workforce diversity thesis

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Workforce Diversity Management Implementation: A recommendation for Company X

Oyebade, olawale abdul (2019).

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Dissertations / Theses on the topic 'Diversity in the workplace'

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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.

Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.

Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.

Lundman, Ida, and Anna Nordberg. "Praktiskt mångfaldsarbete : En fallstudie av Piteå Kommuns socialtjänsts praktiska mångfaldsarbete." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117059.

Paez, Karen N. "Diversity awareness, diversity climate, and individual career outcomes : a counseling psychology perspective /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1276405611&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.

Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

Ebron, Christopher J. "Perceptions of workplace diversity among park districts in Illinois /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1136096451&sid=18&Fmt=2&clientId=1509&RQT=309&VName=PQD.

Radwan, Nagwa Farid. "A novel approach towards understanding diversity in the workplace." Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419421.

Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.

Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

Joubert, Yvonne Trijntje. "Organisation team sport interventions to minimise diversity constraints in the workplace." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30564.

Roberge, Marie-Élène. "When and how does diversity increase group performance? a theoretical model followed by an experimental study /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187203714.

Alexandre, Cesar da S. "Diversity management : a philosophical deliberation." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1007.

Bialy, Eugene J. "Emerging Trends in Workforce Diversity." SeeFull Text at OhioLINK ETD Center (Requires Adobe Acrobat Reader for viewing), 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=toledo1082983510.

Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.

Ralepeli, Selebeli Gideon. "Employee perceptions on managing diversity in the workplace / S.G. Ralepeli." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2905.

La, Masa Francesco. "Developing effective measures to implement gender diversity in the workplace." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/20159.

Panoch, Amber. "The relationship between diversity and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001panocha.pdf.

Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.

Kamps, Jenna May. "The influence of diversity complexity and emotional intelligence on the attitude towards diversity in organisations." Thesis, Stellenbosch : Stellenbosch University, 2010. http://hdl.handle.net/10019.1/70359.

Heller, Deanna M. (Deanna Marcell). "Cultural Diversity and Team Performance: Testing for Social Loafing Effects." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278980/.

Obiero, Lawrence O. "Workplace diversity challenges and options for organizations to meet diversity needs of women and people of color /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1997. http://www.kutztown.edu/library/services/remote_access.asp.

Minneyfield, Aarren Anthony. "OBSERVER ATTRIBUTION OF WORKPLACE INCIVILITY AS RACIAL DISCRIMINATION: AN APPLICATION OF SOCIAL INFORMATION PROCESSING THEORY." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/theses/2889.

Caudill, Abbie Nicole. "Academic Gender Diversity Climates: A Multi-Method Study of the Role of Diversity Climate in Academic Workplace Outcomes." University of Akron / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=akron1540823577252695.

Doyle, Elizabeth. "Identifying Best Practices for Gender Diversity in Leadership Roles in the Workplace." Ohio University Honors Tutorial College / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1429795787.

Amuenje, Florentia. "The impact of diversity training on employee attitudes and behaviour with regard to diversity in work organisations: an analysis of a diversity-training programme in a Namibian work organisation." Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1002433.

Peters, Björn A. "Managing diversity in intergovernmental organisations." Wiesbaden : VS, Verlag für Sozialwissenschaften, 2008. http://dx.doi.org/10.1007/978-3-531-90891-5.

Pérez, Juliana, and Magnus Ohlin. "Diversity Maturity : How are managers in Sweden facing today’s diverse workforce?" Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-1176.

Chang, Boin. "Examining links between diversity and outcomes in work groups effects of different levels of diversity and social networks /." Akron, OH : University of Akron, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1240417885.

Schilpzand, Maria Catharine. "Cognitive diversity and team performance: the roles of team mental models and information processing mechanisms." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/37186.

Priest, Walker Heather A. "The influence of cultural diversity on initial decisions to trust in newly forming teams a policy capturing approach /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002358.

Fenton, Mark G. "Multicultural training at WAM!NET a digital technology company of Minneapolis, Minnesota /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999fentonm.pef.

Varnavas, Christine Ann. "The need for cross-cultural training in Hospitality and Tourism programs." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000varnavasc.pdf.

Yamashita, Kazuhiro. "Importance of developing multicultural diversity training program in the hotel industry in the Minneapolis area." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004yamashitak.pdf.

Bridges, Jessica. ""Do You Comb Your Hair?”: Detangling First-Generation Black Student Experiences in Internships." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108770.

Prieb, Michelle E. ""It's not on my 'to do' list" : the discursive construction of workplace diversity." Virtual Press, 2005. http://liblink.bsu.edu/uhtbin/catkey/1313948.

Oh, Gloria. "Mere Diversity or Genuine Inclusion: Moral and Pragmatic Arguments for an Inclusive Workplace." Thesis, Boston College, 2018. http://hdl.handle.net/2345/bc-ir:108033.

Gavin, Fiona. "Workplace diversity and European enlargement : a qualitative study within the international civil service." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/workplace-diversity-and-european-enlargementa-qualitative-study-within-the-international-civil-service(1b190a5a-4a99-4fd5-b8d2-6890cb2be610).html.

Cantu, Cassandra A. "A comprehensive study and critical analysis of diversity management in organizations." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008cantuca.pdf.

Pinjani, Praveen. "Diversity in global virtual teams a partnership development perspective /." Greensboro, N.C. : University of North Carolina at Greensboro, 2007. http://libres.uncg.edu/edocs/etd/1410/umi-uncg-1410.pdf.

Fernandez, Venard Lourdes Perry Earnest L. "METPRO a case study in diversity and newspaper economics /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/5361.

Swart, Victor. "Factors influencing cultural diversity at a multinational company." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/8790.

Grobler, Jan Dirk. "Diversity in decision making for competitive advantage : conceptualising the impact diversity of ideas has on decision making efficiency." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80223.

Carelse, Kareemah. "Employees’ perceptions towards workplace diversity in a financial institution operating in the Western Cape." uwc, 2013. http://hdl.handle.net/11394/3224.

Milton, Laurie Patricia. "Managing diversity to improve the bottom-line : confirming identities to enhance work group dynamics and performance /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

Hartung, Faye. "How individualist and collectivist organizational cultures influence work processes, outcomes, and cooperation." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000hartungf.pdf.

Kothbauer, Teresa R. "Intercultural competencies required by organization development consultants." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001kothbauert.pdf.

Burger, Louis Wicus. "Case study : the success of diversity management practices at Benga mine." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97609.

Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.

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IMPACT OF WORKFORCE DIVERSITY ON EMPLOYEE PERFORMANCE

2020, IAEME PUBLICATION

This paper aimed to analyze the relationship of Nepal's commercial banks between workforce diversity and employee performance. The diversity of the workforce involves gender, age, education, and ethnic diversity. The survey was performed via the distribution of a set of structured questionnaires. This study obtained and used 70.25 percent of useful questionnaires from four commercial banks of Nepal. A multiregression model was used. The research results showed that gender diversity and employee performance had a significant positive relationship. It implies that most of the employees accepted that when it comes to hiring different sexes in the organization, the organization should not discriminate and there is an equal opportunity for women to improve their careers. Employees of various ages are employed by Nepalese banks. The employees, however, said that as this increases their efficiency, they feel secure working with either older or younger employees of different ages. Hence, the good predictors of employee success in Nepal are gender diversity and age diversity. However, the results showed that there is no impact of education and ethnic diversity on the performance of employees. Companies, therefore, need to pay more attention to diversity management in their companies so that they can increase their employee performance, which eventually facilitates the achievement of organizational goals.

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Contemporary Research: An Interdisciplinary Academic Journal

dhruba lal pandey

Work force diversity has become an organizational imperative and as such, it is important for organizations to understand, embrace and manage diversity to be able to outperform competitors. Researchers have produced mixed result on the impact of diversity on performance. Some scholars found a positive relation between diversity factors and performance whilst others have found negative relations between diversity factors and performance. This paper therefore examines the effect of work force diversity factors (generational diversity, gender diversity, ethnic/racial diversity) and the role of managerial expertise on organizational performance. This study followed the correlational research design as it intends to evaluate the impact of workforce diversity on banking sector performance. The population of the study was managerial level employees working in banking sector of Nepal and 156 responses were collected and analyzed. Five-point Likert scale questionnaire was used to collect the...

Humanities & Social Sciences Reviews

imran jadoon

Purpose of the Study: The fundamental objective of this study was to examine the association between workforce diversity and employee performance in commercial banks of Pakistan. Methodology: Gender, age, education, and ethnic diversity contribute to the workforce's diversity. A standardized questionnaire was distributed amongst the 400 employees of commercial banks of Pakistan to collect data. However, 281 employees, constituting 70.25%, responded. The research hypotheses were tested by using a multi-regression model through Stata16 for data analysis. Main Findings: The outcomes indicated a positive and significant association between gender diversity and employee performance. Gender diversity and age diversity are strong predictors of employee performance in Pakistan. However, the findings revealed that employee performance is not affected by education or ethnic diversity. Applications of the study: This study has significant implications from both a theoretical and a realisti...

Jakaria Khan

In the fast-changing business environment, workforce diversity is a critical tool for organizations to gain competitive advantage. This research has been conducted to explore the relationship between workforce diversity and employee’s perceived performance in the banking sector of Bangladesh focusing on gender, age, and educational level diversity. The data was gathered through a questionnaire from a sample of 322 employees. One-Sample T-test and ChiSquare tests were conducted for data analysis. The results of the study showed that gender and educational level diversity have a significant positive impact on while age diversity does not affect employee’s perceived performance in the banking sector of Bangladesh. In addition, employees perceive these impacts differently based on their age, gender, and educational level. This research may be used for further research to explore more dimensions of diversity taking team dynamics into account.

Qubahan Academic Journal

Udbodh Bhandari

Studying gender diversity in firm performance has been the subject of research request for more than three decades now. Yet, in context of Nepal, study related to the issue is still not abundant. Therefore, this study aims to study the present status of gender diversity on banking performance in Nepalese context that includes several benefits, challenges associated with it and policies and measures that need to be taken to promote gender diversity. The study adopted descriptive cross section research design with the survey questionnaire technique. With the help of convenient sampling technique 300 bank employees were selected purposively from all 27 A grade commercial banks residing Kathmandu valley. The study results that 100% respondents working in commercial banks in Kathmandu valley were aware about gender diversity and most of them have been aware gender diversity through their family and social media. Interestingly, this study also found that employees are not facing any chall...

Journal of Social Sciences and Humanities

Sobia Iqbal

This is an era of globalization, and to maximize the competitive advantage, the banking industry is acknowledging and recognizing Human Resource practices and contributing their best to employ the organizational resources in best productive manner so that they can excel and enjoy competitive edge. Number of factors are affecting on performance of the employee. This research paper is mainly intended to explore the influence of employee diversity on the performance of employee in Private Banking business of Pakistan. Specifically in this paper, the performance of the employee in a banking sector has been predicted by the influence of employee diversity with respect to their education, age, gender, and ethnicity. The data was collected from 203 private banking representatives (serving on different positions at UBL, HBL, and MCB) by a convenience sampling method. In order to identify the relationship, the data has been tested by SPSS Regression and correlation analysis methods. Research...

Strategic Journal of Business & Change Management

Euro Asia International Journals

In Today’s increasingly changing business environment, in IT sector, organization’s has adopted the strategy of recruiting diverse workforce for the growth and overall development. The present study explores the impact of gender diversity and ethnicity diversity on employee performance. The respondents were taken from five IT companies viz. - Wipro, Infosys, Tech Mahindra, Polaris and TCS, 60 respondents from each company i.e. total of 300 respondents were asked through a questionnaire there views and awareness about two dimensions of workforce diversity viz. gender diversity and ethnicity diversity. The study revealed that there is significant impact of gender diversity and ethnicity diversity on the performance of employees in the organization. Diversity, Ethnicity Diversity, Employee Performance, Gender Diversity, Workforce diversity.

Journal of the Social Sciences

Dr. S. Gokula Krishnan

Interaction among the people from diverse backgrounds would be at greater level to meet the requirements of globalization in the present scenario. No employee across globe want to live and work in an insular environment, instead that would like to be part of a worldwide economy, so that they can contribute more to the global framework. Due to this, organizations (profit & non-profit) have to become more diversified from all possible dimensions, especially diversity in workforce to remain competitive in the business world. In the process of remaining competitive, management should maximize and capitalize the diversity in workforce of their own. Hence, the managers of the present and future should know how to recognize the strategies involving in organizational changes and development which will accommodate a multicultural environment to retain and attract the employees to achieve the common goal of any organization, i.e. profit maximization through better employee performance on the macro level, diversity is competitive advantage for any organization.Present paper, based on empiricalstudy aims to explore the effects of workforce diversity in terms of gender on performance of the employees' in food processing industry employees in Kerala. The descriptive study surveyed 230 respondents through convenience sampling technique and has the sampling adequacy of 0.771 (KMO Test's) and Bartlett's sphericity test (p = 0.000). Data was analysed through ANOVA, Correlation and regression analysis. The findings of the study has disclosed that diversity in terms of gender includes a vital contribution to predict the performance of the employees'. Further, this study has well-tried that Gender Diversity and performance of the employee's differ across gender, age group, and work experience. The study significantly contributes towards advancements for gender diversity and its effects on employees' performance in an organization. Once the organization is certain regarding distinctiveness among the gender diversity of the workforce, they will succeed and reduce conflicts, focus on high utilization of human at work, make sure the person-organization fit, person-job fit and person-group fit which is able to improve the performance of the workers in a company. The outcome of such gender diversity is more productivity, high satisfaction and engaged employees.

QUEST JOURNALS

Work force diversity has become an organizational imperative and as such, it is important for organizations to understand its impact, embrace and manage diversity to be able to outperform competitors. In this article investigated the impact of workforce diversity, the surface level (age, gender, ethnicity and religion) as well as deep level (educational background) on firm performance in selected private banking sector from Ethiopia. The study is conducted by gathering data from the workforce of all level in the head offices Awash bank, Dashin bank, Hibret bank and Abyssinia bank located in Addis Ababa. The workforce diversity levels were independent (predictor) variables while firm performance is dependent variable. Stratified random sampling was adopted for the study while explanatory research design and quantitative research approach is used. To answer the research question and to test hypothesis developed for the study descriptive, correlation and inferential analysis is properly done. Following the statistical evidence of workforce diversity impacts on the performance of the banks, the private bank manager and human resource functions should erect structures and policies that are tolerant of employees' unique characteristics. The researcher recommends that the same study be conducted again but on a wider scope.

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City of Moscow demographics and statistics

City of Moscow demographics summary. Zippia estimates demographics and statistics for City of Moscow by using a database of 30 million profiles. Our estimates are verified against BLS, Census, and current job openings data for accuracy. After extensive research and analysis, Zippia's data science team found that:

• City of Moscow has 125 employees .
• 52% of City of Moscow employees are women , while 48% are men.
• The most common ethnicity at City of Moscow is White (72%).
• 11% of City of Moscow employees are Hispanic or Latino.
• 7% of City of Moscow employees are Asian.
• The average employee at City of Moscow makes $39,420 per year.
• Employees at City of Moscow stay with the company for 3.4 years on average.

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City of moscow employee diversity statistics.

• 52% of City of Moscow employees are female.
• 72% of City of Moscow employees are white.

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Gender ratio.

Hispanic or Latino

Foreign Languages Spoken

City of moscow employees education.

• The most common highest degree level of City of Moscow employees is bachelors, with 63% of employees having at least a bachelors.
• The most common major among City of Moscow employees is business. 11% of City of Moscow employees majored in business.

Schools of City of Moscow employees

University of Idaho

Washington State University

Lewis-Clark State College

Majors of City of Moscow employees

Degrees of city of moscow employees, city of moscow demographics by department.

• City of Moscow is a female-dominated company. 48% of City of Moscow employees are male and 52% of City of Moscow employees are female.
• The most common race/ethnicity at City of Moscow is White. 72% of employees at City of Moscow are White.

City of Moscow gender ratio

• Male , 53.8%
• Female , 46.2%

Racial distribution at City of Moscow

• White , 88%
• Hispanic or Latino , 8%
• Unknown , 0%
• Black or African American , 0%

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What is the average age of city of moscow employees.

• The most common age range of City of Moscow employees is 20-30 years. 54% of City of Moscow employees are between the ages of 20-30 years.
• The least common age range of City of Moscow employees is less than 18 years. 4% of City of Moscow employees are between the ages of less than 18 years.

Less than 18 years

18-20 years

20-30 years

30-40 years

City of Moscow employee average age

What is the average length of employment at city of moscow.

• A plurality of employees at City of Moscow stay for 1-2 years. 35% of City of Moscow employees stay at the company for 1-2 years.
• It's rare for an employee to stay with City of Moscow for 8-10 years. Only 7% of City of Moscow employees stay at the company for 8-10 years.

Less than one year

City of Moscow employees' length of employment

City of moscow salary range.

• A plurality of employees at City of Moscow earns $25k-40k. 49% of employees earn a salary of $25k-40k a year.
• The least common salary at City of Moscow is <$25k. Only 9% of City of Moscow employees earn a salary of <$25k a year.

City of Moscow competitor salary comparison

City of moscow job listings by salary range, city of moscow demographics faqs, how many employees does city of moscow have, related company demographics.

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• City of Moscow Demographics

Zippia gives an in-depth look into the details of City of Moscow, including salaries, political affiliations, employee data, and more, in order to inform job seekers about City of Moscow. The employee data is based on information from people who have self-reported their past or current employments at City of Moscow. The data on this page is also based on data sources collected from public and open data sources on the Internet and other locations, as well as proprietary data we licensed from other companies. Sources of data may include, but are not limited to, the BLS, company filings, estimates based on those filings, H1B filings, and other public and private datasets. While we have made attempts to ensure that the information displayed are correct, Zippia is not responsible for any errors or omissions or for the results obtained from the use of this information. None of the information on this page has been provided or approved by City of Moscow. The data presented on this page does not represent the view of City of Moscow and its employees or that of Zippia.

City of Moscow may also be known as or be related to City of Moscow and Moscow City Public Works.

Urban forests of Moscow: typological diversity, succession status, and fragmentation assessment

• Research Article
• Published: 28 October 2023
• Volume 38 , pages 3767–3789, ( 2023 )

Cite this article

• Ivan Kotlov   ORCID: orcid.org/0000-0002-3251-2778 1 , 2 ,
• Tatiana Chernenkova   ORCID: orcid.org/0000-0001-6608-2254 3 &
• Nadezhda Belyaeva   ORCID: orcid.org/0000-0001-8410-2714 3  

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Urban forests provide ecosystem services such as temperature regulation, air purification, carbon sequestration and biodiversity conservation. It is important to perform baseline assessment and regular monitoring of biodiversity, vegetation dynamics and spatial structure of urban forests. Most cities suffer from the lack of a unified monitoring system. The heterogeneity of Moscow territory land use determines different functions and state of urban forests. To what extent are the forests of modern Moscow support natural resource and ecological potential, and what are the risks in maintaining the social and ecological needs of the population in the urban region?

Assessment of typological diversity, succession status and spatial structure of Moscow forests in the context of three sectors of different land use.

This study integrates typological (cenotic), succession and fragmentation approaches on the basis of remote sensing data. Field relevés were used for cenotic classification into forest formations and association groups. Random forest algorithm was used for cartographic modeling. Forest patches assigned with formations and groups of associations were subject of diversity, dynamics and spatial structure of forests analysis.

Current study presents the assessment of the composition and spatial structure of the Moscow forests in the context of three sectors of different anthropogenic pressure and land use. 11 forest formations and 33 association groups were identified. Overall accuracy of cartographic modeling was 59% for association groups, and 67% for formations. Unsatisfactory ability of forests to support social and ecological needs of residents was revealed especially in the central part of the city. The combination of low fragmentation metrics with a high proportion of long-term derivative forest types is critical for the sustainable existence of forest cover within city center. With distance from the center a fairly high typological diversity of forests is noted.

The combination of low fragmentation metrics with a high proportion of long-term derivative forest types is critical for the sustainable existence of the forest cover. Overall, the methodology and results of the work create a basis for regular monitoring of the Moscow forests, as well as in other urban areas.

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The datasets generated during and/or analysed during the current study are available from the corresponding author on reasonable request.

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Acknowledgements

The authors thank many colleagues who participated in the collection of the primary material, among whom the proportion in relevés is E.G. Suslova, E.V. Tikhonova, O.A. Pesterova, N.G. Kadetov, O.V. Morozova, M.A. Arkhipova, S.Yu. Popov.

The study was funded by State research tasks of the Institute of Geography RAS FMWS-2024-0007 (1021051703468-8) and Severtsov Institute of Ecology and Evolution RAS «Historical ecology and biogeocenology» (121122300052-5 (0089- 2021-0008)). This study was funded by Basic Research Program at the National Research University Higher School of Economics (HSE University).

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IK contributed to formal analysis, investigation, methodology, software, validation, writing of original draft, TC contributed to conceptualization, project administration, supervision, review and editing. NB contributed to formal analysis, resources, validation, review and editing.

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Kotlov, I., Chernenkova, T. & Belyaeva, N. Urban forests of Moscow: typological diversity, succession status, and fragmentation assessment. Landsc Ecol 38 , 3767–3789 (2023). https://doi.org/10.1007/s10980-023-01788-7

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Received : 16 February 2023

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DOI : https://doi.org/10.1007/s10980-023-01788-7

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