From 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…
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 MoreWhat’s Race Got to Do With It? Equity and Philanthropic Evaluation Practice
Introduction This study examines a recent upward trend in the number of foundations embracing racial equity as a core value. It identifies philanthropic evaluation, a practice that has yet to embrace this core value. The author, Jara Dean-Coffey, explores how race and racism have affected philanthropic evaluation practices and contends that these practices may inadvertently…
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 MoreIs Tech Sector Diversity Improving?
Introduction The study explores disparate diversity trends in the American Tech industry. While the industry boasts some of the highest paying salaries across the country’s economic sectors, the highest paying occupations are not equally distributed across demographic attributes. When isolating gender and ethnicity, analyses show disparate employment trends in executive, managerial, and professional levels in…
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…
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