Crossing the Line: Examining "Above" and "Below" the Line Diversity Activities in Organizations
Bibliographic record
Abstract
The increase in workforce diversity is a global phenomenon and puts extra pressure on organizations to manage employee diversity. This organizational challenge is reflected in the 2019 All-Academy theme, “Understanding the Inclusive Organization.” However, despite a strong body of research on employee experiences and diversity climate, diversity scholars have not been as prolific at providing practitioners robust evidence-based advice regarding organizational-level diversity efforts. This symposium has brought together researchers who are using various methodologies to examine organizational level, “above the line” elements of diversity management systems. Specifically, the first two papers in our symposium develop measurements of “above the line” diversity paradigms, which can help HR professionals identify their organizational expectations and values regarding diversity and inclusion. The third paper extends this work by qualitatively examining secondary data to show that organizations with more strategic focus on gender equality also have more robust diversity efforts throughout the organization. The next three papers examine various ways that managers can connect organizational level initiatives to employee experiences “below the line,” culminating in specific strategies for HR personnel. Taken together, these papers extend the research in diversity, human resource management and organizational behavior to provide a more comprehensive picture of the complete diversity management system across various levels of the organization. Organizational Diversity Paradigms Presenter: Isabel Metz; Melbourne Business School, U. of Melbourne Presenter: Sanjeewa Samanmali Perera; U. of South Australia Validation of a Measurement of Organizational Diversity Paradigms Presenter: Kelly Pledger Weeks; Rhodes College Presenter: Anita Davis; Trinity College Best Practice Gender Equality: Policies and Procedures that Translate into Positive Change Presenter: Terrance William Fitzsimmons; U. of Queensland Presenter: Miriam Yates; U. of Queensland Leadership for Inclusion
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.001 | 0.000 |
| Scholarly communication | 0.000 | 0.001 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one teacher head, not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".