From Diversity to Inclusion to Equity: A Theory of Generative Interactions

Bernstein, Ruth Sessler; Bulger, Morgan; Salipante, Paul F.; Weisinger, Judith Y.

doi:10.1007/s10551-019-04180-1

Cited by 137 publications

(116 citation statements)

References 62 publications

Supporting

Mentioning

112

Contrasting

Unclassified

Order By: Relevance

“…More recently, studies have moved from diversity to inclusion suggesting a more holistic approach to equity in nonprofit boards (Bernstein, Bulger, Salipante, & Weisinger, 2019; Buse, Bernstein, & Bilimoria, 2016; Harris, 2014; Weisinger, Borges‐Méndez, & Milofsky, 2016). Yet, research on board diversity and inclusion is still viewed as relatively thin, with mixed findings, likely due to a number of challenges highlighted by Gazley, Chang, and Bingham (2010) including: (a) the study of various types of diversity measures and impacting performance in unique ways; (b) the complexity of inter‐organizational relationships, leading to various (positive and negative) outcomes; (c) ensuring performance measures matching the kind of diversity measurement, and being measured; (d) the many theoretical approaches to studying diversity‐performance; and (e) the context or culture of how diversifying within the organization occurs.…”

Section: Measuring (Board) Diversitymentioning

confidence: 99%

The complexity of diversity and importance for equitable philanthropy

Azevedo

Gaynor

Shelby

et al. 2020

Nonprofit Mgmnt & Ldrshp

View full text Add to dashboard Cite

The current U.S. climate of racial and social injustice has prompted a renewed call for diverse and equitable ways to rethink community philanthropy. Community foundations are vehicles for community philanthropy which offer vast benefits for social improvement and community development. The board of directors ensures these organizations fulfill their mission, making decisions on funding priorities and holding the organization functionally and fiscally responsible. Drawing on constructs of diversity and representative bureaucracy and a case study of Florida community foundations, we suggest that diversity is understood in different ways and the presence of diverse board members may be linked to advancing the interests of diverse communities and in achieving outcomes that assist in the needs of certain social groups. Increased understanding of diversity can improve foundation and philanthropic effectiveness and bring broader social change by promoting equity and social justice among community‐based philanthropic organizations.

show abstract

Section: Measuring (Board) Diversitymentioning

confidence: 99%

The complexity of diversity and importance for equitable philanthropy

Azevedo

Gaynor

Shelby

et al. 2020

Nonprofit Mgmnt & Ldrshp

View full text Add to dashboard Cite

show abstract

“…In spite of these potential benefits, inclusion remains a relatively new concept and has thus far been understudied, especially in the public sector (Roberson 2006; Shore et al 2011; Bae et al 2017; Shore et al 2018). In addition, despite “decades of research and concerted effort from organizational leaders and policy makers alike, tensions and inequity concerning diversity and inclusion persist” (Bernstein et al 2020: 395) not only in the private sector, but the public as well.…”

Section: Introductionmentioning

confidence: 99%

Employee perception of inclusivity and organizational performance: The case of the Ontario public service

Ohemeng¹,

McGrandle²

2021

Can Public Adm

View full text Add to dashboard Cite

Inclusion has moved to the forefront of human resource management in both public and private sector organizations around the world. A fractured research literature has arisen from a succession of diversity policies, contradictory findings, competing goals, contested definitions, and varying institutional factors and organizational cultures. This article seeks to examine the level of inclusion and the connection between inclusion and effort in the Ontario Public Service (OPS). Our findings show that increased feelings of inclusion are positively related with employee efforts in their job.

show abstract

“…Equity and inclusion are important principles in policy development and implementation [1,2]. Equity refers to ensuring the absence of systemic and structural disparities between individuals or groups whereas inclusion entails the extent to which individuals or groups feel a part of an organization or process [2][3][4]. The UN Convention on the Rights of Persons with Disabilities (CRPD) highlights the importance of equity and inclusion for participation of persons with disabilities [5].…”

Section: Introductionmentioning

confidence: 99%

“…The UN Convention on the Rights of Persons with Disabilities (CRPD) highlights the importance of equity and inclusion for participation of persons with disabilities [5]. Inclusive laws and policies are very important in safeguarding equity and inclusion of persons with disabilities and vulnerable populations in society [3].…”

Section: Introductionmentioning

confidence: 99%

Exploring Equity and Inclusion in Malawi’s National Disability Mainstreaming Strategy and Implementation Plan

Ebuenyi

Smith

Munthali

et al. 2021

Preprint

View full text Add to dashboard Cite

Background Equity and inclusion are important principles in policy development and implementation. The aim of this study is to explore the extent to which equity and inclusion were considered in the development of Malawi’s National Disability Mainstreaming Strategy and Implementation Plan.Methods We applied an analytical methodology to review the Malawi’s National Disability Mainstreaming Strategy and Implementation Plan using the EquIPP (Equity and Inclusion in Policy Processes) tool. The EquIPP tool assesses 17 Key Actions to explore the extent of equity and inclusion.Results The development of the Malawi National Disability Mainstreaming Strategy and Implementation Plan was informed by a desire to promote the rights, opportunities and wellbeing of persons with disability in Malawi. The majority (58%) of the Key Actions received a rating of three, indicating evidence of clear, but incomplete or only partial engagement of persons with disabilities in the policy process. Three (18%) of the Key Actions received a rating of four indicating that all reasonable steps to engage in the policy development process were observed. Four (23%) of the Key Actions received a score five indicating a reference to Key Action in the core documents in the policy development process.Conclusion The development of disability policies and associated implementation strategies requires equitable and inclusive processes that consider input from all stakeholders especially those whose wellbeing depend on such policies. It is pivotal for government and organisations in the process of policy or strategy development and implementation, to involve stakeholders in a virtuous process of co-production – co-implementation – co-evaluation, which may strengthen both the sense of inclusion and the effectiveness of the policy life-cycle.

show abstract

From Diversity to Inclusion to Equity: A Theory of Generative Interactions

Cited by 137 publications

References 62 publications

The complexity of diversity and importance for equitable philanthropy

The complexity of diversity and importance for equitable philanthropy

Employee perception of inclusivity and organizational performance: The case of the Ontario public service

Exploring Equity and Inclusion in Malawi’s National Disability Mainstreaming Strategy and Implementation Plan

Contact Info

Product

Resources

About