This article examines the relationship between everyday talk, the reproduction of political ideology and the interactional accomplishment of situated identities through analyzing how institutional members index neoliberal ideology in their everyday interactions. Analysis of audio- and video-recorded data from racially diverse business members of two Texas chambers of commerce illustrates how chamber members indirectly index neoliberal ideology through taking stances toward government policies. White, upper class participants display neoliberal stances through using complaints – constituted by questions, humor, idioms and inference-rich (...) terms – about the Affordable Care Act because it is a form of government interference that increases taxes and the federal deficit. Minority business members use discursive strategies such as double-voiced discourse and self-repairs to balance tensions between criticizing neoliberal ideology because it does not benefit minorities yet still orient to its taken-for-granted value in their business community. Overall, while participants’ interactions generally seem to operate within the structural constraints of neoliberal ideology, our analysis illustrates how participants take up neoliberal ideology in situated ways that, at times, provide avenues for negotiating the relevance of neoliberal ideology to everyday life. (shrink)

A large body of scientific careers literature explores the experiences of underrepresented minorities in STEM fields and why they exit the academic pipeline at various stages. These studies commonly address how to improve racial diversity in science but provide little discussion of why that diversity is important for science research. Feminist science studies scholars, on the other hand, have theorized about the importance of diversity in knowledge production for decades but provide little empirical work on how (...) to address current disparities. My research bridges these literatures by examining how diversity programs in the sciences justify their continued funding, and how these justifications map onto contemporary theories of knowledge production. Do diversity program directors seek to increase diversity in science because of political motives, like equality and justice for racial minorities, or because they believe that racially diverse workforces will produce better science? Based on interviews with federally-funded diversity program directors at universities and archival data from these programs, I find that program directors’ responses can be classified into three categories: diversity is important politically, diversity is important pragmatically, and diversity is important epistemically. About half of the respondents found diversity to be important for the content of scientific knowledge. I argue that studying diversity in scientific knowledge production is different than studying the impacts of diversity in other fields due to current conceptions of scientific objectivity. Scholarship on scientific knowledge production can help diversity program directors and science careers scholars better articulate the need for diversity programming in STEM fields. (shrink)

Recent national calls for ethical, legal, and social implications (ELSI) research to “assess and address how ethical, historical, social, economic, legal, regulatory, socio-cultural, and contextual...

This article demonstrates how class and racial dynamics generate different styles of activism among women's movement organizations. Based on a comparative study of two feminist organizations—one composed of lower-class women of color and another of upper-class white women—it charts the formation of divergent types of gender politics. First, it explores how differences in the class and racial backgrounds of the memberships create distinct organizational needs; second, how these divergent political interests motivate contrasting organizational ideologies, activities, and structures; and (...) finally how they motivate different approaches to the wider women's movement. At the conclusion, implications are drawn for cross-class/race alliances among grassroots women's organizations. (shrink)

With the view toward improving the racial diversity in organizations, this work seeks to uncover the reasons why larger groups have an advantage in terms of job opportunities. Based on people’s preference for diversity in commodity selection, we propose a potential feature that may exist in human resource management and call it the isolated choice effect, which unconsciously affects the racial diversity of organizations. Specifically, when making selections in isolation, people are less likely to choose (...) the one whose race would increase group diversity than when making selections in collections. We set up eight experiments in which participants make hiring or firing decisions among choices that are more white people than black people. We find that participants in the isolated choice group are less likely to choose black people, the smaller group, than those in the collective choice group. Our results show a potentially important contributing factor to the underrepresentation of black people in many organizations because hires are often made in isolation while layoffs are often made in collections, which provides a starting point for improving racial diversity in organizations by avoiding the isolated choice effect. (shrink)

Recent calls to address racism in bioethics reflect a sense of urgency to mitigate the lethal effects of a lack of action. While the field was catalyzed largely in response to pivotal events deeply rooted in racism and other structures of oppression embedded in research and health care, it has failed to center racial justice in its scholarship, pedagogy, advocacy, and practice, and neglected to integrate anti-racism as a central consideration. Academic bioethics programs play a key role in determining (...) the field’s norms and practices, including methodologies, funding priorities, and professional networks that bear on equity, inclusion, and epistemic justice. This article describes recommendations from the Racial Equity, Diversity, and Inclusion (REDI) Task Force commissioned by the Association of Bioethics Program Directors to prioritize and strengthen anti-racist practices in bioethics programmatic endeavors and to evaluate and develop specific goals to advance REDI. (shrink)

Historical dynamics around feminism, race, and rape discouraged extensive early Black involvement in anti-rape work in the United States. In Los Angeles, concern among women of color in the movement and a state initiative to fund poorly served areas converged to produce two new Black rape crisis centers in the mid-1980s. Ironically, state funding, an otherwise conservative influence on the anti-rape movement, has facilitated the progressive goal of expanding racial and ethnic diversity in the Los Angeles anti-rape movement. (...) Racially homogeneous organizations contributed more to diversifying the movement than integration within organizations. Despite differences in political perspective, women from older feminist groups and the new community-oriented centers now successfully work in coalition. (shrink)

This paper challenges the “characterological” theory of racial injustice. This theory, widely held in corporate efforts to address race, simultaneously endorses a “structural” account of racism while advocating deeply individualistic remedies: challenging systemic racism, on this view, requires directing our energies inward toward our most ingrained habits and self-conceptions. I begin by reconstructing the characterological theory and its appeal. I then argue that it rests on questionable, if not untenable, cognitive assumptions. Instead of seeing racism as carried forth by (...) agents’ deeply internal characters, I argue that a structural account of racial domination is better served by understanding cognitive processes as externalized and conducted through our environments. Drawing on theories of the “extended mind” and distributed cognition, I offer an account of both structural racism’s persistence and individual racist actions, which is anchored in the environmental (and not characterological) manifestations of racial hierarchy. I conclude with the normative potential of business ethicists adopting the distributed cognition framework. (shrink)

Today’s urban schools provide a unique intergroup context in which the students vary not only by race/ethnicity but also by the relative representation of their racial/ethnic groups. In two studies, we examined how this diversity aligns with intersectionality and multiple identities perspectives to affect the power and status associated with each group to shape intergroup dynamics. Study 1 focused on the perception of intergroup bias to investigate how perceived presence of same-race/ethnicity peers affects middle school students’ intersectional intergroup (...) attitudes based on race/ethnicity, gender, and sexual orientation. Middle school students were randomly assigned to view Facebook-like profiles of peers that varied by gender, race/ethnicity, and sexual orientation and offered their first impressions as a way to assess various domains of intergroup attitudes. The perceived presence of same-race/ethnicity peers influenced intersectional intergroup attitudes, however, differentially so depending on stereotypes, prejudice, and behavioral tendencies. Study 2 focused on the experience of intergroup bias and simultaneously examined race, gender, and weight discrimination and its consequences among middle school students. Using latent profile analysis, five profiles of youth based on the pattern of perceived discrimination due to gender, race/ethnicity, and weight were identified. Being African American, Latinx, and male with a high body mass index and few same-race/ethnicity peers at school predicted membership in a race profile, whereas being White or Asian with high BMI and more same-race/ethnicity peers predicted membership in a weight profile. Perceiving oneself as gender atypical was associated with all discrimination profiles. (shrink)

The Enlightenment is commonly held accountable for the rise of both racial classification and modern scientific racism. Yet this argument sits uneasily alongside the birth of a modern rights language and strong anticolonial perspectives within the same intellectual movement. This article seeks to make sense of this paradox by arguing that one of the contexts in which we can best understand eighteenth-century race concepts is humanity’s place in a transformed history of nature that brought together novel understandings of deep (...) time and a materialist view of reproduction. Analysing the thought of Georges-Louis Leclerc, Comte de Buffon and Denis Diderot, the article demonstrates that the waning of both the authority of biblical genealogies and ancient environmentalist explanations of human physical diversity left a lacuna in the eighteenth-century human sciences. Buffon and Diderot’s “races” of humanity are not fixed entities, but rather exist in the flux of time. New understandings of heredity and reproduction combined with a time revolution led these Enlightenment thinkers to reconceive humanity’s place in the natural world. The article suggests that while “race” is a biologically incoherent concept, two elements of these Enlightenment thinkers’ anthropology – a materialist understanding of reproduction and humanity’s place in deep time – remain central to how we understand human diversity. (shrink)

The “diversity” framework the Supreme Court has imposed on affirmative action weakens its justice import in theory and practice. The increasing alignment of wealth with attendance at selective institutions betokens a diminishing quality of student at those institutions. So some of the perceived advantages of affirmative action rely on an increasingly false sense of the quality differences between more and less highly-ranked institutions. Aligning those rankings with the quality of student (and quality of instruction at the different kinds of (...) institution) would have the net effect of benefiting black and Latino students as a group. More generally, improving the quality of education and the standing of less selective higher education institutions is an urgent racial educational justice challenge of the current moment, from which affirmative action diverts attention. (shrink)

Racial Battle Fatigue is described as the physical and psychological toll taken due to constant and unceasing discrimination, microagressions, and stereotype threat. This edited volume looks at RBF from the perspectives of graduate students, middle level academics, and chief diversity officers at major institutions of learning.

Purpose The online economy has not resolved the issue of racial bias in its applications. While algorithms are procedures that facilitate automated decision-making, or a sequence of unambiguous instructions, bias is a byproduct of these computations, bringing harm to historically disadvantaged populations. This paper argues that algorithmic biases explicitly and implicitly harm racial groups and lead to forms of discrimination. Relying upon sociological and technical research, the paper offers commentary on the need for more workplace diversity within (...) high-tech industries and public policies that can detect or reduce the likelihood of racial bias in algorithmic design and execution. Design/methodology/approach The paper shares examples in the US where algorithmic biases have been reported and the strategies for explaining and addressing them. Findings The findings of the paper suggest that explicit racial bias in algorithms can be mitigated by existing laws, including those governing housing, employment, and the extension of credit. Implicit, or unconscious, biases are harder to redress without more diverse workplaces and public policies that have an approach to bias detection and mitigation. Research limitations/implications The major implication of this research is that further research needs to be done. Increasing the scholarly research in this area will be a major contribution in understanding how emerging technologies are creating disparate and unfair treatment for certain populations. Practical implications The practical implications of the work point to areas within industries and the government that can tackle the question of algorithmic bias, fairness and accountability, especially African-Americans. Social implications The social implications are that emerging technologies are not devoid of societal influences that constantly define positions of power, values, and norms. Originality/value The paper joins a scarcity of existing research, especially in the area that intersects race and algorithmic development. (shrink)

This is my reply essay (1000 words) to Travis Timmerman's "A Case for Removing Confederate Monuments" in Bob Fisher's _Ethics, Left and Right: The Moral Issues That Divide Us_ volume (2020). In it, I explain why I think the mere harm from the racial offense a monument may cause does not justify removing it.

Background Diversity in Institutional Review Board (IRB) membership is important for both intrinsic and instrumental reasons, including fairness, promoting trust, improving decision quality, and responding to systemic racism. Yet U.S. IRBs remain racially and ethnically homogeneous, even as gender diversity has improved. Little is known about IRB chairpersons’ perspectives on membership diversity and barriers to increasing it, as well as current institutional efforts to promote diversity, equity, and inclusion (DEI) within IRB membership.Methods We surveyed IRB chairpersons (...) leading U.S. boards registered with the Office for Human Research Protections. Here, we focus exclusively on responses from a subset of 388 chairpersons of IRBs at universities and academic medical centers (AMCs).Results Board chairs were predominantly white and evenly split between men and women. Only about half reported that their boards had at least one member who is Black or African American (51%), Asian (56%), or Hispanic (48%), with 85% of university/AMC boards comprised entirely (15%) or mostly (70%) of white members. Most IRB chairpersons (64%) reported satisfaction with the current diversity of their membership. Participants largely agreed that considering diversity in the selection of IRB members is important (91%), including to improve the quality of IRB deliberation (80%), with an emphasis on racial/ethnic (85%) and gender diversity (74%). Most participants (80%) reported some type of active DEI effort regarding board membership at their university/AMC and just over half (57%) expressed satisfaction with these efforts.Conclusions Our national survey found that although university/AMC IRB chairpersons report valuing diversity in board membership, it may be lacking in key areas. Going forward, it will be important to specify clear reasons for diversity in the IRB context, as well to establish targets for acceptable levels of board diversity and to match DEI efforts to those targets. (shrink)

This study explores academic dishonesty within higher education, with a particular focus on the perspectives of the Arab ethnic community in Israel. Through in-depth interviews involving 38 students, the research unveils three overarching themes: (a) “Academic dishonesty as a social norm” illuminates the prevalent acceptance of cheating driven by moral justifications, emphasizing the crucial role of perceived low likelihood of detection and inconsistencies in enforcing academic standards in a multicultural context, (b) “Rationalizations for academic dishonesty and coping with minority status,” (...) explores how overwhelming academic demands, familial and social pressures, and collaborative support networks contribute to unethical behavior, and (c) “Erosion of academic effort,” elucidates the connection between uninspiring teaching methods and the derision of less committed peers, contributing to plagiarism. These findings contribute to a culturally understanding of academic dishonesty. Practically, recognizing specific groups’ challenges with academic dishonesty can inform instructors and administrators, aiding effective strategies to promote integrity. (shrink)

The UNESCO Statements on Race of the early 1950s are understood to have marked a consensus amongst natural scientists and social scientists that ‘race’ is a social construct. Human biological diversity was shown to be predominantly clinal, or gradual, not discreet, and clustered, as racial naturalism implied. From the seventies social constructionists added that the vast majority of human genetic diversity resides within any given racialised group. While social constructionism about race became the majority consensus view on (...) the topic, social constructionism has always had its critics. Sesardic (2010) has compiled these criticisms into one of the strongest defences of racial naturalism in recent times. In this paper I argue that Sesardic equivocates between two versions of racial naturalism: a weak version and a strong version. As I shall argue, the strong version is not supported by the relevant science. The weak version, on the other hand, does not contrast properly with what social constructionists think about ‘race’. By leaning on this weak view Sesardic’s racial naturalism intermittently gains an appearance of plausibility, but this view is too weak to revive racial naturalism. As Sesardic demonstrates, there are new arguments for racial naturalism post-Human Genome Diversity Project. The positive message behind my critique is how to be a social constructionist about race in the post-genomic era. (shrink)

Behavior genetics often emphasizes methods over the underlying quality of the psychological information to which the methods are applied. A core aspect of this quality is the demographic diversity of the samples. Building causal genetic models based only on European-ancestry samples compromises their generalizability. Behavior genetics researchers must spend additional time and resources diversifying their samples before emphasizing causation.

We may well be witnessing a decisive event in the history of knowledge as diversity is becoming one of the premier values of late modern societies. We seek to preserve and foster biodiversity, neurodiversity, racial diversity, ethnic diversity, gender diversity, linguistic diversity, cultural diversity, and perspectival diversity. Perspectival diversity has become the passage point through which other forms of diversity must pass to become epistemically consequential. This article examines how two (...) of its varieties, viewpoint diversity and educational diversity, have come to transform the moral economy of science. Both aim at multiplying perspectives on a given subject, but their political subtexts differ markedly. The valorization of educational diversity followed a US Supreme Court decision in 1978 that enabled universities to advance social justice, if they justified race-conscious admissions in terms of the pedagogic benefits of a more diverse student body for all. By contrast, the proponents of viewpoint diversity aim at the reform of scientific knowledge production and distribution rather than the reallocation of status and power among different social groups. We examine the political epistemology of viewpoint diversity by analyzing a controversy between social psychologists who, amid the American culture wars of the 2010s, debated how to rein in their political biases in a scientific field supposedly lacking political diversity. Out of this scientific controversy grew Heterodox Academy, an activist organization promoting viewpoint diversity in higher education. By relating and comparing viewpoint and educational diversity, we clarify what is at stake epistemically in the US-centric moral economy of diversity. (shrink)

Diversity scholars have emphasized the critical role of corporate leaders for ensuring the success of diversity strategic initiatives in organizations. This study reports on business school leaders’ attributions regarding the causes for and solutions to the low representation of U.S. faculty of color in business schools. Results indicatethat leaders with greater awareness of racial issues rated an inhospitable organizational culture as a more important cause and cultural change and recruitment as more important solutions to faculty of color (...) under-representation than did less racially aware respondents. Aware leaders also rated individual minority-group member responsibility for performance a less important solution than did less racially aware respondents. Implications are discussed. (shrink)

How diverse is philosophy? In this paper we explore recent data on the racial, ethnic, and gender diversity of philosophy students and faculty in the United States. We have found that women are underrepresented in philosophy at all levels from first-year intention to major through senior faculty. The past four years have seen an increase in the percentage of women philosophy majors at the undergraduate level, but it remains to be seen if this recent increase in the percentage (...) of women will eventually also show at more advanced stages. Temporal trends since 2000 also show substantial increases in the racial and ethnic diversity of philosophy majors at all levels of education from first-year undergraduate through PhD, with substantial declines in the percentage of non-Hispanic White philosophy majors and substantial increases in all other commonly measured racial/ethnic groups except for Native American / Alaska Native. Despite generally increasing diversity, people who identify as Hispanic (any race), or non-Hispanic Native American, Alaska Native, or Black remain substantially underrepresented in philosophy at all levels compared to their presence in the U.S. population, and in some cases also as compared to other majors. (shrink)

It is well established that demographic representation in clinical research is important for understanding the safety and effectiveness of novel therapeutics and vaccines in diverse patient populations. In recent years, the National Institutes of Health and Food and Drug Administration have issued guidelines and recommendations for the inclusion of women, older adults, and racial and ethnic minorities in research. However, these guidelines fail to provide an adequate explanation of why racial and ethnic representation in clinical research is important. (...) This article aims to both provide the missing arguments for why adequate representation of racial and ethnic minorities in clinical research is essential and to articulate a number of recommendations for improving diversity going forward.Appropriate racial and ethnic representation and fair inclusion help (1) increase the generalisability of clinical trial results, (2) equitably distribute any benefits of clinical research and (3) enable trust in the research enterprise. (shrink)

"The classic and recent essays gathered here will challenge scholars in the natural sciences, philosophy, sociology, anthropology, and women’s studies to examine the role of racism in the construction and application of the sciences. Harding... has also created a useful text for diverse classroom settings." —Library Journal "A rich lode of readily accessible thought on the nature and practice of science in society. Highly recommended." —Choice "This is an excellent collection of essays that should prove useful in a wide range (...) of STS courses." —Science, Technology, and Society "... important and provocative... "—The Women’s Review of Books "The timeliness and utility of this large interdisciplinary reader on the relation of Western science to other cultures and to world history can hardly be overemphasized. It provides a tremendous resource for teaching and for research... "—Ethics "Excellent." —The Reader’s Review "Sandra Harding is an intellectually fearless scholar. She has assembled a bold, impressive collection of essays to make a volume of illuminating power. This brilliantly edited book is essential reading for all who seek understanding of the multicultural debates of our age. Never has a book been more timely." —Darlene Clark Hine These authors dispute science’s legitimation of culturally approved definitions of race difference—including craniology and the measurement of IQ, the notorious Tuskegee syphilis experiments, and the dependence of Third World research on First World agendas. (shrink)

This study addresses the complex and often fractious relationship between liberal political theory and difference by examining how distinctive liberalisms respond to human diversity. Drawing on published and unpublished writings, private correspondence and lecture notes, the study offers comprehensive reconstructions of Immanuel Kant's and John Stuart Mill's treatment of racial, cultural, gender-based and class-based difference to understand how two leading figures reacted to pluralism, and what contemporary readers might draw from them. The book mounts a qualified defence of (...) Millian liberalism against Kantianism's predominance in contemporary liberal political philosophy, and resists liberalism's implicit association with imperialist domination by showing different divergent responses to diversity. Here are two distinctive liberal visions of moral and political life. (shrink)

I>Diversity High offers special insight into school change and social transition in racially divided communities.

This essay presents racial literacy and racial dexterity as educational desiderata, especially for white students. Racial literacy is defined as the ability to recognize and interpret racial nuances in real social engagements. Racial dexterity is defined as the ability to engage successfully with diverse racial contexts. After defining racial literacy and racial dexterity, Kevin Harrelson analyzes these skills by contrasting them with racial naivety and racial anxiety. He argues that transitioning (...) from naivety to literacy, and from anxiety to dexterity, requires treating cross-racial interactions as key learning events. (shrink)

Racial Battle Fatigue is described as the physical and psychological toll taken due to constant and unceasing discrimination, microagressions, and stereotype threat. This edited volume looks at RBF from the perspectives of graduate students, middle level academics, and chief diversity officers at major institutions of learning.

Racial and ethnic disparities exist for many nervous system disorders that are intervention targets for neuromodulation investigators. Yet, to date, there has been both a lack of racial and ethnic diversity and a lack of emphasis on diversity in neuromodulation research. In this paper, we suggest three potential reasons for the lack of racial and ethnic diversity in neuromodulation research: 1) the lack of diversity in the neuromodulation workforce, 2) incompatibility between the technologies (...) employed and phenotypic traits (e.g., hair texture) commonly present in minoritized populations, and 3) minoritized populations’ reluctance to participate in clinical trials. We argue that increasing diversity in the neuromodulation workforce, in conjunction with mutual collaboration between current neuromodulation researchers and underrepresented communities in neuromodulation, can aid in removing barriers to diversity, equity, and inclusion in neuromodulation research. This is important, because greater diversity, equity, and inclusion in neuromodulation research brings with it the development of novel, yet safe and effective, treatment approaches for brain disorders and enhances the rigor and generalizability of discoveries in the field. (shrink)

Volume 24, Issue 10, October 2024, Page 20-23.

This article seeks to present challenges of negotiating difference and diversity in Christiancommunities in South Africa today. It reflects the intersectional nature of racial, gender, ethnicand economic difference, and ways in which land, capital and other power constructs continueto underpin and deepen exclusion. It then considers the status of diversity in Christiancommunities highlighting ways in which the fault lines in society are running throughChristian communities, and how such communities almost spontaneously engage in ‘othering’more naturally than in ‘embracing’. (...) The article proposes the re-conceptualisation of diversitywithin the bigger South African project of socio-economic transformation, and that theconversation about difference and diversity in Christian communities should be brought intodialogue with critical diversity theory, which considers diversity in relation to equity, humanrights and social justice. Finally, the article provides an overview of the contributions that formpart of this collection of articles, tracing how a number of Christian communities seek tonegotiate diversity and difference ecclesially and theologically. (shrink)

The existence of the achievement gap is more than just a black?white issue; contrary to stereotypes, it is a concern within Asian homes. Hmong students underachieve in comparison with many East Asian students. Traditional cultural practices and poverty have been identified as explanatory factors. Our data suggest that a more critical factor might be within?school segregation. Utilising a racial exposure statistic, it was found that the more diverse a school became, the higher the achievement of Hmong limited English proficient (...) (LEP) students. This study provides theoretical explanations for this finding and implications for Hmong student achievement. (shrink)

As genetic and genomic research has progressed since the sequencing of the human genome, scientists have continued to struggle to understand the role of genetic and socio-cultural factors in racial and ethnic health disparities. Recognition that race and ethnicity correlate imperfectly with differences in allele frequency, environmental exposures, and significant health outcomes has made framing the relationship between genetic variation, race, ethnicity, and disease one of the most heated debates of the genome era. Because racial and ethnic identities (...) reflect a complicated mix of social and genetic factors, critics have argued that use of racial and ethnic categories as analytical variables in biomedical research lacks rigor, leads to potentially dangerous stereotyping in medical practice, and sends harmful messages of innate racial difference to the broader public.Concerns over the current lack of diversity in human genetic and genomic studies have developed in parallel to discussions of the appropriate use of racial and ethnic categories during the research process. (shrink)

In Grutter, preferential treatment was held to be Constitutional on the basis of the contribution of “diverse” students to the education of their classmates. An implicit assumption in this argument, at least given how schools such as Michigan have interpreted it, is that the contribution involves making it more likely that the other students adopt the beliefs (or perspective) of the minorities. Three beliefs seem relevant here: justice is concerned with equality, racial and ethnic minorities are currently treated unequally, (...) and the state has a mandate to combat this type of injustice. I argued that the first two beliefs are likely false and that in any case they are already well represented on campuses. If my arguments succeed, then this narrow experiential diversity argument is incapable of establishing the moral permissibility, let alone Constitutionality, of these programs. A broader consequentialist argument may avoid this objection but only at the extent of introducing Constitutionally irrelevant considerations. (shrink)

In this paper, we seek to answer two questions: (1) what does boardroom diversity stand for in the strategic management literature? And, (2) is there a significant relationship between boardroom diversity and corporate social performance. We first clarify the boardroom diversity concept, distinguishing between a structural diversity of boards and a demographic diversity in boards, and then we investigate its possible linkage to social performance in a sample of S&P500 firms. We find a significant relationship (...) between diversity in boards and social performance. This relationship is moderated by diversity of boards. Our results also reveal the effects of the specific variables that make up the diversity of boards and diversity in boards constructs. In particular, gender, and age have a significant effect on corporate social performance. Some important measurement issues are raised and discussed. (shrink)

In the wake of court rulings that have forced university administrators to reevaluate affirmative action policies, this balanced, thoughtful book examines three typical defenses of those policies: that affirmative action compensates for past discrimination; that it provides role models and ensures diversity; and that it corrects for systemic bias against women and racial minorities.

In High Schools, Race, and America’s Future, Lawrence Blum offers a lively account of a rigorous high school course on race and racism. Set in a racially, ethnically, and economically diverse high school, the book chronicles students’ engagement with one another, with a rich and challenging academic curriculum, and with questions that relate powerfully to their daily lives. Blum, an acclaimed moral philosopher whose work focuses on issues of race, reflects with candor, insight, and humor on the challenges and surprises (...) encountered in teaching—the unexpected turns in conversation, the refreshing directness of students’ questions, the “aha” moments and the awkward ones, and the paradoxes of his own role as a white college professor teaching in a multiracial high school classroom. High Schools, Race, and America’s Future provides an invaluable resource for those who want to teach students to think deeply and talk productively about race. (shrink)

A. W. F. Edwards famously named “Lewontin’s fallacy” after Richard Lewontin, the geneticist who showed that most human genetic diversity can be found within any given racialized group. “Lewontin’s fallacy” is the assumption that uncorrelated genetic data would be sufficient to classify genotypes into conventional “racial” groups. In this chapter, I argue that Lewontin does not commit the fallacy named after him, and that it is not a genuine fallacy. Furthermore, I argue that when Edwards assumes that stable (...) classification is all it takes to vindicate racial naturalism, he commits a fallacy of his own: Edwards’ fallacy. The ability to create a classificatory system, and then reliably sort things within that system, is not enough to make that system scientifically respectable. I show that Edwards’ fallacy is rife in debates about the existence of human biological races. (shrink)

The following case study utilizes in-depth qualitative interviews and participant observation data in order to examine how color-blindness operates in a diverse Christian fraternity. The color-blind ideology functions in two distinct ways: to authenticate the fraternity’s collective religious identity as an inclusive Christian community and to obscure within-group racial inequalities reproduced through tokenizing racist jokes aimed at its non-white members. Color-blind statements allow members to attribute their organization’s racial diversity to their accepting religious doctrine, while also making (...) problems of race within the organization difficult to address. This article provides a theoretical contribution by highlighting the dire implications of ignoring race in diverse religious groups, particularly problematic within the “edgy” joking subculture of Christian fraternities. (shrink)

Diversity is a fact of the social world; however, it can also be a problem if it leads to the valorisation of ethnic or racial identities. The social structures that inform the problems that arise from differences are based on historical, geographical, social, political, and economic stratifications; as well as on thought paradigms that either explicitly or implicitly promote the proliferation of binaries between “us and them”. We argue that an uncritical uptake of the African philosophy of ubuntu (...) may inadvertently support negative identity binaries. Particularly, we argue that a conception of ubuntu premised on unity is – paradoxically – in danger of fostering disunity between communities. In place of “unity”, we explore, and argue for, an interpretation of ubuntu premised on “relationality”. Specifically, we argue that “relationality” is capable of incorporating both identity and difference. (shrink)

This study examines how and when nonprofit board performance is impacted by board diversity. Specifically, we investigate board diversity policies and practices as well as board inclusion behaviors as mediating mechanisms for the influence of age, gender, and racial/ethnic diversity of the board on effective board governance practices. The empirical analysis, using a sample of 1,456 nonprofit board chief executive officers, finds that board governance practices are directly influenced by the gender and racial diversity (...) of the board and that board inclusion behaviors together with diversity policies and practices mediate the influence of the board’s gender and racial diversity on internal and external governance practices. Additionally, we found an interaction effect that indicates when boards have greater gender diversity, the negative impact of racial diversity on governance practices is mitigated. The findings suggest that board governance can be improved with more diverse membership, but only if the board behaves inclusively and there are policies and practices in place to allow the diverse members to have an impact. (shrink)

What does it feel like to encounter ourselves and one another as implicated subjects, both in our everyday lives and in the context of our work as clinicians, and how does this matter? With contributions from a diverse group of relational psychoanalytic thinkers, this book reads Michael Rothberg's concept of the implicated subject - the notion that we are continuously implicated in injustices even when not perpetrators - as calling us to elaborate what it feels like to inhabit such subjectivities (...) in relation to others both similarly and differently situated. Implication and anti-Black racism are central to many chapters, with attention given to the unique vulnerability of racial minority immigrants, to Native American genocide, and to the implication of ordinary Israelis in the oppression of Palestinians. The book makes the case that the therapist's ongoing openness to learning of our own implication in enactments is central to a Relational sensibility and to a progressive psychoanalysis. As a contribution to the necessary and long-overdue conversation within the psychoanalytic field about racism, social injustice, and ways to move toward a just society, this book will be essential for all relational psychoanalysts and psychotherapists. (shrink)

Faculty workload inequities have important consequences for faculty diversity and inclusion. On average, women faculty spend more time engaging in service, teaching, and mentoring, while men, on average, spend more time on research, with women of color facing particularly high workload burdens. We explore how faculty members perceive workload in their departments, identifying mechanisms that can help shape their perceptions of greater equity and fairness. White women perceive that their departments have less equitable workloads and are less committed to (...) workload equity than white men. Women of color perceive that their departments are less likely to credit their important work through departmental rewards systems than white men. Workload transparency and clarity, and consistent approaches to assigning classes, advising, and service, can reduce women’s perceptions of inequitable and unfair workloads. Our research suggests that departments can identify and put in place a number of key practices around workload that will improve gendered and racialized perceptions of workload. (shrink)

This article illustrates how racial capitalism can enhance understandings of data, capital, and inequality through an in-depth study of digital platforms used for intervening in gender-based violence. Specifically, we examine an emergent sociotechnical strategy that uses software platforms and artificial intelligence chatbots to offer users emergency assistance, education, and a means to report and build evidence against perpetrators. Our analysis details how two reporting apps construct data to support institutionally legible narratives of violence, highlighting overlooked racialised dimensions of the (...) data capital generated through their use. We draw attention to how they reinforce property relations built on extraction and ownership, capital accumulation that reinforces benefits derived through data property relations and ownership, and the commodification of diversity and inclusion. Recognising these patterns are not unique to anti-violence apps, we reflect on how this example aids in understanding how racial capitalism becomes a constitutive element of digital platforms, which more generally extract information from users, rely on complex financial partnerships, and often sustain problematic relationships with the criminal legal system. We conclude with a discussion of how racial capitalism can advance scholarship at the intersections of data and power. (shrink)

Racial preferences are among the most contentious issues in our society, touching on fundamental questions of fairness and the proper role of racial categories in government action. Now two contemporary philosophers, in a lively debate, lay out the arguments on each side. Carl Cohen, a key figure in the University of Michigan Supreme Court cases, argues that racial preferences are morally wrong--forbidden by the 14th Amendment to the Constitution, and explicitly banned by the Civil Rights Act of (...) 1964. He also contends that such preferences harm society in general, damage the universities that use them, and undermine the minorities they were intended to serve. James P. Sterba counters that, far from being banned by the Constitution and the civil rights acts, affirmative action is actually mandated by law in the pursuit of a society that is racially and sexually just. The same Congress that adopted the 14th Amendment, he notes, passed race-specific laws that extended aid to blacks. Indeed, there are various kinds of affirmative action--compensation for past discrimination, remedial measures aimed at current discrimination, the guarantee of diversity--and Sterba reviews the Supreme Court cases that build a constitutional foundation for each. Affirmative action, he argues, favors qualified minority candidates, not unqualified ones. Both authors offer concluding comment on the University of Michigan cases decided in 2003. Half a century after Brown v. Board of Education, issues pertaining to racial discrimination continue to grip American society. Ideal for courses in political, social, ethical, and legal philosophy, this penetrating debate explores the philosophical and legal arguments on all sides of affirmative action, but also reveals the passions that drive the issue to the forefront of public life. (shrink)