Equality, Diversity and Inclusion: An International Journal

Brender-Ilan, Yael; Kay, Avi

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-10-2020-0307

This paper examines personal and situational factors that may contribute to biases in hiring decisions at the workplace, focusing on willingness to hire male gay or male Jewish ultra-Orthodox Jewish job candidates.Design/methodology/approach942 Jewish participants in Israel responded to an anonymous online questionnaire regarding a scenario addressing the possible employments of two male applicants: a homosexual and an ultra-Orthodox Jew. A variety of statistical tools, including regression analysis were performed to test hypotheses.FindingsFindings show that social dominance orientation, conservatism, gender and religiosity as well as frequency of contact with the “unlike other” impacted on hiring intention of the participants. These relationships varied in strength and direction with regard to the two applicant types in question.Practical implicationsThe explication of the phenomenon in question has both important theoretical and practical importance in a world where – concurrently – there exists increasing contact among individuals from different backgrounds and (perhaps not coincidently) increased signs of wariness of and discrimination toward those unlike ourselves. In light of economic costs related to discrimination – not to mention the personal costs to those discriminated against – organizations must better understand the dynamics of the phenomenon in question.Originality/valueThis is one of the first empirical examinations of the relative impact of personal and situational factors on hiring bias. In addition, it is the first study of its kind in Israel focusing on the mechanisms behind hiring bias toward gay males and ultra-orthodox males.

Smith-Carrier, Tracy A.; Benbow, Sarah; Lawlor, Andrea; O'Reilly, Andrea

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0357

The purpose of this study is to explore the experiences of parents who have full professorial positions (in faculties of engineering and nursing) in universities in Ontario, Canada, with a particular focus on the ways in which gender shapes professors' parenting experiences.Design/methodology/approachWe employ a case study methodology involving quantitative and qualitative data collected from a survey emailed to full professors in Ontario.FindingsData from the study reveal that numerous strategies, resources (e.g. informal social support networks, supportive partners) and institutional supports (i.e. pausing the tenure clock after child birth) are required to assist academics to meet the extensive demands of their positions, while they perform caregiving responsibilities for their children.Research limitations/implicationsThe protected ground of family status is inconsistently applied in Canadian human rights policy, considerably reducing its transformative potential. Yet, while family status gains greater recognition in rights-based practice, we argue that it be added to forthcoming institutional equity, diversity and inclusion (EDI) action plans across post-secondary institutions to better ensure equity for mothers who shoulder significant paid and unpaid work responsibilities.Originality/valueWhile there is literature on parenting in academia, family status is rarely featured as an intersection of interest in EDI research. This article aims to fill this gap.

Zhou, Stephanie Yifan; Balakrishna, Anita; Nyhof-Young, Joyce; Javeed, Imaan; Robinson, Lisa Annette

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0348

As medical schools become increasingly diverse, there is a growing demand for schools to support their equity-seeking students. At the University of Toronto, the diversity mentorship program (DMP) is a new program created to support equity-seeking and diverse medical students in first- and second-year through didactic lectures, networking opportunities and mentorship from senior clinicians. This article aims to share participant perspectives on how diversity-focused mentorship benefits them, perceived barriers and insights for other institutions developing a similar program.Design/methodology/approachUsing a mixed methods design, students and mentors completed semi-structured surveys to assess broad perceptions of their mentorship experiences. Focus groups were conducted with both groups to gain deeper understandings of participants' experiences. The authors performed thematic analysis to identify qualities of successful experiences and barriers to participation.FindingsMost mentors and mentees found the DMP helpful and identified five themes contributing to a positive mentorship experience: (1) accessibility, (2) program diversity focus with clear expectations, (3) career guidance, (4) exposure to different perspectives and (5) community and shared identity. Uncertainty on how to help less assertive mentees, mentorship pair discordance where mentees paired by race did not share racial identities and logistical challenges was identified as barriers to maintaining mentoring relationships.Originality/valueTo the authors’ knowledge, this is the first qualitative study exploring the feelings and impressions of participants in a mentorship program at a medical school addressing the needs of equity-seeking groups. By understanding the characteristics and value of diversity-focused mentorship, this will inform the creation of similar supportive programs across various professional fields at other schools.

Gavino, Monica C.

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-11-2020-0342

The aim of this article is to provide Dr Bailey Jackson's perspective on institutional and systemic barriers to full inclusion of diverse faculty in higher education through the lens of the multicultural organizational development (MCOD) model. Dr Jackson is renowned for his work on social justice, diversity and multiculturalism.Design/methodology/approachThis is a personal interview with Dr Bailey Jackson. This interview provides insight on institutional level change efforts through the MCOD framework, a perspective on why institutions get stuck on the way to becoming healthy multicultural institutions, and the effect on moving the needle on faculty diversity in institutions of higher education.FindingsThe institutional obstacles and barriers tend to be centered around misalignment with the mission, vision and core values, and how those are formulated to include diversity and inclusion. Faculty diversity is only one component in dealing with the health of any organization or the academy as a whole. If institutions focus on diversity faculty in an unhealthy system, they will encounter limitations on how much the institution will develop on the MCOD continuum. The health of the overall system is going to affect the approach to faculty diversity.Practical implicationsDr Jackson provides insight on his work with the MCOD framework and specifically the overall health of the institution as critical to faculty diversity initiatives. Questions to help institutions begin to assess themselves and identify changes required to move toward Multicultural within the context of faculty diversity are provided.Originality/valueThrough a series of questions, insight from Dr Jackson on why institutions get stuck in moving the needle on faculty diversity through the lens of the MCOD framework is gained.

Ramjattan, Vijay A.

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0365

This paper introduces the concept of transracial aesthetic labour to understand why and how an international teaching assistant (ITA) vocally changes meanings of his racial identity.Design/methodology/approachThe paper uses a narrative analysis to detail instances of transracial aesthetic labour.FindingsFor the ITA, this labour involved orally distancing from or aligning with particular Indian stereotypes for specific contexts.Research limitations/implicationsTransracial aesthetic labour may occur in other industries that deem race an integral part of sounding right or looking good for the job.Practical implicationsThe findings highlight the need for ITAs and universities to rethink the meaning of transracial to combat racist perceptions of ITAs' speech.Originality/valueThe paper advances the aesthetic labour literature by exploring how race is vocally performed for this labour and introducing ITAs as aesthetic labourers.

Khilji, Shaista E.

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0373

Inequality is an important organizational phenomenon. Scholars have argued that inequalities persistently dwell in the flow of our lives and have a lingering impact. Yet, despite such compelling evidence, research has overlooked how individuals make sense of the inequalities they face inside and outside the organizations. The purpose of this paper was to address these gaps and capture its complexity on individual lived experiences with inequalities.Design/methodology/approachThe present study used Seidman's adapted 2-interview strategy to collect the data. The first interview placed the participant's life history at the center, allowing the participant to share their childhood and adulthood experiences with inequalities inside and outside the organizations. The second interview focused on the concrete details of the participant's present lived experience and their reflections on the meaning of their experiences. In total, the present study relied on 26 interviews with 13 participants.FindingsLived experiences provided an extended-time view and allowed the researcher to explore how study participants perceived, coped and were shaped by inequalities throughout their lives. In addition, the sense-making perspective offered a new lens to study inequalities. Findings underscore the racial, class and gendered dynamics within organizations supporting their intersectional impact and acknowledge the pre-existing societal norms that condition individual actions and choices.Originality/valueThe study presents an “engaged” view of inequality to highlight it as a cumulative and complex experience. The findings help us recognize that participants are immersed in their specific contexts to act, negotiate, empower and make decisions under real-life pressures. Overall, the study pushes the boundaries of inequality research beyond its current episodic treatment.

Hsieh, Yi-Jung Teresa

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0358

Muslim refugee migrants are a growing ethno-religious disadvantaged minority group in several Western societies, and host-country language proficiency and employment are essential factors in reducing this disadvantage. This paper thus explores the efficacy of English training programs in facilitating the settlement and employment of a group of male Muslim refugees in Australia.Design/methodology/approachThis study is qualitative in nature, with data collected using semi-structured, in-depth interviews with the eight participants in the study. Analysis was conducted using Bourdieu's concepts of field, capital and habitus.FindingsEnglish training programs offered to Australian Muslim men are problematic in their aim of linking them to employment. Areas of concern are identified in respect to the training hours offered, their learning environment, their content and pedagogy, their lack of focus on employment and their failure to recognise the existing work skills of the migrants.Research limitations/implicationsThe study is conducted with a small sample of male Muslim migrants: while the findings may be similar for other refugee groups, further research is necessary to confirm this.Practical implicationsThere is a need to restructure the current English training programs offered to refugee migrants in Australia, Muslim or otherwise. This study identifies several areas where such restructuring might occur, both at the policy and pedagogical levels.Originality/valueFew studies focus on Australian male Muslim migrants. This study enhances understanding of this under-researched group and their struggles to learn English, find employment and rise above their disadvantaged societal position.

Ali, Faiza; Hennekam, Sophie; Syed, Jawad; Ahmed, Adnan; Mubashar, Rabbia

2021 Equality, Diversity and Inclusion: An International Journal

doi: 10.1108/edi-12-2020-0353

This article examines the labour market inclusion of documented and undocumented Afghan refugees in Pakistan using and extending Bourdieu's theory of capital.Design/methodology/approachThe authors draw on 22 semi-structured in-depth interviews with both documented and undocumented Afghan refugees in Pakistan.FindingsThe findings show the low capital endowments of refugees. Their economic capital is shaped by low levels of financial resources, and emotional capital is shaped by their psychological distress and traumata and identity capital takes the form of negative perceptions about them. Their low capital endowments are further reduced through different forms of symbolic violence, such as ambiguous and short-term government policies, bribery and abuse by the police as well as unfair treatment by employers. However, refugees do mobilise their capital endowments to enhance their labour market position. The authors identified resilience as emotional capital, their strategic development of who they are as identity capital as well as social and cultural capital in the form of ethnic and linguistic similarities with locals in finding ways to improve their inclusion in the labour market.Originality/valueThe authors provide insights in the dynamics that lead to and sustain the exclusion and inequalities faced by Afghan refugees in Pakistan.