A Review of Diversity Conceptualizations

Qin, John; Muenjohn, Nuttawuth; Chhetri, Prem

doi:10.1177/1534484313492329

Cited by 49 publications

(37 citation statements)

References 114 publications

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“…2. Promotion of inclusion: Emphasising a focus on similarities between people rather than differences by health and aged care workers supports a sense of belonging [24]. Shared understanding and promoting respect is encouraged by an inclusive environment [25].…”

Section: Awareness Of Unconscious Bias and Prejudicementioning

confidence: 99%

The inter-relationship of diversity principles for the enhanced participation of older people in their care: a qualitative study

Ogrin

Meyer

Appannah

et al. 2020

Int J Equity Health

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Background: The health and aged care workforce must understand and support the diverse needs of older people to enhance their care experience. We previously identified five principles of diversity training for this workforce: awareness of unconscious bias and prejudice; promotion of inclusion; access and equity; appropriate engagement; and intersectionality. This study aims to explore how these principles are considered from the perspectives of older Australians. Methods: Older people (≥65 years) receiving home care and nursing services based in Victoria, Australia were invited to participate in a home-based semi-structured interview about their experience of, or with, diversity. Interviews were thematically analysed using a priori categories based on our previous work on principles of diversity training, and themes were interpreted and expanded upon based on the participants' experiences and understanding of diversity concepts and their care needs.Results: Fifteen older people (seven female, eight male), mean age 76 years (range 71-85 years), were interviewed. Five themes were drawn from the data. It was found that human connection through building (1) trust and rapport was highly valued as an approach by older people, crucial as a first step to understanding what is important to the older person. Identifying with (2) intersectionality, that is, the different intersecting aspects of who they are and their experiences was understood by the participants as an important framework to meet their needs. The participants were aware of (3) unconscious bias and prejudice by health professionals and its impact on their care. Participants also noted that (4) promotion of inclusion through language was important to for a positive relationship with the healthcare worker. The participants understood that to facilitate human connection, these four principles of human interaction were critical, underpinned by (5) access and equity of the system. A model articulating these relationships was developed. Conclusion: Health and aged care training should incorporate the five diversity principles to support older people to participate in their own care.

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Section: Awareness Of Unconscious Bias and Prejudicementioning

confidence: 99%

The inter-relationship of diversity principles for the enhanced participation of older people in their care: a qualitative study

Ogrin

Meyer

Appannah

et al. 2020

Int J Equity Health

View full text Add to dashboard Cite

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“…More diverse workforces underscoring the need for organizations to invest in diversity training (Boekhorst, 2015;Brooks & Clunis, 2007;Curtis & Dreachslin, 2008). Diversity training has gained signifi cant international currency among HRD researchers and learning and development practitioners (Qin, Muenjohn, & Chhetri, 2013;Schmidt, Githens, Rocco, & Kormanik, 2012). Conceptually diversity training is defi ned as "a distinct set of programs aimed at facilitating positive inter-group interactions, reducing prejudice and discrimination and enhancing the skills, knowledge and motivation of people HUMAN RESOURCE DEVELOPMENT QUARTERLY • DOI: 10.1002/hrdq to interact with diverse others" (Bezrukova, Jehn, & Spell, 2012, p. 208).…”

Section: Introductionmentioning

confidence: 99%

Diversity Training Programme Outcomes: A Systematic Review

Alhejji

Garavan

Carbery

et al. 2015

Human Resource Dev Quarterly

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This article analyzes the scholarship on diversity‐training outcomes utilizing a systematic literature review (SLR) and provide insights for future research. The article advances our understanding of diversity‐training outcomes through the integration of three perspectives: the business case, learning, and social justice perspectives. The SLR revealed: (a) a literature that is fragmented and diverse in terms of publication outlets; (b) researchers conduct diversity‐training outcomes research in a diverse range or organizations, sectors, cultural and training contexts; (c) studies primarily reflect the business case or learning perspectives; and (d) existing studies have significant methodological limitations. We argue the need for future research to adopt multiple perspectives ensure better cross‐fertilization of perspectives and make use of more sophisticated methodologies.

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“…Qin, Muenjohn, and Chhetri's (2014) article outlines varying conceptualizations of diversity and identifies key shifts in how over a period of 40 years, a concern for equality became a focus on diversity and then subsequently a business case for diversity. Drawing on recent developments in conceptualizations of diversity, the debates over individual attributes, attributes within/between a group, or the relations constructed between individual similarities or differences within a group are outlined, and a mapping of the many ways in which personal attributes have been configured and measured is constructed.…”

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confidence: 99%