Gender and Diversity (2024)

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A B S T R A C T Insights from the social identity approach can be useful in understanding the drivers of dysfunctional conflict in environmental and natural resources management (ENRM). Such conflicts tend to be shaped by multiple factors including: the governance arrangements that are in place and how deliberations are undertaken; the conduct and interactions of stakeholders and the wider citizenry; and the conflict legacy, which can perpetuate a 'culture of conflict' around particular issues. This paper presents an integrative conceptual model of the socio-political landscape of ENRM conflict, which draws these multiple factors together. The social identity approach is then introduced as an appropriate lens through which the drivers of conflict in ENRM can be further interrogated. Key social identity mechanisms are discussed along with their contribution to the proliferation of dysfunctional conflict in ENRM. Based on this analysis, it is found that the social identity approach presents a way to understand the subtle and sometimes invisible social structures which underlie ENRM, and that ENRM issues ought to be viewed as a series of conflict episodes connected across time and contexts by the conflict legacy. The conceptual model, and its interpretation through the social identity approach, raises a number of implications for the current theory, practice and institutions involved in the wicked socio-political landscape of ENRM. These implications are examined, followed by a discussion of some opportunities to address the impact of social identity on dysfunctional conflict drawn from empirical Australian and international examples in the literature.

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iii THE CONSTRUCTION OF HUMAN’S IDENTITY IN NATURE BY OPPOSING SOCIAL MOVEMENTS IN THE IDAHO WOLF WARS Abstract

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ii ACKNOWLEDGEMENT The production of this modest document has depended on the work of several people other than myself. Thanks to Nick Fiore, formerly of the Wolf Education and Research Center, for providing me with so much inside information concerning conservation in Idaho. Secondly, thanks to Shaun Genter and Lauren Richter for their editing and advice concerning this project’s contents. Thank you to my thesis committee, Lisa McIntyre, Nella Van Dyke, Emmett Fiske, and Eugene Rosa for sticking with me, despite great geographical distances, and thank you to Megan Comstock and the WSU Sociology office staff for their support and impeccable organization throughout this process. I also want to thank all the WSU Sociology graduate students and faculty for making my time in Pullman so enlightening. Finally, I want to offer the utmost appreciation to my family, which has stood behind me even when the support of others has wavered.

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Sociological Theory

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In an effort to explain pro-environmental behavior, environmental sociologists often study environmental attitudes. While much of this work is atheoretical, the focus on attitudes suggests that researchers are implicitly drawing upon attitude theory in psychology. The present research brings sociological theory to environmental sociology by drawing on identity theory to understand environmentally responsive behavior. We develop an environment identity model of environmental behavior that includes not only the meanings of the environment identity, but also the prominence and salience of the environment identity and commitment to the environment identity. We examine the identity process as it relates to behavior, though not to the exclusion of examining the effects of environmental attitudes. The findings reveal that individual agency is important in influencing environmentally responsive behavior, but this agency is largely through identity processes, rather than attitude processes. ...

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Global Science Books

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Matthew Hornsey

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Ann Owen

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Engaging with Human Identity in Social-Ecological Systems: A Dialectical Approach

Micah Ingalls

Vexing problems of global environmental change call for better conceptual and analytical approaches for understanding human behaviors, factors influencing these behaviors, and the causal pathways through which these shape social and environmental outcomes. While human identity meanings provide key analytic objects in the interrogation of these dynamics, identity-based research has been truncated by a historic overemphasis on social factors and a lack of critical engagement with the ecological context of these processes. Adapting Giddens’s concept of structuration, we draw on recent advances in social-ecological systems scholarship and human structural ecology to propose a new conceptual approach for understanding human identity processes and their relation to social-ecological structure. Resituating the human person within complex social-ecological systems, we suggest some causal pathways through which ecological (in addition to social) elements are active in the emergence of human identity and, conversely, the ways in which identity-based behaviors interact dialectically with social-ecological structure to produce outcomes significant along both social and ecological dimensions. Finally, we explore some implications of this reframing for the interrogation of society-nature dynamics and for empirical research engaging with social-ecological change and resilience.

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Gender and Diversity (2024)

FAQs

Gender and Diversity? ›

Gender diversity refers to the proportion of females to males in an organizational structure (school, company, courts, etc.) or workplace. The less the difference between the numbers of males and females, the greater is the diversity.

How does gender relate to diversity? ›

Gender diversity is an umbrella term that is used to describe gender identities that demonstrate a diversity of expression beyond the binary framework. For many gender diverse people, the concept of binary gender – having to choose to express yourself as male or female – is constraining.

What is an example of diversity in gender? ›

Types of gender diversity

transsexual people, who have changed, or are in the process of changing, their physical sex to conform to their gender identity. drag queens, drag kings and cross-dressers, who often dress in ways considered socially appropriate for the 'other' gender, including as a performance.

What is the diversity approach to gender? ›

The diversity approach focuses on the idea that sex and gender are different, and that our sex does not affect the language we use.

What is the impact of gender diversity? ›

Greater profitability

Time and again, evidence supports the notion that gender diversity positively influences financial performance. Companies with the highest gender diversity are 21% more likely to achieve better-than-expected profits, according to McKinsey.

Why is it important to understand gender diversity? ›

It shapes who we know ourselves to be, and how we present ourselves and interact with others. Gender is internal and personally defined by each individual alone. For some people, their gender identity does not match their sex assigned at birth and these people may identify as transgender, gender diverse or non-binary.

Does gender diversity really matter? ›

Companies with gender-diverse leadership really do receive higher returns. In fact, recently EY jointly released a first of its kind study with the Peterson Institute for International Economics revealing that companies with 30% female leadership can add up to 6 percentage points to their net margin.

What are the 4 types of diversity? ›

4 common types of diversity

Some are visible and some are not. Still, others are immutable parts of who we are, while some change many times over the course of our lives. Broadly speaking, there are four types of diversity: internal, external, organizational, and worldview.

Is gender equality diversity? ›

Diversity within a workplace encompasses race, gender, ethnic groups, age, education, religion, sexual orientation, political beliefs, mental and physical conditions, as well as other distinct attributes and qualities among people.

What is diversity 3 examples? ›

Examples of diversity include visible diversity such as age, ethnicity, gender, physical abilities/qualities, race. Invisible diversity examples are sexual orientation, educational background, and work experiences. Personal diversity includes religion, geographical location, and general worldview.

How can you respect gender diversity? ›

Show Respect

It is as simple as asking, "What gender pronouns do you use?" "What name should I use?" A term to avoid is preference, which is sometimes used to describe labels for sexual orientation and gender identity that differ from the majority identities of heterosexual and cisgender.

What category of diversity includes gender? ›

Gender diversity

Gender diversity is having an equal mix of genders in the workplace. Gender refers to the social construct that revolves around identity, including male, female, nonbinary and transgender.

What is an example of gender diversity? ›

Here are a few examples of gender diversity:
  • Transgender people: Individuals who identify as a gender other than those assigned birth.
  • Genderqueers: Individuals who identify as a mix of male and female or somewhere in between.
  • Non-binary individuals: Individuals who do not identify exclusively as either male or female.

What does diversity mean in gender? ›

Gender diversity refers to the proportion of females to males in an organizational structure (school, company, courts, etc.) or workplace. The less the difference between the numbers of males and females, the greater is the diversity.

Why gender diversity is a challenge? ›

Challenges in gender diversity like resistance, implicit bias, and lack of leadership representation can be overcome with education, inclusive policies, and targeted programs. Addressing the pay gap, ensuring equal networking opportunities, and engaging men as allies are crucial.

What do you think about gender diversity? ›

Gender diversity in the workplace means that women and men are hired at a similar and consistent rate, are paid equally, and are given the same opportunities, be that access to resources, promotions, or pay. Gender diversity is having equal opportunities available to you that aren't limited by your gender.

How does culture affect gender diversity? ›

Culture affects variation in gender-related behaviors between individuals within a cultural group as well as variation between cultures. Culture can maximize, minimize, or even eliminate gender differences in social behaviors and cognitions. Indeed, it is impossible to separate gender and culture.

Is diversity about race and gender? ›

Diversity, equity, and inclusion are three closely linked values held by many organizations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations.

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