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Handbook of Research on Race, Gender, and the Fight for Equality

Book Description

Diversity in the workforce can be attributed to both a popular, cultural shift and legislative intervention. Despite these forces, discrimination endures in all aspects of Western society from education to employment. Unequal pay and opportunities for promotion are symptoms of a systematic discrimination of individuals based on race and gender. The Handbook of Research on Race, Gender, and the Fight for Equality provides a critical look at race, gender, and modern day discrimination. Focusing on workplace and educational dynamics, the research found within this book addresses equal opportunity and diversity requirements from a myriad of perspectives. This book is an essential reference source for professionals and researchers working in equality as well as managers and those in leadership roles.

Table of Contents

  1. Cover
  2. Title Page
  3. Copyright Page
  4. Book Series
    1. Mission
    2. Coverage
  5. Preface
    1. INTRODUCTION
    2. AIMS OF THIS BOOK
    3. ORGANISATION OF THE BOOK
    4. A COMMON GROUND
    5. REFERENCES
  6. Acknowledgment
  7. Section 1: Technology and Education
    1. Chapter 1: Policies and Strategies for Digital Inclusion
      1. ABSTRACT
      2. INTRODUCTION
      3. EUROPEAN AND SPANISH DIGITAL INCLUSION STRATEGIES
      4. REGIONAL GOVERNMENT POLICIES AND STRATEGIES FOR DIGITAL INCLUSION
      5. CONCLUSION AND DISCUSSION
      6. ACKNOWLEDGMENT
      7. REFERENCES
      8. ADDITIONAL READING
      9. KEY TERMS AND DEFINITIONS
      10. APPENDIX 1: DIGITAL INCLUSION STRATEGIES OF SPANISH REGIONAL GOVERNMENTS
    2. Chapter 2: Digital Equity and Policy
      1. ABSTRACT
      2. I. INTRODUCTION
      3. II. CURRENT STATUS AND ANALYSIS MODEL OF DIGITAL DIVIDE
      4. III. CURRENT STATUS OF DIGITAL DIVIDE AND CHALLENGES
      5. IV. CASES OF KOREA IN TERMS OF BRIDGING OF DIGITAL DIVIDE AND SOCIAL INCLUSION
      6. V. PROSPECTS AND CONCLUSION
      7. REFERENCE
    3. Chapter 3: Technodiversity
      1. ABSTRACT
      2. INTRODUCTION
      3. TECHNODIVERSITY
      4. CULTURE OF PLACE
      5. CULTURAL DIVERSITY EXCHANGES
      6. TECHNODIVERSITY AND TEACHER EDUCATION
      7. FUTURE IMPLICATIONS
      8. CONCLUSION
      9. REFERENCES
      10. ADDITIONAL READING
      11. KEY TERMS AND DEFINITIONS
      12. APPENDIX A: DIVERSITY EXCHANGE
    4. Chapter 4: Higher Education and Current E-Learning Potential in the MENA Region
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. THE MENA REGION
      5. SOLUTIONS AND RECOMMENDATIONS
      6. CONCLUSION
      7. REFERENCES
      8. ADDITIONAL READING
    5. Chapter 5: Investigating the Moderating Roles of Age and Ethnicity in Mobile Commerce Acceptance
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. CONCEPTUAL FRAMEWORK
      5. RESEARCH METHOD
      6. DATA ANALYSIS AND FINDINGS
      7. DISCUSSION
      8. CONTRIBUTIONS TO RESEARCH
      9. CONTRIBUTIONS TO PRACTICE
      10. LIMITATIONS AND FUTURE STUDIES
      11. REFERENCES
    6. Chapter 6: Leveraging New Media as Social Capital for Diversity Officers
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND: THE INTERNET AND THE EVOLUTION OF SOCIAL MEDIA
      4. WHY SOCIAL MEDIA MATTERS FOR EQUITY, DIVERSITY, AND INCLUSION PROFESSIONALS
      5. A FRAMEWORK FOR UNDERSTANDING SOCIAL MEDIA MARKETING
      6. USING SOCIAL MEDIA TO ADVANCE SOCIAL JUSTICE
      7. HOW TO TURN YOUR SOCIAL MEDIA MARKETING PLAN INTO ACTIONABLE STEPS
      8. TIPS, TRICKS, AND HACKS TO GETTING THE MOST OUT OF SOCIAL MEDIA
      9. CONCLUSION
      10. REFERENCES
      11. KEY TERMS AND DEFINITIONS
      12. ENDNOTE
      13. APPENDIX: RESOURCES LIST
    7. Chapter 7: Racial Spectacle and Campus Climate
      1. ABSTRACT
      2. INTRODUCTION
      3. PROBLEM STATEMENT
      4. BACKGROUND
      5. MEDIA REPRESENTATIONS
      6. CAMPUS CONTEXTS
      7. FUTURE RESEARCH DIRECTIONS
      8. CONCLUSION
      9. REFERENCES
    8. Chapter 8: Channeling Race
      1. ABSTRACT
      2. INTRODUCTION
      3. PROBLEM STATEMENT
      4. BACKGROUND
      5. CAMPUS CONTEXTS
      6. DIVERSITY MATTERS
      7. DISCRIMINATION ON CAMPUS
      8. RECOMMENDATIONS
      9. CONCLUSION
      10. REFERENCES
      11. ADDITIONAL READING
    9. Chapter 9: “A Girl Move”
      1. ABSTRACT
      2. INTRODUCTION: WHY STUDY WOMEN AND CHESS?
      3. TECHNOLOGY, GENDER, AND CYBORG IDENTITY
      4. METHOD
      5. DISCUSSION
      6. GENDER AND TECHNOLOGY IN CHESS
      7. CONCLUSION
      8. REFERENCES
  8. Section 2: Managing Diversity
    1. Chapter 10: Which Matters More?
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. MANAGING DIFFERENT TYPES OF DIVERSITY IN WORK TEAMS
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
      7. ACKNOWLEDGMENT
      8. REFERENCES
      9. ADDITIONAL READING
      10. KEY TERMS AND DEFINITIONS
    2. Chapter 11: Application of Collaboration Technology to Manage Diversity in Global Virtual Teams
      1. ABSTRACT
      2. INTRODUCTION
      3. TWO DISTINCTIVE FEATURES OF GTVS AND CONFLICT
      4. TWO ANTECEDENTS OF GVT CONFLICT: DIVERISTY AND TECHNOLOGY
      5. TECHNOLOGY TO AID COLLABORATION AND REDUCE CONFLICT IN GVTs
      6. COLLABORATION ENGINEERING FOR STRUCTURE AND FACILITATION IN GVTs
      7. ORGANIZATIONAL APPLCIATION OF THINKLETS TO VIRTUAL TEAM COLLABORATION
      8. IMPLICATIONS FOR PRACTICE
      9. IMPLICATIONS FOR RESEARCH
      10. CONCLUSION
      11. REFERENCES
      12. KEY TERMS AND DEFINITIONS
      13. APPENDIX
    3. Chapter 12: Learning Organizations
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND: DEFINITIONS AND ASSUMPTIONS
      4. APPLICABILITY OF LEARNING ORGANIZATION PRINCIPLES
      5. THE FIVE DISCIPLINES AND HOFSTEDE’S CULTURAL DIMENSIONS
      6. SOLUTIONS AND RECOMMENDATIONS FOR LEADERS
      7. CONCLUSION
      8. FUTURE RESEARCH DIRECTIONS
      9. REFERENCES
      10. ADDITIONAL READING
      11. KEY TERMS AND DEFINITIONS
    4. Chapter 13: Leadership Opportunities for Managing Diversity
      1. ABSTRACT
      2. INTRODUCTION AND BACKGROUND
      3. KEY DIVERSITY TRENDS
      4. DIVERSITY CHALLENGES
      5. OPPORTUNITIES TO REAP THE BENEFITS OF DIVERSITY
      6. BENEFITS OF LEVERAGING DIVERSITY THROUGH ACTIVE LEADERSHIP
      7. CONCLUSION
      8. REFERENCES
    5. Chapter 14: Promoting Diversity Leadership
      1. ABSTRACT
      2. INTRODUCTION
      3. COMMUNITY COLLEGES IN THE UNITED STATES
      4. TOWARD A DEFINITION OF LEADERSHIP
      5. DIVERSITY LEADERSHIP
      6. LEADERS OF COLOR
      7. KOTTER’S MODEL CAN BE USED TO PROMOTE DIVERSITY LEADERSHIP
      8. USING TECHNOLOGY TO CREATE A SHARED VISION FOR DIVERSITY
      9. DIRECTIONS FOR FURTHER RESEARCH
      10. SUMMARY AND CONCLUSION
      11. REFERENCES
    6. Chapter 15: Diversity Management
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. DIVERSITY MANAGEMENT: TOWARDS A DEFINITION
      5. FUTURE RESEARCH DIRECTIONS
      6. CONCLUSION
      7. REFERENCES
      8. KEY TERMS AND DEFINITIONS
      9. ENDNOTES
    7. Chapter 16: New Trends in Leveraging Workforce Diversity through Human Resource Management Initiatives
      1. ABSTRACT
      2. INTRODUCTION
      3. THE FUTURE OF WORK AND THE WORKFORCE
      4. DIVERSITY AS A STRATEGIC VALUE AND THE ROLE OF HUMAN RESOURCES MANAGEMENT
      5. THE NEW ROLE OF HUMAN RESOURCES MANAGEMENT IN A GLOBAL ECONOMY
      6. NEW TRENDS IN HUMAN RESOURCES POLICIES THAT LEVERAGE DIVERSITY MANAGEMENT
      7. FINAL REMARKS
      8. REFERENCES
      9. KEY TERMS AND DEFINITIONS
    8. Chapter 17: A History of How U.S. Academics, Laws, and Business Have Created the Current Approach to Organizational Diversity
      1. ABSTRACT
      2. INTRODUCTION
      3. DIVERSITY
      4. THE MODERN DIVERSE WORKFORCE
      5. RECOMMENDATION
      6. FUTURE RESEARCH
      7. CONCLUSION
      8. REFERENCES
      9. ADDITIONAL READING
      10. KEY TERMS AND DEFINITIONS
    9. Chapter 18: Increased Workforce Diversity by Race, Gender, and Age and Equal Employment Opportunity Laws
      1. ABSTRACT
      2. INTRODUCTION
      3. HRD, INCREASED DIVERSITY, AND EEO LEGISLATION
      4. IMPACT OF DIVERSITY ON ORGANIZATIONS AND EMPLOYEE DEVELOPMENT PROGRAMS
      5. THE FUTURE OF THE PRACTICE OF HRD AND DIVERSITY
      6. THE FUTURE OF RESEARCH IN HRD AND DIVERSITY
      7. CONCLUSION
      8. REFERENCES
      9. KEY TERMS AND DEFINITIONS
    10. Chapter 19: Does the Ongoing Global Economic Crisis Put Diversity Gains at Risk?
      1. ABSTRACT
      2. INTRODUCTION
      3. THE MULTICULTURAL AND DIVERSE ORGANISATION IN THE UNITED STATES
      4. DIVERSITY MANAGEMENT IN SOUTH AFRICA: EMPOWERED POWERLESSNESS – A NATIONAL CRISIS
      5. DIVERSITY MANAGEMENT IN GREECE: ECONOMIC CRISIS AND GENDER INEQUALITY IN GREECE
      6. CONCLUSION
      7. REFERENCES
    11. Chapter 20: Workforce Diversity in Volunteerism and the Peace Corps
      1. ABSTRACT
      2. INTRODUCTION
      3. DEFINING WORKFORCE DIVERSITY
      4. THE HISTORY OF WORKFORCE DIVERSITY IN THE U.S.
      5. WORKFORCE DIVERSITY IN NONPROFITS
      6. HISTORY OF THE PEACE CORPS
      7. DIVERSITY IN THE PEACE CORPS
      8. WORKFORCE DIVERSITY AND HRD IN NONPROFITS
      9. THE CASE FOR DIVERSITY
      10. BUILDING DIVERSITY IN YOUR ORGANIZATION
      11. REFERENCES
      12. KEY TERMS AND DEFINITIONS
    12. Chapter 21: Minority-Owned Suppliers A Growing Global Supply Base
      1. ABSTRACT
      2. INTRODUCTION
      3. RESEARCH IMPETUS
      4. WHAT DOES THE “MINORITY” IN MINORITY OWNED BUSINESSES MEAN?
      5. INCREASED GROWTH IN GLOBAL SUPPLIER DIVERSITY
      6. BUILDING RELATIONSHIPS WITH MINORITY SUPPLIERS
      7. RESEARCH ON MINORITY OWNED SUPPLIERS
      8. ESTABLISHING RELATIONSHIPS WITH MINORITY-OWNED BUSINESSES
      9. PRACTICAL IMPLICATIONS AND FUTURE RESEARCH
      10. CONCLUSION
      11. REFERENCES
      12. KEY TERMS AND DEFINITIONS
  9. Section 3: A Gendered Focus
    1. Chapter 22: Career Transitions and Trajectories for a Diverse Workforce
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. IMPLICATIONS OF CAREER TRANSITIONS FOR AN INCREASINGLY DIVERSE WORKFORCE
      5. FUTURE TRENDS
      6. CONCLUSION
      7. REFERENCES
      8. ADDITIONAL READING
      9. KEY TERMS AND DEFINITIONS
    2. Chapter 23: Is Gender Equality a Reality after a Change in the Political Agenda?
      1. ABSTRACT
      2. 1. INTRODUCTION
      3. 2. DIAGNOSIS OF THE PROBLEM
      4. 3. INEQUALITY IN SALARIES
      5. 4. CAUSAL ANALYSIS FROM A DYNAMIC PERSPECTIVE
      6. 5. PROPOSED MEASURES
      7. 6. CONCLUSION
      8. REFERENCES
      9. ENDNOTE
    3. Chapter 24: Social Work with Refugee Women
      1. ABSTRACT
      2. INTRODUCTION
      3. WOMEN REFUGEES
      4. INTERNATIONAL POLICIES
      5. DISCUSSION
      6. CONCLUSION
      7. REFERENCES
      8. ADDITIONAL READING
      9. KEY TERMS AND DEFINITIONS
    4. Chapter 25: Geography of Female Suicide
      1. ABSTRACT
      2. INTRODUCTION
      3. BACKGROUND
      4. THE FEMALE SUICIDE IN TURKEY
      5. SUICIDE PREVENTION POLICIES
      6. CONCLUSION
      7. REFERENCES
      8. KEY TERMS AND DEFINITIONS
  10. Compilation of References
  11. About the Contributors