Talent

Introduction Diversity washing happens when firms claim they are committed to diversity, equity, and inclusion (DEI), but their hiring practices do not reflect these commitments. This study assesses the prevalence of ‘diversity washing’ in company financial reports and its implications on shareholders and regulators.  The study evaluated over 1.4 million financial and DEI-related disclosures of…

Understanding the negative peer effects of white coworkers on Black women. Introduction Studies aiming to understand the under-representation of people of color in high-earning positions typically focus on factors existing before hiring, like biases in the hiring process or pipeline problems. This paper highlights that while hiring is essential to increase diversity, promotion and retention…

As college sports associations like the NCAA reckon with decades of white male dominance, scholars analyze literature in gender, race, and sports leadership to imagine a path forward.  Introduction Pervasive issues of inequities, inequalities, and discrimination have long hindered the successful establishment of diversity and inclusion in United States college sports. These issues are underpinned…

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…

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.…

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…

INTRODUCTION Since 2020 we have seen more employers establish diversity programs to promote values of diversity within an organization. Yet, few have acknowledged existing research that has challenged the implementation and efficacy of diversity programs at the managerial and staff levels.  This summary examines this earlier research by focusing on one study to show that…

Introduction By 2039, a majority of the U.S. workforce will identify as members of nonwhite race-based minoritized groups. Yet, despite this growing workplace diversity, these demographic shifts have not yet been reflected in the makeup of either for-profit or nonprofit boards. One study in 2013 found that across all Fortune 500 companies, board members were…

Introduction As principles of diversity and inclusion become more explicit within Corporate America, there remains a discrepancy between commitments to and actualization of racial parity in corporations, particularly among corporate leadership. In this article, the authors evaluate corporate policies and contrast legally enforceable Affirmative Action policies that acknowledge the history and disparate impacts of slavery…

Introduction In the US, a college degree is a prerequisite for access to many middle-class and high-paying jobs. Yet, the social and economic payoff of a college degree is racialized, as evidenced by the highest economic disparities across races existing within the college-educated middle class. Relatedly, a growing body of research recognizes that the burdens…