Diversity, Equity and Inclusion in Technology and Organizations
Permanent URI for this collectionhttps://hdl.handle.net/10125/107496
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Item type: Item , IT Ambidexterity, Board Diversity, and Firm Performance: A Configurational Approach(2024-01-03) Wang, Yen-Yao; Jung, Eunju; Lee, One-Ki DanielThis study investigates the role of information technology (IT) ambidexterity and its interplay with board diversity and firm size in influencing firm performance. Using a rich data set and employing the fuzzy-set Qualitative Comparative Analysis (fsQCA) method, we unveil a range of distinct configurational strategies highlighting the multifaceted impact of IT ambidexterity on short- and long-term firm performance. Our findings suggest that the implications for IT ambidexterity are not uniform but vary depending on the diversity in board gender and tenure, as well as the size of the firm. This research contributes to the ongoing discourse of IT strategy and firm performance, offering fresh perspectives on how gender and tenure diversity can play different roles in a firm’s leverage of IT resources to enhance its immediate and future performance.Item type: Item , Virtual Work and the Inclusion of Linguistic Minorities: A Double-Edged Sword(2024-01-03) Back, Hilla; Back, PhilippInformation technology has been shown to support organizations’ diversity, equity, and inclusion (DEI) initiatives. However, the role of language as a dimension of diversity has often been overlooked, especially for highly-skilled migrants joining organizations in non-Anglophone countries where English serves as the corporate language. Through 25 interviews at the Finnish branch of an international professional service firm, we investigate how these individuals navigate language barriers in both physical and virtual workspaces, with particular focus on coping strategies to language barriers after the COVID-induced transition to full virtual work. We find a dual effect of virtual work on inclusion: while linguistic minorities may reduce their short-term emotional strain in virtual settings, they may also increasingly detach from the majority group in the long run. These findings challenge the prevailing assumption that technology universally overcomes hidden barriers, emphasizing the necessity for tailored DEI-initiatives that consider the individual needs of different minority groups.Item type: Item , Unraveling the Dilemma of Stigma Disclosure: The Implications of Social Media and Stigma Discovery on Hiring(2024-01-03) Kwon, Youngjin; Thatcher, Jason Bennet; Roth, Philip; Pienta, DanPeople with invisible stigma often feel pressure about whether to disclose their invisible stigma or try to keep it hidden from their employer. While the decision to disclose or conceal stigma has been considered relatively straightforward, the ease of access to online personal information has made the decision process more uncontrollable and uncertain, as invisible stigma can now be discovered without the stigma holder's choice to reveal it to employers. This possibility of stigma discovery is troubling for job applicants, as hiring managers routinely review social media accounts as part of the hiring process through which hiring managers may unknowingly discover applicants' invisible stigmas and make a biased hiring decision. Against this background, we investigate whether job applicants should disclose their stigma when there is a risk of it being discovered online. To this end, we conducted an experiment in which subjects viewed job applicants’ cover letters (stigma disclosure) and social media (stigma discovery). Our findings indicate that when stigma disclosure alone happens, it is generally beneficial for job applicants, whereas stigma disclosure accompanied with discovery does not weaken stigma’s adverse effects on hiring outcomes.Item type: Item , Introduction to the Minitrack on Diversity, Equity and Inclusion in Technology and Organizations(2024-01-03) Gonzalez, Ester; Zaza, Sam; Techatassanasoontorn, Angsana