Publicação
All that he wants is another culture: diversity- and inclusion-oriented cultures create asymmetric stress outcomes by gender
| dc.contributor.author | Gruda, Dritjon | |
| dc.contributor.author | Crowley-Henry, Marian | |
| dc.date.accessioned | 2026-06-11T16:00:06Z | |
| dc.date.available | 2026-06-11T16:00:06Z | |
| dc.date.issued | 2026-12-14 | |
| dc.description.abstract | Purpose: To investigate if diversity- and inclusion-oriented cultures (DIOCs) create asymmetric stress outcomes by gender, challenging the functionalist assumption that such cultures benefit all employees and revealing a potential occupational health paradox. Design/methodology/approach: This study employs a longitudinal, transition-based design using data from 1,441 US employees who moved between firms. We employ a multi-level fractional logit model with a lagged dependent variable to assess how changes in DIOC exposure affect linguistically measured stress, while accounting for baseline stress and the nested structure of employees within companies. Findings: Male employees who move to stronger DIOCs experience significant reductions in stress. Female employees show no improvement, indicating an occupational health paradox with asymmetric gendered outcomes. Research limitations/implications: Our results suggest that DIOCs may redistribute, rather than reduce, workplace stress, most likely due to an “inclusion tax” (i.e. a form of hidden emotional labor that women disproportionately bear). It extends the Job Demands-Resources model, showing that culture can be a resource for some but a demand for others, where assimilation to cultural norms is forced and invisible labor exacts a toll on subgroups (e.g. women). From an EDI perspective, these findings suggest that “occupational health peacocking”, where organizations signal inclusive values without equitable outcomes, may perpetuate rather than dismantle inequality regimes. Originality/value: This study provides novel longitudinal evidence of DIOCs' paradoxical stress effects. It introduces the concept of the “inclusion tax” to explain why diversity and inclusion efforts that do not alter the structural conditions that reproduce inequality may fail women, thereby adding critical nuance to the discourse on workplace inclusion and structural inequality. | eng |
| dc.identifier.doi | 10.1108/EDI-11-2025-0763 | |
| dc.identifier.other | 01a89786-153d-4d3d-b59c-12e9a4097bfa | |
| dc.identifier.uri | http://hdl.handle.net/10400.14/58092 | |
| dc.identifier.wos | 001780266700001 | |
| dc.language.iso | eng | |
| dc.peerreviewed | yes | |
| dc.publisher | Emerald Publishing | |
| dc.rights.uri | http://creativecommons.org/licenses/by/4.0/ | |
| dc.subject | Diversity and inclusion | eng |
| dc.subject | Emotional labor | eng |
| dc.subject | Gender differences | eng |
| dc.subject | Occupational health | eng |
| dc.subject | Organizational culture | eng |
| dc.subject | Workplace stress | eng |
| dc.title | All that he wants is another culture: diversity- and inclusion-oriented cultures create asymmetric stress outcomes by gender | |
| dc.type | research article | |
| dspace.entity.type | Publication | |
| oaire.citation.endPage | 265 | |
| oaire.citation.issue | 9 | |
| oaire.citation.startPage | 246 | |
| oaire.citation.volume | 45 | |
| oaire.version | http://purl.org/coar/version/c_970fb48d4fbd8a85 |
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