Despite the haters: The immense promise and progress of diversity, equity, and inclusion initiatives

作     者：Nittrouer, Christine L. Arena Jr, David Silver, Elisabeth R. Avery, Derek R. Hebl, Mikki R. 

作者机构：Texas Tech Univ Rawls Coll Business Management 703 Flint Ave Lubbock TX 79409 USA Univ Texas Arlington Coll Business Management Arlington TX USA Rice Univ Psychol Sci Houston TX USA Univ Houston Bauer Coll Business Management Houston TX USA 

出 版 物：《JOURNAL OF ORGANIZATIONAL BEHAVIOR》 (J. Organ. Behav.)

年 卷 期：2025年第46卷第1期

页      面：188-201页

核心收录：

学科分类：0402[教育学-心理学(可授教育学、理学学位）] 1202[管理学-工商管理] 1201[管理学-管理科学与工程(可授管理学、工学学位)] 08[工学] 0837[工学-安全科学与工程] 

基　　金：Telfer School of Management  University of Ottawa 

主　　题：benefits DEI initiatives inclusion representation resistance 

摘      要：In the current paper, we discuss the positive impact of diversity, equity, and inclusion (DEI) initiatives in our workplaces, including the historical movements that led to their inception as well as the reactions that have resulted in forms of resistance and backlash. Although there may be risks inherent in engaging in social justice work within organizations, we summarize the large body of empirical work documenting the immense benefits of choosing to do so. We argue that the promise of DEI initiatives is evidenced in the research-based findings demonstrating the effectiveness of those initiatives that have emerged over time (e.g., including both representation and inclusion focused initiatives). The progress made by several DEI initiatives that are still being fully explored is discussed, and we maintain their effectiveness within certain contexts provided the use of current empirical evidence. We conclude by suggesting the evolving science behind DEI initiatives is exactly what we would expect when responsibly employing the scientific method and, that by reviewing the data, it is clear that the long-term benefits provided by DEI initiatives far outweigh any short-term risks.