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Subtle offensive statements in workplace emails, which I term "Micro E-ggressions," can significantly impact the psychological safety and subsequent productivity of work environments despite their often-ambiguous intent. This thesis investigates the prevalence and nature of both micro and macro e-ggressions within workplace email communications, utilizing state-of-the-art natural language processing (NLP) techniques. Leveraging a large dataset of workplace emails, the study aims to detect and analyze these subtle offenses, exploring their themes and the contextual factors that facilitate their occurrence. The research identifies common types of micro e-ggressions, such as questioning competence and work ethic, and examines the responses to these offenses. Results indicate a high prevalence of offensive content in workplace emails and reveal distinct thematic elements that contribute to the perpetuation of workplace incivility. The findings underscore the potential for NLP tools to bridge gaps in awareness and sensitivity, ultimately contributing to more inclusive and respectful workplace cultures. / Master of Science / Subtle offensive statements in workplace emails, which I term "Micro E-ggressions," can significantly impact the psychological safety and subsequent productivity of work environments despite their often-ambiguous intent. This thesis investigates the prevalence and nature of both micro and macro e-ggressions within workplace email communications, utilizing state-of-the-art natural language processing (NLP) techniques. Leveraging a large dataset of workplace emails, the study aims to detect and analyze these subtle offenses, exploring their themes and the contextual factors that facilitate their occurrence. The research identifies common types of micro e-ggressions, such as questioning competence and work ethic, and examines the responses to these offenses. The results show a high occurrence of offensive content in workplace emails and highlight patterns that help maintain a negative work environment. The study demonstrates that advanced language analysis tools can help raise awareness and sensitivity, ultimately fostering more inclusive and respectful workplace cultures.

Denna uppsats handlar om instruktioner till diskriminering vid rekryteringsprocesser. Syftet har varit att undersöka hur personer som arbetar inom bemannings-/rekryteringsföretag upplever instruktioner av uppdragsgivare när det gäller rekrytering i förhållande till diskrimineringslagen. Den diskrimineringsgrund som framför allt har undersökts är etnicitet, men även ålder och kön. Studien har även syftat till att relatera empirin till den mångfaldsorganisatoriska teorin Diversity Management samt genusteorin Homosocialitet. Uppsatsen har utförts genom en kvalitativ metodansats där fyra semi-strukturerade intervjuer har genomförts. Empirin har sedan analyserats genom tematisk analys. Resultatet visade att det förekommer instruktioner till diskriminering vid rekryteringssituationer, framför allt genom exempelvis det svenska språkkravet. Vidare finns det indikationer som visar på att ett företags storlek påverkar om instruktioner till diskriminering förekommer. Avslutningsvis visar resultatet på att respondenterna upplever att ett flertal organisationer har ett mångfaldsperspektiv när de initierar en rekryteringsprocess. Detta är emellertid inget som utövas praktiskt enligt respondenterna, utan organisationer anställer oftast utifrån andra kriterier.

The purpose of this research is to observe and analyze trends in Canada's metropolitan and non-metropolitan age structure by comparing census years 1971 and 1981. In an effort to identify salient temporal and spatial trends, two types of analyses will be conducted: the index of age diversity and the cluster analysis. These analyses will be applied to age data taken from the 1971 and 1981 censuses. Twenty-five metropolitan areas and ten non-metropolitan areas were used and aggregated provincially. The age structure was divided into seven age groups. The research shows that variations In conditions over space and time affect age composition to some extent. Although the degree of diversity may be similar, the internal age composition may be different. The research will also invalidate the claim that city size is correlated with their index of age diversity. factors such as fertility, changes in the role of women, increases in life expectancy, sex ratios, marital status, migration, and cultural practices are offered as determinants of age composition and change. / Thesis / Master of Arts (MA)

The expansion of workplace demographics in response to globalization and intersectionality has resulted in the workplace becoming increasingly diverse. Research indicates that there are both positive and negative consequences for having diverse workplaces, and the positively inclined studies emphasize how workplace diversity can provide a strategic advantage to organizations when managed effectively. Thus, scholars and organizational decision-makers have diverted their efforts towards understanding leadership and the ways that leaders manage diversity and inclusion to facilitate a climate for inclusion in the workplace. The present study aimed to identify the differences in expectations and perceptions of workplace fairness, effective leadership, and the management of diversity and inclusion between different sociocultural groups to see if they led to the applicability of various leadership behaviors in diversity-related situations. Using a multi-method design, this research assessed the perceptions and expectations of leadership and the management of diversity and inclusion in the workplace. Study One utilized an online survey design to measure the extent to which a leader was expected to be culturally responsive, a manager of diversity and inclusion, and effective. Study Two utilized a quasi-experimental design that exposed participants to DEI-related leadership scenarios where they assessed the leader’s behavior. Both studies collected the sociodemographic information of the participants. Results for Study One (N = 290) suggested that sociodemographic differences play a role in expectations of effectiveness and social justice and equity for managers, leadership effectiveness expectations for managers increase as social justice and equity expectations for managers increase, and culturally responsive leadership expectations for managers play a role in the extent that employees expect leaders to manage diversity and inclusion. Study Two (N = 448) results determined that cultural humility positively influences the relationship between leadership styles (i.e., transformational leadership, Daoist leadership, transactional leadership, and Machiavellian leadership) and the perception of leadership effectiveness. Machiavellian leadership was perceived as less socially just, culturally humble, and effective than the other leadership styles (i.e., transactional leadership, transformational leadership, and Daoist leadership); sociodemographic information was found to be mostly related to perceived leadership effectiveness; and perceived cultural humility and social justice are positively associated with leadership effectiveness. Ultimately, this study revealed the empirical significance of culturally responsive leadership behaviors in the workplace, provided evidence to show the distinct contributions of positive leadership in DEI-related situations, and emphasized the importance of considering the expectations and the demographic distribution of employees when leading to ensure organizational compliance among followers.

Master of Science / Department of Counseling and Educational Psychology / Doris J. Carroll / Diversity in higher education plays an important role in students’ perspectives on their college experiences. For students looking for an institution that has a diverse living and learning environment, it is important that students can find information related to diversity. This report highlighted dimensions of diversity as communicated through mission and diversity statements from institutions in the Big 12 Conference. The Big 12 Conference institutions include Baylor University, Iowa State University, Kansas State University, Oklahoma State University, Texas A&M University, Texas Tech University, University of Colorado – Boulder, University of Kansas – Lawrence, University of Missouri, University of Nebraska, University of Oklahoma, and the University of Texas. The institutions’ mission and/or diversity statements were evaluated using the four dimension of diversity: access and success, climate and intergroup relations, education and scholarship, and institutional viability and vitality. The results of this report alert students, faculty, and staff, as well as the institution, about the aspects of diversity being developed at their institution and in which dimensions they need further development.

Demographic changes in the Swedish context due to the aging population leads to an escalation of retirements. This presents new challenges concerning labour shortage in organizations. Another important issue is cultural diversity which posts demands on employers to meet their service users needs. The main area of interest in this study is to investigate factors in an organization that connects to diversity and labour shortages and furthermore investigate the correlation between the two areas. To do this, a case study have been conducted using Umeå municipality as the case organization. Umeå is located in the north of Sweden with a population of about 120 000 residents. The method approach is qualitative, using semi-structured   interviews for data collection. The results suggests that terms and conditions for employees within the organization differs between majority and minority groups and that the cognitive awareness in the matter is diverse. The result also states the importance of strategic management such as follow ups, evaluations and designing of proactive standardizations for the HR   processes to reinforce anti-discrimination in the organizations. Our ambition is to give perspective on how norms influence the reality we create and recreate daily in our workplaces.

International Telemetering Conference Proceedings / October 22-25, 2001 / Riviera Hotel and Convention Center, Las Vegas, Nevada / Design, performance Test and Evaluation (T&E) of a novel smart diversity receiver, based on Feher Diversity (FD) patents over multipath, fast dynamic frequency selective fading channels is presented. A hardware simulator for construction of a frequency selective fading channel has been implemented in laboratory to resemble a telemetry aeronautical channel model, namely the two-path channel model. As an illustrative example, the block error rate (BLER) of a 1 Mb/s rate IRIG 106-00 and CCSDS standardized Feher’s patented quadrature phase shift keying (FQPSK) [1][2] with and without diversity in multipath frequency selective fading channels has been tested and evaluated. The experimental results clearly indicate significant performance improvement with the proposed diversity technique even in cases of severely distorted channels.

Thesis (MBA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Managing the diverse production and support teams on mining operations in Southern Africa is proving to be problematic and challenging. Many mines are facing strikes, “go-slows” and destructive conflict related to diversity issues. The objective of this case study was to evaluate the apparent successful diversity management practices employed at Benga Mine (an MCC Group mine) in Mozambique. The study aimed to determine the success of the tactics employed by the management team and whether successful tactics can be utilised at other mines operating within the MCC Group. The case study evaluated seven practical diversity management tactics employed by the management of the mine as conceptual method. The seven tactics were verified through a literature review and an eighth “other” category was provided for additional tactics that the research may reveal. The research revealed that the diversity management tactics at Benga Mine have some strengths and some weaknesses. The management team focused on translation of communication to the primary spoken languages on the mine. This enabled good communication flow, but further improvements can be made. Most employees identify with the Benga Mine and feel a sense of common purpose. The management team identified nutrition as a critical diversity management issue. This was an accurate observation as the research revealed that the availability and quality of food is of fundamental importance to them. Further improvement, such as catering for vegetarians, can be made to the food offerings. Strong relationships exist on the mine and this is the area where the Benga Mine management team excel. Employees feel that issues on importance can be addressed through various communication platforms and that their concerns are being taken seriously. Employees believe that all groups have the opportunity to raise issues and that the management team evaluate their concerns with compassion and care. The sound communication system employed at Benga Mine builds relationships and promotes a culture where employees can engage with management. The management of employment equity policies poses a significant challenge to the mine. The expats manage and pose the bulk of technical and operational expertise, resulting in significant risk to the sustainability of the business since the work permit quota system requires knowledge transfer to Mozambique citizens. Additionally, the work environment is not conducive to gender equality and female employees feel marginalised. An organisational culture conducive to managing and valuing the contribution and presence of all groups has been created at the mine. Further improvement can be made by terminating tokens of separations such as different uniforms for managers and operational employees. No significant new or additional diversity management factors were identified during the research. Benga Mine’s diversity management tactics are effective, but improvements can easily be achieved by focusing on the recommendations of this case study. The recommendations include improvements to translation of management instructions, clarification of employment equity obligations and a higher degree of sensitivity to the needs of female employees.

Exposure to increased diversity has been found to produce beneficial results in both learning and democracy outcomes across races; however, this relationship is more consistent for White students than students of color (Gurin, Dey, Hurtado, & Gurin, 2002). Using the data from a campus-wide diversity survey, the relationship between two types of diversity (informal-interactional and classroom) with learning and democracy outcomes was examined in a mid-sized university. Additional analyses were conducted to identify trends in diversity attitude and perception of campus climate toward diversity. Increased classroom diversity and informal-interactional diversity were both found to be related to increased learning and democracy outcomes for White students. For students of color, only classroom diversity was related to increased learning and democracy outcomes. Students of color and females were found to possess more positive attitudes toward diversity. Students of color perceived the more negative campus diversity climate than did White students.