Diversity and Inclusion Standards: A Laudable but Premature Goal

Olivares, O

doi:10.1111/iops.12035

Cited by 2 publications

(2 citation statements)

References 7 publications

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“…The Merriam-Webster Dictionary defines D&I as: "the condition of having or being composed of different elements" ("Diversity"), and "the act or practice of including or accommodating people who have historically been excluded" ("Inclusion"). According to Olivares (2013), D&I is a multifaceted socio-political construct embedded within a legal framework -it has moral value, economic, political and legal components, but it is also a concept that evolves with the times. The terms gained increased recognition in businesses during the 1980s as a reaction to the weakening of workplace discrimination laws enacted during the Civil Rights Movement (Hays-Thomas and Bendick 2013).…”

Section: Diversity and Inclusion: Definitions Goals And Co-optationmentioning

confidence: 99%

“…The way D&I is currently framed in business practices does not provide a viable, longterm solution or framework for future use among companies (Olivares 2013). In fact, the CFDA report (2021) found that 59 percent of respondents reported their company had taken action to fight racial injustice, but 16 per cent of those respondents did not believe those actions would be long lasting.…”

Section: Diversity and Inclusion: Definitions Goals And Co-optationmentioning

confidence: 99%

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Balancing the Paradox of Inclusivity and Exclusivity: How Luxury Fashion Brands Use Communications to Address Diversity and Inclusion

Zanotti

2024

Preprint

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In the last decade, luxury fashion brands have been critiqued for design and marketing blunders involving racist imagery and cultural appropriation. These incidents were amplified during the Black Lives Matter protests in 2020, when luxury fashion brands that purportedly stood in solidarity with the movement were called out for past mistakes by a consumer base that is increasingly concerned with Corporate Social Responsibility and being “woke.” In moments of cultural and racial reckoning, luxury fashion brands are faced with a paradox: communicating values of inclusion while maintaining their exclusiveness. Using a case study approach focusing on Gucci, Prada and Burberry, this research analyzes the wording and structure behind communications of luxury fashion brands, particularly in regards to diversity and inclusion. Findings conclude that brands must follow a specific apology or acknowledgment structure when speaking about a crisis, but also reflect those communications internally to be deemed authentic by consumers.

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Section: Diversity and Inclusion: Definitions Goals And Co-optationmentioning

confidence: 99%

Section: Diversity and Inclusion: Definitions Goals And Co-optationmentioning

confidence: 99%

Balancing the Paradox of Inclusivity and Exclusivity: How Luxury Fashion Brands Use Communications to Address Diversity and Inclusion

Zanotti

2024

Preprint

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Enabling a Technological Paradigm Shift

Arnold

2024

Resilience of Multicultural and Multigenerational Leadership and Workplace Experience

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Viable American organizations thrive despite constant organizational change fringed by internal and external market disruption. Sustainability in the high-tech sector demands high-performing, diverse leaders at the helm. Despite mounting evidence of emotional intelligence in creating positive attitudes, fostering collaboration, and managing conflict, the relationship between emotional intelligence in women who identify as White, Hispanic, Asian, and Black is not widely known. Catalyst reported that 30.8% of women occupy board seats in Fortune 500 companies, which indicates a disproportionate number of women in top roles in the high-tech sector. EEOC reported that White women occupy significantly higher rates in executive roles while Black, Hispanic, and Asian women occupy much lower rates. The absence of workplace diversity restricts agility, open communication, change, and innovation. Black, Asian, and Hispanic workers make up 12%, 6%, and 16%, respectively. Blacks held chief executive roles at 3.4%, and Asians and Hispanics held 6% and 5.6%.

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Diversity and Inclusion Standards: A Laudable but Premature Goal

Cited by 2 publications

References 7 publications

Balancing the Paradox of Inclusivity and Exclusivity: How Luxury Fashion Brands Use Communications to Address Diversity and Inclusion

Balancing the Paradox of Inclusivity and Exclusivity: How Luxury Fashion Brands Use Communications to Address Diversity and Inclusion

Enabling a Technological Paradigm Shift

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