A Call to Action Part 2

Transforming Diversity, Equity, and Inclusion through Norms, Leadership Practices, and Mindset

Eden B. King, Quinetta M. Roberson, Mikki R. Hebl

• Publisher: Emerald Publishing Limited
• Year: 2026
• Print ISBN:
  9781806869688
  9781806869664
• eBook ISBN:
  9781806869657
• Topic: Business
• Subtopic: Business Ethics
• Index: Business

A Call to Action Part 2: Transforming Diversity, Equity, and Inclusion through Norms, Leadership Practices, and Mindset turns the spotlight from systems and policy levers to the human, cultural, and relational forces that determine whether DEI efforts thrive, stall, or collapse. In an era marked by backlash, polarization, and rapid organizational change, this volume brings together leading scholars to examine how leaders, teams, and institutions can cultivate the mindsets and practices needed to sustain meaningful progress.

Across its chapters, contributors explore the psychological, interpersonal, and cultural dynamics that shape DEI work on the ground. Authors offer evidence based insights on allyship, identity based safety, stereotype awareness, inclusive leadership, and the role of dialogue in bridging divides. They also confront emerging issues—from generational stereotypes to the implications of generative AI—while highlighting the strengths, creativity, and resilience that diversity brings to organizations.

This book speaks directly to researchers, educators, and organizational leaders seeking to navigate resistance with clarity and courage. It argues that transforming DEI requires more than policy; it demands intentional norms, reflective leadership, and a mindset oriented toward accountability, authenticity, and collective responsibility.

Together with A Call to Action Part 1: Advancing Diversity, Equity, and Inclusion through Systems, Institutions, and Policy Levers, the two volumes offer a comprehensive roadmap for scholars and practitioners committed to defending, reimagining, and advancing DEI in an era of profound challenge and possibility. In a moment of heightened scrutiny and challenge, A Call to Action Part 2 provides the insight and resolve needed to lead with purpose and create workplaces where all people can thrive.

Table of contents

• Cover
• A Call to Action Part 2
• Research in Social Issues in Management
• A Call to Action Part 2: Transforming Diversity, Equity, and Inclusion through Norms, Leadership Practices, and Mindset
• Copyright
• Contents
• About the Editors
• About the Contributors
• Preface
• 1 - The Dire Need for Structurally Competent Organizational Leadership
• 2 - The Need for DEI Education in Business Schools: A Call to Action
• 3 - From Backlash to Breakthrough: Fostering Change Through Dialog Across Perspectives
• 4 - How Feedback Shapes White Leaders’ Efforts Toward Diversity, Equity, and Inclusion
• 5 - Out of Sight, in the Crossfire: Evolving Challenges for Managing Stigmatized Invisible Identities in Uncertain and Polarized Times
• 6 - Focus on Creating Useful Outcomes, Not Changing Hearts and Minds
• 7 - The Courage to LEAP: Channeling Anxiety Into Proactive Action
• 8 - Defending Transgender and Nonbinary Employees From Gender Ideology Extremism
• 9 - Open Hiring®: Inclusive and Motivational Hiring for Sustainable Employability
• 10 - Don’t Call Me Outside of My Name: The Need for Unified Definitions
• 11 - Conversations That Matter: The Case for Open Dialog About Race in Organizations
• 12 - Manufacturing DEI Outrage: The Psychology of Blame
• 13 - DEI Impact: A Radically Simplified Approach for Organizations
• 14 - How to Evolve With the Changing Workforce Without Being Duped by Generational Stereotypes
• 15 - Now You See Me, Now You Don’t: The Potential Consequences of Organizations’ Abrupt About‑Face on Organizational DEI Initiatives
• 16 - “Maybe Baby” (Potential) Motherhood Penalties and What to Do About It
• 17 - The Importance of Effective (Men) Allyship for Women Leaders
• 18 - Leading in the Moment of DEI Resistance
• 19 - Leading Diverse Teams: Look (and Deliberate) Before You Leap
• 20 - On the Thunder and the Crops: A Note for Researchers Studying DEI to Make an “Inhabited” Turn
• 21 - Charged to Help: The (Sub)Context of Thwarted Diversity, Equity, and Inclusion Efforts
• 22 - Preempt Gender Bias in Leadership by Unpacking Stakeholder Variability
• 23 - Asian Americans Are a Racial Group, Not Just Ethnic Groups
• 24 - Black Joy: A Call for Prioritizing Ideal Outcomes Among Historically Stigmatized Populations
• 25 - Psychological Wellbeing for Diversity, Equity, and Inclusion
• 26 - The Hidden Costs of DEI Work: Understanding Identity Taxation in Contemporary Organizations
• 27 - Mega‑Threats, Identity‑Based Psychological Safety, and Solutions for Inclusive Workplaces
• 28 - The Missing Piece in DEI Research: Unlocking the Potential of Underrepresented Individuals in the Workplace
• 29 - Follow the Tasks: Examining Diversity Workers’ Job Content Can Help Us Understand Diversity Initiatives
• 30 - Dressing Windows versus Generating Change: Rethinking Organizational DEI Efforts Through a Lens of Misalignments
• 31 - Filling the Policy Void: A Call for Organizational Leaders to Proactively Support the Journeys of Working Mothers
• 32 - Becoming Intentional and Aware of Stereotypes (Bias) and Using GRACE
• 33 - Leading With Cultural Responsiveness: Incorporating CRA Principles to Achieve Organizational Goals in a Changing Landscape
• 34 - Doubling Down: Three Transformative Strategies for Leaders Committed to Diversity, Equity, & Inclusion
• 35 - Reaffirming Support to DEI Through Workplace Conversations
• 36 - Disability Is Diversity: A Call to Include People With Disabilities in Diversity, Equity, and Inclusion Initiatives
• 37 - Reducing Backlash Through Emphasizing Authenticity, Competence, and Connection
• 38 - Consequences of Racial (Il)literacy: The Importance of Discussing Race and Racism in School
• 39 - GenAI & DEI: One Double‑Edged Sword Upon Another