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The Development, Pilot, and First Administration of Employee and Employer Diversity, Equity, and Inclusion Assessments.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Development, Pilot, and First Administration of Employee and Employer Diversity, Equity, and Inclusion Assessments./
作者:	Adams, Emily E.
面頁冊數:	1 online resource (598 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-12, Section: B.
Contained By:	Dissertations Abstracts International84-12B.
標題:	Social psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9798379739867

The Development, Pilot, and First Administration of Employee and Employer Diversity, Equity, and Inclusion Assessments.
Adams, Emily E.

The Development, Pilot, and First Administration of Employee and Employer Diversity, Equity, and Inclusion Assessments. - 1 online resource (598 pages)

Source: Dissertations Abstracts International, Volume: 84-12, Section: B.

Thesis (Ph.D.)--University of Nebraska at Omaha, 2023.

Includes bibliographical references

Diversity, equity, and inclusion (DEI) initiatives have become common across businesses in a variety of industries especially since the murder of George Floyd by a police officer in 2020. These initiatives vary widely in areas of focus, goals, and implementation. Further, not all DEI practices are effective, implemented appropriately, or intended to make meaningful change (as opposed to signaling organizational values to shape public perceptions). The effectiveness of many DEI initiatives is therefore questionable and efforts to assess their quality have been relatively rare. The purpose of the present research was to develop a comprehensive assessment of organizational DEI initiatives that was grounded in academic research on intergroup relations, signaling theory, and the efficacy of popular DEI strategies. More specifically, I developed assessments that were used as part of the Greater Omaha (Nebraska) Chamber's Commitment to Opportunity, Diversity, and Equity (CODE) initiative in 2020. The assessments are unique in their focus on both organizational practices and employees' perceptions and timely, measuring employees' perceptions of organizational responses to the COVID-19 pandemic and the social justice movements of 2020. The process of developing and deploying the assessments is reported and reports of findings for the Omaha metropolitan area and individual organizations are described. I conclude with a discussion of lessons learned and ways to improve the assessments, which is intended to serve as a starting point for organizations interested in assessing their DEI initiatives.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379739867Subjects--Topical Terms:

554804
Social psychology.
Subjects--Index Terms:

AssessmentIndex Terms--Genre/Form:

554714
Electronic books.

The Development, Pilot, and First Administration of Employee and Employer Diversity, Equity, and Inclusion Assessments.
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504 $a Includes bibliographical references
520 $a Diversity, equity, and inclusion (DEI) initiatives have become common across businesses in a variety of industries especially since the murder of George Floyd by a police officer in 2020. These initiatives vary widely in areas of focus, goals, and implementation. Further, not all DEI practices are effective, implemented appropriately, or intended to make meaningful change (as opposed to signaling organizational values to shape public perceptions). The effectiveness of many DEI initiatives is therefore questionable and efforts to assess their quality have been relatively rare. The purpose of the present research was to develop a comprehensive assessment of organizational DEI initiatives that was grounded in academic research on intergroup relations, signaling theory, and the efficacy of popular DEI strategies. More specifically, I developed assessments that were used as part of the Greater Omaha (Nebraska) Chamber's Commitment to Opportunity, Diversity, and Equity (CODE) initiative in 2020. The assessments are unique in their focus on both organizational practices and employees' perceptions and timely, measuring employees' perceptions of organizational responses to the COVID-19 pandemic and the social justice movements of 2020. The process of developing and deploying the assessments is reported and reports of findings for the Omaha metropolitan area and individual organizations are described. I conclude with a discussion of lessons learned and ways to improve the assessments, which is intended to serve as a starting point for organizations interested in assessing their DEI initiatives.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
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