Learning and change through diversity, equity, and inclusion professional development: Academic librarians' perspectives

Dali, Keren; Bell, Norda; Valdes, Zachary

doi:10.1016/j.acalib.2021.102448

Cited by 6 publications

(2 citation statements)

References 20 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…If an individual lacks the motivation, or willingness and ability to engage in generative interactions, their interactions with people that are dissimilar from them will be infrequent and uncomfortable. In order to address the gap in theories referencing diversity, equity, and inclusion-related interpersonal theories, Dali et al (2021) conducted a study regarding the processes of learning and change through diversity, equity, and inclusion and identified five types of personal development (PD) events. These five PD events are listed as, cognitive learning and change (awareness), behavioral learning and change (action), personal learning and change (self-awareness and improvement), social learning and change (interaction), and lastly, affective learning and change (emotional learning) (Dali et al, 2021).…”

Section: Measuring Personal Dei Experiencementioning

confidence: 99%

“…In order to address the gap in theories referencing diversity, equity, and inclusion-related interpersonal theories, Dali et al (2021) conducted a study regarding the processes of learning and change through diversity, equity, and inclusion and identified five types of personal development (PD) events. These five PD events are listed as, cognitive learning and change (awareness), behavioral learning and change (action), personal learning and change (self-awareness and improvement), social learning and change (interaction), and lastly, affective learning and change (emotional learning) (Dali et al, 2021). These personal development events, facilitated through ones' personal experience at a festival or event, are crucial to measure the diversity, equity, and inclusion potential of special events.…”

Section: Measuring Personal Dei Experiencementioning

confidence: 99%

See 1 more Smart Citation

Exploring special events' potential to promote diversity, equity, and inclusion: a study of salient factors in a local festival during COVID-19

Coleman¹

View full text Add to dashboard Cite

Special events have gained popularity due to their ability to contribute to the sustainability of a destination by promoting the destination image, attracting tourism, driving economic growth, and building cultural capacity. However, in 2020, the world was forced to confront a conundrum, brought on by the COVID-19 pandemic. The spread of the COVID-19 pandemic not only caused high levels of disruption across the hospitality and tourism sectors but also catalyzed major social upheaval. With the rise in xenophobia and racism during the pandemic, the function of special events in society is even more essential. While existing research has examined the social impacts of events, the impacts of attendee perceptions and diversity, equity, and inclusion (DEI) outcomes have not been addressed. In an effort to address this gap, this study explores special events' potential to promote diversity, equity, and inclusion experience through a study of a local festival during COVID-19. Through a series of statistical analyses, attendees' perception of the festival was identified to be the most salient in predicting personal DEI experience, particularly festival DEI practices and the trust of other festival attendees. Moreover, there were significant variations in attendee festival perception between high and low levels of festival pride and perceived risk of COVID-19. Overall, the findings of this study support the idea that special events, such as festivals, promote diversity, equity, and inclusion which can contribute to the enhancement of socially sustainable event planning and management practices.

show abstract

Section: Measuring Personal Dei Experiencementioning

confidence: 99%

Section: Measuring Personal Dei Experiencementioning

confidence: 99%

Exploring special events' potential to promote diversity, equity, and inclusion: a study of salient factors in a local festival during COVID-19

Coleman¹

View full text Add to dashboard Cite

show abstract

The effects of special events on attendees’ Diversity, Equity, and Inclusion (DEI) experience: Festival pride, prior experience, and COVID-19

Noh,

Coleman,

Kim

2024

Journal of Convention & Event Tourism

View full text Add to dashboard Cite

Diversity, equity, inclusion, and brand outcomes: a case of higher education

Nguyen,

Yaghi,

Ganesh

et al. 2024

JPBM

View full text Add to dashboard Cite

Purpose Diversity, equity and inclusion ideology is the latest appeal of individual compassion, institutional legitimacy and enlightened society. Specific to higher education, diversity, equity and inclusion is an honorable ideology, value and mission. This paper aims to (1) empirically recognize the differences in the level of importance between the university’s and faculty’s diversity, equity and inclusion initiatives, (2) identify the diversity, equity and inclusion outcomes, such as university brand image and student intention to engage postgraduation, (3) uncover the moderating role of university brand preference attainment and (4) validate the mediating role of student identification in diversity, equity and inclusion literature. Design/methodology/approach A survey of 1,027 usable responses was employed to perform two moderations, four mediations and two confidence interval analyses. Findings The university’s diversity, equity and inclusion initiatives are significantly more rewarding than the faculty’s diversity, equity and inclusion initiatives for the university brand image and students’ intention to engage postgraduation. Findings uncover the mediating role of student identification and the moderating role of brand preference attainment. Practical implications Focusing on diversity, equity and inclusion at the institutional level is more impactful than at the faculty level. In industries where frontline employees have significant autonomy, such as higher education, the positive brand performance outcomes are related to the faculty’s diversity, equity and inclusion awareness, not the faculty’s diversity, equity and inclusion advocacy. Diversity, equity and inclusion initiatives should align with the student’s shared values. Originality/value The study relies on institutional theory to underscore the asymmetric importance of the university’s and faculty’s diversity, equity and inclusion initiatives in achieving perceived brand image and engagement.

show abstract

Learning and change through diversity, equity, and inclusion professional development: Academic librarians' perspectives

Cited by 6 publications

References 20 publications

Exploring special events' potential to promote diversity, equity, and inclusion: a study of salient factors in a local festival during COVID-19

Exploring special events' potential to promote diversity, equity, and inclusion: a study of salient factors in a local festival during COVID-19

The effects of special events on attendees’ Diversity, Equity, and Inclusion (DEI) experience: Festival pride, prior experience, and COVID-19

Diversity, equity, inclusion, and brand outcomes: a case of higher education

Contact Info

Product

Resources

About