EDI Journal

Hi @EDI_Journal community!👋See our 2025 #stats! #Submissions: 864 (new) # R&Rs invited: 279 (24%) #Accepted: 116 (10.4%) Average time to decision: 31 days (incl. desk rejects) SJR Q1 (Sociology/Political Science, Cultural Studies, Gender Studies); JCR  3.0 (5 yr IF); Scopus 5.2

Key insights: - Gender-diverse leadership delivers dual gains: #fairness & #revenue - Pay equity practices = strategic #advantage, not just compliance - Change requires sustained, system-level effort (not one-off policies) From diagnosing pay gaps to driving real change💪 (4/4).

Paper spotlight @EDI_Journal: Muhammad Ali; Marzena Baker; Mirit K. Grabarski & Alison M. Konrad - 'A study of linkages among #leadership gender diversity, #pay equity practices and financial #performance'. See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-03…

Drawing on a time-lagged, multi-source #dataset of 4,943 #Australian 🇦🇺firms, the study tests an institutional theory model linking how: #women in #leadership; pay equity practices & #financial performance interconnect; revealing a key mediating pathway often overlooked (3/4).

What if closing the #gender #pay #gap wasn’t just “the right thing to do” but a driver of #performance? This study moves beyond documenting inequality to ask a more urgent question: what actually makes pay #equity happen how does it translate into real business outcomes? (2/4).

@iwhresearch Findings challenge #meritocratic assumptions that effort alone drives early career success. Narratives show how social structures, power relations & intersecting identities shape #employment. We need more nuanced employment #support from policymakers, educators & employers (4/4).

Paper spotlight @EDI_Journal: Meghan Crouch, Monique A.M. Gignac, Yani Hamdani & colleagues @iwhresearch - 'Calling it like they see it? Young adults’ discourses of #employment and labour market #inequalities'. See thread for key takeaways (1/4). Paper: doi.org/10.1108/EDI-03…

@iwhresearch Based on 47 qualitative interviews with young adults in Ontario, Canada, the study uses #discourse analysis & #intersectional lens. Participants made sense of work via narratives of #privilege, need & #luck, showing how intersecting identities shape perceived opportunities (3/4).

@iwhresearch Early work experiences can shape long-term #employment engagement & quality of life. Yet entry into the labour market is not equal for all #young adults. This study explores how young adults frame their early work experiences & understand #advantage & #disadvantage in work (2/4).

#Context matters: a strong #climate for inclusion can buffer these effects. The study shows dissimilarity is multidimensional & additive, highlighting why organizations should foster #inclusive climates & consider employees who differ from workplace norms in multiple ways (4/4).

Paper spotlight @EDI_Journal: Onur Şahin, Jojanneke van der Toorn, Wiebren S. Jansen, & Naomi Ellemers - 'More or less dissimilar: an #additive approach to #dissimilarity and #inclusion at work'. See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-06…

Surveying 6,319 employees in a #Dutch public service firm, feeling #dissimilar (e.g., personality, ethnicity/culture, work experience, age) can relate to lower perceived #inclusion. The more dimensions of difference employees perceive, the less #included they feel (3/4).

Workplaces often study differences like gender or ethnicity separately. What happens when employees feel #different in multiple ways at once? This study examines how perceived #dissimilarity across many characteristics relates to employees’ sense of #inclusion at #work (2/4).

The U.S. civil rights movement lost a giant today. Jesse Jackson's tireless work paved the way for a more equitable America. #CivilRights

@diverseteamwork 3 components of effective #glocal DEIB support: Fair decision-making Leadership modeling of DEIB Ongoing dialogue #Accountability & local adaptation are key. Findings highlight the need for training, resources & inclusive leadership to enable local teams and sustain #trust (4/4).

Paper spotlight @EDI_Journal: Jennifer Feitosa @diverseteamwork - 'The relevance of #glocal support for #DEIB: a mixed-method approach'. See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-06…

@diverseteamwork The paper used a sequential, participative mixed-methods #research design: 1) #Focus groups with employees across 8 offices to explore local & global DEIB dynamics. 2) #Survey (N=264) to test how glocal support predicts DEIB outcomes beyond individual, team & org factors (3/4).

@diverseteamwork In global orgs, expanding #reach can challenge commitments to diversity, equity, #inclusion & belonging (DEIB). This study examines “glocal” DEIB support: how #global goals and #local adaptation interact to produce meaningful #DEIB outcomes across 8 offices on 3 continents (2/4).

@Roziologa LGTBIQ+ migrants face compounded #discrimination. The review calls for #intersectional approaches, #inclusive narratives, safe spaces & institutional diversity commitments. Policies must reduce barriers, ensure rights & foster equitable workplaces. More research is needed! (4/4).

Paper spotlight @EDI_Journal: M. Dolores Vallellano; Nidia Gloria Mora-Quiñones & Rocío Fajardo-Fernández @Roziologa - 'Employment #discrimination of the #LGTBIQ+ #migrant population: a scoping review'. See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-05…

@Roziologa Using #PRISMA, the authors screened 89 studies from PsycINFO, SCOPUS & WOS, refining to 4 core articles. Evaluated with Joanna Briggs tools, the review maps scientific evidence on labour #discrimination, #intersectional vulnerabilities, and experiences of #LGTBIQ+ migrants (3/4).

@Roziologa 🌈 LGTBIQ+ #migrants face double or triple #discrimination at work, shaped by intersecting #power dynamics - but evidence is scarce. In this #scoping review, the authors highlight the urgent need for more #research, inclusive narratives, and #policies across sectors (2/4).