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Item type:Publication, The Palgrave Handbook of Social Sustainability in Business Education(Springer, 2024-03-13)This book provides a holistic conceptualization of social sustainability, going beyond the topics of diversity, equity, and inclusion, and showcases how the United Nations' Sustainable Development Goals (SDGs) emphasizing social sustainability can be integrated into business studies' curricula in different parts of the world. A unique collection of literature comprising educational principles, content, activities, and cases will guide educators, managers of business study programs, and higher education leaders in developing engaging, high-impact educational experiences that enable students to solve grand societal challenges and grow as ethical, inclusive leaders. This handbook features a wide-range of tested teaching innovations. These cover education models addressing newest trends, such as utilizing artificial intelligence and blockchain technologies in education about-and-for socially sustainable business or skill development for enabling circular economy and sustainable production and consumption patterns. The classical, impactful yet underutilized in business studies instructional techniques such as storytelling and theatre are also discussed comprehensively. A cross-disciplinary approach of the handbook speaks to scholars aiming to research and implement business education, which connects social, environmental, and economic dimensions in quality education that promotes sustainable development. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Planning for autonomy and conservation: ‘Life Plans’ and communal reserves in the Amazonian borders of Peru(Routledge, 2024-01-01)State-promoted biodiversity conservation can either align with or diverge from Indigenous Peoples’ priorities, knowledge, and self-determined development paths. Drawing on fieldwork at the Amazon borders of Brazil, Colombia, Ecuador, and Peru, this paper examines Indigenous organizations’ efforts to uphold territorial rights and pursue planning with Indigenous values in landscapes earmarked for conservation. The key question centers on how ‘border configurations’ affect grassroots planning and conservation focusing on the experience of Peruvian Secoya (Siékopai) People. Using expert interviews and ethnographic methods, the paper finds that conservation agencies risk losing credibility without genuine efforts toward social equity and well-being, constrained by mandates that often neglect local needs. The success of Life Plans depends on solidarity networks that balance conservation with viable economic alternatives, equitable power dynamics, and access to services. Ultimately, the paper shows that Life Plans empower Indigenous organizations, offering meaningful options for political self-representation within Amazonian conservation. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, The Diversity Paradox: The Unintended Consequences of Gender Diversity on Gender Pay Equity(Wiley, 2025-09-01)We examine how gender diversity and employees' internal pay position interact to explain gender differences in pay raises. Integrating equity theory and institutional theory, we argue that pay raises are guided by equity‐based reward allocation policies. Further, we expect a decoupling between these policies and their implementation if other gender diversity goals, such as a balanced ratio of female and male employees at the work‐unit level, are achieved. Specifically, gender diversity at the work‐unit level provides legitimacy that corporate diversity goals are being pursued. This makes the implementation of reward allocation policies aimed at increasing gender pay equity less salient in work units with high levels of gender diversity. We test our hypotheses using a multilevel moderated mediation model on a longitudinal sample of 9,246 observations from 4,003 employees in a large German company. Our results show an indirect effect of gender on pay increases over 3 years via compa ratio (i.e., the relative pay position for a given job grade). In support of equity theory, the results show that women receive higher pay increases than men over time to compensate for a lower compa ratio. Moreover, in work units with high gender diversity, the indirect effect of gender on pay raise is weaker, suggesting a decoupling between equity‐based reward allocation policies and their implementation. Our results offer valuable insights into the interaction of equity and institutional theory‐based explanations of reaching corporate diversity goals.1