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Administrative Sciences
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Diversity, Equity & Inclusion and Its Perception in Organization
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Diversity, Equity & Inclusion and Its Perception in Organization

A special issue of Administrative Sciences (ISSN 2076-3387). This special issue belongs to the section "Gender, Race and Diversity in Organizations".

Deadline for manuscript submissions: 30 April 2024 | Viewed by 6798

Special Issue Editor

Dr. Ana Aleksić

E-Mail Website
Guest Editor
Faculty of Economics and Business, University of Zagreb, 10000 Zagreb, Croatia
Interests: organizational behavior and design; deviant workplace behavior; diversity management

Special Issue Information

Dear Colleagues,

The creation of a healthy work environment that enhances employee wellbeing has become one of the central issues in organizational research and practices. This kind of work environment affects employees’ attitudes and behaviors toward organization but also leads to an increase in organizational health and performance (Page, Vella-Brodrick, 2009). Still, the creation of a healthy work environment requires the inclusion of diverse individuals, embracing differences and improving equity and inclusion in the workplace. The view of diversity, equity and inclusion in organizations has changed to a more strategic concept (Allen et al., 2008), with the creation of organizational policies and culture aimed at incorporating diversity, differences and equity. However, organizations frequently fail in their efforts to carry out strategic diversity initiatives due to “systemic, structural, organizational, institutional, cultural, and societal obstacles” (El-Amin, 2022, p. 208). One of the questions that also arises with regard to recent diversity issues is if this concept has truly led to significant changes in organizational cultures and policies, or have organizations settled back into the status quo? (Baum, 2021).

The aim of this Special Issue is to address the issue of diversity, inclusion and equity and its perception in different organizational settings. Moreover, the issue is aimed at addressing:

  • The general trends in research and practice of diversity, equity and inclusion.
  • The role and importance of diversity, equity and inclusion in the workplace.
  • Context and nature of diversity management policies and practices in organizations.
  • Perception of various antecedents and consequences of diversity, equity and inclusion at the individual, group and organizational level.
  • Systemic, structural, organizational, institutional, culturaland societal obstacles related to diversity, equity and inclusion and its implementation in diverse organizational settings and workplaces.

Besides these proposed topics, we encourage other topics that review and question the existing research and practice on the issues of diversity, equity and inclusion and its perception in organizations. Both review and research papers using various methodological approaches are welcomed.  

Please feel free to contact the Guest Editor ([email protected]) if you have any questions.

We look forward to your valuable submissions and input on this important and relevant subject.

Dr. Ana Aleksić
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • diversity, equity and inclusion (DEI)
  • perceptions
  • organizations
  • workplace

Published Papers (4 papers)

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Research

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23 pages, 933 KiB  
Article
Gender Disparity Index in European Former Communist States: Assessing the Influence of EU Membership
by Ionel Sergiu Pirju, Manuela Carmen Panaitescu, Sergiu Lucian Sorcaru, Liviu Mihail Marinescu and Daniela Aurelia Tanase Popa
Adm. Sci. 2024, 14(4), 73; https://doi.org/10.3390/admsci14040073 - 08 Apr 2024
Viewed by 582
Abstract
This research is a reflection on the new challenges in former European communist countries in three areas of gender equality. The analysis employs the gender disparity index (GDI), which encompasses life expectancy, education, and income indices, each equally weighted by gender. The former [...] Read more.
This research is a reflection on the new challenges in former European communist countries in three areas of gender equality. The analysis employs the gender disparity index (GDI), which encompasses life expectancy, education, and income indices, each equally weighted by gender. The former communist states are categorized into two clusters: the first comprising European Union (EU) member states, and the second consisting of non-EU member states or those in the integration process. The findings indicate pervasive gender-based inequalities across the former European communist bloc. This study offers critical insights for countries seeking EU accession, highlighting the need for targeted policies to address gender disparities in multiple domains. Contrary to the hypothesis positing a connection between feminine cultural values and gender egalitarian practices, the data do not support this assertion. The implications of this research are particularly pertinent for aspiring EU member states, who must navigate issues of monopolism while striving to establish effective principles of business efficiency. Full article
(This article belongs to the Special Issue Diversity, Equity & Inclusion and Its Perception in Organization)
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17 pages, 317 KiB  
Article
Managing Cultural Diversity and Conflict in Family Businesses: An Organizational Perspective
by Tanja Gavrić and Ivana Načinović Braje
Adm. Sci. 2024, 14(1), 13; https://doi.org/10.3390/admsci14010013 - 08 Jan 2024
Viewed by 2281
Abstract
This study aims to investigate the occurrence of conflicts in family businesses, particularly focusing on their impact on founder behavior and organizational culture. Conducted in Bosnia and Herzegovina, the research employs a qualitative methodology to gain an in-depth understanding of conflicts within family [...] Read more.
This study aims to investigate the occurrence of conflicts in family businesses, particularly focusing on their impact on founder behavior and organizational culture. Conducted in Bosnia and Herzegovina, the research employs a qualitative methodology to gain an in-depth understanding of conflicts within family businesses. The study utilizes semi-structured interviews as the primary data collection tool, engaging with 5 founders and 12 successors across various family owned businesses. The sample, comprising 17 participants, offers diverse perspectives on conflict dynamics between founders and successors. The interviews, designed to explore recurring key themes, delve into the nature and characteristics of task and process-based disagreements within these family enterprises. Key findings from this study include the observation that task or process-based disagreements, commonly arising between family members, can act as catalysts for founders to re-evaluate their behavior, potentially influencing the shaping of the organizational culture. The research highlights the importance of fostering a culture of open communication, critical thinking, and respect within family firms. Such a culture can play a significant role in reducing relationship conflicts and aid in reaching constructive resolutions. Additionally, the study reveals that the features of organizational culture within family businesses can be instrumental in managing conflicts effectively. This research underscores the complexity of family relationships in business settings and emphasizes the necessity of examining these dynamics from multiple angles. Given the prevalence of family members in key positions within family firms, the study sheds light on the importance of addressing diversity and conflict among family members, considering their long-term implications on the culture and future of these firms. Full article
(This article belongs to the Special Issue Diversity, Equity & Inclusion and Its Perception in Organization)
15 pages, 685 KiB  
Article
Disentangling Workplace Sexism in Age Generations: A Multi-Group Analysis on the Effects on Job Satisfaction and Task Performance
by Martina Morando
Adm. Sci. 2023, 13(9), 210; https://doi.org/10.3390/admsci13090210 - 21 Sep 2023
Cited by 1 | Viewed by 2219
Abstract
The gender gap is a current topical issue. Sexist assumptions that manifest as gender stereotypes are partially responsible for these inequalities. The ambivalent sexism theory argues that hostile sexism refers to explicitly antagonistic sexist attitudes, while benevolent sexism refers to apparently positive but [...] Read more.
The gender gap is a current topical issue. Sexist assumptions that manifest as gender stereotypes are partially responsible for these inequalities. The ambivalent sexism theory argues that hostile sexism refers to explicitly antagonistic sexist attitudes, while benevolent sexism refers to apparently positive but implicitly malevolent attitudes. There has been evidence reported that benevolent sexism is detrimental to women’s personal and professional well-being, implies lower levels of career aspiration and impacts task performance. This study is aimed at examining the impact that the experience of benevolent and hostile sexism could have on performance and job satisfaction. A total of 402 female workers were enrolled. The results showed that an experience with benevolent sexism significantly decreased the positive relationship between work engagement, psychological capital and organisational support and outcomes. Conversely, hostile sexism only reduces job satisfaction in its interaction with work engagement and organisational support. Moreover, through a multi-group analysis, possible differences across age were examined in the theorised model. Here, the younger generation seems to be more affected and experience more benevolent sexism than the older generation, which is seen both in individual moderators and in their interactions with predictors. This study is helpful for a deeper comprehension of contemporary sexism, offering also suggestions for equality policies’ design. Full article
(This article belongs to the Special Issue Diversity, Equity & Inclusion and Its Perception in Organization)
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Review

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12 pages, 213 KiB  
Review
Exploring the Role of Socially Responsible Marketing in Promoting Diversity, Equity, and Inclusion in Organizational Settings
by Željka Marčinko Trkulja, Dinko Primorac and Irena Bilić
Adm. Sci. 2024, 14(4), 66; https://doi.org/10.3390/admsci14040066 - 30 Mar 2024
Viewed by 766
Abstract
This paper delves into the concept of socially responsible marketing and its significance in fostering diversity, equity, and inclusion within organizational environments. It elucidates the connection between marketing and corporate social responsibility (CSR), showcasing methods of integrating social responsibility into marketing activities. Ethical [...] Read more.
This paper delves into the concept of socially responsible marketing and its significance in fostering diversity, equity, and inclusion within organizational environments. It elucidates the connection between marketing and corporate social responsibility (CSR), showcasing methods of integrating social responsibility into marketing activities. Ethical principles inherent in socially responsible marketing are delineated, along with examples of CSR programs and projects within marketing initiatives. Furthermore, the paper explores the context and nature of diversity management policies and practices in organizations, highlighting the need for aligning marketing efforts with inclusive practices. It delves into the perception of various antecedents and consequences of diversity, equity, and inclusion at individual, group, and organizational levels, emphasizing the role of marketing in shaping perceptions and fostering inclusivity. Additionally, the paper addresses systemic, structural, organizational, institutional, cultural, and societal obstacles related to diversity, equity, and inclusion, underscoring the importance of socially responsible marketing in overcoming these challenges. It provides insights into how marketing initiatives can contribute to dismantling barriers and promoting diversity and inclusion within diverse organizational settings and workplaces. In conclusion, the paper underscores the pivotal role of socially responsible marketing in advancing diversity, equity, and inclusion agendas within organizational settings. It emphasizes the need for ethical and inclusive marketing practices and offers recommendations for incorporating social responsibility into marketing strategies to foster a more inclusive and equitable business environment. Full article
(This article belongs to the Special Issue Diversity, Equity & Inclusion and Its Perception in Organization)
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