From desegregation to diversity management in Alabama public universities: a narrative review

Abstract

PurposeThe purpose of the paper is to demonstrate that history has much to teach leaders in understanding resistance to affirmative action and how a greater commitment to diversity can be fostered.Design/methodology/approachThis narrative review provides a timeline of a case for resolution‐by‐agreement in the wake of the landmark Knight v. Alabama case.FindingsThere have been dramatic increases in the enrollment of students of color and the presence of African‐American faculty in the three major public universities that comprise the University of Alabama System, as well as others in the state.Research limitations/implicationsThe present review does not contend that historic and fundamental inequities no longer exist in business and society. Moreover, the authors recognize that present inequities in the realms of diversity have important and historical roots. Likewise, there is no attempt to suggest that affirmative action is no longer a necessary or desired program in some areas. Neither do the authors deny the potential for inordinate management influence in the implementation and practice of some programs that focus on “diversity” instead of “affirmative action.”Social implicationsThe numbers are not optimal. But future studies, along with this paper, should make a significant contribution to the affirmative action literature in the hope that organizations of all types may exceed their goals in the area of “diversity” as part of a larger quest for genuine advancements in the realm of diversity and fairness throughout society.Originality/valueThe paper provides an additional lens through which to examine diversity initiatives. Organizations can learn from the resolution‐by‐agreement process used to settle this desegregation dispute.

Exclusion in Academia: Latina Faculty Struggle Towards Tenur

“…Since the Civil Rights movement of the 1960s, different strategies have been used to help discriminated groups of people gain equal access to opportunities regarding work, housing, healthcare, and education. During the 1970s and 1980s, passage and implementation of affirmative action, equal opportunity laws, and other nondiscriminatory policies assisted protected groups, based on race, gender, ethnicity, disability and other areas, to increase their representation in different areas of society and prevented future abuses (Edmondson, Dale, Feldman, & Yarber, 2011). These approaches were requirements in many cases and were enforceable via fines and other administrative penalties.…”

“…Affirmative Action. Edmondson et al (2011) examined the evolution of diversity management from affirmative action (AA) beginnings in higher education with a focus on the distinct differences between the legally mandated requirements of AA and the voluntary strategies of diversity management. This study found that advantages of diversity management include a position towards a systematic transformation of the organization instead of only recruitment and selection requirements usually found in AA regulations.…”

“…Equal rights legislation and AA efforts received criticism for their limitations. Edmondson et al (2011), Mor Barak (2013), and Sabharwal (2014) scrutinized the AA measures used in the past to create a more equitable workplace for minorities and pointed out some of AA's shortcomings like diversity compliance by quotas leading to feelings of tokenism and the persistence of the perception of exclusion by minority groups. Ellis and Keys (2015) emphasized limitations and liabilities that have grown since the implementation of AA practices and diversity efforts specifically due to claims that these practices apply reverse discrimination toward majority groups.…”