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In both a field study ( N  = 28,064) and a preregistered vignette experiment ( N  = 800), we find that more perceived structure in evaluation processes is associated with higher levels of belonging for employees. More structured evaluation processes increase perceptions of procedural justice and of genuine commitment to diversity, equity, and inclusion—both of which are tied to a greater sense of belonging. Managerial status moderates this relationship: managers report a greater sense of belonging than non-managers in organizations with less structured evaluations, but the gap between managers’ and non-managers’ sense of belonging narrows in organizations with more structured evaluations. However, more structured evaluation processes also reduce managers’ feelings of autonomy, suggesting that more structure is not unequivocally better. Our findings highlight the importance of perceptions of fairness and of organizational commitment to diversity, equity, and inclusion efforts in driving employees’ sense of belonging. Practically, organizations may want to invest in more structured evaluation processes to boost sense of belonging, while recognizing that the benefits of doing so may be largest for non-managerial employees.

By 2044, the USA is projected to be a majority-minority nation. Research suggests that when people of color reach 40–60% of the population, a tipping point occurs in which white individuals experience a collective existential threat and threat to their status and resources, resulting in more negative attitudes toward diversity. Institutions of higher education are microcosms of society. We were interested in how perceptions of diversity might differ across two universities—one that had reached the tipping point of only 50% white Americans; 543 black and white undergraduates completed items from the Diverse Learning Environment Core Survey measuring perceptions of belonging, diversity, and discrimination. We found that white students in the more diverse context were less satisfied with diversity on campus than their white counterparts (at the less diverse university); moreover, these students reported the highest level of discrimination in the study—even higher than that of black students in the less diverse context. These findings highlight the ways in which increasing representation and enfranchisement of racially and culturally different others may result in feelings of disenfranchisement for white Americans. With implications for the larger society, we argue that centering and deconstructing whiteness and white racial socialization is essential for the next era of equity and diversity aimed at redressing structural inequality.

Purpose The purpose of this paper is to investigate the relationship between employee happiness at work and organizational citizenship behaviour in Indian private sector banks. In this study, happiness at work is represented by three constructs: job satisfaction, affective commitment and work engagement. The study also investigates whether employees’ perception of diversity management practices mediates the relationship between happiness at work and organizational citizenship behaviour. Design/methodology/approach A total of 498 responses from employees of three major private sector banks in the Delhi-NCR region were analysed to investigate relationships between dependent, independent and mediating variables by using structural equation modelling. Findings Happiness at work has a significant positive impact on organizational citizenship behaviour, and employees’ perception of diversity management plays a strong mediating role between the relationship of happiness at work and organizational citizenship behaviour. Practical implications Happiness at work and perception of diversity management have a significant influence on organizational citizenship behaviour of banking employees. Private sector banks in India need to make strategies for workplace happiness and diversity management so that the employees work as citizens of the bank and willingly take responsibility for extra-role behaviour along with their assigned roles. Originality/value The findings of this paper reveal that although employees may experience happiness at work represented by job satisfaction, affective commitment and work engagement, their happiness is less likely to be reflected in their organizational citizenship behaviour until they have a positive perception of the workforce diversity management practices. To the best of the authors’ knowledge, this study is unique in terms of its emphasis on the mediating role of diversity management on employees’ happiness and organizational citizenship behaviour in Indian private sector banks.

The new global biodiversity framework (GBF) being developed under the Convention on Biological Diversity must drive action to reverse the ongoing decline of the Earth's biodiversity. Explicit, measurable goals that specify the outcomes we want to achieve are needed to set the course for this action. However, the current draft goals and targets fail to set out these clear outcomes. We argue that distinct outcome goals for species, ecosystems, and genetic diversity are essential and should specify net outcomes required for each. Net outcome goals such as “no net loss” do, however, have a controversial history, and loose specification can lead to perverse outcomes. We outline seven general principles to underpin net outcome goal setting that minimize risk of such perverse outcomes. Finally, we recommend inclusion of statements of impact in action targets that support biodiversity goals, and we illustrate the importance of this with an example from the draft GBF action targets. These modifications would help reveal the specific contribution each action would make to achieving the outcome goals and provide clarity on whether the successful achievement of action targets would be adequate to achieve the outcome goals and, in turn, the 2050 vision: living in harmony with nature.

Background About half of first- or second-generation Australians are born overseas, and one-in-five speak English as their second language at home which often are referred to as Culturally and Linguistically Diverse (CALD) populations. These people have varied health needs and face several barriers in accessing health services. Nevertheless, there are limited studies that synthesised these challenges. This study aimed to explore issues and challenges in accessing health services among CALD populations in Australia. Methods We conducted a scoping review of the literature published from 1 st January 1970 to 30 th October 2021 in four databases: PubMed, Scopus, Embase, and the Web of Science. The search strategy was developed around CALD populations and the health services within the Australian context. We used Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines for selection and Arksey and O’Malley framework for analysis of relevant articles. A narrative synthesis of data was conducted using inductive thematic analysis approach. Identified issues and challenges were described using an adapted socioecological model. Results A total of 64 studies were included in the final review. Several challenges at various levels were identified to influence access to health services utilisation. Individual and family level challenges were related to interacting social and health conditions, poor health literacy, multimorbidity, diminishing healthy migrants’ effect. Community and organisational level challenges were acculturation leading to unhealthy food behaviours and lifestyles, language and communication problems, inadequate interpretation services, and poor cultural competency of providers. Finally, challenges at systems and policy levels included multiple structural disadvantages and vulnerabilities, inadequate health systems and services to address the needs of CALD populations. Conclusions People from CALD backgrounds have multiple interacting social factors and diseases, low access to health services, and face challenges in the multilevel health and social systems. Health systems and services need to focus on treating multimorbidity through culturally appropriate health interventions that can effectively prevent and control diseases. Existing health services can be strengthened by ensuring multilingual health resources and onsite interpreters. Addressing structural challenges needs a holistic policy intervention such as improving social determinants of health (e.g., improving living and working conditions and reducing socioeconomic disparities) of CALD populations, which requires a high level political commitment.

We studied the impact of demographic diversity on individual attachment and firm unit performance in a relatively diverse organization. We implemented cross-level regression to study gender and race/ethnic categorical, relational, and organizational demography in a sample of 26 units part of a regional restaurant chain. At the individual level, we found that diversity climate (DC) moderates the impact of relational and categorical demography on affective organizational commitment, organizational identification, and intention to quit. At the organizational level, we found that DC moderates the impact of organizational diversity on firm productivity and return on profit. We discuss the importance of organizational DC as organizational context on individual attachment, and implications for firm effectiveness in diverse organizations.

The commitment to racial, ethnic, and cultural diversity and antiracist education and practice within professional psychology graduate programmes remains a critical yet challenging objective. Despite the growing emphasis on diversity, some programmes remain stuck in perfunctory efforts that overlook the structural and systemic barriers faced by Black, Indigenous, and People of Colour, while others are misguided or lack clear direction in their approach. These deficiencies contribute to underrepresentation of marginalized groups in the field and perpetuate an exclusionary culture within psychology training. This article provides a comprehensive roadmap for programmes to effectively demonstrate their commitment to these values in their self-studies for the Canadian Psychological Association Accreditation Panel. The authors identify five key areas where programmes frequently fall short: (a) Institutional and Departmental Commitment to Inclusive Antiracism Practices; (b) Diversity in Hiring Practices and Faculty Complement; (c) Diversity in Admissions Practices and Recruitment of Graduate Students; (d) Foundational Competencies in Individual, Social, and Cultural Diversity, Bias Evaluation, and Indigenous Interculturalism; and (e) Cross-Cutting Issues in Teaching. Suggestions are offered to dismantle barriers and implement meaningful reforms to practice, fostering more inclusive and equitable programme environments. By implementing these procedures, programmes can achieve and sustain accreditation standards that reflect a genuine commitment to equity and social justice, creating a professional training landscape that better serves the needs of a diverse population. (PsycInfo Database Record (c) 2025 APA, all rights reserved) (Source: journal abstract)

This paper deals with the emergence of perceived age discrimination climate on the company level and its performance consequences. In this new approach to the field of diversity research, we investigated (a) the effect of organizational-level age diversity on collective perceptions of age discrimination climate that (b) in turn should influence the collective affective commitment of employees, which is (c) an important trigger for overall company performance. In a large-scale study that included 128 companies, a total of 8,651 employees provided data on their perceptions of age discrimination and affective commitment on the company level. Information on firm-level performance was collected from key informants. We tested the proposed model using structural equation modeling (SEM) procedures and, overall, found support for all hypothesized relationships. The findings demonstrated that age diversity seems to be related to the emergence of an age discrimination climate in companies, which negatively impacts overall firm performance through the mediation of affective commitment. These results make valuable contributions to the diversity and discrimination literature by establishing perceived age discrimination on the company level as a decisive mediator in the age diversity/performance link. The results also suggest important practical implications for the effective management of an increasingly age diverse workforce.

Consumer reviews are now part of everyday decision making. Yet the credibility of these reviews is fundamentally undermined when businesses commit review fraud, creating fake reviews for themselves or their competitors. We investigate the economic incentives to commit review fraud on the popular review platform Yelp, using two complementary approaches and data sets. We begin by analyzing restaurant reviews that are identified by Yelp’s filtering algorithm as suspicious, or fake—and treat these as a proxy for review fraud (an assumption we provide evidence for). We present four main findings. First, roughly 16% of restaurant reviews on Yelp are filtered. These reviews tend to be more extreme (favorable or unfavorable) than other reviews, and the prevalence of suspicious reviews has grown significantly over time. Second, a restaurant is more likely to commit review fraud when its reputation is weak, i.e., when it has few reviews or it has recently received bad reviews. Third, chain restaurants—which benefit less from Yelp—are also less likely to commit review fraud. Fourth, when restaurants face increased competition, they become more likely to receive unfavorable fake reviews. Using a separate data set, we analyze businesses that were caught soliciting fake reviews through a sting conducted by Yelp. These data support our main results and shed further light on the economic incentives behind a business’s decision to leave fake reviews. This paper was accepted by Lorin Hitt, information systems .

The links between plantation expansion and deforestation in Borneo are debated. We used satellite imagery to map annual loss of old‐growth forests, expansion of industrial plantations (oil palm and pulpwood), and their overlap in Borneo from 2001 to 2017. In 17 years, forest area declined by 14% (6.04 Mha), including 3.06 Mha of forest ultimately converted into industrial plantations. Plantations expanded by 170% (6.20 Mha: 88% oil palm; 12% pulpwood). Most forests converted to plantations were cleared and planted in the same year (92%; 2.83 Mha). Annual forest loss generally increased before peaking in 2016 (0.61 Mha) and declining sharply in 2017 (0.25 Mha). After peaks in 2009 and 2012, plantation expansion and associated forest conversion have been declining in Indonesia and Malaysia. Annual plantation expansion is positively correlated with annual forest loss in both countries. The correlation vanishes when we consider plantation expansion versus forests that are cleared but not converted to plantations. The price of crude palm oil is positively correlated with plantation expansion in the following year in Indonesian (not Malaysian) Borneo. Low palm oil prices, wet conditions, and improved fire prevention all likely contributed to reduced 2017 deforestation. Oversight of company conduct requires transparent concession ownership.