{"id":{"repo_id":"auckland-tech","oai_identifier":"oai:openrepository.aut.ac.nz:10292/11525"},"canonical_url":"https://search.dev.ndltd.org/etd/auckland-tech/oai:openrepository.aut.ac.nz:10292/11525","repository":{"repo_id":"auckland-tech","name":"AUT University","base_url":"https://openrepository.aut.ac.nz/server/oai/request"},"display":{"title":"Workplace Diversity Disclosure by Global Companies: An Exploration","abstract":"This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders.","abstract_html":"This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders.","abstract_has_math":false,"creators":["Du, Melody"],"institution":"Auckland University of Technology","degree_name":"Master of Business","degree_level":"Masters Dissertations","degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Momin, Mahmood"],"committee_chairs":[],"committee_members":[],"year":2018,"date_issued":"2018","date_published":"2018","updated_at":"2026-08-21T16:42:05Z","subjects":["Workplace diversity disclosure","Global companies","Fortune 100","Quality"],"languages":["en"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["hdl:10292/11525"],"render_values":[{"text":"hdl:10292/11525","href":null,"code":true}]}]},"links":{"outbound_url":"https://hdl.handle.net/10292/11525","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"source_record":{"url":"https://openrepository.aut.ac.nz/server/oai/request?verb=GetRecord&metadataPrefix=dim&identifier=oai%3Aopenrepository.aut.ac.nz%3A10292%2F11525","prefix":"dim"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Momin, Mahmood"]},{"key":"dc:creator","label":"Author","values":["Du, Melody"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2018-04-25T23:15:34Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2018-04-25T23:15:34Z"]},{"key":"dc:date.issued","label":"Date","values":["2018"]},{"key":"dc:publisher","label":"Institution","values":["Auckland University of Technology"]},{"key":"dc:type","label":"Dc Type","values":["Dissertation"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Masters Dissertations"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Business"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Auckland University of Technology"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Workplace diversity disclosure","Global companies","Fortune 100","Quality"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["hdl:10292/11525"]},{"key":"dc:identifier.uri","label":"Identifier URI","values":["https://hdl.handle.net/10292/11525"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders."]},{"key":"dc:description.other","label":"Dc Description Other","values":["This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders."]},{"key":"dc:title","label":"Title","values":["Workplace Diversity Disclosure by Global Companies: An Exploration"]}]}],"canonical_facts":{"dc:contributor.advisor":["Momin, Mahmood"],"dc:creator":["Du, Melody"],"dc:date.accessioned":["2018-04-25T23:15:34Z"],"dc:date.available":["2018-04-25T23:15:34Z"],"dc:date.issued":["2018"],"dc:description.abstract":["This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders."],"dc:description.other":["This research examines the extent, content and quality of workplace diversity disclosure (WDD) of global companies in their 2016 corporate social responsibility (CSR) reports. A combination of content analysis and mini-case study is employed. The sample of this research is Fortune 100 companies. Research results indicate that the extent, content and quality of workplace diversity disclosure of Fortune 100 companies are at a low level. WDD is mostly made on positive tones and ignores sensitive or negative information; disclosure on specific WD issues is made without back up evidence or with blurred information. Furthermore, the findings of this research tend to support the argument that workplace diversity disclosure represents vehicles for impression management strategies aimed at persuading stakeholders."],"dc:identifier":["hdl:10292/11525"],"dc:identifier.uri":["https://hdl.handle.net/10292/11525"],"dc:language.iso":["en"],"dc:publisher":["Auckland University of Technology"],"dc:subject":["Workplace diversity disclosure","Global companies","Fortune 100","Quality"],"dc:title":["Workplace Diversity Disclosure by Global Companies: An Exploration"],"dc:type":["Dissertation"],"thesis:degree_level":["Masters Dissertations"],"thesis:degree_name":["Master of Business"],"thesis:institution_name":["Auckland University of Technology"]},"updated_at":"2026-08-21T16:42:05Z"}