Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Business – serie

This book highlights the key contemporary issues and challenges relating to workplace religious diversity and inclusion. Challenging organizations to take religion and religious inclusion in the workplace seriously, it explores multiple perspectives and themes – from workplace stigma and employment discrimination, to strategic diversity and inclusion management. The author focuses on integrating theory and practice in examining emerging religious inclusion issues in the workplace, providing insights based on real-world case studies from around the world.

Adopting an intersectional lens, this book comparatively examines the multiple processes and systems of power that frame the experiences of female entrepreneurs in the Caribbean and the fluid ways in which they respond to these. Specifically, it challenges entrepreneurial scholars who are concerned with the experiences of women within that sector to critically interrogate interlocking structures of power (e.g. gender, race, class, age, industry-based hierarchies) that operate within that space, the marginalizing effects of related processes, and the extent to which these affect their thinking and practices of female entrepreneurs within the region. Through comparative lenses, the book highlights the structural and relational realities and complexities that undergird the entrepreneurial landscape within the region, the effects of these on the entrepreneurial identities, positionalities, and practices of female entrepreneurs. It underscores the many ways in which they navigate that terrain. In so doing, the book offers critical insights into the historical, socio-cultural and economic parameters within which female entrepreneurs in the region engage, the lived realities associated with these, the prospects or possibilities for re-presenting or re-framing such contextual and discursive spaces. It also provides necessary understandings of the motivations, positions, prospects, possibilities and constrains of entrepreneurial women in the region and the policy implications of these realities. This book offers insights for scholars and policymakers that are important for (i) understanding the current gaps in entrepreneurial research and policy, (ii) the tools, methods, and strategies that are needed to address these contextual and discursive realities, and ultimately, (iii) the ways in which policy makers and local governments can promote the authentic empowerment of female entrepreneurs in the region, while giving considerations to precarious realities of women.

Adopting an intersectional lens, this book comparatively examines the multiple processes and systems of power that frame the experiences of female entrepreneurs in the Caribbean and the fluid ways in which they respond to these. Specifically, it challenges entrepreneurial scholars who are concerned with the experiences of women within that sector to critically interrogate interlocking structures of power (e.g. gender, race, class, age, industry-based hierarchies) that operate within that space, the marginalizing effects of related processes, and the extent to which these affect their thinking and practices of female entrepreneurs within the region. Through comparative lenses, the book highlights the structural and relational realities and complexities that undergird the entrepreneurial landscape within the region, the effects of these on the entrepreneurial identities, positionalities, and practices of female entrepreneurs. It underscores the many ways in which they navigate that terrain. In so doing, the book offers critical insights into the historical, socio-cultural and economic parameters within which female entrepreneurs in the region engage, the lived realities associated with these, the prospects or possibilities for re-presenting or re-framing such contextual and discursive spaces. It also provides necessary understandings of the motivations, positions, prospects, possibilities and constrains of entrepreneurial women in the region and the policy implications of these realities. This book offers insights for scholars and policymakers that are important for (i) understanding the current gaps in entrepreneurial research and policy, (ii) the tools, methods, and strategies that are needed to address these contextual and discursive realities, and ultimately, (iii) the ways in which policy makers and local governments can promote the authentic empowerment of female entrepreneurs in the region, while giving considerations to precarious realities of women.

Entre-employees are those who work for an organization while running their own company, with no interest in the transition to full-time entrepreneurship. This book explores the history, challenges, and leadership development of women entre-employees. The author examines the impact of COVID as well as race and sexism in the workplace on women entre-employees. She also discusses how women are more likely to embrace community-driven businesses, which often face slow growth. Given these challenges, the author proposes ways that employers can support women entre-employees, who have been proven to be valuable workers. Using the life stories of women entre-employees, this useful addition to the entrepreneurship field will appeal to entrepreneurship scholars as well as those interested in topics related to leadership and gender at work.

Entre-employees are those who work for an organization while running their own company, with no interest in the transition to full-time entrepreneurship. This book explores the history, challenges, and leadership development of women entre-employees. The author examines the impact of COVID as well as race and sexism in the workplace on women entre-employees. She also discusses how women are more likely to embrace community-driven businesses, which often face slow growth. Given these challenges, the author proposes ways that employers can support women entre-employees, who have been proven to be valuable workers. Using the life stories of women entre-employees, this useful addition to the entrepreneurship field will appeal to entrepreneurship scholars as well as those interested in topics related to leadership and gender at work.

This book addresses the most pressing and current work-life issues that are impacting Equity, Diversity, and Inclusion (EDI) in organisations across the Asia-Pacific. It is organised around three major themes: (1) Work-life equality and justice; (2) Technology, work, and family; and (3) Work-life values and trends in Asia, all of which will be discussed in relation to EDI. Issues concerning the work-life interface are closely intertwined with issues relating to EDI—for example, labour market inequalities are often fuelled by the interplay of gender, race, and family circumstances. Yet, comparatively lesser attention has been given to the non-work aspects (particularly, the family context) in research on the work-life interface and contemporary EDI issues. Breaking away from a predominantly Western perspective, this volume offers fresh insights and empirical evidence, shedding light on the most urgent and critical work-life challenges faced by people in the Asia-Pacific It also provides deep understanding of the broader social, economic, and political environments shaping work-life trends. It will appeal to researchers and practitioners interested in topics related to human functioning and flourishing at work, at home, and in society.

This book addresses the most pressing and current work-life issues that are impacting Equity, Diversity, and Inclusion (EDI) in organisations across the Asia-Pacific. It is organised around three major themes: (1) Work-life equality and justice; (2) Technology, work, and family; and (3) Work-life values and trends in Asia, all of which will be discussed in relation to EDI. Issues concerning the work-life interface are closely intertwined with issues relating to EDI—for example, labour market inequalities are often fuelled by the interplay of gender, race, and family circumstances. Yet, comparatively lesser attention has been given to the non-work aspects (particularly, the family context) in research on the work-life interface and contemporary EDI issues. Breaking away from a predominantly Western perspective, this volume offers fresh insights and empirical evidence, shedding light on the most urgent and critical work-life challenges faced by people in the Asia-Pacific It also provides deep understanding of the broader social, economic, and political environments shaping work-life trends. It will appeal to researchers and practitioners interested in topics related to human functioning and flourishing at work, at home, and in society.

This book takes a historical approach to explore data, algorithms, their use in practice through applications of AI in various settings, and all of the surrounding ethical and DEI implications. Summarizing our current knowledge and highlighting gaps, it offers original examples from empirical research in various settings, such as healthcare, social media, and the GIG economy.The author investigates how systems relying on a binary structure (machines) work in systems that are instead analogic (societies). Further, he examines how underrepresented populations, who have been historically penalized by technologies, can play an active role in the design of automated systems, with a specific focus on the US legal and social system.One issue is that main tasks of machines concern classification, which, while efficient for speeding up decision-making processes, are inherently biased. Ultimately, this work advocates for ethical design and responsible implementation and deployment of technology in organizations and society through through government-sponsored social justice, in contrast with free market policies.This interdisciplinary text contributes to the timely and relevant debate on algorithmic fairness, biases, and potential discriminations. It will appeal to researchers in business ethics and information systems while building on theories from anthropology, psychology, sociology, management, marketing, and economics.

This book takes a historical approach to explore data, algorithms, their use in practice through applications of AI in various settings, and all of the surrounding ethical and DEI implications. Summarizing our current knowledge and highlighting gaps, it offers original examples from empirical research in various settings, such as healthcare, social media, and the GIG economy.The author investigates how systems relying on a binary structure (machines) work in systems that are instead analogic (societies). Further, he examines how underrepresented populations, who have been historically penalized by technologies, can play an active role in the design of automated systems, with a specific focus on the US legal and social system.One issue is that main tasks of machines concern classification, which, while efficient for speeding up decision-making processes, are inherently biased. Ultimately, this work advocates for ethical design and responsible implementation and deployment of technology in organizations and society through through government-sponsored social justice, in contrast with free market policies.This interdisciplinary text contributes to the timely and relevant debate on algorithmic fairness, biases, and potential discriminations. It will appeal to researchers in business ethics and information systems while building on theories from anthropology, psychology, sociology, management, marketing, and economics.

This book provides an in-depth exploration of indigenous entrepreneurship and its challenges while addressing ways to make businesses more inclusive and sustainable in the long term. Offering a balanced mix of critical perspectives, theoretical insights and practical implications, provided by both academics and practitioners,  it examines how indigenous entrepreneurship practices in Southeast Asia challenge existing theories in business and management research. The chapters also explore the role of various stakeholders, such as the larger community and society, supply chain members, policy-makers, etc., in facilitating indigenous entrepreneurship.Highlighting the uniqueness and diversity of indigenous entrepreneurship in Southeast Asia, this book renders a comprehensive overview of contemporary indigenization topics, organized by Southeast Asian cultural and national contexts.

This book provides an in-depth exploration of indigenous entrepreneurship and its challenges while addressing ways to make businesses more inclusive and sustainable in the long term. Offering a balanced mix of critical perspectives, theoretical insights and practical implications, provided by both academics and practitioners,  it examines how indigenous entrepreneurship practices in Southeast Asia challenge existing theories in business and management research. The chapters also explore the role of various stakeholders, such as the larger community and society, supply chain members, policy-makers, etc., in facilitating indigenous entrepreneurship.Highlighting the uniqueness and diversity of indigenous entrepreneurship in Southeast Asia, this book renders a comprehensive overview of contemporary indigenization topics, organized by Southeast Asian cultural and national contexts.

A criminal record can be a formidable employment barrier and is thus a major contributor to employment inequality, as most employers would rather avoid hiring an individual who has committed a crime. This book, offering an employer-centric view of the latest research findings, blends interdisciplinary theoretical perspectives and empirical findings to provide an overview and areas for future management research. The chapters assess the state of the field while highlighting the most critical themes that advance our understanding of the employment process and challenges for system-impacted individuals. Presenting a comprehensive assessment of the challenges and opportunities, this volume will appeal to disciplines related to organizational behavior, human resource management, and employment law, as well as any other disciplines that bear responsibility for enacting and crafting hiring and selection processes.

A criminal record can be a formidable employment barrier and is thus a major contributor to employment inequality, as most employers would rather avoid hiring an individual who has committed a crime. This book, offering an employer-centric view of the latest research findings, blends interdisciplinary theoretical perspectives and empirical findings to provide an overview and areas for future management research. The chapters assess the state of the field while highlighting the most critical themes that advance our understanding of the employment process and challenges for system-impacted individuals. Presenting a comprehensive assessment of the challenges and opportunities, this volume will appeal to disciplines related to organizational behavior, human resource management, and employment law, as well as any other disciplines that bear responsibility for enacting and crafting hiring and selection processes.

This interdisciplinary work explores creating more inclusive workplaces around neurodiversity. It focuses on how organizations can promote true inclusion for neurominorities, a large segment of the emerging workforce while underlining the difficulties as well as the strength-based characteristics faced by this population.Beyond social, learning or communication challenges, neurominorities are often highly intelligent, honest, authentic, hyper-focused, innovative, skilled in various forms of perception, reliable, and resilient. Discovering ways for true inclusion can add value to organizations, helping all employees to learn and develop as colleagues while also helping neurominorities fulfill the goals of achieving dignity, respect, independence, and flourishing through work. This volume connects neurodiversity to disability in the workplace and examines the factors that contribute to the successful employment and integration of neurodiverse workers, including the transition from school to the labor market. It also highlights barriers and challenges faced by neurominorities. This book will appeal to scholars across business and the social sciences looking to better understand how neurodiversity should be addressed in organizational contexts. The multidisciplinary approach will accelerate management research and practices by providing insights already captured across a wide variety of disciplines, rather than prompting management researchers to build upon what currently exists solely in the management literature

This interdisciplinary work explores creating more inclusive workplaces around neurodiversity. It focuses on how organizations can promote true inclusion for neurominorities, a large segment of the emerging workforce while underlining the difficulties as well as the strength-based characteristics faced by this population.Beyond social, learning or communication challenges, neurominorities are often highly intelligent, honest, authentic, hyper-focused, innovative, skilled in various forms of perception, reliable, and resilient. Discovering ways for true inclusion can add value to organizations, helping all employees to learn and develop as colleagues while also helping neurominorities fulfill the goals of achieving dignity, respect, independence, and flourishing through work. This volume connects neurodiversity to disability in the workplace and examines the factors that contribute to the successful employment and integration of neurodiverse workers, including the transition from school to the labor market. It also highlights barriers and challenges faced by neurominorities. This book will appeal to scholars across business and the social sciences looking to better understand how neurodiversity should be addressed in organizational contexts. The multidisciplinary approach will accelerate management research and practices by providing insights already captured across a wide variety of disciplines, rather than prompting management researchers to build upon what currently exists solely in the management literature

This book presents a comprehensive overview of contemporary indigenization topics in the cultural context of sub-Saharan Africa. Discussing current state of affairs of indigenous entrepreneurship in Africa, it seeks to understand what enables and constrains indigenous entrepreneurship in the region. Further, it explores the role of the institutional environment in promoting indigenous entrepreneurship.Tying in the UN Sustainable Development Goals, the chapters examine how indigenous entrepreneurship relates to ending poverty, creating decent work and economic growth, reducing inequalities, contributing to sustainable cities and communities, and promoting peace, justice and strong institutions.For researchers interested in how indigenous entrepreneurship practices in sub- Saharan Africa contest contemporary theories in entrepreneurship and management research, this work will prove a valuable resource with its much- needed case studies, quantitative and qualitative research, and practitioner perspectives.

This book provides a comprehensive analysis of the issues surrounding allyship as one of the tools in the arsenal of organisational leaders to further advance the goal of diversity, equity and inclusion (DEI) in organisations. It extends the existing literature on allyship, which has predominantly focused on allyship in the context of gender and racial inclusion. It specifically addresses allyship concerns within organizations that are striving for DEI. The chapters explore various models of allyship, delving into the antecedents, moderators, mediators, and organizational outcomes associated with effective allyship in the pursuit of DEI goals.This text critically examines the concept of allyship in the context of discrimination faced by various groups, including but not limited to under-researched populations such as persons with disabilities and individuals from the lesbian, gay, bisexual, and queer (LGBQ) community. By extending the understanding of human resource practitioners and academic theorists in these underexplored but crucial areas, it sheds light on the role of organisational allies in addressing discrimination and supporting marginalized groups. Additionally, it delves into the involvement of organisational allies in adjudicated discrimination cases, further enriching the discourse on allyship and its practical applications.Providing a comprehensive review of the salient issues surrounding allyship within organisations and the extent to which this can be an efficacious approach in promoting and developing more inclusive and diverse contemporary organisations, this work will prove useful to researchers in facilitating the delivery of contemporary data, literature and analysis as it relates to the current challenges faced by disadvantaged employees and job seekers and how lenses through which they are perceived, may be prejudicial.

In a world characterized by increasing globalization and demographic shifts, immigrant entrepreneurship has emerged as a vital driver of economic growth, innovation, and social cohesion. Immigrant entrepreneurs bring social and cultural capital through their unique skills, ideas, and perspectives, thereby driving economic and social development and a competitive edge.This book provides an examination of the dimensions, challenges and opportunities in immigrant entrepreneurship in Canada and abroad. The chapters in this book provide valuable insights into the multifaceted nature of immigrant entrepreneurship and its contributions to economic development and social cohesion. By examining the challenges, opportunities, and innovative strategies employed by immigrant entrepreneurs, this book informs policy formulation, program development, and future research endeavours in the field of immigrant entrepreneurship. Understanding and supporting immigrant entrepreneurship is essential for fostering inclusive economic growth and prosperity.

Though there has been an exponential increase in interest in diversity, equity, and inclusion (DEI), particularly as it relates to workplace environments and higher education teaching, recently, there has been a wave of DEI resistance posing challenges for leaders and educators alike. This two-volume set offers theoretical and practical knowledge about how to effectively implement DEI in organizations and into management curriculum.Volume 1 focuses on the challenges of managing DEI in organizations, such as creating effective and legally defensible DEI policies and practices, maintaining positive DEI organizational climates, and leveraging identities to create synergies and competitive advantages.The book covers topics ranging from the effectiveness of DEI training and programs, impostorization, DEI coaching, and leadership considerations with respect to DEI and remote work. Creating a diverse, equitable, and inclusive workplace requires a long-term commitment and a cultural shift that can be challenging to achieve. This book offers researchers and practitioners evidence-based research and strategies for developing and implementing effective DEI policies, practices, and programs.

Though there has been an exponential increase in interest in diversity, equity, and inclusion (DEI), particularly as it relates to workplace environments and higher education teaching, recently, there has been a wave of DEI resistance posing challenges for leaders and educators alike. This two-volume set offers theoretical and practical knowledge about how to effectively implement DEI in organizations and into management curriculum.Volume 1 focuses on the challenges of managing DEI in organizations, such as creating effective and legally defensible DEI policies and practices, maintaining positive DEI organizational climates, and leveraging identities to create synergies and competitive advantages.The book covers topics ranging from the effectiveness of DEI training and programs, impostorization, DEI coaching, and leadership considerations with respect to DEI and remote work. Creating a diverse, equitable, and inclusive workplace requires a long-term commitment and a cultural shift that can be challenging to achieve. This book offers researchers and practitioners evidence-based research and strategies for developing and implementing effective DEI policies, practices, and programs.

Though there has been an exponential increase in interest in diversity, equity, and inclusion (DEI), particularly as it relates to workplace environments and higher education teaching, recently, there has been a wave of DEI resistance posing challenges for leaders and educators alike. This two-volume set offers theoretical and practical knowledge about how to effectively implement DEI in organizations and into management curriculum.Volume 2 discusses what DEI education should look like in higher education, specifically business schools. The chapters explore topics such as the argument for mandatory diversity education, the importance of expanding beyond binary gender discussions in the curriculum, the effective integration of current events in classroom discussions to enhance student learning, and the role of experiential learning in recognizing and addressing unconscious bias.Recent discussions around critical race theory (CRT) have sparked debates about discussions of historical contexts of inequality in education. This book makes the case for teaching DEI in business schools and will be of interest to management education researchers and anyone interested in promoting DEI in higher education.

Though there has been an exponential increase in interest in diversity, equity, and inclusion (DEI), particularly as it relates to workplace environments and higher education teaching, recently, there has been a wave of DEI resistance posing challenges for leaders and educators alike. This two-volume set offers theoretical and practical knowledge about how to effectively implement DEI in organizations and into management curriculum.Volume 2 discusses what DEI education should look like in higher education, specifically business schools. The chapters explore topics such as the argument for mandatory diversity education, the importance of expanding beyond binary gender discussions in the curriculum, the effective integration of current events in classroom discussions to enhance student learning, and the role of experiential learning in recognizing and addressing unconscious bias.Recent discussions around critical race theory (CRT) have sparked debates about discussions of historical contexts of inequality in education. This book makes the case for teaching DEI in business schools and will be of interest to management education researchers and anyone interested in promoting DEI in higher education.

This edited work assembles knowledge on wide-ranging indigenous supply chain management (SCM) theories and practices from different African countries, particularly sub-Saharan Africa. The chapters concentrate on how African culture influences supply chain practices' nature, operations, structures, outcomes, and value propositions. This is essential knowledge to facilitate a better understanding of what SCM might mean in the African context while also serving as an avenue to evaluate similarities and differences between cross-country management theories.Africans have historically employed indigenous SCM to address the socioeconomic challenges they face in the coordination of the movement of goods, services, and all processes that transform raw materials into finished goods. By identifying and examining the differences, similarities, and complementarities between various African indigenous SCM concepts and ideologies, this work will inform the development of new models and interventions in response to Africa's complex business management challenges. It will forge new ground for researchers and policymakers regarding effective, efficient, and sustainable solutions to manage global supply chain challenges.

This book sheds light onto the complexities of diversity, equity, and inclusion (DEI) within Central and Eastern Europe (CEE), a region rich in history and cultural variety, yet underrepresented in DEI studies. Focusing on DEI issues from a translocal perspective, it explores the interplay between historical legacies and contemporary challenges, examines DEI in the workplace, and addresses various intersectionalities of gender, sexuality, ethnicity, and ability in the context of CEE region.Engaging with current debates on globalization, migration, nationalism, and the socio-political dynamics of inclusion and exclusion, this work brings regional specificities into broader scholarly and policy discussions while challenging the predominantly Western-centric discourse in DEI scholarship.This volume will appeal to researchers in business as well as the social sciences seeking a deeper understanding of DEI within CEE, encouraging a nuanced approach to studying and addressing equity and inclusion in a region with a complex historical and contemporary landscape. It also enriches the global discourse on DEI, serving as a crucial resource for developing context-specific strategies to enhance inclusivity in Central and Eastern Europe.

This book examines the developed leadership perspectives and capacities of 24 women presidents in the northeastern United States from the lenses of organizational behavior and psychology. Building Madsen’s groundbreaking work (2008), it highlights how these women overcame challenges and biases to reach the presidency. Based on this analysis, the authors present the Women’s Integrative Leadership Development (WILD) model, which integrates and contextualizes the trajectories, relationships, personal characteristics, and leadership skills of the interviewees within an ever-evolving societal landscape.Ultimately, this book distills the shared elements of successful women leaders, offering a valuable resource for those interested in management, career development, HRD, HRM, and organizational behavior, particularly as there are few validated models of leadership development tailored specifically for women.