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In recent years, strategy scholarship expanded its scope beyond the realm of private firms. Despite notable advances, the field still lacks theoretical and empirical frameworks for fully understanding how public and nonprofit organizations interact with private firms to create and appropriate value. By recognizing the inherent complexity of interactions between organizations with different purposes and […]
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Purpose Research consistently shows that non-scientific bias, equity, and diversity trainings do not work, and often make bias and diversity problems worse. Despite these widespread failures, there is considerable reason for hope that effective, meaningful DEI efforts can be developed. One approach in particular, the bias habit-breaking training, has 15 years of experimental evidence demonstrating […]
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In response to global trends and calls for greater inclusivity, the field of extension education has made significant strides towards embracing Diversity, Equity, and Inclusion (DEI) principles. This study explores the progress of DEI initiatives in the Cooperative Extension System (CES), which has aligned with industry groups, non-profit organizations, academia, and scientific societies worldwide. Through […]
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Objective:To mitigate the impact of racism, sexism, and other systemic biases, it is essential for organizations to develop strategies to address their diversity, equity and inclusion (DEI) climates. The objective of this formative evaluation was to assess Mayo Clinic Department of Health Sciences Research (HSR) faculty and staff perceptions toward a proposed departmental DEI plan […]
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The purpose of diversity initiatives is to help groups that face disadvantage in society achieve better outcomes in organizations, but they do not necessarily work as intended. To advance understanding of the effects of diversity initiatives, I develop a typological theory of their unintended consequences. I propose that diversity initiatives produce four unintended consequence types: […]
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Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less-than-desired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on […]
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This paper provides a formative evaluation of The Art Institute of Chicagos initial efforts to diversify the museum field through the Diversifying Art Museum Leadership Initiative (DAMLI) programme. DAMLI is supported by the Walton Family Foundation and Ford Foundation as part of a movement to diversify the arts & cultural workforce in the United States. […]
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This study presents an evaluation of a film screening and interactive panel created and presented in cooperation with multiple community stakeholders. This program, which we are labeling a diversity, equity, and inclusion (DEI) intervention, was designed to open channels of discourse with and about the local Somali population in a rural, predominantly White midwestern region […]
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Background: The Centers for AIDS Research Diversity, Equity, and Inclusion Pathway Initiative (CDEIPI) aims to establish programs to develop pathways for successful careers in HIV science among scholars from underrepresented racial and ethnic populations. This article describes cross-site evaluation outcomes during the first 18 months (July 2021December 2022) across 15 programs. Methods: The aims of […]
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Childrens access and opportunities to play sports are influenced by categories of difference, such as gender, race, and socioeconomic status. In order to provide an inclusive community and facilitate the recruitment and retention of diverse youth, athletic organizations should be aware of implicit bias and how this can affect the relationship between volunteers and the […]