MSOL-5103 v6

Ferdman, B. M. (2020). The state of progress in diversity and inclusion initiatives: Perspectives for consulting psychology. Consulting Psychology Journal: Practice and Research, 72(4), 243–246.
These articles, written by scholars and practitioners, include reflections on practice, case studies, and calls for studying a greater range of populations. This collection is hoped to inspire more sustained, systematic, and systemic work on DEI by consulting psychologists.

Hayes, T. L., Oltman, K. A., Kaylor, L. E., & Belgudri, A. (2020). How leaders can become more committed to diversity management. Consulting Psychology Journal: Practice and Research, 72(4), 247–262.
In this article, we see how initiatives for diversity and inclusion should promote the representation and involvement of all employees in the organization and should be primarily driven by management. The leader's commitment is essential.

O’Brien, T. (2020). Has inclusion become a barrier to inclusion? Support for Learning, 35(3), 298–311.
In this reflective piece, the author focuses on the meaning of inclusion that was published over 20 years ago, and compares that to our current understanding of inclusion.

Strah, N., & Rupp, D. E. (2021). Are there cracks in our foundation? An integrative review of diversity issues in job analysis. Journal of Applied Psychology.
This article examines the fact that job analysis forms the foundation for accurate, fair, and legally appropriate human resource systems.

Durrah, S. (2024). Strategies for improving performance through diversity and inclusion in the workplace [ProQuest Information & Learning]. In Dissertation Abstracts International: Section B: The Sciences and Engineering (Vol. 85, Issue 2–B).
This report shows how a lack of diversity and inclusion policies can lead to the perception of exclusion in the workplace and cause some employee groups to underperform. The article presents some strategies to improve performance through diversity and inclusion.

Kane, S. R. (2023). The trials and tribulations of informal diversity workers and how leadership can help: A qualitative analysis [ProQuest Information & Learning]. In Dissertation Abstracts International Section A: Humanities and Social Sciences (Vol. 84, Issue 11–A).
A crucial part of including diversity, equity, and inclusion within the workplace involves the efforts of diversity workers who introduce equitable and inclusive measures, policies, rituals, and customs into the workplace. Informal diversity workers voluntarily or involuntarily conduct this unpaid labor within their organizations to enact inclusive and equitable measures.

Kittner, E. P. (2024). The Ethics of DEI: Cultivating a Positive Workplace: Committing to diversity, equity and inclusion initiatives is more than an ethical consideration -- it leads to stronger organizations and workplace cultures. On Balance, 20(2), 36–39.
While there continues to be significant ethical considerations about diversity, equity and inclusion (DEI) in the workplace — and in society as a whole — the benefits of these initiatives are clear. This article discusses these benefits.

Brewer, R. G. (2020, December). How to foster true diversity and inclusion at work (and in your community) [Video file]. TED.

How to get serious about diversity and inclusion in the workplace. Janet Stovall July 2018.

On diversity: Access ain’t inclusion. Anthony Jack, June 2019

How to foster true diversity and inclusion at work (and in your community) Rosalind G. Brewer. December 2020.

Let’s stop talking about diversity and start working towards equity. Paloma Medina September 2019.