Institutional Change and Accountability

Introduction Until recently, workplace diversity was primarily perceived as a tool for enhancing corporate profitability. It was understood that private corporations that excelled in enhancing diversity based on race, ethnicity, and gender generally had more significant financial outcomes, particularly in terms of net income growth and return on economic equity. Yet, recent research has explored…

Introduction The 1990’s was a watershed moment in American education reform. Prior to the start of the decade, in 1983, the newly formed National Commission on Excellence in Education produced a scathing 52-page report titled ​A Nation at Risk t​hat charged American education with mediocrity and lack of international competitiveness. If ​A Nation at Risk w​as a report card,…

Introduction Medical professionals recognize that physicians must learn both the science of medicine and the art of patient communication. Currently, much of the medical field is focused on the concept of “cultural competency” and “cultural humility.” These concepts have pushed medical education to move beyond “colorblindness” and recognize that social factors, such as race, ethnicity,…

Although the nonprofit sector is recognizing its own need for greater diversity, equity, and inclusion (DEI), the implementation of DEI strategies generally stops at the interpersonal level and few nonprofits have addressed the structures and systems that keep these racialized barriers in place. Introduction Four years ago, the Building Movement Project (BMP) studied the racial…

Introduction In this paper, Dr. Carol T. Kulik and Dr. Loriann Roberson investigate the effects of diversity education interventions across different learning outcomes and contexts. In conducting their literature review, Kulik and Roberson aimed to answer two questions: Does diversity education affect participant diversity knowledge, diversity attitudes, and diversity skills? Do these effects vary by…

Introduction Over the past several decades, there has been an increase in efforts to diversify the American corporate workforce. In 2018, the employment search engine Indeed saw an 18% increase in diversity and inclusion job postings from the previous year, and a 2017 report indicated that about $8 billion is spent annually on diversity training.…

Introduction Dr. Ian Law, founding director of the Centre for Ethnicity and Racism Studies (CERS) at the University of Leeds, reviews twenty years of scholarship and initiatives by the Centre related to racism and higher education in the UK. Founded in 1998, CERS produces policy-relevant research that seeks to dismantle racism. In the 1990s, the…

Introduction In psychological research, prejudice and discrimination dominate as key areas of research. This should come as no surprise considering the sheer amount of resources spent by policymakers and educators alike to reduce prejudice. Since the first attempts to measure prejudice in the mid-1920s, social scientists have tried to understand the nature and origins of…

Introduction In 2009, the number of Black women leading Fortune 500 companies was one. Today, that number is zero, even as the number of Fortune 500 female CEOs hit an all-time record of thirty-seven this year. How are we to contend with this seeming contradiction?  Dr. Ashleigh Shelby Rosette, Associate Professor of Management and Organizations…

Introduction From 2007-2012, the Office of Recruitment, Development, and Diversity Initiatives (ORDDI) at the UNC Eshelman School of Pharmacy conducted various integrated recruitment events to diversify the student body of their school. Students who participated in these ORDDI events were considered part of the “ORDDI cohort”. After implementing these programming changes, ORDDI reported that about…