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

@ArjunP1020 The paper calls for increased #transparency in salary-setting, promotions & recruitment. The widespread use of employee referrals can inadvertently reinforce caste-based inequalities, highlighting the need for more #inclusive practices in hiring & advancement! #TechEquity (4/4).

Paper spotlight @EDI_Journal: Arjun Prakash @ArjunP1020 - 'What’s in a name? Examining the impact of upper caste surname on wages and employment in Indian information technology sector'. See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-09…

@ArjunP1020 Key findings: Employees with upper-caste surnames earn more, particularly in Kerala’s #IT sector. The advantage is most evident for Kerala upper-caste names, highlighting how local social #networks and embedded #biases still influence #wages and career #progression (3/4).

@ArjunP1020 In the timeless words of #Shakespeare, “What’s in a #name?” The significance of surnames in shaping social #identity is still relevant today. This study delves into the impact of #caste on #wages & job positions in India’s #IT sector, challenging its meritocratic image 🇮🇳(2/4).

@IUPhilanthropy Key findings: #inclusion is shaped by leadership and education in complex ways. While general education & women’s leadership foster openness & promote #LGBTQ+ inclusion, traditional seminary training may reinforce exclusion; highlighting tensions in religious institutions (4/4).

Paper spotlight @EDI_Journal: Young-Joo Lee @IUPhilanthropy - 'Acceptance of same-sex couples in #Protestant churches in the US'. 💒 See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-07…

@IUPhilanthropy Using National #Congregations Study IV data & probit regression, the findings show: 1) More college-educated members = greater acceptance; 2) Female-led churches = more open dialogue & #inclusive cultures; BUT 3) Pastors with graduate religious education = lower acceptance (3/4).

@IUPhilanthropy What drives acceptance of same-sex couples in US #Protestant churches? This study explores how both congregational characteristics and #clergy traits influence whether same-sex couples are granted full #membership and #leadership roles (2/4).

Key takeaway: the IOC has included #women more than transforming the system. Future work should explore lived experiences, through #qualitative & #ethnographic work, to expose hidden #barriers & everyday practices that reproduce #masculine dominance in #sport governance (4/4).

Paper spotlight @EDI_Journal: Ava Xingmeng Huang - 'Global #sports governance: three decades of #gender equality, diversity and inclusion policies and strategies in the #Olympic movement'. 🏅See thread for key takeaways (1/4). Paper here: doi.org/10.1108/EDI-06…

Using #feminist #institutionalism & Bacchi’s WPR approach, it identifies “nested newness” - new equality measures are added into old structures. Progress (e.g. #athlete parity) happens, but deeper issues of leadership, #coaching & power dynamics remain largely unchanged (3/4).

What's the real impact of the IOC’s #gender #equality agenda? This study tracks the International #Olympic Committee (IOC) gender equality, diversity & inclusion (GEDI) strategies since the '90s: revealing a key gap: strong policies on paper but limited change in practice (2/4).

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).