Yan Xue

"Diversity, Equity, and Inclusion in Chinese Workplaces: Barriers to DEI and the Importance of DEI Training to Foster Inclusivity | April 30th, 2023                                 

• Conducted an integrated literature review on related journals and academic papers to frame the method of tailoring the Western DEI framework to fit into Chinese traditional values and cultures.
• Used training and development theories, social identity theories, and Hofstede's cultural dimensions theory to construct a theoretical framework of the barriers and how to overcome them in Chinese workplaces.
• Concluded that social values, lack of awareness and Confucius ideologies are the biggest barriers of implementing Western DEI ideologies and concepts to Chinese workplaces, and incorporating social learning theories and collective learning theories can be used in framing training programs specifically for Chinese organization cultures.

"Gender Inequality Issues in Chinese State-Owned Enterprises: A Case Study"  | Dec 13th, 2022

• Conducted 3 in-depth interviews with females who are currently working in 3 different state-owned enterprises in China to learn about their experiences working in these facilities and organizations
• Observed 1 online female leadership training session in one of the state-owned enterprises in China to gain an overview of their training ideologies.
• Used Nvivo to code and analyze the interview transcripts and observation field notes, and concluded that gender inequality issues in Chinese state-owned enterprises are very normal and severe; awareness of gender inequalities normally only occurs among females but not among male employees.

"Gender-Based Workplace Discrimination" | April 25th, 2021

• Investigated factors of female workplace discrimination, including communication and compensation.
• Analyzed 8 academic papers and journals examining gender as a determinant in the hiring and promotion process, real-life problems females in the workforce encounter, cultural and societal factors that foster gender biases, and the role of organizations in gender-biased situations and their outcomes.
• Concluded that society and culture primarily foster gender discrimination and biases in workplaces, and to improve the situation, awareness of social challenges from various platforms is an initial step to comprehending the hindrance to women's development.

“Strategic Role of Human Resource Development in Supporting Competitive Advantage and Core Competencies," | Feb. 25th, 2021

• Analyzed 9 journals on strategic human resource management (SHRM) on capabilities approaches, motivation-opportunity models, talentship ideology, and advantages and challenges to SHRM.
• Determined that companies rely on HRD and SHRM strategies to ensure operational effectiveness, and businesses ultimately distinguish and maintain techniques to uphold competitive advantages.

"Analysis of Promising Practices in Intercultural Training Programs” | Dec 6th, 2020

• Collaborated with 7 Ph.D. students to develop a webpage for intercultural educator resources.
• Interviewed 2 teachers and 5 students from the ESL program for the Somali refugee community at Riverside Plaza Tenants’ Association to learn methods of community-based intercultural training programs.
• Applied 11 archival studies and secondary data analysis to further research in-school and corporate-level cross-culture training programs.
• Concluded that carefully designed quantitative and qualitative lessons enhance understanding of how attitudes, intercultural skills, and knowledge can be developed.