
Districts’ 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 MoreCan Restorative Justice Disrupt the ‘School-to-Prison Pipeline?’
Introduction More than ever before, punitive disciplinary practices in educational settings are coming under increasingly fierce scrutiny. Practices like suspension and expulsion have disproportionately affected students from marginalized and minoritized backgrounds, particularly those in poor and under-resourced communities. Not only have these types of zero-tolerance disciplinary policies failed to improve students’ academic achievement, but they…
Read MoreMoving Beyond A Culture of Niceness in Faculty Hiring to Advance Racial Equity
Introduction Many White-serving educational institutions focus on colorblind or race neutral policies to advance racial equity in faculty hiring. This approach has led to inequitable hiring practices and a lack of racially minoritized faculty. This study aims to interrogate how professors can rethink their organizational culture to advance racial equity in the hiring process. The…
Read MoreBy Lack of Reciprocity: Positioning Historically Black Colleges and Universities in the Organizational Field of Higher Education
Introduction In this study, the authors highlight the ways in which Historically Black Colleges (HBCUs) have been marginalized by Historically White Institutions (HWI) through social closure (systemic exclusion) and lack of reciprocity (lack of mutual recognition). The authors demonstrate how the academic legitimacy of HCBUs has been systematically withheld by HWIs through the lack of…
Read MoreOrganizational Change and the Chief Diversity Officer: A Case Study of Institutionalizing a Diversity Plan
Introduction The benefits of diversity in educational environments are well documented – diversity in the classroom helps to prepare students to live in a global world, enhance civic engagement, and reduce racism. On the other hand, there has been little research conducted on how educational institutions can achieve such diversity. Specifically, the impact of diversity…
Read MoreEncouraging Multiculturalism and Diversity within Organizational Behavior Management
In order for the field of Organizational Behavior Management to help lead on racial equity change, it must first prioritize becoming more racially inclusive and equitable itself. Introduction With the growing prominence of the Black Lives Matter Movement, many organizations, no matter the type, have increased their commitments to racial equity in the last several…
Read MoreA Theory of Racialized Organizations
Introduction This study marries racial and organizational theory to better understand how racialized organizations limit personal agency of racially minoritized groups. Under a new theory of racialized organizations, the study tackles how organizations themselves reproduce racialized structures and patterns independent of conscious coordination of individuals. This new theory illuminates trends in resource allocation, depicts the…
Read MoreBait and Switch: Representation, Climate, and Tensions of Diversity Work in Graduate Education
Introduction Historically, students who are admitted to and matriculate from graduate programs do not reflect the racial diversity of the US population at large. Most American graduate programs are comprised predominantly of white students while Black, Indigenous, and students of color make up a much smaller relative percentage. This is especially true for programs in…
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