Research in Human Resource Management
Special Issue on
Editors: Dianna Stone, Kimberly Lukaszewski, and James Dulebohn
Deadlines: Proposals May 1, 2020
Final Papers: March 1, 2021
It is clear that the U. S. population is becoming more diverse, and estimates indicate that 40% of the population identifies as racial or ethnic minorities (U.S. Bureau of Census, 2019). In particular, 13.4% identify as African-American, 18.3% Hispanic-American, 5.9% Asian-American, 1.3% American Indian or Alaska Native, and 60% European American (U. S. Bureau of Census, 2019). Further, 26% of the population has some form of disability, and 16% are over the age of 65 (U. S. Bureau of Census, 2018). In view of the rising numbers of minorities in the population, there has been increased research on diversity and inclusion in organizations (Bell, 2006; Cox, 1993; Shore et al., 2007; Stone, Stone, & Dipboye, 1992). However, most of the research in Human Resource Management (HR), Organizational Behavior (OB), and Industrial and Organizational Psychology has focused on a few subsets of minorities.
For example, most research in these fields has concentrated on African-Americans (e.g., Avery, Volpone, & Holmes, 2018), women (e.g., Joshi, Neely, Emrich, Griffiths, & George, 2015), and older workers (e.g., Truxillo, Cadiz & Hammer, 2015). Although this research is extremely important, relatively few studies have focused on other minorities or outgroup members in our society (e.g., Native Americans, Hispanic-Americans, veterans, ex-offenders, members of minority religious groups (Muslims, Jews, Members of Latter Day Saints), immigrants, people with mental or intellectual disabilities (Autism), immigrants, LGBTQ persons (transsexuals), the working poor, employees displaced by organizational changes/downturns or those stigmatized by inaccurate rumors in organizations). Thus, we believe that additional research is needed to examine the factors that affect the inclusion or exclusion of outgroup members in organizations. We also need to examine the extent to which our current human resource policies and practices are effective in attracting, motivating, or retaining them.
Further, we need to determine if our current theories and research predict the behavior and attitudes of all members of our society. Therefore, the primary purposes of this special issue are to consider research on outgroup members who have not received much attention in organizational research. We label these individuals as "forgotten minorities" and they consist of the outgroup members mentioned above and many others.