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Research, resources and articles related to diversity, equity and inclusion

Allyship, an old noun made new again, is Dictionary.com’s word of the year.

The look up site with 70 million monthly users took the unusual step of anointing a word it added just last month, though “allyship” first surfaced in the mid-1800s, said John Kelly, the site’s associate director of content and education.

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Charlice Hurst, Assistant Professor of Management & Organization at Mendoza, writes about racism denial, workplace inequity, and the futility of speaking out.

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The 1619 Project is an ongoing initiative from The New York Times Magazine that began in August 2019, the 400th anniversary of the beginning of American slavery. It aims to reframe the country’s history by placing the consequences of slavery and the contributions of black Americans at the very center of our national narrative.

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Research shows that how organizations respond to large-scale, diversity-related events that receive significant media attention can either help employees feel psychologically safe or contribute to racial identity threat and mistrust of institutions of authority. The authors offer three missteps to avoid —keeping silent, becoming overly defensive, and overgeneralizing — as well as ways that companies and leaders can take meaningful action.

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For a group of elite Black executives, police killings and protests have unleashed an outpouring of emotion and calls for action.

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Across the U.S., companies grappled with rage and grief after the death of George Floyd in police custody on Memorial Day. A Zoom roundtable with CEOs and government officials about the business impact of the coronavirus quickly changed into a rare conversation about race relations and social justice—and the public role of CEOs.

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Many white Americans believe that race is no longer central to one’s opportunities in life, and that we’re well on our way to systemic racial equality. Are these beliefs accurate? While it’s often difficult to measure levels of discrimination over time, research into hiring discrimination shows that black Americans still face discrimination in the hiring process.

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The ecosystem supporting diversity is quite large — government agencies, formal corporate diversity programs, universities, consultants, and dozens of civil rights advocacy groups. So why aren’t Black workers a larger percentage of the U.S. workforce? A review of white-collar employment data from the U.S. EEOC reveals serious gaps in income, promotional opportunities, and advancement for minorities and women of all races.

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The definition of racism offered here is grounded in Critical Race Theory, a movement started in the 1970s by activists and scholars committed to the study and transformation of traditional relationships of race to racism and power. CRT was initially grounded in the law and has since expanded to other fields. CRT also has an activist dimension because it not only tries to understand our situation but to change it.

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The pandemic has exposed the bitter terms of our racial contract, which deems certain lives of greater value than others.

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The cost of police brutality is enormous.

First and foremost, of course, it is paid in lives: According to the Washington Post database, US police have shot and killed 1,042 men and women in the past 12 months, of whom Black people make up a disproportionate number. That doesn’t account for those not killed by firearms, such as George Floyd. There is no official record of police brutality in the US.

But police brutality also has a cost in dollars, often borne by taxpayers, and it’s not a small bill.

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This document is intended to serve as a resource to white people and parents to deepen our anti-racism work. If you haven’t engaged in anti-racism work in the past, start now. Feel free to circulate this document on social media and with your friends, family, and colleagues.

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In an interview with ProMarket, UC Irvine law professor Mehrsa Baradaran discussed the connection between the current protest wave and the deep-seated structural inequalities within America’s economy.

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When Kimberlé Crenshaw coined the term 30 years ago, it was a relatively obscure legal concept. Then it went viral.

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White Caucuses are an important mechanism for people who identify as white and/or have white skin privilege to do our own work. It provides us an environment and intention to authentically and critically engage in whiteness, white privilege, and hold each other accountable for change.

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A Q&A by—and for—people with privilege who want to learn more about racial justice

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Describing white privilege makes one newly accountable. As we in women's studies work to reveal male privilege and ask men to give up some of their power, so one who writes about having white privilege must ask, "having described it, what will I do to lessen or end it?"

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Americans don’t see me, or Ahmaud Arbery, running down the road—they see their fear.

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Polite White Supremacy is the notion that whites should remain the ruling class while denying that they are the ruling class, politely. Affectionately, it’s called #PWS for short. It has been referred to as the Casual American Caste System, Delicate Apartheid, Gentle Oppression, or what I like to call it after a few drinks: Chad Crow, the super chill grandson of Jim Crow.

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The recent civic unrest in the United States following the death of George Floyd has elevated the urgency to recognize and study issues of diversity and the needs of underrepresented groups in all aspects of public life.

Business schools—and educational institutions across the spectrum—are no exception.

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As protests over the police killing of George Floyd and other Black people, the resurgence of the Black Lives Matter movement, and debates about policing put the spotlight on the country’s struggles with racism, many professors are wondering how to address those events in their classrooms this fall.

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