The focus on people in organizations and their development has always been the primary concern of human resource development (HRD) (Bierema & Callahan, 2014). Thus, it should be no surprise that the topic of diversity, equity, and inclusion (DEI) thrives in the field as workers in organizations become more and more diverse in recent years. However, although HRD scholars have repeatedly stressed the need for a thorough study of diverse racial dimensions (Alfred & Chlup, 2010; Opengart & Germain, 2018; Rocco et al., 2014; Theodorakopoulos & Budhwar, 2015), the Black-White dichotomy has been long-time dominant in HRD’s DEI scholarship (Alfred & Chlup, 2010; Bohonos, 2019). This overly simplistic formula obscures the field to approach the racial reality in the generic word from different angles. For example, despite the fact that Asians in America comprise 6% of the nation’s workforce and a major share of knowledge workers (Bound et al., 2015; The Bureau of Labor Statistics, 2021), the population has historically been an outsider and exception to the concerns of DEI in the United States (Iftikar & Museus, 2018; Lambert et al., 2019). As an important DEI agent, inadequate research in HRD to challenge the binary Black-White paradigm will continue to limit organizations’ ability to achieve true inclusion and accommodate the varied developmental needs of employees from diverse racial backgrounds.
Research Purpose and Questions
To fill the gap in the existing literature, the study examines how organizations’ discourses of DEI, circulating in DEI policies, reflect and construct particular realities for people of non-Black/White. To examine the discursive framing of organization DEI policies, the following research questions are developed to guide the study: RQ1. What are the predominant racial images in organization DEI policies? RQ2. How are problems related to people of non-White/Black represented in organization DEI policies? RQ3. How are solutions to the problems related to people of non-White/Black represented in organization DEI policies? RQ4. What discourses in organization DEI policies are used to shape these images, problems, and solutions?
Theoretical Conceptions and Frameworks
The study uses Critical Race Theory (CRT) as a conceptual framework to challenge the “dominant ideology” in terms of race. The dominant ideology in this study refers to the binary Black-White paradigm presented in racial discourses. Building on a growing body of HRD literature using CRT to make sense of racial inequities in organizations (Alfred & Chlup, 2010; Bierema & Callahan, 2014; Bohonos, 2019; Rocco et al., 2014; Sparkman, 2019), the study employs a set of theoretical conceptions that explain the “basic tenets” of CRT to guide the study analysis: (1) Socially built-in racism: Racism is normal, permanent, and enmeshed in the fabric of American society; (2) Interest convergence: People of color are only supported by the majority group when it serves their interests; (3) Social construction: Race is socially constructed, stemming from social perceptions and relations; (4) Colorblind liberalism: CRT rejects the colorblind liberalism which assumes that all individuals have the same opportunities and experiences and race does not matter; (5) Storytelling and counter-storytelling: The unique “voices of color” through storytelling constitutes valuable knowledge to counter dominant narratives. Counter-storytelling refers to the exchange of stories to avoid viewing the world in a monolithic way and overlooking the existence of different realities.
Research Design and Methods
DEI policies are a major means by which organizations articulate their professed commitment to foster an inclusive and equitable work environment that supports all employees from diverse groups (Ball et al., 2005; Hoque & Noon, 2004; Oswick & Noon, 2013; Tatli, 2010). The study samples DEI policies in the hundred most economically prosperous companies in America (Fortune 100) to investigate how organizational public discourses perpetuate the binary Black-White paradigm and further solidify the oppression and exclusion of people in the racial groups beyond Black and White. Through critical discourse analysis, inductive and deductive coding is conducted to identify images, problems, and solutions that the discourses construct, maintain, and legitimize racial inequalities for non-White/Back people in the Fortune 100’s DEI policies.
Expected Outcomes and Contributions to HRD
The study takes a critical approach to highlight the absence of perspectives beyond “Black and White” in organization DEI policies. The findings will help to deepen and broaden our understanding of DEI and inspire scholars and practitioners to engage different racial aspects in future DEI dialogues with greater sensitivity, empathy, and awareness. It critically orients organizations to leverage discourses that ensure all members have a voice and a place and enables organizations to truly integrate and sustain a diverse workforce.
