Work with thought leaders and academic experts in Diversity and inclusion

Companies can benefit from working with an academic researcher in the field of Diversity and Inclusion in several ways. Firstly, they can gain valuable insights and expertise to enhance their diversity and inclusivity initiatives. The researcher can conduct assessments, analyze data, and provide recommendations for creating a more inclusive work environment. Secondly, collaborating with an academic researcher can help companies improve employee satisfaction and engagement. By implementing evidence-based strategies, companies can create a workplace culture that values diversity and promotes equal opportunities. Thirdly, working with a Diversity and Inclusion researcher can give companies a competitive edge. They can stay updated on the latest research, trends, and best practices in the field, allowing them to adapt and innovate in a rapidly changing business landscape. Overall, partnering with an academic researcher in Diversity and Inclusion can lead to a more inclusive, productive, and successful company.

Researchers on NotedSource with backgrounds in Diversity and inclusion include YingFei Héliot, Dr. Mateo Cruz, Jacqueline Strenio, Jason Lambert, Areeba Mumtaz, Jaime Estrada, Bianca Trinkenreich, and C. Douglas Johnson, Ph.D..

Jacqueline Strenio

Economist with expertise in gender and economic pedagogy
Research Expertise (11)
feminist economics
intimate partner violence
health economics
And 6 more
I am an Assistant Professor of Economics at Norwich University. My research and teaching interests are in feminist economics, health, public policy, and economic pedagogy. My current research focuses on violence against women and girls, including public space sexual harassment and intimate partner violence. My research emphasizes that such violence not only constrains a person’s capability for life and bodily health but can also result in other significant unfreedoms including deprivation of the capability for economic well-being. Recent publications on these topics have appeared in the journal *Feminist Economics*, the *Handbook of Interpersonal Violence and Abuse Across the Lifespan*, and *The Routledge Handbook of Feminist Economics*.   I earned my M.S. and Ph.D. in Economics from the University of Utah and a B.A. in Economics from the University of Colorado, Boulder. I also hold a Higher Education Teaching Specialist (HETS) designation and am committed to implementing more effective, research-backed practices in her classrooms and encouraging diversity in economics education more broadly. I have published on the necessity of plurality and innovation in economics education, with articles on teaching appearing in *The International Journal of Pluralism and Economics Education*, *The Review of Political Economy,* and the *Journal of Economics Education*. At Norwich University, I teach Health Economics and Policy, Public Finance, Economics of Race and Gender in the 20th Century, Principles of Microeconomics, and The Structure and Operation of the World Economy.

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Jason Lambert

Associate Professor of Management and Organizational Behavior with publications and book chapters on strategic human resoures, recruitment, diversity, equity, inclusion, and belonging.
Most Relevant Research Expertise
Diversity and inclusion
Other Research Expertise (22)
Diversity and inclusion
Migrant employees
Discrimination & exploitation
And 17 more
Dr. Jason Lambert is an accomplished business professional with over 10 years of experience in the field of management. He holds a Ph.D in Management from The University of Texas at Arlington, which he received in 2012. During his time at UT Arlington, Dr. Lambert focused his studies on organizational behavior and human resource management. He also participated in various research projects and presented research at various conferences. Since that time he has published several articles in academic journals. After completing his doctoral degree, Dr. Lambert joined the faculty at a prestigious business school, where he taught courses on management, leadership, and organizational behavior. He also served as a mentor to students and advised them on career development. In addition to his teaching career, Dr. Lambert has also worked as a consultant for various companies, providing guidance and expertise in areas such as organizational design, change management, and leadership development. Dr. Lambert is known for his innovative and dynamic teaching style, as well as his ability to bridge the gap between academic theory and real-world business practices. He is passionate about helping individuals and organizations reach their full potential and achieve success.

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Example Diversity and inclusion projects

How can companies collaborate more effectively with researchers, experts, and thought leaders to make progress on Diversity and inclusion?

Developing Inclusive Hiring Practices

An academic researcher can help companies develop inclusive hiring practices by conducting research on bias in recruitment and selection processes. They can identify areas of improvement and recommend strategies to attract and hire diverse talent. This can lead to a more diverse workforce and a stronger employer brand.

Designing Diversity Training Programs

Collaborating with an academic researcher, companies can design and implement effective diversity training programs. The researcher can assess the organization's specific needs, develop customized training modules, and evaluate the program's impact. This can help employees develop cultural competence, reduce unconscious bias, and foster a more inclusive workplace.

Creating Inclusive Policies and Procedures

An academic researcher can assist companies in creating inclusive policies and procedures that promote diversity and inclusion. They can conduct policy reviews, provide recommendations based on best practices, and ensure compliance with relevant laws and regulations. This can help companies establish a fair and equitable work environment for all employees.

Measuring Diversity and Inclusion Metrics

Working with an academic researcher, companies can develop and implement metrics to measure their diversity and inclusion efforts. The researcher can help identify relevant indicators, design data collection methods, and analyze the results. This can provide companies with valuable insights to track progress, identify areas for improvement, and make data-driven decisions.

Promoting Inclusive Leadership

Collaborating with an academic researcher, companies can develop inclusive leadership programs. The researcher can assess leadership behaviors, provide training and coaching to enhance inclusive leadership skills, and evaluate the program's effectiveness. This can foster a culture of inclusion, empower leaders to champion diversity, and drive positive change within the organization.