Dear HR Division Friends,
The resignation of Claudine Gray from Harvard is an example of DEI backfire, which occurs when well-intended initiatives result in unintended negative outcomes. Implementing diversity, equity, and inclusion (DEI) initiatives is an ongoing process that poses benefits AND potential risks.
Many of us have been concerned about some DEI initiatives' negative and unintended effects. This issue has likely affected many of us directly. I am delighted to share this Business Horizons article just published online and whose lead author is one of my doctoral students, Lauryn Burnett. The title is "How to prevent and minimize DEI backfire," and we argue that backfire occurs when well-intended initiatives result in unintended harmful outcomes (e.g., increased discrimination against and decreased performance of members of underrepresented groups). So, we provide five evidence-based recommendations to help organizations successfully implement DEI practices while preventing and minimizing backfire: (1) broaden engagement in targeted recruitment, (2) adopt a context-conscious perspective on diversity training, (3) create DEI accountability structures, (4) align DEI with communication and culture, and (5) use a multi-level approach to monitor and evaluate DEI practices.
Lauryn and I hope you will find this article useful, which you can download from https://doi.org/10.1016/j.bushor.2023.11.001
All the best,
--Herman.
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Herman Aguinis, Ph.D.
Avram Tucker Distinguished Scholar & Professor of Management
The George Washington University School of Business
Washington, DC
https://hermanaguinis.com/------------------------------