Unhappy Working with Men? Workplace Gender Diversity and Employee Job-Related Well-Being in Britain: A WERS2004 Based Analysis

This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects.gender diversity, job-related well-being, linked employer-employee data, Britain

Resources for Workplace Diversity: An Annotated Practitioner Guide to Information

[Excerpt] We are pleased to offer this updated edition of Resources for Workplace Diversity: An Annotated Practitioner Guide to Information, a unique offering of The Workplace Diversity Network. Our goal is to assemble a selected, annotated list of compelling and useful resources available to help diversity practitioners create organizations that are diverse and productive. As a working group, we agreed that useful resources would include newly published books as well as historic, seminal works that provide insight and illumination irrelevant of their age. In the updated edition, we’ve expanded existing sections, added new ones and referenced online access where possible. Designed with practitioner needs in mind, Resources for Workplace Diversity is meant to be an evolving document, one that will grow according to the needs and recommendations of its users. To capture the advantage of networking, we invite you to suggest additional resources that you have found to be valuable

Thinking About LGBT Diversity in the Workplace

[Excerpt] Today, according to a May 13, 2011 report by the PEW Research Center, “a majority of Americans, 58%, now say that homosexuality should be accepted, rather than discouraged by society.” There are many reasons for this more inclusive shift in attitudes. Inclusion of sexual orientation, and increasingly gender identity, in workplace inclusion initiatives and diversity awareness dialogue is likely one. The workplace, driven by the pragmatic need for improved productivity, talent recruitment, and retention of a motivated workforce, has become a powerful environment for social change and learning

Workplace Disability Diversity and Job-Related Well-Being in Britain: A WERS2004 Based Analysis

This paper attempts to establish empirically whether there is a link between workplace disability and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ alternative econometric techniques to account for unobserved workplace heterogeneity. I find that workplace disability diversity is associated with lower employee well-being among people with no reported disability. Tests conducted also indicate that workplace equality policies do not ameliorate this effect.disability diversity, job-related well-being, linked employer-employee data, Britain

Ethnic Diversity and Organizational Performance: Assessing Diversity Effects at the Managerial and Street Levels

As the public sector workforce becomes more ethnically diverse and as government agencies make attempts to "manage" that diversity, the importance of understanding how diversity affects workplace interactions and work-related outcomes increases. Little public sector research has examined the impact of diversity on performance outcomes. This paper seeks to fill this gap by studying the effects of the ethnic diversity of managers and street level bureaucrats on work-related outcomes. We use basic in-group/out-group theories from psychology to form hypotheses relating diversity to performance. The results of diversity research using social identification and categorization theory and similarity/attraction theory led us to form the hypothesis that greater levels of ethnic diversity among public managers and street-level bureaucrats will lead to lower organizational performance, when the task requires significant coordination and collaboration. Diversity research that uses the information and decision-making theory, while scant, led us to form a second hypothesis that greater levels of ethnic diversity among public managers and street-level bureaucrats will lead to higher organizational performance, when the task does not require significant coordination and collaboration. Our results were mixed. We found support for the first hypothesis with respect to street-level bureaucrats but not for managers. The results did not support our second hypothesis -- we actually found an opposite relationship for street-level bureaucrats from what we expected. Overall, the results support previous research that suggests that increased levels of ethnic diversity can lead to process-oriented difficulties in the workplace and negatively affect workrelated outcomes. Working Paper 06-3

The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict\u27s Mediating Effect

Diversity in the workplace is a growing reality around the world as the globalizing economy has prompted the growth of work teams comprised of individuals from diverse backgrounds with different values, experiences, knowledge, and skills. Researchers have been investigating the way diversity impacts organizational outcomes, including performance. However, it is not clearly understood how diversity impacts performance. Using data from 30 Major League Baseball teams over a two-year period, this research proposed that conflict might mediate the relationship between diversity and performance. Both diversity and performance were measured using multiple indicators. Although results did not indicate that conflict mediated the relationship between diversity and performance, they showed that several diversity variables were related to performance variables. Implications of the findings are discussed

Academic Librarians with Disabilities: Job Perceptions and Factors Influencing Positive Workplace Experiences

Although there has been increasing attention to diversity in librarianship, little attention has been paid to librarians with disabilities. This study uses a mixed method approach, using results from a survey and in-depth follow-up interviews, to investigate some of the characteristics of Canadian university librarians with disabilities, their job satisfaction, their perceptions of their workplace climate for diversity and accessibility, and the factors that influence their workplace perceptions. Although librarians with disabilities report a generally high level of job satisfaction, they are less satisfied with some areas related to workplace stress and job flexibility than librarians without disabilities. Librarians with disabilities also report less confidence that their workplace is inclusive, values diversity, and is understanding of disability-related issues. Factors influencing the work experience of university librarians with disabilities include a collegial environment, supportive colleagues and supervisors, job flexibility and autonomy, clear priorities and reporting structures, reasonable expectations about workload, time pressures and short deadlines, effective structures and processes to ensure accessibility, an accessible physical environment, and, most importantly, an understanding of disability and awareness of disability-related workplace issues