Index

Citation (2019), "Index", Diversity within Diversity Management (Advanced Series in Management, Vol. 22), Emerald Publishing Limited, Bingley, pp. 295-306. https://doi.org/10.1108/S1877-636120190000022015 Publisher: Emerald Publishing Limited Copyright © 2019 Emerald Publishing Limited INDEX Ability status, 176, 178 cultural stereotypes, 189 implication for managers and decision-makers, 191 job positions by, 186 Acceptability, 10, 225 Accidental cluster, 20 Accountability, 100, 123, 169 Achievement gap, 122 Action and advocacy, 136–137 Affirmative action, 3, 118–119 Age, 64–65, 181 cultural stereotypes, 189 implication for managers and decision-makers, 191 job positions by, 186 “Age of Disruption”, 96 Allies, 132, 134 action and advocacy, 136–137 communication and confrontation, 135–136 impact on individuals, 138–139 impact on organizational culture, 139–140 knowledge and awareness, 134–135 minorities, 137 outcomes experienced by, 140–141 promotion and formation, 141–145 Allyship, 132 development, 145–146 future research, 147–148 limitations and caveats to current review, 146–147 literature review methodology, 133–134 outcomes, 138, 140–141 practical implications for organizations, 145–146 Amazon, 284 American Express, 133 Analyses of variance (ANOVA), 67 Animal(s) perceptions, 275–276 therapy, 278 “Appreciation of multiple cultures”, 104–105 Arkix S. A. (Colombian digital marketing agency), 285 Asian key focus markets, 31 Assimilationist model, 10 Assistance dogs, 279, 281 Attitudes, 41, 64–67, 72, 79, 85, 100, 138, 142–143, 201, 228, 259–260, 273 anti-prejudice, 139 counterbalancing lurking, 256 ecological, 276 group, 64 negative, 81 non-contextual, 258 peer, 260 people’s, 275–276 perception of diversity, 69–70 positive, 275–276 prejudicial, 139 skin color and raters, 86 tackling peer-related, 256 Attitudes toward women scale (AWS), 180 Attributes of immigrants, 82 country of origin, 83 education and skill level, 87–88 gender, 86–87 perceived danger or peril, 83–84 perceived disruptiveness, 84–85 race/ethnicity, 85–86 SES, 87 Audit, 99–101 Audit committee, 101, 103, 107, 109 composition, 106 Australian Centre for International Business, 11 Autism spectrum conditions (ASCs), 120 Average revenue per user (ARPU), 166 Barilla, Guido, 25, 29–30 Barilla G. e R. Fratelli S. p. A. (Barilla), 18, 21–22 contemporary challenges, 25–28 family succession and challenges, 28–30 LGBT Scandal, 24 literature review, 19–20 methodology, 20–21 sales and market share dynamics, 30–31 timeline, 23 BBVA, 209–211, 213 “Being diverse”, 99 Bibliometric method, 229, 241 “Big bang” transformation, 121 Biological organisms, 279 Black leadership, 123 Board and committee diversity, 102–104 Board composition, 41–44 Board diversity, 41, 44 in audit and finance committees, 99 Coca-Cola Company, 101–107 diversity and inclusion, 107 limitation and future research, 109–110 practical implication, 110 research methodology, 101 theoretical background, 99–101 See also Managing diversity (MD) Board gender diversity, 41, 44, 48–49, 51–52, 98–99 Board of directors, 39, 47, 98, 102, 204–205 Board structure and committees, 102–103 Brazilian key focus markets, 31 British Retail Consortium (BRC), 22 Business agenda in HEIs, 121–123 enterprises, 157 sources, 178 “c factor”, 97 “Calling-party-pays” policy, 166 Cancer and Bio Detection Dogs (2008), 281–282 Canidae , 276 Canine Airport Therapy Squad (CATS), 285 Canon Law, 263 Career life cycle, 255 Cathy, Dan, 26–27 CFO, 106–107 Chick-fil-A (US-based restaurant), 26–28 Childhood education, 133–134 Children (family-related factors), 258–259, 275 Civil Rights Act (1964), 125 Closed societies, 9 Cluster of keywords, 233, 235–236 Co-word analysis, 222, 229–230, 232–233, 241 Coca-Cola Company, 99 board and committee diversity, 101–104 composition of audit and finance committee, 106 institutional biases, 106–107, 108–109 required and desired skills, 103–105 Cognitive diversity, 156–157 College completion gap. See Achievement gap Common method variance (CMV), 74–75 Communication, 135–136 Community, 101 cellular telephony, 167 community-based project, 155 community-based telecommunication networks, 164 community-oriented programs, 156 members, 168–169 Community-based telecommunication networks, 164 Compensation, 100, 104 Composite index, 201 Confrontation, 135–136 Confucianism/dynamism, 201 Contextual factors, 255–256 family-related factors, 258–259 institutional factors, 256–257 Conthe Code, 208 Corporate boards, 38, 44, 98, 208 appointing women in corporate boards of directors, 41–42 women underrepresentation in, 39–41 Corporate culture, 9 Corporate Enterprises Act , 208 Corporate social responsibility (CSR), 19, 38, 101 Corporate success, 6 Crisis clusters of SCCT, 20 Critical race theory (CRT), 116, 124 Cross-national transfer of organizational practices/policies, 200–202 “CS Gender 3000: Women in Senior Management, The”, 41 Cultural/culture, 276 barriers, 167–171 dimensions, 2, 41, 180, 201 factors, 99, 229 of inclusion, 229, 231 signals and messages, 9 Culturalist approach, 200–201 Curiosity, 225–226 Decision-making levels, 122 process, 98 Deep-level diversity, 62, 103 Demographic(s), 67 characteristics, 64 demographic-descriptive usage of multiculturalism, 4 groups, 62, 69–70, 72–73 Denver Airport, 285 Detectors, 155, 161, 279 Differentialist model, 10 Disability, 6, 14, 146, 177, 179, 185, 188, 212 discrimination, 120 in labor market, 181–182 Disciplines, 81–82, 132, 222, 230, 256, 262 Discrimination, 3, 5–6, 181–182 criteria in job vacancies, 187–188 and fairness in higher education, 117–121 job offers, 190 in organizations, 8–9 Disease biosensors, 279, 281–282 Disruptiveness, 84 “Distintivo Empresa Incluyente ‘Gilberto RincónGallardo’®” award, 182, 184 Diverse boards, 100–101 “Diverse directors”, 99, 109–110 “Diverse leaders”, 99 “Diverse” board members, 105, 107 “Diverse” members, 102–104, 106 “Diverse” outsider, 102 Diversity age, 64–65 approaches, 2–4 characteristics, 119 climate, 73 critique of diversity model, 7–8 of customers, 228 group conflict, 66 of ideas, 228 implications, 73–75 instrument, 67–68 leader, 110 literature review, 64 management, 11–15, 132, 156, 177, 191 of markets, 228 methodology, 66 nationality, 65 percentage, 102 Relative Deprivation Theory, 71–72 seniority, 65 of students in higher education, 116–127 study’s results, 68–71 of talent, 228 zero-sum commodity, 63–64 See also Board diversity; Managing diversity (MD) Dog pawternity. See Pawternity of dogs Domestic dog (canis familiaris), 276 “Double burden” syndrome, 40 Double revenues by 2020, 31 Drugs detection dogs, 280 Earning quality, 185, 187, 191 EBSCOHost (electronic database), 44 Economic barriers, 167–171 Economic participation, 185–186, 207 Education(al), 138 leaders, 240 and skill level, 87–88 Educators, 139 Efficiency, 28, 100, 156–157 Emerald (electronic database), 44 Employee resource groups (ERGs), 133, 146 Employees, 6, 74, 90–91, 96, 101, 213, 224, 285 foreign and minority university, 66–67 LGBT, 27 psychological safety, 228 Employment decisions, 9, 79, 82–88 opportunities, 176, 181 Environment(al), 101 business, 24, 39, 43 cultural and institutional, 100 equitable and supportive learning, 117 knowledge, 275 nonmarket, 24 pet-friendly work, 287 productive, 6 transparent information, 41 Equal opportunities (EO), 3–7, 156, 260, 265 critique of, 5–7 to diverse workers, 189 Equal Pay Act (1970), 3 Equality, 8–9, 116, 125 of condition, 2–3 discrimination and fairness in higher education, 117–121 in employment opportunities, 176 implications, 126 justice through transformation of society, 124–125 legislative instruments and institutions, 182–184 limitations, 127 literature review, 117 notions of managing diversity in HEIs, 123 of opportunity, 2–3 of outcome, 2–3 political and business agenda in HEIs, 121–123 recommendations, 126–127 research, 117, 127 results, 125–126 theories, 2–4 See also Gender equality Equity, 98, 119, 125, 132, 137, 156–157 Ethnic diversity, 99, 119 importance, 10 new policy responses to, 4 policies for, 4 See also Gender diversity Ethnicity, 8, 41, 44, 68, 85, 117, 122, 125, 157, 177, 187, 240 decline, 2 importance, 5 significance, 4 Euphemism, 159–160 Euromonitor, 282 Europe, Middle East and Africa (EMEA), 203 European Union (EU), 87, 98 approach of gender bias, 252 Executive committees, 100, 103 Fairness in higher education, 117–121 Family business, 28, 30 diverse human family/diverse family, 273–289 family-related factors, 258–259 succession, 28–30 Federal Government Institutions, 182, 184 Federal Labor Law (FLL), 176, 179, 182–183, 189 Federal Law, 176 to Prevent and Eliminate Discrimination, 182–183 Federal State of Oaxaca, 154 Female representation, 44, 48, 203 negative impact, 51 in organizations, 198, 204 Female talent, 42, 102 Filters, 155, 161 Finance committees, 100–101, 103, 106 Financial indicators, 44, 47, 49, 52–53 Firm performance, 44, 49, 98, 100, 109–110 board composition and consequences, 43 of foodservice products, 25 Followership, 223 Foreign subsidiaries, 200, 202, 214 Forest plot, 50 Gaokao grades-bonus policies, 126 Gender, 44, 86–87, 97, 180–181 cultural stereotypes, 189 gender-related wage gap, 187 implication for managers and decision-makers, 191 job positions by, 186 quotas, 203 stereotyping processes, 254 Gender bias, 40 in academia, 249 diversity, 248–249 implications and areas for future research, 265 individual aspect, 249–251 institutional aspect, 251–254 integrative conceptual framework, 255–261 perspectives, 249 policies and strategies, 261–263 policy-making, 264 stereotypes, 263 as unconscious bias, 254–255 Gender diversity, 41–42, 44, 99, 156–157 cross-national transfer of organizational practices/policies, 200–202 gender equality in organizational positions, 209–211 gender equality policies and/or initiatives in Spain, 207–208 institutional factors driving transfer of gender equality practices/policies, 202–207 practices in MNCs, 198–200 See also Ethnic diversity Gender equality, 198, 206 in different organizational positions in largest Spanish MNCs, 209–211 policies/initiatives in Spain, 207–208 See also Equality General Agreement on Trade and Services (GATS), 121 General Law for Equality between Women and Men, 176, 182–183 Genuine Spaghetti Bowl, 24 “Glass ceiling” effect, 40 “Glass cliff”, 40 “Global higher education market”, 123 Global Leadership Organizational Behavior Effectiveness project (GLOBE project), 41 Globalization, 2, 96, 228 Gluten-free products, 31 Google, 96, 98, 133, 285 Google Scholar, 44, 241 Governance, 14, 49, 101 Gratz v. Bollinger , 118 Gross Domestic Product (GDP), 161 Group conflict, 66, 74 Grutter v. Bollinger , 118 Guide dogs, 281 Herding dogs, 282 Heterogeneity, 6, 37, 50, 53, 119 Higher education, 117 discrimination and fairness in, 117–121 equality and diversity of students in, 116–127 Higher education institutions (HEIs), 116, 119 managing diversity notions in, 123 political and business agenda in, 121–123 Higher-status groups, 64 Historically white colleges and universities (HCWUs), 118–119 Host-country nationals, 65, 67 Human capital perspective, 99 Human resources (HR), 11, 145 practices, 215 practitioners, 133 Human Rights Campaign, 24, 26–27 Human Rights Policy, 101 Human–animal relationships, 274–275 Human–dogs relationships, 276–278 Ideological-normative usage of multiculturalism, 4–5 Immersion/emersion phase, 144–145 Immigrants, 80 attributes, 82–88 changing stereotypes, 89 country of origin, 83 directly changing affective reactions toward, 90 model of unfair discrimination against, 81–82 rewards contingent in organizations, 89–90 social cognition, 81 strategies for overcoming problem, 89–91 use of impression management to change images, 90–91 Imposter syndrome, 141 Inclusion, 102, 132, 155, 223–225 Inclusive leadership (IL), 222–225 analysis and results, 231 articles in field of, 234 barriers against, 229 characteristics, 225–226 cluster of keywords, 233, 235–237 field evolution, 237–238 implications for practice, 239–240 key domains for, 231–232 limitations, 241 methods and data, 229–231 research on, 227–229 systematically grouping keywords, 238–239 theoretical foundation, 226–227 See also Leadership Inclusive organizational programs, 123 Inclusiveness, 223–224, 228, 240 Individual(s) allies’ impact, 138–139 aspect of gender bias, 249–251 attitudes and past experience, 260 perception, 117 Information and communication technologies (ICT), 154 Institutional aspect of gender bias, 251–252 engendered academic disciplines, 254 organizational culture and small-scale factors, 252–254 policies in place, 252 Institutional biases, 106–107 Institutional culture, 257, 263 Institutional distance, 202 Institutional factors, 256–257 Institutional theory, 200–202 Instituto Nacional de Estadística y Geografía (INEGI), 179 Integrated diversity plan, 212 Integrative conceptual framework, 255 context-subject relationship, 255–256 contextual factors, 256–259 non-contextual factors, 259–261 Intentional cluster, 20 International Food Standard (IFS), 22 International Labor Organization (ILO), 178, 180 International secondary data, 178 Islamic veils, 74 Isomorphism, 207 Job job-interview conception, 123 offers, 179, 185, 187–188, 190 position occupied, 185–187 quality, 185–186 JSTOR (electronic database), 44 Just in Time Distribution (JITD), 28 Justice through transformation of society, 124–125 Kikkoman (Japanese soy sauce company), 22 Knowledge and awareness, 134–135 domains, 233 Knowledge, skills, and abilities (KSAs), 89 Labor complaints of workplace’s discrimination, 188 Labrador Retrievers, 281 Landrace dogs, 282 Latin American countries, 14, 199 Spanish MNCs and gender equality practices/policies in, 211–213 Latin American immigrants, 84, 87 Law for Gender Equality , 208–209 Law for the Inclusion of Persons with Disabilities, 176, 182–183 Law of the Rights of Elderly People, 176, 182–183 Leadership, 222–223, 239 development programs, 240 inclusive leader characteristics, 225–226 inclusiveness, 224–225 Lesbian, gay, bisexual, and transgender community (LGBT community), 19–20, 27–28 LGBT Scandal, 24 Lesbian, gay, bisexual, transgender, and queer community (LGBTQ community), 132, 135, 138, 141, 146, 148 Leveling conception, 115, 123, 125 LGBT advertising, 28 Liberal approach, 3–4 Livestock guardian dogs, 282 Low-cost cell phone system, 155, 161–162 Macro-national level framework, 177 Magical Villages Program, 161 Mainstreaming of equality, 7–8 Managing diversity (MD), 6–8, 125–126 notions in HEIs, 123 Mathematical models, 96 Mentorship, 146, 262, 264 Meso-organizational level framework, 177, 189–190 Meta-analysis, 13, 39, 43–45, 47, 49–51, 136, 138 #MeToo movement, 99 Mexican Constitution, 182 Mexican Federal Labor Law, 176, 182 Mexican National Institute for Elder Persons (INAPAM), 182, 184 Mexican Women’s Institute (INMUJERES), 182, 184 Mexico, 166 GDP, 161 workplace inequality management in, 176–192 Micro-individual level framework, 178 Microsoft, 133 Minority community, 141–142, 148 Minority ethnic workers in organizations, 9–10 Mixers, 155, 161 MNEs, 18, 24, 207 Modulators/demodulators, 155, 161 Multicultural organizations, 63, 73–74 Multiculturalism, 4–5, 10–11 critiques, 5–10 Multidimensional scaling (MDS), 231 Multiethnic states, policy models of, 10–11 Multinational companies (MNCs), 198–199 cross-national transfer of organizational practices/policies, 200–202 institutional factors driving transfer of gender equality practices/policies, 202–207 Multivariate analyses of covariance (MANCOVA), 68–70 “My Dog Is My Home” project, 277 National Council for People with Disabilities (CONADIS), 182, 184 National Council to Prevent Discrimination (CONAPRED), 182, 184 National macro-approaches, 177 National Statistics Institute of Mexico (INEGI), 159 National welfare states, 206 Nationality, 11–12, 41, 44, 63–65, 67 NGOs, 24 Nochixtlán, Oaxaca (Research Case), 159–162 Nominating/governance, 100 Non-contextual factors, 255, 259 individual attitudes and past experience, 260 mother’s age, 260–261 peer attitudes and past experience, 260 “Non-diverse” members, 105–106 “Non-diverse” outsider, 102 Non-economic barriers, 154 Non-for-profit organizations, 172 Non-minority individuals, 132 Non-organizational contexts, 132 Non-required committees, 100 Nonmarket environment, 24 North America’s 1994 Trade Agreement (NAFTA), 161 Official Mexican Norm for Labor Equality and Nondiscrimination (NMX-R-025-SCFI-2015), 182, 184 Ontological equality, 2–3 Open educational resources (OER), 122 Openness to diversity, 62, 65, 67 Optimal distinctiveness theory (ODT), 227, 238 Organization for Economic Co-operation and Development (OECD), 154–155 Organization(al), 96, 133 allies’ impact, 139–140 contexts, 132 contingencies, 229 culture, 8–9, 252–254 discrimination in, 8–9 minority ethnic workers in, 9–10 organizational-supportive policies, 140 power-holders, 9 practical implications for, 145–146 See also Cultural/culture Oxytocin receptor gene (OXTR gene), 277 Parenthood in academia, 261 Pasta Cooking System, 22 “Pasta Corner” partnership, 22 Patrol dogs, 280 Pawternity leave, 284, 286 Pawternity of dogs human–animal relationships, 274–275 human–dogs relationships, 276–278 people’s attitudes and perceptions of animals, 275–276 pet care market, 282–283 pet-friendly work environments, 283–286 public life of pets, 279 working dogs, 279–282 Pearson’s Correlation Coefficient (PCC), 44, 50 Pedrignano plant on outskirts of Parma, 22 Peer attitudes and past experience, 260 Perceived danger or peril, 83–84 Perceived discrimination, 117 Perceived disruptiveness, 84–85 Perceived diversity functioning, 62 Perceived Work Group Openness to Value Dissimilarity , 67–68 Perceived Work Group Openness to Visible Dissimilarity , 67–68 Pet-friendly work environments, 283 Amazon, 284 Arkix S. A., 285 Denver Airport, 285 dogs perceiving as “better animals”, 286 gains and regulations, 286 Google, 285 pawternity leave, 286 Pet-oriented Child Psychotherapy, 278 Pet(s) animals, 278 care market, 282–283 food market, 283 public life of, 279 Pigeon-Holing, 106 Police dogs, 279–280 Policy models of multiethnic states, 10–11 Policy-making, 255–256, 264 Political and business agenda in HEIs, 121–123 “Portal del Empleo” (government employment job board), 190 Pregnancy in workplaces, 189 Programmatic-political usage of multiculturalism, 4 ProQuest (electronic database), 44 PsycARTICLES database, 133–134 PsycINFO database, 133–134 Public life of pets, 279 Publication bias, 43 Quality of earnings, 185, 187 job, 185–186 of secondary data, 178 Race Relations Act (1976), 3 Racial/race, 63–64, 85–86, 97, 118 diversity, 99 stereotypes, 9–10 Racist ideologies, 116, 118 Radical model, 6 Radio communication system, 164 Rationalization, 255 Recruitment policies, 262 Recruitment practices in Mexico, 179 Relational conflict, 63, 66, 75 framework, 177 group conflicts, 66, 68 leadership theory, 226 social constructionist leadership, 226 Relative Deprivation Theory, 64, 71–72 Remedy conception, 123 Reputational capital, 19 Reputational threat, 20 Return on assets (ROA), 44–45, 47, 100 Return on equity (ROE), 44–45, 47 Return on investment (ROI), 44 Rhizomatica (not-for-profit organization), 162 Rural telecommunication network in rural Oaxaca, 164–167 Sales and market share dynamics, 30–31 “Sameness”, 3, 6, 8 Science mapping research, 229 ScienceDirect (electronic database), 44 Scientometric methods, 241 Scopus database, 222, 230, 232, 241 Self-esteem, 116 Seniority, 64–65, 67–68, 70 Servant leadership, 229, 236, 240 Service dogs, 280–281 Sex Discrimination Act (1975), 3 Sexual harassment, 189–190 Shared values, 5, 9 Single case-study methodology, 21 communication theory 20 business model, 155 capital, 155, 164 as for social model, 82 154 theory, 116 and diversity management justice theory, 226–227 18, 25, 27 policy, 154 82 Science Citation 97 investment in education, 122 justice through transformation of, 124–125 5 121 between ethnic groups in, 5 in, social in, 87 155, 161–162 Spain, gender equality policies and/or initiatives in, 207–208 Spanish MNCs, 207 gender equality in different organizational positions, 209–211 and gender equality practices/policies, 211–213 120 (family-related factors), 258 83 81–82, 263 40 for Equal 207 202 of MNCs, 207 of MNEs, 207 policy, diversity, 62, 103 group conflict, 63, 66, 68, 75 96, 228 project Nochixtlán, Oaxaca, 159–162 154–155 overcoming cultural and barriers, 167–171 research method, and rural telecommunication network in rural Oaxaca, 164–167 social capital as for social 164–167 162 business model, in Nochixtlán, 169 de 166 44–45, conception, 123 approach, 6 117 justice through transformation of society, 124–125 conception, 123 181 in Mexico, 181 discrimination, 13, of on, Code, 208 model, 212 on Rights of with Disabilities, 121 work, 180 Act of 80 Value 62, 70 diversity approach, 6 cluster, 20 Visible 62, 74 of 231 231 in approach, 5 of Science 230, 241 job 187–188 (electronic database), 44 106–107 (canis 276 Women in academia, on boards in largest Spanish MNCs, challenges, 261 41–42 and of in corporate boards and leadership on corporate boards of directors, academic employment 207–208 in leadership, in labor in different practical implications, in board and performance, 44 of in diversity in organizations, 62 women in, 6 dogs, 279 biosensors, 281–282 and dogs, 282 pet food market, 283 pet 283 dogs, 279–280 dogs, 280–281 inequality management in Mexico country diversity management research, equality legislative instruments and institutions, 182–184 implication, 191 outcomes in, limitations and future research, level framework, 189–190 research approach, theoretical background, 178, 202 Trade Organization 121 commodity, 63–64 leader of Diversity within Equality and Managing Diversity and of Barilla of Women on Corporate of and Firm Financial and Perceived Openness to Diversity of Attributes on Discrimination in Board Diversity in Audit and Finance of Coca-Cola Equality and Diversity of in Higher as Diversity and Inclusion in the Managing Diversity and Inclusion in and Economic Managing in of Gender, Age, and Managing Gender Diversity in in National of Spanish MNCs in Latin American Inclusive Scientometric of Gender in to the Diverse Human and Pet-friendly Work Pawternity of Dogs

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