{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2025,2,21]],"date-time":"2025-02-21T21:24:50Z","timestamp":1740173090920,"version":"3.37.3"},"reference-count":33,"publisher":"Springer Fachmedien Wiesbaden GmbH","issue":"6","license":[{"start":{"date-parts":[[2024,7,24]],"date-time":"2024-07-24T00:00:00Z","timestamp":1721779200000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0"},{"start":{"date-parts":[[2024,7,24]],"date-time":"2024-07-24T00:00:00Z","timestamp":1721779200000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0"}],"funder":[{"DOI":"10.13039\/501100016379","name":"Universit\u00e4t Osnabr\u00fcck","doi-asserted-by":"crossref","id":[{"id":"10.13039\/501100016379","id-type":"DOI","asserted-by":"crossref"}]}],"content-domain":{"domain":["link.springer.com"],"crossmark-restriction":false},"short-container-title":["HMD"],"published-print":{"date-parts":[[2024,12]]},"abstract":"<jats:title>Zusammenfassung<\/jats:title><jats:p>Diversity-Programme verfolgen nicht nur das Ziel, wirtschaftliche Potenziale zu erschlie\u00dfen, sondern auch, die Entwicklung von Unternehmen hin zu einer zeitgem\u00e4\u00dfen und ethisch vertretbaren Unternehmenskultur zu f\u00f6rdern. Trotz der positiven Absichten der Unternehmen, Diversity-Programme umzusetzen, zeigen aktuelle Daten nur langsame Fortschritte in diesem Bereich. Mit der vorliegenden Studie wird ein innovativer Ansatz zur F\u00f6rderung von Diversity in Unternehmen vorgestellt, der darauf ausgerichtet ist, implizite Diskriminierung in der Unternehmenskommunikation abzubauen. \u00c4hnlich der <jats:italic>Corporate Governance<\/jats:italic> zielt die im Folgenden vorgestellte <jats:italic>Diversity Governance<\/jats:italic> darauf ab, die Handlungsspielr\u00e4ume von Mitarbeitenden und F\u00fchrungskr\u00e4ften so zu gestalten, dass sie dazu bef\u00e4higt werden, im Sinne von Diversity-Prinzipien zu kommunizieren. Im Rahmen dieser Studie werden Ergebnisse zur Konzeption und zur technischen Umsetzung einer Diversity-Governance-Software pr\u00e4sentiert, die Daten der Unternehmenskommunikation z.\u202fB. in Form von Texten und Bildern automatisiert auf implizite Diskriminierung analysiert. Eine automatisierte Pr\u00fcfung der Unternehmenskommunikation durch Verfahren der K\u00fcnstlichen Intelligenz (KI) bietet einen entscheidenden Vorteil hinsichtlich der Geschwindigkeit und wird bei gro\u00dfen Analyseeintr\u00e4gen auch nicht durch menschliche Ph\u00e4nomene wie Erm\u00fcdungseffekte in ihrer Konsistenz beeinflusst. Neben der Pr\u00fcfung ist die Software auf die Weiterentwicklung der analysierten Texte und Bilder programmiert und unterst\u00fctzt dabei durch KI-basierte Empfehlungen, bspw. f\u00fcr alternative Formulierungen. Um Feedback zur Konzeption und zur technischen Implementierung der Software zu erhalten, wurden zw\u00f6lf Interviews mit Expert:innen aus dem Themenbereich <jats:italic>Diversity<\/jats:italic> durchgef\u00fchrt, um aus den Ergebnissen praktische Handlungsempfehlungen f\u00fcr die erfolgreiche Umsetzung von <jats:italic>Diversity Governance<\/jats:italic> abzuleiten.<\/jats:p>","DOI":"10.1365\/s40702-024-01090-3","type":"journal-article","created":{"date-parts":[[2024,7,24]],"date-time":"2024-07-24T10:02:35Z","timestamp":1721815355000},"page":"1567-1586","update-policy":"https:\/\/doi.org\/10.1007\/springer_crossmark_policy","source":"Crossref","is-referenced-by-count":0,"title":["Diversity Governance: Gestaltung eines Diversit\u00e4tssensiblen Ansatzes zur Automatisierten Identifikation und Reduktion Impliziter Diskriminierung in der Unternehmenskommunikation","Diversity Governance: Developing a\u00a0Diversity-sensitive Approach to Automatically Identify and Reduce Implicit Discrimination in Corporate Communications"],"prefix":"10.1365","volume":"61","author":[{"ORCID":"https:\/\/orcid.org\/0009-0001-2780-9788","authenticated-orcid":false,"given":"Lorena","family":"G\u00f6ritz","sequence":"first","affiliation":[]},{"given":"Jan Heinrich","family":"Beinke","sequence":"additional","affiliation":[]},{"given":"Daniel","family":"Stattkus","sequence":"additional","affiliation":[]},{"given":"Oliver","family":"Thomas","sequence":"additional","affiliation":[]}],"member":"93","published-online":{"date-parts":[[2024,7,24]]},"reference":[{"issue":"3","key":"1090_CR1","doi-asserted-by":"publisher","first-page":"820","DOI":"10.1177\/0149206311424318","volume":"40","author":"G Andrevski","year":"2014","unstructured":"Andrevski\u00a0G, Richard\u00a0OC, Shaw\u00a0JD, Ferrier\u00a0WJ (2014) Racial diversity and firm performance: the mediating role of competitive intensity. J\u00a0Manage 40(3):820\u2013844. https:\/\/doi.org\/10.1177\/0149206311424318","journal-title":"J Manage"},{"key":"1090_CR2","unstructured":"Antidiskriminierungsstelle des Bundes (2024) Aufgaben der Antidiskriminierungsstelle des Bundes. https:\/\/www.antidiskriminierungsstelle.de\/DE\/ueber-uns\/unsere-aufgaben\/unsere_aufgaben_inhalt.html. Zugegriffen: 6. Mai 2024"},{"key":"1090_CR3","volume-title":"Women in tech: the facts","author":"C Ashcraft","year":"2016","unstructured":"Ashcraft\u00a0C, McLain\u00a0B, Eger\u00a0E (2016) Women in tech: the facts. National Center for Women & Technology (NCWIT), Colorado"},{"issue":"2","key":"1090_CR4","doi-asserted-by":"publisher","first-page":"218","DOI":"10.1177\/1470595819859603","volume":"19","author":"C Barmeyer","year":"2019","unstructured":"Barmeyer\u00a0C, Bausch\u00a0M, Moncayo\u00a0D (2019) Cross-cultural management research: topics, paradigms, and methods\u2014a\u00a0journal-based longitudinal analysis between 2001 and 2018. Int J Cross Cult Manag 19(2):218\u2013244. https:\/\/doi.org\/10.1177\/1470595819859603","journal-title":"Int J Cross Cult Manag"},{"key":"1090_CR5","doi-asserted-by":"publisher","first-page":"291","DOI":"10.1007\/978-3-658-14047-2_18","volume-title":"Managing Diversity: Die diversit\u00e4tsbewusste Ausrichtung des Bildungs- und Kulturwesens, der Wirtschaft und Verwaltung","author":"M Becker","year":"2016","unstructured":"Becker\u00a0M (2016) Was ist Diversity Management? In: Fereidooni\u00a0K, Zeoli\u00a0AP (Hrsg) Managing Diversity: Die diversit\u00e4tsbewusste Ausrichtung des Bildungs- und Kulturwesens, der Wirtschaft und Verwaltung, S\u00a0291\u2013317"},{"issue":"2","key":"1090_CR6","doi-asserted-by":"publisher","first-page":"94","DOI":"10.1257\/000282805774670365","volume":"95","author":"M Bertrand","year":"2005","unstructured":"Bertrand\u00a0M, Chugh\u00a0D, Mullainathan\u00a0S (2005) Implicit discrimination. Am Econ Rev 95(2):94\u201398","journal-title":"Am Econ Rev"},{"issue":"2","key":"1090_CR7","doi-asserted-by":"publisher","first-page":"207","DOI":"10.5465\/amle.2008.0090","volume":"11","author":"K Bezrukova","year":"2012","unstructured":"Bezrukova\u00a0K, Jehn\u00a0KA, Spell\u00a0CS (2012) Reviewing diversity training: where we have been and where we should go. AMLE 11(2):207\u2013227. https:\/\/doi.org\/10.5465\/amle.2008.0090","journal-title":"AMLE"},{"issue":"6","key":"1090_CR8","doi-asserted-by":"publisher","first-page":"725","DOI":"10.1177\/0891243217738518","volume":"31","author":"SJ Correll","year":"2017","unstructured":"Correll\u00a0SJ (2017) SWS 2016 feminist lecture: reducing gender biases in modern workplaces: a\u00a0small wins approach to organizational change. Gend Soc 31(6):725\u2013750","journal-title":"Gend Soc"},{"issue":"1","key":"1090_CR9","doi-asserted-by":"publisher","first-page":"157","DOI":"10.1016\/j.emj.2019.06.006","volume":"38","author":"MC D\u00edaz-Fern\u00e1ndez","year":"2020","unstructured":"D\u00edaz-Fern\u00e1ndez\u00a0MC, Gonz\u00e1lez-Rodr\u00edguez\u00a0MR, Simonetti\u00a0B (2020) Top management team diversity and high performance: an integrative approach based on upper echelons and complexity theory. Eur Manag\u00a0J 38(1):157\u2013168. https:\/\/doi.org\/10.1016\/j.emj.2019.06.006","journal-title":"Eur Manag J"},{"key":"1090_CR10","unstructured":"Dobbin F, Kalev A (2016) Why diversity programs fail. Harvard Business Review. https:\/\/hbr.org\/2016\/07\/why-diversity-programs-fail. Zugegriffen: 14. Dez. 2023"},{"key":"1090_CR11","volume-title":"Social role theory. Handbook of theories of social psychology","author":"AH Eagly","year":"2012","unstructured":"Eagly\u00a0AH, Wood\u00a0W (2012) Social role theory. Handbook of theories of social psychology. SAGE, Los Angeles"},{"issue":"3","key":"1090_CR12","doi-asserted-by":"publisher","first-page":"221","DOI":"10.1037\/h0057532","volume":"32","author":"R Flesch","year":"1948","unstructured":"Flesch\u00a0R (1948) A\u00a0new readability yardstick. J\u00a0Appl Psychol 32(3):221","journal-title":"J Appl Psychol"},{"issue":"5","key":"1090_CR13","doi-asserted-by":"publisher","first-page":"6069","DOI":"10.1111\/acfi.12834","volume":"61","author":"J Gao","year":"2021","unstructured":"Gao\u00a0J, Wu\u00a0J, You\u00a0J, Smith\u00a0M (2021) Migrant entrepreneurs and firm innovation. Account Finance 61(5):6069\u20136112. https:\/\/doi.org\/10.1111\/acfi.12834","journal-title":"Account Finance"},{"issue":"4","key":"1090_CR14","first-page":"412","volume":"64","author":"D Gebert","year":"2004","unstructured":"Gebert\u00a0D (2004) Durch diversity zu mehr Teaminnovativit\u00e4t? Betriebswirtschaft 64(4):412\u2013430","journal-title":"Betriebswirtschaft"},{"issue":"1","key":"1090_CR15","doi-asserted-by":"publisher","first-page":"79","DOI":"10.1111\/sipr.12094","volume":"17","author":"LJ Gill","year":"2023","unstructured":"Gill\u00a0LJ, Olson\u00a0MA (2023) A dual-process framework for diversity training to reduce discrimination in organizational settings. Social Issues Policy Review 17(1):79\u2013103","journal-title":"Social Issues Policy Review"},{"issue":"4","key":"1090_CR16","doi-asserted-by":"publisher","first-page":"364","DOI":"10.1097\/00006199-196807000-00014","volume":"17","author":"BG Glaser","year":"1968","unstructured":"Glaser\u00a0BG, Strauss\u00a0AL, Strutzel\u00a0E (1968) The discovery of grounded theory; strategies for qualitative research. Nurs Res 17(4):364","journal-title":"Nurs Res"},{"key":"1090_CR17","unstructured":"G\u00f6ritz L, Stattkus D, Beinke JH, Thomas O (2022) To reduce bias, you must identify it first! Towards automated gender bias detection. ICIS 2022 Proceedings. 10. https:\/\/aisel.aisnet.org\/icis2022\/data_analytics\/data_analytics\/10"},{"key":"1090_CR18","doi-asserted-by":"publisher","DOI":"10.48550\/arXiv.2305.11840","author":"A Jha","year":"2023","unstructured":"Jha\u00a0A, Davani\u00a0A, Reddy\u00a0CK, Dave\u00a0S, Prabhakaran\u00a0V, Dev\u00a0S (2023) A stereotype benchmark with broad geo-cultural coverage leveraging generative models. Comput Lang. https:\/\/doi.org\/10.48550\/arXiv.2305.11840","journal-title":"Comput Lang"},{"key":"1090_CR19","unstructured":"Kewes T (2022) Diversit\u00e4ts-Ranking: Allianz, SAP und Deutsche Telekom sind die Gewinner. Handelsblatt. https:\/\/www.handelsblatt.com\/unternehmen\/management\/management-diversitaets-ranking-allianz-sap-und-deutsche-telekom-sind-die-gewinner\/28374278.html. Zugegriffen: 14. Dez. 2023"},{"issue":"07","key":"1090_CR20","doi-asserted-by":"publisher","first-page":"2","DOI":"10.1016\/j.infoandorg.2006.11.001","volume":"17","author":"MD Myers","year":"2007","unstructured":"Myers\u00a0MD, Newman\u00a0M (2007) The qualitative interview in IS research: examining the craft. Inf Organ 17(07):2\u201326. https:\/\/doi.org\/10.1016\/j.infoandorg.2006.11.001","journal-title":"Inf Organ"},{"issue":"3","key":"1090_CR21","first-page":"56","volume":"5","author":"B Nazir","year":"2016","unstructured":"Nazir\u00a0B, Ali\u00a0M, Jamil\u00a0M (2016) The impact of brand image on the customer retention: a\u00a0mediating role of customer satisfaction in Pakistan. Int J Bus Manag Invent 5(3):56\u201361","journal-title":"Int J Bus Manag Invent"},{"issue":"1","key":"1090_CR22","doi-asserted-by":"publisher","first-page":"198","DOI":"10.1177\/0950017017719841","volume":"32","author":"M Noon","year":"2018","unstructured":"Noon\u00a0M (2018) Pointless diversity training: unconscious bias, new racism and agency. Work Employ Soc 32(1):198\u2013209. https:\/\/doi.org\/10.1177\/0950017017719841","journal-title":"Work Employ Soc"},{"key":"1090_CR24","doi-asserted-by":"publisher","DOI":"10.1515\/9781400830282","volume-title":"The difference: how the power of diversity creates better groups, firms, schools, and societies\u2014new edition","author":"S Page","year":"2008","unstructured":"Page\u00a0S (2008) The difference: how the power of diversity creates better groups, firms, schools, and societies\u2014new edition. Princeton University Press, Princeton https:\/\/doi.org\/10.1515\/9781400830282"},{"issue":"3\/4","key":"1090_CR25","doi-asserted-by":"publisher","first-page":"556","DOI":"10.1108\/IJIS-10-2020-0217","volume":"14","author":"D Pandita","year":"2021","unstructured":"Pandita\u00a0D (2021) Innovation in talent management practices: creating an innovative employer branding strategy to attract generation Z. Int J Innov Sci 14(3\/4):556\u2013569","journal-title":"Int J Innov Sci"},{"issue":"2828","key":"1090_CR26","doi-asserted-by":"publisher","first-page":"42","DOI":"10.1016\/S0262-4079(11)62167-2","volume":"211","author":"JW Pennebaker","year":"2011","unstructured":"Pennebaker\u00a0JW (2011) The secret life of pronouns. New Sci 211(2828):42\u201345","journal-title":"New Sci"},{"key":"1090_CR27","unstructured":"Statista Research Department (2024) Umfrage zu Diversity-Management und wirtschaftlichem Erfolg von Unternehmen 2020. https:\/\/de.statista.com\/statistik\/daten\/studie\/1226685\/umfrage\/relevanz-von-diversity-management-fuer-wirtschaftlichen-erfolg-von-unternehmen. Zugegriffen: 6. Mai 2024"},{"key":"1090_CR28","volume-title":"Basics of qualitative research","author":"A Strauss","year":"1990","unstructured":"Strauss\u00a0A, Corbin\u00a0J (1990) Basics of qualitative research. SAGE"},{"key":"1090_CR29","unstructured":"Vereinte Nationen (2023) The sustainable development goals report 2023. https:\/\/unstats.un.org\/sdgs\/report\/2023\/The-Sustainable-Development-Goals-Report-2023.pdf"},{"key":"1090_CR30","unstructured":"Vereinte Nationen (2024) Ziele f\u00fcr nachhaltige Entwicklung. UNRIC \u2013 Regionales Informationszentrum der Vereinten Nationen. https:\/\/unric.org\/de\/17ziele\/. Zugegriffen: 6. Mai 2024"},{"issue":"3","key":"1090_CR31","doi-asserted-by":"publisher","first-page":"432","DOI":"10.1365\/s40702-020-00608-9","volume":"57","author":"J Vogel","year":"2020","unstructured":"Vogel\u00a0J, Schuir\u00a0J, Thomas\u00a0O, Teuteberg\u00a0F (2020) Gestaltung und Erprobung einer Virtual-Reality-Anwendung zur Unterst\u00fctzung des Prototypings in Design-Thinking-Prozessen. HMD 57(3):432\u2013450","journal-title":"HMD"},{"issue":"1","key":"1090_CR32","doi-asserted-by":"publisher","first-page":"59","DOI":"10.1177\/0361684318800264","volume":"43","author":"LS Wilton","year":"2019","unstructured":"Wilton\u00a0LS, Sanchez\u00a0DT, Unzueta\u00a0MM, Kaiser\u00a0C, Caluori\u00a0N (2019) In good company: when gender diversity boosts a\u00a0company\u2019s reputation. Psychol Women\u00a0Q 43(1):59\u201372","journal-title":"Psychol Women Q"},{"issue":"2","key":"1090_CR33","doi-asserted-by":"publisher","first-page":"109","DOI":"10.5709\/ce.1897-9254.502","volume":"17","author":"L Zheng","year":"2023","unstructured":"Zheng\u00a0L (2023) How racial diversity and gender diversity in job positions affect the economy? CE 17(2):109\u2013127","journal-title":"CE"},{"issue":"3","key":"1090_CR23","doi-asserted-by":"publisher","first-page":"500","DOI":"10.1016\/j.respol.2010.11.004","volume":"40","author":"CR \u00d8stergaard","year":"2011","unstructured":"\u00d8stergaard\u00a0CR, Timmermans\u00a0B, Kristinsson\u00a0K (2011) Does a\u00a0different view create something new? The effect of employee diversity on innovation. Res Policy 40(3):500\u2013509","journal-title":"Res Policy"}],"container-title":["HMD Praxis der Wirtschaftsinformatik"],"original-title":[],"language":"de","link":[{"URL":"https:\/\/link.springer.com\/content\/pdf\/10.1365\/s40702-024-01090-3.pdf","content-type":"application\/pdf","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/link.springer.com\/article\/10.1365\/s40702-024-01090-3\/fulltext.html","content-type":"text\/html","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/link.springer.com\/content\/pdf\/10.1365\/s40702-024-01090-3.pdf","content-type":"application\/pdf","content-version":"vor","intended-application":"similarity-checking"}],"deposited":{"date-parts":[[2024,12,4]],"date-time":"2024-12-04T13:02:36Z","timestamp":1733317356000},"score":1,"resource":{"primary":{"URL":"https:\/\/link.springer.com\/10.1365\/s40702-024-01090-3"}},"subtitle":[],"short-title":[],"issued":{"date-parts":[[2024,7,24]]},"references-count":33,"journal-issue":{"issue":"6","published-print":{"date-parts":[[2024,12]]}},"alternative-id":["1090"],"URL":"https:\/\/doi.org\/10.1365\/s40702-024-01090-3","relation":{},"ISSN":["1436-3011","2198-2775"],"issn-type":[{"type":"print","value":"1436-3011"},{"type":"electronic","value":"2198-2775"}],"subject":[],"published":{"date-parts":[[2024,7,24]]},"assertion":[{"value":"30 January 2024","order":1,"name":"received","label":"Received","group":{"name":"ArticleHistory","label":"Article History"}},{"value":"5 June 2024","order":2,"name":"accepted","label":"Accepted","group":{"name":"ArticleHistory","label":"Article History"}},{"value":"24 July 2024","order":3,"name":"first_online","label":"First Online","group":{"name":"ArticleHistory","label":"Article History"}}]}}