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Michalle Mor Barak

Dean's Professor of Social Work and Business Chair Dept. of Social Change and Innovation

Social work and management expert, focusing on global workforce diversity

Media Contact
Michalle Mor Barak
Phone:  +1 213.740.2002
Rank:  Tenure Track Faculty
Department:  Social Change and Innovation
Assignment:  Ground

Michalle Mor Barak

Dean's Professor of Social Work and Business Chair Dept. of Social Change and Innovation

Social work and management expert, focusing on global workforce diversity

Media Contact

Biography

MICHALLE E. MOR BARAK is in the vanguard of a new breed of social work and management experts focusing on global workforce diversity. In her award-winning book, Managing Diversity: Toward a Globally Inclusive Workplace (SAGE, 4th edition, 2017), she proposed an original model for creating an "inclusive workplace"– one that helps businesses, as well as public nonprofit organizations integrate with society via expanding circles of inclusion at the organizational, community, state/national and international levels. The book has won the CHOICE award from the Association of College and University Libraries and the Academy of Management's Terry Book Award for "the most significant contribution to management knowledge." Her scholarly publications were among the first to introduce the construct of inclusion to the discourse about global diversity management through groundbreaking research. Two measurement scales that Mor Barak and her research team established and validated — the Mor Barak Inclusion-Exclusion Scale and the Diversity Climate Scale — have been widely used in for-profit and nonprofit research and in corporate employee surveys. Her current research projects focus on diversity, work-family balance, social support and corporate social responsibility. They examine the impact of organizational culture on job satisfaction, organizational commitment and retention. Her studies test theoretically based models in both nonprofit and for-profit organizations nationally and internationally. Mor Barak's research demonstrates that diversity management and inclusion, when adopted as key business strategies, represent more than just doing the right and moral thing. They also constitute good business. Diversity management is essential if corporations are to adapt to an increasingly diverse workforce, and it gives them a competitive advantage in recruitment, retention, customer relations, marketing and developing a positive corporate image. All of this, in turn, translates into profits and, more importantly, adds to the common good for employees, their families and their communities. An internationally renowned scholar, Mor Barak has led conferences on diversity at the Rockefeller Foundation's Bellagio Study and Conference Center in Italy, as well as at the Borchard Foundation's Chateau de la Bretesche in France.

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Education

University of California, Berkeley: PhD
University of Haifa, Israel: MSW
University of Haifa, Israel: BA

Area of Expertise

  • Global Inclusive Workplace
  • Diversity & Inclusion in the Workplace
  • Social Work and Business
  • Inclusion and exclusion of women and minorities in workplace
  • Support systems in crisis situations
  • Organizational Management
  • Work-family balance
  • Corporate Social Responsibility & Employee Engagement

Industry Experience

  • Social Services
  • Human Resources
  • Public Policy
  • Education/Learning
  • Research
  • Political Organization
  • Program Development
  • Employment Services

Research Interest

  • Diversity/Cross Cultural
  • Military Social Work
  • Organization/Workplace

Accomplishments

Scholarly Contributions to Educational Practice Advancing Women in Leadership Award
2016 Awarded by the Academy of Management Gender and Diversity in Organizations

Articles & Publications

The Practice and Science of Social Good: Emerging Paths to Positive Social Impact | SAGE Publications
Michalle E. Mor Barak
To explore the practice and science of social good and identify avenues for producing research and evidence-based practice in this area. The main proposition of this paper is that social good has the potential to promote ideals that directly align with social work values, offer new alliances and innovative technologies for achieving them, and spark interest in macro practice.

Increasing workplace inclusion: The promise of leader-member exchange | Human Service Organizations: Management, Leadership & Governance
2016 With increased workforce diversity, human service organizations are recognizing the need to create inclusive workplaces; yet little is known about how leaders can enhance workplace inclusion. We collected data at three time points in 6-month intervals from a public child welfare organization (n = 363). Using latent change score models, we analyzed whether leader-member exchange influenced how inclusion changed over time. Results indicate that favorable perceptions of leader-member exchange are associated with increased feelings of inclusion 6 and 12 months later. Findings highlight the importance of improving leadership interactions with their employees to increase workplace inclusion.

The promise of diversity management for climate of inclusion: a state-of-the-art review and meta-analysis | Human Service Organizations: Management, Leadership & Governance
2016 Applying a theory-based conceptual model of organizational diversity, climate of inclusion, and beneficial/detrimental outcomes, this study analyzes 30 qualified studies (N = 496,740 workers) published during the past 2 decades. Results indicate that although diversity is associated with both beneficial and detrimental outcomes, diversity management efforts that promote a climate of inclusion are consistently associated with positive outcomes (? = .42, 95% CI = .29, .54) (N = 290,854). Findings suggest that human service organizations should move beyond a sole focus on increasing diversity representation to developing policies and practices that engender a climate of inclusion.

Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health? | Archives of environmental & occupational health
2013 Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.

Availability

  • Keynote
  • Moderator
  • Panelist
  • Author Appearance
  • Corporate Training

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