Purpose This chapter reviews previous research on allyship: non-minority individuals who
choose to support minorities while working to end discrimination and prejudice. In particular …

Despite stated commitments to diversity, predominantly White academic institutions still have
not increased racial diversity among their faculty. In this article Robin DiAngelo and Özlem …

Attitudes, norms, and laws regarding sexual orientation are undergoing a worldwide
revolution. Managers and HR professionals play a key role in responding to these changes …

Diversity and Inclusion in Sport Organizations: A Multilevel Perspective is a comprehensive
introduction to the ways in which people differ—including race, gender, age, mental and …

There is mixed support for the glass cliff hypothesis that firms will more likely appoint female
candidates into top management positions when in crisis. We trace the inconsistent findings …

We compare migrant professionals' experiences of language-based discrimination across
physical and virtual spaces. The minority status of these professionals stems from their …

Women's progress into leadership positions seems to have stalled, and gender equality at
the highest organizational levels remains a goal rather than a reality. This situation persists …

Enhancing racial justice, equity, diversity, and inclusion are the core values of public
administration and critical to the functions of public-sector strategic human resources …

In their thought-provoking commentary, Murphy and DeNisi (2021) stated “the available
evidence provides little support for the proposition that age stereotypes substantially affect …

Bu çalışmada, kıyı otelleri çalışanlarının ayrımcılık konusuna ilişkin algıları incelenmiştir.
Amaçlı ve kartopu örneklem yöntemi kullanılarak Marmaris' teki kıyı otellerinin 21 …