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MISQ's dei initiatives: A continuing journey

LEARNED PUBLISHING 2023年第1期36卷 48-53页

作者： Burton-Jones, Andrew Sarker, Saonee Univ Queensland MIS Quarterly Brisbane Australia Lund Univ MIS Quarterly Lund Sweden

Key pointsMIS Quarterly's (MISQ's) mission is to help develop, publish, and promote the finest scholarship within the IS academic community, and to do so without discrimination and *** address the above, MISQ's Editor-in-Chief and dei Director published a diversity, equity, and inclusion (dei) position statement with an accompanying MISQ Editorial in *** decided to direct its dei efforts equally towards 'scholars' (e.g., authors, reviewers) and the 'scholarship' (e.g., topics we study and approaches we take).Formation of a dei workgroup was an early effort aimed at ensuring that the dei-related practices are developed and implemented through a collective voice.A year-long mentoring programme including paper and career development sessions was designed to help scholars who had been inequitably affected by the *** such as flexible accommodation for board members and mentorship track for authors from disadvantaged groups/regions are being designed.

关键词： dei initiatives editorial board perspectives information systems

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Beneath the surface: Resistance to diversity, equity, and inclusion (dei) initiatives in organizations

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CURRENT OPINION IN PSYCHOLOGY 2024年 60卷 101922页

作者： Gundemir, Seval Kanitz, Rouven Rink, Floor Hoever, Inga J. Slepian, Michael L. Erasmus Univ Rotterdam Sch Management Rotterdam Netherlands Univ Groningen Fac Econ & Business Groningen Netherlands Columbia Univ Columbia Business Sch New York NY USA

Diversity, Equity, and Inclusion (dei) initiatives are widely adopted by organizations to improve work conditions and career outcomes for disadvantaged groups, yet they often struggle with achieving sustainable change. This paper examines employee resistance as a barrier to dei initiatives' success. We review the literature on the conceptualization and study of resistance to dei initiatives, and offer recommendations for future research. Overall, we advocate for a behavioral perspective to generate a more nuanced understanding of the complex nature of this resistance, which highlights its potentially ambivalent and subtle manifestations, and emphasizes its evolving nature in response to changing contexts over time. Acknowledging this complexity is crucial for advancing our understanding of resistance to dei initiatives and for organizations aiming to address it effectively.

关键词： dei initiatives Diversity in the workplace Resistance Employee responses to dei initiatives

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"You Don't See Too Many of Me, Too Many of Us, in That Area": Exploring the Challenges and Opportunities of Promoting STEM Education Among Black and Latinx Students 29

"You Don't See Too Many of Me, Too Many of Us, in That Area"...

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29th Annual Conference on Innovation and Technology in Computer Science Education (ITiCSE)

作者： Lopez, Isabella Dey, Sanorita Univ Maryland Baltimore Cty Comp Sci & Elect Engn Baltimore MD 21250 USA

ISBN: (纸本)9798400706004

Over the past 30 years, the enrollment of students of color in higher education has increased significantly because of various efforts taken nationwide for promoting diversity and equity. Yet, graduation rates for these students have remained stagnant. This research explores the multifaceted challenges encountered by underrepresented students in STEM disciplines, focusing on Black and Latinx communities. The study, involving students predominantly from an East Coast R1 research university, employs a mixed-methods approach, utilizing interviews, surveys, and focus groups to examine the student of color experience within the contexts of sense of belonging, role models, and Diversity, Equity, and Inclusion (dei) initiatives, in addition to general challenges. Thematic analysis facilitated comprehensive data interpretation. Our findings underscore the pressure to persist despite doubts, the significance of in-group connections, and differing experiences based on intersecting identities. The absence of diverse faculty emerged as a poignant concern, influencing students' sense of belonging. Mentorship and role models were identified as critical components for fostering a supportive environment. Regarding dei initiatives, participants called for more robust efforts emphasizing the need for dedicated spaces to address concerns such as microaggressions. This research provides a comprehensive exploration of the challenges faced by underrepresented STEM students and offers actionable insights for enhancing inclusivity. The findings emphasize the need for targeted interventions, including increased faculty diversity, structured mentorship programs, and improvements in dei initiatives. Implementing these recommendations is crucial for fostering an environment where every student can thrive and contribute to the rich tapestry of STEM disciplines.

关键词： STEM education attrition rate Black and Latinx community representation in computing microaggressions dei initiatives

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

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JOURNAL OF ORGANIZATIONAL BEHAVIOR 2025年第1期46卷 188-201页

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

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.

关键词： benefits dei initiatives inclusion representation resistance

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Allies as organizational change agents to promote equity and inclusion: a case study

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EQUALITY DIVERSITY AND INCLUSION 2023年第1期42卷 135-156页

作者： Li, Yun Ling Evans, Karoline Bond, Meg A. Univ Massachusetts Lowell Ctr Women & Work Lowell MA 01854 USA Chao Yang Univ Technol Dept & Grad Inst Social Work Taichung Taiwan Univ Massachusetts Lowell Dept Management Lowell MA USA Univ Massachusetts Lowell Dept Psychol Lowell MA USA

Purpose The current case study investigated how intentional, systematic planning can help organizations harness the energy of these willing allies who may be motivated to support change. The focus of the study is the development of a peer-to-peer approach, involving "Equity Leaders (ELs)," that was part of a larger, multi-level organization change initiative that addressed personal, interpersonal and structural considerations at a mid-sized public university in northeastern USA. Design/methodology/approach The authors used multiple methods to collect data for the current study, including observations and interviews. Over the course of four years, the authors attended more than 50 EL meetings. In these meetings, the authors took notes regarding ELs' discussions on workshop development and planning, debates on workshop substances and ELs' personal reflections on these workshops. Following the fourth year of the program, the first two authors invited all current ELs to participate in semi-structured, open-ended interviews about their experience. Findings The case study shows that through careful planning, peer change can play multiple roles in pushing organizational changes. By embracing their formal responsibilities and yielding their informal power, change agents are able to cause radiating impact across as organizations. Organizations can also capitalize on the fact that employees are more likely to be engaged in the change effort when it is promoted by peers. Finally, the support and resources from the organizational leaders is important because these inputs not only legitimize change agents' roles but they also signify the importance of the actions. Research limitations/implications This study has limitations. First, the authors recognize that this was a qualitative study grounded in a single context. Although the study explored a novel context for understanding change agents-a deliberately planned initiative targeting social norms through addressing subtle biases

关键词： Organizational change Ally dei initiatives Peer change agent

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Learning from the Next Generation: Exploring Engagement and Insights from the Racial Equity Consciousness Institute

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The Urban Review 2025年 1-24页

作者： Blair, Sommer C. Schaefer, Kayleigh E. Abusuampeh, Daniel K. Idoko, Ronald O. University of Pittsburgh Pittsburgh USA

This study examined the Racial Equity Consciousness Institute, a diversity, equity, and inclusion (dei) initiative founded by Ron Idoko in 2020 at the University of Pittsburgh's Center for Race and Social Problems. Using cognitive-behavioral principles, RECI aims to address systemic racism and its effects on communities of color. The research investigated how undergraduate students at an urban university processed and engaged with RECI material and how their insights—particularly the qualities that enabled meaningful understanding and application—could enhance the program’s relevance and adaptability for broader audiences. Employing a qualitative methods approach, the study analyzed discussion board reflections from 19 consenting students enrolled in the RECI undergraduate course, uncovering four key themes: Openness, Objectivity, Operationalization, and Optimism. These themes highlighted students’ ability to balance reflective learning, critical self-awareness, and practical application, demonstrating an approach that deepened engagement compared to prior RECI cohorts. Storytelling and empathetic dialogue emerged as pivotal tools, underscoring the importance of fostering connections across diverse perspectives. By situating these findings within a lifelong, transformative learning framework, the study offers actionable insights to improve dei initiatives, making them more impactful and inclusive across age groups and contexts.

关键词： Cognitive-behavioral principles dei initiatives Diversity equity inclusion Racial equity consciousness Racial Equity Consciousness Institute Social learning theories

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Finding Comfort in Discomfort. Reflecting on Stories Told

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JOURNAL OF SURGICAL RESEARCH 2024年 293卷 A1-A7页

作者： Vitous, C. Ann Bamdad, Michaela Bankhead, Brittany K. Mcelroy, Imani E. Mogal, Harveshp Thanawala, Ruchi Ghaferi, Amir Univ Michigan Ctr Healthcare Outcomes & Policy Ann Arbor MI USA Univ Michigan Dept Surg Ann Arbor MI USA Texas Tech Univ Hlth Sci Ctr Lubbock TX 79430 USA Massachusetts Gen Hosp Boston MA USA Univ Washington Dept Surg Seattle WA 98195 USA Oregon Hlth & Sci Univ Sch Med Portland OR USA Med Coll Wisconsin Dept Surg Milwaukee WI USA Univ Michigan Ctr Healthcare Outcomes & Policy Dept Surg 2800 Plymouth RdBldg 16 Ann Arbor MI 48109 USA

Introduction: The 2022 Presidential Address for the Association for Academic Surgery was focused on better understanding the personal and professional challenges faced by surgeons during the COVID-19 pandemic. Methods: As part of this work, we embarked on a listening tour, inviting surgeons from all over the country to tell us their stories. This led to forming a panel of five selected participants based on how their stories crosscut many of the most prevalent themes during those conversations. Here, we present thematic excerpts of the 2022 presidential panel, intending to capture that moment and challenge surgeons to contribute to an ever evolving movement that pushes us to unpack some of our greatest areas of discomfort. Results: We found that, in many ways, the COVID-19 pandemic brought into focus what many surgeons from marginalized groups have historically struggled with. Dominant themes from these conversations included the role of surgery in informing identity, the tensions between personal and professional identity, the consequences of maintaining medicine as an apolitical space, and reflections on initiatives to address inequities. Panelists also reflected on the hope that these conversations are part of a movement that leads to sustained change rather than a passing moment. Conclusions: The primary goal of this work was to center voices and experiences in a way that challenges us to become comfortable with topics that often cause discomfort, validate experiences, and foster a community that allows us to rethink what and whom we value in surgery. We hope this work serves as a guide to having these conversations in other institutions. (c) 2023 Elsevier Inc. All rights reserved.

关键词： Culture change dei initiatives Surgeon identity Culture change dei initiatives Surgeon identity

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Architecting human resource management systems with positive psychological capital

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ORGANIZATIONAL DYNAMICS 2024年第4期53卷

作者： Avey, James B. Holley, Erica Cent Washington Univ Coll Business 400 E Univ Way Ellensburg WA 98926 USA

The application of human resource management systems over the last 50 years has revolutionized how organizations attract, motivate, deploy and lead human capital. The accumulation of scientific evidence suggests organizations can, do and should integrate elements of positive organizational behavior into these systems. As a component of positive organizational behavior, positive psychological capital can be utilized to address some of the most pressing organizational issues today such as engaging a remote workforce, transforming diversity, equity and inclusion initiatives and reinventing employee well-being programs. Based on the last twenty years of research in this area, nine implementable recommendations are provided to integrate positive psychological capital into human resource management systems.

关键词： Positive Psychological Capital Human Resource Management Human Resource Analytics dei initiatives Galatea Effect

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Consumer response to diversity and inclusion initiatives in hospitality: role of brand integrity and materialism

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JOURNAL OF HOSPITALITY MARKETING & MANAGEMENT 2025年第4期34卷 608-625页

作者： Chauhan, Vishakha Shaik, Aqueeb Sohail Gupta, Mansi Indian Inst Management Dept Mkt Off 347New Fac Block Lucknow 226013 India Indian Inst Management Dept Strategy Sambalpur India Lal Bahadur Shastri Inst Management Dept Mkt Delhi India

In the contemporary hospitality sector, fostering diversity and inclusion transcends a mere trend, evolving into a strategic necessity to effectively accommodate the increasingly heterogeneous profile of visitors. Therefore, it becomes imperative to examine the consequential effect of marketing promotions featuring organizations' Diversity, Equity, and Inclusion (dei) commitments on consumers' perceptions and evaluations. Through two experiments, this research investigates the impact of diversity and inclusion initiatives within the hospitality sector on consumer attitudes. Study 1 examines the effect of dei initiatives on brand attitude, and further inspects its underlying mechanism- brand integrity in the context of a fictitious brand. Study 2 further advances the research with a real-world hospitality brand and proposes the moderating role of consumer materialism. The study contributes to the hospitality literature, dei, and consumer behavior, offering actionable insights for hospitality brands seeking to enhance their competitiveness in an increasingly diverse marketplace.

关键词： dei initiatives brand integrity brand attitude consumer materialism hospitality

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