Hold the Torch: Shining a Light on the Lives of Black Management Faculty

Abstract

In light of recent heightened attention to equity, justice, and race in society and organizations, in this commentary, we focus on the experiences of Black management faculty from job search to promotion and tenure. In formulating our ideas, we draw from diversity research conducted within and outside of the management field, including research on minority faculty, coupled with experiences of our own and of Black colleagues. We discuss race-based disparities in such areas as mentoring, social networks, job market experiences, classroom management and student evaluations of teaching, and service demands. We offer suggestions for allies to pursue equity, justice, and inclusion in management departments and business schools.

Reflections on the continuing denial of the centrality of “race” in management and organization studies

“…The price of inclusion is also reflected in testimonies from those who pursue diversity research about pressures to cloak their interests within mainstream topics, to defend the value of their research under heavy scrutiny, to fend off accusations of engaging in identity politics and many other unwarranted, racialized criticisms and commentary (e.g. Blake-Beard et al, 2008;Bell et al, 2020;Settles et al, 2019;King et al, 2018;Liu, 2021;Miller et al, 2020). Yet, one of the benefits of the emergence of the diversity paradigm is that we know more about the organizational experiences of racial and ethnic minorities than when they were largely invisible in the MOS literature at the time I wrote the article (e.g.…”

Addressing big societal challenges in HRM research: A Society-Actors-Processes-Policy framework

“…In terms of situational, as Table 2 and 3 The temporal dimensions to policy making are also important at a practice level. For instance, pre-existing policies and practices may have different outcomes for organizational members and trigger varying responses at different points in time, for example due to life stage, how long they have depended on digital platforms, changes to macro-economic conditions, or mega threats (Grandey et al, 2020;Leigh & Melwani, 2019;Maddux et al, 2021;Miller et al, 2021). Finally, geographical dimensions are relevant for policy making.…”

Guest editorial: Prejudice at work: what we understand and what we still need to learn

“…If we start with the premise of Gordon Allport (1954), that all people have prejudices in the form of biases, it is important to consider how prejudice may impact scientists themselves (e.g. Bell et al ., 2021; Holmes et al , 2022; Miller et al , 2021). King et al (2018), for example, highlighted the bias against diversity scholarship in the form of hypercriticism to the content and to the social identity of the scholars, especially when the research presents ideas that are opposed to belief systems held by reviewers and editors.…”