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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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More evaluators have anchored their work in equity-focused, culturally responsive, and social justice ideals. Although we have a sense of approaches that guide evaluators as to how they should attend to culture, diversity, equity, and inclusion (DEI), we have not yet established an empirical understanding of how evaluators measure DEI. In this article, we report […]
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This study examines how and when non-profit board performance is impacted by board diversity. Specifically, we investigate board diversity policies and practices as well as board inclusion behaviors as mediating mechanisms for the influence of age, gender and racial/ethnic diversity of the board on effective board governance practices. The empirical analysis, using a sample of […]
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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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Objectives: Refugee populations arriving to the United States report high rates of exposure to trauma and associated psychiatric distress that may necessitate referrals to mental health services. Although refugee arrivals receive a voluntary health screening, mental health screening is not routine. Public health providers report that one barrier to mental health screening concerns uncertainty about […]
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Human trafficking, often referred to as modern-day slavery, entails the exploitation of a person for commercial sex or labor through methods that include force, fraud or coercion. Many of those human trafficking survivors who are identified have experienced significant physical, sexual, emotional, social or economic abuse at the hands of their traffickers. Professionals who work […]