition, recruiting students with a diverse range of experiences, and potential knowledge and capacity barriers of both facilitator and contributors. Activities to mitigate these risks are suggested and explored.

Purpose – This paper aims to investigate how purchasing organizations implement supplier diversity (SD) initiatives over time. Design/methodology/approach – A multiple case study approach was conducted. Data were collected through in-depth interviews with participants from purchasing organizations, intermediary organizations and diverse suppliers. Findings – The research suggests that the SD journey encompasses three different, but interrelated stages before full implementation is achieved: structuring, operation and adaptation. The findings also provide evidence that SD implementation in Brazil is highly influenced by the lack of a consistent knowledge base and the lack of legitimized intermediary organizations. Research limitations/implications – Using a temporal approach to understand how different practices suggested by the literature have been managed by practitioners over time, this study contributes to the understanding of the path to effective SD implementation and how intra- and interorganizational context influences this journey. Practical implications – By identifying which practices should be adopted during different phases of SD implementation and proposing ways to overcome some of the inherent challenges, managers can better plan and allocate resources for the adoption of a successful SD initiative. Social implications – This research demonstrates how organizations can promote diversity and reduce social and economic inequalities by buying from diverse suppliers. Originality/value – Using a temporal approach, the research empirically investigates how different purchasing organizations have implemented and managed the known practices and dealt with the challenges faced when trying to adopt SD.

In the past, there was a widely held belief that women lacked the aptitude for STEM careers, including engineering. Activities traditionally associated with women were perceived as less technical and rigorous than those associated with men. "Masculine" hobbies like woodworking and metalworking were seen as good preparation for engineering. In contrast, traditionally feminine hobbies like sewing, quilting, and knitting were considered preparation for homemaking. However, many traditionally feminine crafts require and develop mathematical knowledge and technical aptitudes, which are essential for success in engineering. This paper explores parallels between traditionally feminine crafts and technical aptitude. By analyzing information from various sources, including books and magazines related to these crafts, we demonstrate how these activities can develop technical aptitudes and explain this in the context of career theory, which is fundamental in comprehending how individuals navigate their professional paths. Childhood, early adult, and later experiences, such as engaging in craft and hobby activities, can significantly impact skill development that carries over into other phases of life. According to career construction theory, individuals actively shape their careers through various self-regulatory competencies. This theory posits that career adaptability, a key competency, can enhance job crafting behaviors, ultimately increasing work engagement. By understanding how these activities can enhance technical aptitudes, the engineering community can better identify and support individuals who may have a natural inclination for engineering, broadening our perception of what engineering aptitude looks like and encouraging individuals from diverse backgrounds, including a greater proportion of women, to pursue engineering careers. [ABSTRACT FROM AUTHOR]

This paper contributes to geographic literature on the effects of inequity in citational practice and politics, focusing in particular on onto-epistemological diversity (or lack thereof) in animal geographies' citational structures. Through a bibliometric analysis of journal articles in Anglophone animal geographies (as a subdiscipline of human geography), we examine the intersections between citational trends, the contours of knowledge in the field and everyday academic lives. Our goal in this paper is to highlight some of the ways in which citational inequities are fueled. Specifically, our analysis shows that within Anglophone animal geographies, citational esteem can accrue through institutional networks and shared onto-epistemologies, which often go along with ethical and political orientations that refrain from explicitly contesting the status-quo of anthropocentrism. We ground our analysis with a reflective discussion of everyday academic practice to understand the multi-scalar dynamics and implications of citational politics and prompt heightened reflexivity among geographers concerning how animal and other geographies are constructed and reproduced – and how these reproductions can be contested. [ABSTRACT FROM AUTHOR]

It is increasingly common for advocates for LGBTQ (lesbian, gay, bisexual, transgender, queer) workspace benefits and protections to argue for equitable treatment by utilizing the 'business case', or the argument that fostering a diverse and inclusive workspace promotes positive economic outcomes for multinational corporations (MNCs). Utilizing this discourse is particularly important in countries like India, where LGBTQ workers in the private sector have few to no legal protections. As such, a discourse that sutures human rights to business imperatives becomes a primary means of articulating LGBTQ precarity. In this contribution to the 'Queer Precarities' themed section, this article seeks to hold in tandem a critical analysis of this arguably neoliberal discourse of LGBTQ precarity with an ethnographic account of 'following' the business case into the diverse spacetimes in which it is performed. Drawing from ten-months of fieldwork primarily among MNCs in Bengaluru's offshore information technologies (IT) industry beginning hours before the Indian Supreme Court read-down the colonial-era anti-sodomy law Section 377, this article describes how corporate organizations responded to the ruling and how these responses, often haphazard and experimental, provided moments for various LGBTQ diversity and inclusion (D&I) advocates to make claims on global capital. In placing criticism of queer liberalism into dialogue with geographic and anthropologic inquiries into globalizing business knowledge and practice, this article argues for moving beyond queer theoretical concerns of normativity to consider moments of maneuver available to actors otherwise unequally incorporated into the global distribution of labor. [ABSTRACT FROM AUTHOR]

Culturally and racially responsive practice continues to be a common challenge among Mental Health Practitioners (MHPs). To the authors' knowledge, this systematic review was the first to collate and synthesize clients' perspectives of MHPs' cultural and racial awareness and responsiveness from around the world. Original studies that were published between 2010 and 2021 reporting on qualitative data about clients' perspectives regarding MHPs' cultural-racial awareness and responsiveness were included in the review. The studies' key findings that addressed this review's question were synthesized and analyzed using reflexive thematic analysis. This review found 48 papers that met inclusion criteria, which represented the views of 652 clients across 10 countries. Three major themes and eight subthemes were established that concerned characteristics of the MHP, the client, and the therapeutic alliance. The results of this review indicate individual and systemic factors that influence mental health access for people from culturally and racially marginalized groups. Ongoing training of MHPs, increased racial and cultural representation among MHPs, inclusive physical settings, and reduced discrimination by MHPs are among the key findings and directions based on the results of this review. [ABSTRACT FROM AUTHOR]

Despite increased recognition of the importance and need for pedagogical training for public health and health promotion instructors in best-practices and inclusivity, formal training is often overlooked. This disregard for pedagogical training necessitates exploration of alternative and innovative approaches to enhance teaching and learning such as generative AI. This paper describes applied uses of generative AI, specifically ChatGPT, to enhance pedagogy in public health and health promotion education in the areas of curriculum design, instructional strategies, assessment and feedback, and diversity, equity, and inclusion. Generative AI as a supplemental tool shows immense promise for improving teaching and learning, however, inherent limitations and ethical considerations require caution and continued scrutiny. [ABSTRACT FROM AUTHOR]

This study aims to understand the demographic representation of patients in Traumatic Brain Injury (TBI) clinical trials by evaluating the proportions of patients from various demographic categories amongst completed TBI clinical trials in the United States. ClinicalTrials.gov was queried for active TBI clinical trials. One hundred and eight completed trials in the United States were selected based on inclusion criteria, and information regarding intervention, setting, age, sex, race, and ethnicity was extracted. 2002–2006 TBI incidence data was obtained from the CDC. Chi-squared testing was applied to analyze the relationship between distributions of race and sex in the collected clinical trials and the national TBI data, and logistic regression was conducted to identify variables that may predict reporting of race or ethnicity. About 53.7% of selected clinical trials reported racial data and 34.3% reported ethnicity data. Logistic regression identified that clinical trials in defined phases were more likely to report racial data (p = 0.047 [1.015, 9.603]). Current TBI trials do not consistently report race or ethnicity data. Future efforts to ensure equitable representation in clinical trials may involve reform of recruitment processes and accountability measures implemented within the grant application process to ensure proper racial and ethnicity data reporting. [ABSTRACT FROM AUTHOR]

The imperative for an ongoing review and comprehension of the challenges and methodologies for enhancing diversity and inclusion of women in senior leadership within higher education is well-documented. This study aims to illuminate the perspectives of Emirati women regarding their leadership trajectories, evaluating the effectiveness of current policies, the obstacles encountered, and strategies to advance women's leadership in higher education. Utilizing a concurrent mixed-methods approach, we collected and analyzed both quantitative and qualitative data from 103 female Emirati leaders in higher education institutions across the United Arab Emirates (UAE). The findings reveal a prevailing sentiment among participants that policies intended to promote Emirati women's inclusion in senior leadership roles are mostly ineffective. Key challenges identified include barriers to career progression, disparities in institutional support, and pervasive gender biases. However, participants also offered insights into potential strategies to enhance the inclusion of Emirati women in leadership positions, including leadership training programs, robust policy development, and initiatives to improve work–life balance, networking opportunities, and reward systems. [ABSTRACT FROM AUTHOR]

Many universities have committed to providing opportunities for all undergraduates to engage with sustainability education. However, the disciplines that comprise the broad field of environmental studies and sciences, including sustainability science, remain some of the least diverse scientific disciplines in terms of race, ethnic, and gender composition. To achieve commitments to students, institutions must increase diversity and foster inclusion in sustainability courses and programs. Information about how students perceive, decide to engage with, and experience sustainability education may provide insight into the lack of diversity and help shape efforts to make courses more inclusive. We contribute an analysis of undergraduate student experiences with sustainability courses at Boston University. Through a social survey, we find that respondents who have taken a sustainability course report inclusive course experiences, with some differences across gender identities. Through focus groups designed to reach diverse students, we find that race and gender dynamics influence students' perception of inclusivity in sustainability courses. Our data also indicate that general education requirements and lack of interest are the primary barriers to choosing sustainability courses. We discuss student-identified strategies to increase the diversity and inclusiveness of sustainability education. Some suggestions for diversifying include increasing student awareness of sustainability topics, designing courses with content that students perceive as relevant, and ensuring that courses meet general education requirements. We also identify actions to increase inclusivity such as addressing race and gender dynamics through representation of diverse identities in course materials and experiences. This study contributes social survey and focus group instruments that researchers can implement at any university in efforts to make sustainability education more diverse and inclusive. [ABSTRACT FROM AUTHOR]

German philosopher Hans-Georg Gadamer is best known for his contribution to the development of philosophical hermeneutics, an interpretive approach to knowledge, understanding and meaning-making. It has become a well-established research approach in the health sciences to shed light on the lived experiences of people living with challenging chronic health conditions. Some feminist scholars have gravitated to Gadamer's hermeneutics for its steadfast rejection of positivism and its intention to uncover preunderstandings and prejudices. However, others have critiqued the approach for its lack of focus on prescribing action for social change and its reluctance to evaluate the prejudices present in its own tradition. In this paper, the authors will demonstrate how using feminist hermeneutics can help health researchers deepen their understanding of illness narratives by examining the power structures contributing to the marginalization of chronically ill people within and outside the healthcare system. They will juxtapose a reflexive investigation of the first author's experiences with a focused literature review of the dialogue between hermeneutics and feminism. By examining the first author's experiences with Gadamerian hermeneutics and feminist hermeneutics through self-study, she can in turn unearth her own preunderstandings. This approach will allow the authors to leverage the depth of interpretive understanding generated by hermeneutics while exploring the power structures involved in the complex process that is patient care, particularly that of people with chronic illness. They conclude that this combined approach of feminist hermeneutics allows health researchers to deepen their understanding of illness narratives with issue-specific and effective recommendations to clinicians and public health officials, leading to better-adapted services through a more just approach to chronically ill people. [ABSTRACT FROM AUTHOR]

Background: The underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women's leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women. Methods: This multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023. Results: Out of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women's assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent's experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women's leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women's career growth. Conclusions: The urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey's comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential. [ABSTRACT FROM AUTHOR]

Access to independent research experiences is a persistent barrier that stifles the recruitment and retention of students from diverse backgrounds in ecology, evolution, and behavioral biology. The benefits of field experiences are not equitably available to historically excluded and minoritized students. In this article, we summarize evidence that indicates course-based undergraduate research experiences (CUREs) provide a solution to ensure equitable access to independent research experiences in the life sciences. We draw from our own experiences of teaching CUREs in ecology, evolution, and behavioral biology and provide the complete curriculum for our effective and largely materials-free CURE in behavioral ecology (CURE-BxEco). We advocate for greater access to and synthesize the benefits of CUREs to promote inclusivity in education. The proliferation of such innovative pedagogical practices benefits science because these classroom methods are critical in recruiting and retaining historically excluded and minoritized students, who offer diverse perspectives in research. [ABSTRACT FROM AUTHOR]

Objective: To provide an updated evaluation of otolaryngology residency program websites during a socially distanced application cycle. Criteria were selected to evaluate for level of comprehensiveness, new content accommodating a virtual interview cycle, and stated commitment to diversity and inclusion. Study design: Review of otolaryngology residency program websites. Setting: Online websites between December 2020 and January 2021. Methods: Otolaryngology residency program websites were evaluated for selected criteria. Programs were categorized by geographic location, size, and Doximity rankings. Differences between groups were analyzed using Student's t-test and analysis of variance with a significance level of P <.05. Results: 118 otolaryngology residency program websites contained a mean (SD) of 16.3 (4.7) of 31 criteria (52.6%). Fewer than one third included virtual/video tours of facilities or the surrounding area. Only 33% had a stated commitment to diversity and inclusion. There was no difference in number of criteria included when categorized by geographic location (P =.22). Larger programs (17.9 vs 14.5, P <.001) and programs ranked in the top 50 by Doximity (17.7 vs 15.2, P =.003) included a significantly greater number of criteria. Conclusion: While the comprehensiveness of otolaryngology residency program websites has improved, considerable room for improvement remains. Programs should strive to maintain updated websites that highlight training opportunities, program culture, and commitment to diversity and inclusion. Programs also should consider prioritizing the development of new online resources that may be especially useful to applicants during a virtual interview cycle. [ABSTRACT FROM AUTHOR]

The need to understand the integration processes of trans individuals in the labor market is confirmed by the literature review in this paper, which supports the scarce existence of studies focused on their life experiences outside of pathological contexts or from perspectives of invisibility/violence (including in the professional dimension). This study aims to comprehend the professional experiences of the trans population and understand how mechanisms of discrimination operate in the labor market. Semi-structured interviews with representatives from Portuguese LGBTQ+ associations (n = 6) were conducted between 10 March and 26 April 2021 and analyzed with MAXQDA 2022. The results underscored the importance of the topic and the complex hurdles trans individuals encounter at work, emphasizing the vital support of LGBTQ+ associations in tackling these issues and stressing the urgency of comprehending the vulnerability and discrimination trans people face in employment. The implications of the study underscore the urgent need for concerted efforts from policymakers, employers, civil society organizations, and the broader community to address the systemic barriers faced by trans individuals in the workplace. Future research and advocacy efforts should continue to address the systemic barriers to workplace integration and strive toward creating more inclusive and supportive environments for the trans population. [ABSTRACT FROM AUTHOR]

Equity, diversity, and inclusion (EDI) and anti-oppression (AO) policies are implemented in research to address intersecting systemic barriers for marginalized populations. Grant applications now include questions about EDI to ensure researchers have considered how research designs perpetuate discriminatory practices. However, complying with these measures may not mean that researchers have engaged with AO as praxis. Three central points emerged from our work as a women's research collective committed to embedding AO practices within the research methodology of our community-based study. First, research ideas must be connected to larger pursuits of AO in and across marginalized communities. Secondly, AO as praxis in the research design is an exercise in centering cultural knowledge and pragmatic research preparation and response that honours the collective. Lastly, AO approaches are not prescriptive. They must shift, adapt, and change based on the research project and team, creating space for transformative resistance and emancipation of racialized researchers and community workers. [ABSTRACT FROM AUTHOR]

This article explores the ethics of "speaking" the artistic languages or idioms of diverse cultures in the earliest Christian communities. This article presents a key New Testament text, the Song of Zechariah (the Benedictus in Luke 1:68–79), as a poetic text meant for communal performance and examines that cultural phenomenon through the lens of "musical caring" to examine the meaning such a poetic phenomenon has for modern Christian life and worship. First, I will briefly summarize the evidence for the Song of Zechariah as a lyrical poem containing the artistic "multilingualism" of both Hebrew and Greek poetic idioms. Then, I will assess such an artistic communal expression in its first-century context with Myrick's concept of musical caring, broadened to allow for uncertainty of the Song of Zechariah's first-century performance methods. Finally, I will consider the twenty-first-century implications or lessons from such care and inclusivity in the first century. [ABSTRACT FROM AUTHOR]

This article examines the incongruence within Netflix's corporate practice: while on the one hand the streamer promotes trans inclusion along with trans talent development in Netflix's production culture, both on and off screen, on the other hand its industrial practices and representational output demonstrate a different approach. This article argues that, while the streamer positions itself as a champion of inclusion and diversity in the television industry, Netflix is invested in transness as an economic frontier rather than in adopting anti-transphobic practices. In making this argument, this article fosters a three-pronged approach to explore the treatment of trans identities by Netflix. Firstly, the article analyses Netflix's corporate practices in relation to promotion of its limited series, Tales of the City. Secondly, the article explores the media event of Dave Chappelle's comedy special The Closer and the subsequent trans employee walkout. Thirdly, it performs on audit of Netflix's website and corporate materials to highlight how Netflix has developed a response to trans inclusion in relation to the walkout. Exploring these facets through Aron Kundnani's (2023) critique of the diversity industry, this article argues that, on a policy and corporate performativity level, Netflix's approach to trans inclusion can be defined as transliberalist (Raha, 2015), so that its practices result in a platform catalogue that is simultaneously at best trans-affirming and at worst transphobic. [ABSTRACT FROM AUTHOR]

This article discusses applications of technology for sensory-disabled audiences in modern and contemporary art exhibitions. One case study of experimental artistic and curatorial research by The OtherAbilities art collective is discussed: a series of prototype tools for sensory translation from audible sound to vibration were developed to be embeddable in the architecture of spaces where art is presented. In the article, the case study is approached from a curatorial perspective. Based on bibliographical sources, the article starts with a brief historical reference to disability art activism and a presentation of contemporary accessibility solutions for sensory-disabled audiences in museums. The research for the case study was conducted during testing and feedback sessions on the prototypes using open-ended oral interviews, open-ended written comments, and ethnographic observation of visitors' behavior during exhibitions. The testers were d/Deaf, hard of hearing and hearing. The results focus on the reception of the sensory translation of audible sound to vibration by test users of diverse hearing abilities and on the reception of the prototypes in the context of art and design exhibitions. The article closes with a reflection on how disability scholarship meets art curatorial theory in the example of the article's case study. [ABSTRACT FROM AUTHOR]

This article focuses on the salience of personal ethical values for diversity work. Theory and practice of diversity management (DM) are located in a wider business ethics agenda which acknowledges the rhetorical value of the business case for diversity, but which also integrates the moral responsibilities attached to people management. Drawing on findings from a qualitative study of external diversity and inclusion (D&I) consultants in the UK, the analysis reveals the extent to which personal ethical values act as motivators for and influences on DM work. The research finds that the unique positioning of external D&I consultants facilitates a productive tension towards their work with organizations, allowing them space and opportunity to navigate ethical tensions such that they stand as particularly valuable equality practitioners. [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. [ABSTRACT FROM AUTHOR]

We address the ethical implications of training and becoming family therapists in the United States when considering the colonial control and management of knowledge by the westernized institutionalized university. We do so decolonially. Through the work of decolonial thinkers, doers, and sensers, we center our discussion on the heteropatriarchal Eurocentric institutionalization of knowledge linked to the development and sustainability of structures of family therapy training through racialization and monetization. We discuss a decolonial understanding of race in relation to the liberalized politics of diversity, equity, and inclusion and upward mobility of family therapy education. Most importantly, we reflect upon the possibilities of reexistence within family therapy, fissuring the colonial structures of training tuition‐based family therapists. We locate those possibilities through practices of crack‐making, epistemic insurgence, and mischief. Our discussions and reflections are developed throughout by thinking, sensing, and speaking decolonially, storying our racialized incarnated lives from the saberes, ज्ञान, rhythms, vapors, or tastes of our communities, displaced by the European cannon. We embrace a decolonial pedagogy of learning without teaching, positioning family therapy education as a site for sociopolitical struggle and action toward possibilities of reexistence. [ABSTRACT FROM AUTHOR]

This research paper explores the phenomenon of perceived tokenism in corporate workplaces and its effects on employee morale and job satisfaction. Tokenism, where individuals from underrepresented groups are included in an organization primarily for appearance's sake, can lead to negative workplace experiences, including feelings of isolation and undervaluation. Through a mixed-methods approach involving surveys and interviews with employees from diverse backgrounds in various corporations, this study investigates the relationship between perceived tokenism, employee morale, and job satisfaction. The findings suggest a significant negative impact of perceived tokenism on both morale and satisfaction, highlighting the need for genuine diversity and inclusion efforts in the workplace. [ABSTRACT FROM AUTHOR]

This qualitative study explored a targeted recruitment initiative that was designed to attract and recruit female academic staff in STEM disciplines at an Australian University. Semi‐structured, one‐on‐one interviews were conducted with female and male key informants: 16 Panel Members and six Applicants. Codebook Thematic Analysis was applied using a feminist methodological lens. Results showed several themes (categorised as barriers and facilitators) impacting the implementation and success of targeted recruitment. The majority of themes were associated with Panel Members, underpinning the importance of panels' support for targeted recruitment. Nearly all barriers were gender‐related, disadvantaging female applicants and emphasising a need to address gender inequity broadly. Key recommendations for future improvement were strategies to improve the support of panels (e.g., gender bias training, improved communication of responsibilities in targeted recruitment and ensuring an equity and diversity 'champion') and efforts to strengthen the positive diversity reputation of the University. [ABSTRACT FROM AUTHOR]

What are the key challenges facing the field of gifted education? In this qualitative study, we posed this question to some of the field's eminent leaders and scholars. Overwhelmingly, our respondents mentioned problems of diversity, equity, inclusion, and accessibility (DEIA). Respondents also discussed problems concerning identification, the limited use of research-based practices, and insufficient support from outside the field; they also touched upon larger theoretical issues like the lack of clarity surrounding our conceptions of giftedness and the purposes of gifted education. In this article, we trace a brief history of the problems and paradigms of our field, share our study's results, some theoretical and practical connections among the most pressing issues, and implications for moving our field forward. [ABSTRACT FROM AUTHOR]

• Previous work on social mission hasn't included associate degree nursing education. • Social mission is prevalent in associate degree nursing and varies by program type. • Future focus should include leadership diversity, pathway programs, and community. "Social mission" is the contribution of a health profession's school in advancing health equity and addressing the health disparities of the society in which it exists. This study aimed to understand the state of social mission in associate degree nursing (ADN) programs, and how performance varies across program types. About 533 programs that were members of the Organization for Associate Degree Nursing were invited to fill out an ADN-specific version of the previously developed Social Mission Metrics survey. Survey responses were analyzed using analysis of variance (ANOVA) and t-tests. Forty-four programs completed the self-assessment. The majority reported having curricular content on the topics of social determinants of health, LGBTQ health, advocacy, and public health (72%-95%). Most programs had no holistic admission policy (63%) and did not require anti-bias training for admission committees (54%). Pathway programs were more common among public (76%) than private schools (33%). Greater focus should be placed on topics including admission policies, leadership diversity, and community involvement to enhance the social mission of ADN programs. [Display omitted] [ABSTRACT FROM AUTHOR]

This study examines the tensions between newcomer migrants and established immigrants in the workforce in the United Kingdom. Semi-structured interviews were conducted with 23 participants in a food-manufacturing company to investigate how solidarity and conflict among groups of migrants impact their ability to integrate into the workplace. The research found that heightened levels of conflict occur between new and long-term immigrants. This engenders segregation as well as discrimination within the immigrant groups, which then hampers their career growth opportunities. The results have important consequences for diversity and inclusion in the workforce. The study shows that diversity needs a greater and wider focus than the current emphasis on the local population vs. immigrant paradigm. More attention should be devoted to tackling tensions between groups of immigrants. [ABSTRACT FROM AUTHOR]