Beyond a Numbers Game? Impact of Diversity and Inclusion on the Perception of Organizational Justice

Hoang, Trang Cam; Suh, Jiwon; Sabharwal, Meghna

doi:10.1111/puar.13463

Cited by 38 publications

(26 citation statements)

References 160 publications

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“…Trang Hoang, Jiwon Suh and Meghna Sabharwal (2022) study the effects of diversity management and inclusive leadership practices on employees' perceptions of organizational justice. They analyze data collected from employees in federal agencies through the FedScope and the 2019 Federal Employee Viewpoint Survey.…”

Section: Race and Gender Symposium Contents—research Articles And Vie...mentioning

confidence: 99%

Reckoning With Race and Gender in Public Administration and Public Policy: A Substantive Social Equity Turn

Pandey

Newcomer

DeHart‐Davis

et al. 2022

Public Administration Review

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Promoting race-aware and gender-aware scholarship is essential for giving substance to social equity research. This review and introduction provides an account of one such initiative to promote race and gender scholarship through collaboration between Public Administration Review (PAR), and the Consortium of Race and Gender Scholars (CORGES), and introduces the PAR Race and Gender Symposium. CORGES is an informal group of scholars motivated by the pressing need to address issues of racial justice and gender justice in public administration and public policy scholarship. This PAR symposium is based on the CORGES inaugural conference, held virtually in September 2020. Conference organizers, with the help of Editor-in-Chief Jeremy Hall, devised and oversaw a thoughtful and detailed plan to provide developmental feedback before papers were submitted to PAR's standard peer review process. The symposium is comprised of 14 research articles and 2 viewpoint contributions. In addition to describing symposium contributions, this review provides an account of CORGES origins and its ongoing intellectual and normative commitments on furthering inquiry on racializing and gendering, while also elaborating on the idea of everydayness of scholarly activism. CORGES, with a recently expanded board of advisors committed to centering public administration scholarship on race and gender, as well its intersection with other markers of oppression, continues to support academic research and public outreach on race and gender scholarship.

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Section: Race and Gender Symposium Contents—research Articles And Vie...mentioning

confidence: 99%

Reckoning With Race and Gender in Public Administration and Public Policy: A Substantive Social Equity Turn

Pandey

Newcomer

DeHart‐Davis

et al. 2022

Public Administration Review

View full text Add to dashboard Cite

show abstract

“…Indeed, if a lack of diversity in boards reflects societal inequality and constrains the potential of SMEs, policies designed to rebalance societal representation in boards are needed. As target setting and imposing quotas is counterproductive (Hoang et al, 2022), a softer yet assertive approach that supports SMEs in recognising the value of diversity should be pursued. Such policies would include educational measures that focus on the awareness of the value associated with diverse perspectives and how diversity translates into economic performance.…”

Section: Implications For Practicementioning

confidence: 99%

Board diversity as strategic choice and why it should matter to SMEs

Puntaier

Zhu²,

Hughes³

2022

IJEBR

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PurposeDiversity in boards has gained attention as a reflection of societal imbalances. The purpose of this paper is to investigate the impact of diversity in terms of both gender and nationality in management boards of small and medium-sized enterprises (SMEs) on firm performance from an upper echelons perspective. The authors also examine how board-specific characteristics influence the structural makeup of boards in gender and nationality diversity terms.Design/methodology/approachThe authors focus on the UK because of its individualistic society and flexible labour market and assess 309 SMEs in the manufacturing industry over 2009–2019. A 3-stage least squares (3SLS) estimator is used to analyse the data, the Shannon index to measure board diversity, return on assets as proxy for firm performance, and owner-manager presence, board member age and tenure are the board-specific characteristics of primary interest.FindingsBoth gender and nationality diversity contribute to firm performance and represent distinct upper echelon characteristics that change the cognitive and psychological dynamics of boards. Firms with larger boards do not perform better, but diverse boards reduce the narrowing view of CEOs. Yet the presence of owner-managers, despite their performance-enhancing contribution, holds firms back from benefitting from diversity as a strategic choice.Originality/valueThis study extends the upper echelons theory to include board diversity as an important aspect that should become more central in upper echelon thinking when understanding firm performance. The authors’ findings suggest that theoretical developments in search of understanding firm behaviour must proceed by accounting for diversity and not simply focusing on decision-making styles.

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“…Supervisor-level inclusion refers to the employee perception of inclusive behaviors exhibited by their superiors (Hoang et al, 2022). Six items were used to measure supervisor-level inclusion: (a) my supervisor supports my need to balance work and other life issues; (b) my supervisor is committed to a workforce representative of all segments of society; (c) my supervisor provides me with constructive suggestions to improve my job performance; (d) my supervisor listens to what I have to say; (e) my supervisor treats me with respect; and (f) in the last six months, my supervisor has talked with me about my performance.…”

Section: Independent Variablesmentioning

confidence: 99%

Protected, but Not Included? The Role of Workplace Inclusion for Sexual and Gender Minorities in the Federal Service

Clark

Suh

Bae

2022

J. Public Nonprof Aff.

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The public workplace has traditionally been conceived of in heteronormative and cisnormative terms, wherein heterosexuality, the gender binary, and opposite-sex relationships are presumed and institutionalized in both word and deed. Recent policy changes and public opinion shifts regarding lesbian, gay, bisexual, and transgender individuals have placed an onus on employers to develop means to include sexual and gender minorities in the overall organizational culture and improve LGBT individuals’ workplace experiences. Using multilevel data analysis, this study focuses on how LGBT federal workers’ perceptions of inclusion at the agency, supervisory, and work unit levels affect their job satisfaction. The results indicate that LGBT employees’ inclusion perceptions play a moderating role between their sexual or gender minority identities and individual job satisfaction. The findings suggest that interventions aimed at developing an inclusive culture that reduces or eliminates traditional heteronormativity and cisnormativity, both agency-wide and at separate organizational levels, may improve job satisfaction among LGBT workers.

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Beyond a Numbers Game? Impact of Diversity and Inclusion on the Perception of Organizational Justice

Cited by 38 publications

References 160 publications

Reckoning With Race and Gender in Public Administration and Public Policy: A Substantive Social Equity Turn

Reckoning With Race and Gender in Public Administration and Public Policy: A Substantive Social Equity Turn

Board diversity as strategic choice and why it should matter to SMEs

Protected, but Not Included? The Role of Workplace Inclusion for Sexual and Gender Minorities in the Federal Service

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