Diversity in the Post Affirmative Action Labor Market: A Proxy for Racial Progress?

Abstract

This article explores how concepts of diversity fit into the problem of racial progress and workplace inequality. Diversity can be viewed functionally as part of an ongoing effort in Corporate America to resolve conflict and reduce racial inequality in job allocation. On the other hand, consistent with new institutional theory, diversity can be viewed as a rubric for a set of activities meant to signal corporate 'good will'. In this case, the role it plays may forestall durable change in corporate cultures; as an organizing concept for human resource development diversity would be a tool that obscures underlying bias against racialized (i.e. black-oriented) private sector employment policies. I suggest that the concept of diversity is purposively fluid in organizations so that its meaning can shift to protect -rather than change -the racial status quo.

Diversity Training Programme Outcomes: A Systematic Review

“…There are considerable opportunities to investigate organizational level learning outcomes. We suggest the investigation of outcomes such as organizational skills/competences to create and sustain diversity initiatives (Collins, ), collective skills to develop specific organizational diversity norms (Pelled, Eisenhardt, & Xin, ), development of management skills and capability to create and maintain a diversity climate and organizational competences to address different diversity situations and customer groups.

Proposition 6: Diversity training will enhance individual knowledge, awareness, and attitudes team skills to cope with diversity and organizational learning outcomes such as collective skills around diversity norms .

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Fear of a black Spider-Man: racebending and the colour-line in superhero (re)casting

“…Indeed there are characters of colour in superhero teams, just as there are minorities employed in many sectors of the economy. However, it has been argued that diversity initiatives often emphasise membership rather equality and integration (see Harper and Reskin 2005;Collins 2011). In both the workplace and superhero teams, social and cultural 'diversity' does not negate the glass ceiling that keeps white men in leadership positions (such as the X-Men, Avengers and Justice League).…”

Critical Studies in Diversity Management Literature

“…Collins (2011) argues that despite its inclusive rhetoric, diversity does not necessarily address more subtle forms of inferiority, disadvantage and marginalization of vulnerable groups endemic in today globalization processes; this is due to the fact that the concept of diversity seems to be purposively fluid as its very meaning is subject to a continuous shift manifest in maintaining, not altering the status quo. Collins (2011) argues that despite its inclusive rhetoric, diversity does not necessarily address more subtle forms of inferiority, disadvantage and marginalization of vulnerable groups endemic in today globalization processes; this is due to the fact that the concept of diversity seems to be purposively fluid as its very meaning is subject to a continuous shift manifest in maintaining, not altering the status quo.…”