
3 Principles for an Antiracist, Equitable State Response to COVID-19 — and a Stronger Recovery
Introduction From hospitalizations to mortality rates, Black, Latine, and Indigenous populations were disproportionately affected by Covid-19. These disparities reflect several other systemic inequities, such as the racial wealth gap, inadequate access to healthcare, and racial discrimination in the labor market. These inequities are rooted in historical practices and policies that excluded racially minoritized populations, especially…
Read MoreOrganizational Change Management for Health Equity: Perspectives from the Disparities Leadership Program
Introduction This study seeks to understand the best ways to address racial and ethnic disparities within healthcare institutions, with a particular focus on organization management. The study draws upon learnings from the Disparities Solution Center at Massachusetts General Hospital and specifically references data produced from the Disparities Leadership Program (DLP) that began in 2007. The…
Read MoreCultivating Racial Diversity or Reproducing Whiteness?: A QuantCrit Analysis of School Districts’ Early Principal Hiring Practices
Introduction This study examines early principal hiring practices (EPHPs) and considers how they may disrupt or perpetuate racial inequity and exclusion in principalship. The authors define EPHPs as activities and processes that begin with job descriptions and include recruitment, collecting application materials, candidate screening, and written criteria used during the process. The authors focus particularly…
Read MoreUnlocking the Benefits of Diversity: All-Inclusive Multiculturalism and Positive Organizational Change
Introduction In response to shifts in population demographics over the past several decades, American organizations have launched diversity initiatives to address their changing workforce. These diversity initiatives are not necessarily focused on their employees’ perspectives regarding how to approach diversity and have fallen short in their efforts. By analyzing existing approaches to diversity, this article…
Read MoreAntiracist school leadership: making ‘race’ count in leadership preparation and development
Introduction Schools around the world have started to grapple more acutely with racism due to the changing needs of an increasingly racially diverse and integrated student population, as well as in response to urgent calls for educational reform. These calls particularly urge educational reforms that include to developing and growing an antiracist curriculum and trainings.…
Read MoreFrom Diversity to Inclusion to Equity: A Theory of Generative Interactions
Definitions Introduction Research has demonstrated that investments in diversity and inclusion efforts implemented by organizations throughout the United States have not effectively improved institutional racial equity or reduced staff and leader racial biases. This paper by Bernstein, Bulger, Salipante, and Weisinger identifies organizational practices that promote generative interactions and successfully advance institutional racial inclusion and…
Read MoreDistricts’ Responses to Demographic Change: Making Sense of Race, Class, and Immigration in Political and Organizational Context
Introduction Many school districts throughout the United States have made efforts to respond to demographic and cultural changes related to poverty, race, and immigration. Conservative and liberal areas alike have adapted curriculums, imposed professional development for staff, and introduced new programs in an attempt to demonstrate their commitment to immigrant students and students of color.…
Read MoreBeyond Diversity Training: A Social Infusion for Cultural Inclusion
Introduction Chavez and Weisinger introduce an alternative approach to traditional diversity programs and aim to stimulate new interventions among human resources scholars and practitioners. Their study responds to extant academic literature highlighting the shortcomings and failures of traditional diversity programs, which are widely and consistently implemented across the vast majority of large American companies. Despite…
Read MoreImplementation teams: A new lever for organizational change
Introduction Higgins, Weiner, and Young define a specific organizational body they refer to as an “implementation team.” This team is charged with designing and leading an organization-wide change strategy. Implementation teams are critical for all organizations aiming to achieve full-scale strategic changes. They are most beneficial in organizational contexts where change is frequently stymied, decisions…
Read MoreThe Business Case for Diversity Backfires: Detrimental Effects of Organizations’ Instrumental Diversity Rhetoric for Underrepresented Group Members’ Sense of Belonging
Introduction As organizations become more aware of the importance of diversity as a tool to attract and retain employees, more of them are actively choosing to communicate why they celebrate diversity. Companies frequently express their commitment to diversity by outlining the reasons why diversity is important through their organizational diversity cases. There are two general…
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