Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
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Concepts and implications of altruism bias and pathological altruismCan We Finish the Revolution? Gender, Work-Family Ideals, and Institutional ConstraintDoes Diversity Pay?: Race, Gender, and the Business Case for DiversityBalancing Fairness and Efficiency: The Impact of Identity-Blind and Identity-Conscious Accountability on Applicant Screening.Engaging Gatekeepers, Optimizing Decision Making, and Mitigating Bias: Design Specifications for Systemic Diversity Interventions.Corporate Diversity Programs and Gender Inequality in the Oil and Gas Industry.How to Break the Cycle of Low Workforce Diversity: A Model for Change.SEXUAL HARASSMENT, WORKPLACE AUTHORITY, AND THE PARADOX OF POWER.Bridging intragroup processes and intergroup relations: needing the twain to meet.Understanding antigay bias from a cognitive-affective-behavioral perspective.The context of employment discrimination: interpreting the findings of a field experiment.Without inclusion, diversity initiatives may not be enough.Yes we can!: prejudice reduction through seeing (inequality) and believing (in social change).Maximizing the Gains and Minimizing the Pains of Diversity: A Policy Perspective.Beyond prejudice: are negative evaluations the problem and is getting us to like one another more the solution?The dominance of the individual in intergroup relations research: understanding social change requires psychological theories of collective and structural phenomena.On faculty development of STEM inclusive teaching practices.A mathematical approach to study and forecast racial groups interactions: deterministic modeling and scenario method.Using implicit bias training to improve attitudes toward women in STEMIntersections of Power and PrivilegeEngendering Change: Organizational Dynamics and Workplace Gender Desegregation, 1975–2005Unsettling Universities' Incongruous, Gendered Bureaucratic Structures: A Case-study ApproachUnlocking the Benefits of DiversityRage against the Iron CageBeing part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity effortsThe (dis)placement of women in the IT workforce: an investigation of individual career values and organisational interventionsProduction Teams and Producing Racial Diversity in Workplace RelationshipsThe paradox of inclusion and exclusion in membership associationsDiscrimination in Comparative Perspective: Policies and PracticesThe opportunities and challenges of diversity: Explaining its impact on individuals and groupsInsidious Procedures: Diversity Awards Legitimize Unfair Organizational PracticesFrom female leadership advantage to female leadership deficitAn Ethic of Race for Public AdministrationGender Interventions in the Dutch Police Force: Resistance as a Tool for Change?Guest Editorial: Unpacking Diversity, Grasping Inequality: Rethinking Difference Through Critical PerspectivesThe glass ceiling in context: the influence of CEO gender, recruitment practices and firm internationalisation on the representation of women in managementCEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of Social Values and AgeThe effect of adverse impact in selection practices on organizational diversity: a field studyWhat women and ethnic minorities want. Work values and labor market confidence: a self-determination perspectiveWhy Organizations Choose to Manage Diversity? Toward a Leadership-Based Theoretical Framework
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Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
description
article
@en
im August 2006 veröffentlichter wissenschaftlicher Artikel
@de
wetenschappelijk artikel
@nl
наукова стаття, опублікована в серпні 2006
@uk
ലേഖനം
@ml
name
Best Practices or Best Guesses ...... Action and Diversity Policies
@en
Best Practices or Best Guesses ...... Action and Diversity Policies
@nl
type
label
Best Practices or Best Guesses ...... Action and Diversity Policies
@en
Best Practices or Best Guesses ...... Action and Diversity Policies
@nl
prefLabel
Best Practices or Best Guesses ...... Action and Diversity Policies
@en
Best Practices or Best Guesses ...... Action and Diversity Policies
@nl
P2860
P1476
Best Practices or Best Guesses ...... Action and Diversity Policies
@en
P2093
Alexandra Kalev
Erin Kelly
P2860
P304
P356
10.1177/000312240607100404
P50
P577
2006-08-01T00:00:00Z