As with any proposal for institutional reform, and especially one that has gained so much ground in such a short amount of time, this paper asks whether diversity, equity, and inclusion (DEI) movement is good for corporations. Are businesses stronger with DEI practices and ideas or weaker? We believe that the DEI movement is asking the right questions: How do we create more just and equitable institutions? The challenge, however, is whether this movement is giving the right answers to such (...) questions. The main premise of our paper is that without deeper principles than DEI itself, these qualities of corporate life will be misunderstood, misused, and disordered in our increasingly fragmented and politicized culture. We propose in this essay that “subsidiarity” serves as one of those deeper principles that can order and enrich our understanding of DEI. It serves as a gift principle that begins to reveal the deepest nature of our work, namely, that our work allows us to exercise our gifts in serving others. (shrink)

While training design choices seem amoral, they interact to determine training (in)effectiveness, potentially harming/benefiting trainees and organizations. These moral implications intensify when training is administered at scale (e.g., e-training) and focuses on social issues like sexual harassment (hereafter, SH). In fact, research on SH training shows it can elicit trainees’ gender-based biases against content messengers. We suggest that one such bias, resulting from messenger gender-occupation incongruence and influencing training effectiveness, is lowered perceptions of the messenger’s integrity. We also investigate whether (...) rich media will increase or decrease this perceived integrity penalty. Using an excerpt from real SH e-training and a sample [N = 210] consistent with the targeted training audience, we conducted a 2 × 2 × 2 relative comparison experiment (messenger gender x messenger occupation x media richness) and tested a moderated mediation model of the interactive effects of messenger gender-occupation incongruence and media richness on trainees’ perceptions of messenger integrity and training outcomes. Results suggest that trainees’ perceptions of messenger integrity decrease when the messenger’s gender is incongruent with their occupation, leading to worse outcomes in text-based training. These effects, however, are mitigated by increased media richness, providing support for media richness theory. Implications for researchers and practitioners are discussed. (shrink)

The concept of community of persons, which focuses on both persons and the whole, helps understand solidarity. The latter is based on the social nature of persons. Community of persons and solidarity seems to be able to move away from the individualist perspective or the individualism-collectivism dichotomy. Using autopraxeography in a pragmatic constructivism epistemological paradigm, this article aims to explore how organizations can develop solidarity in a workplace. The experience presented takes place in a bank. It shows that communities of (...) persons with employees and customers are both ethical and financially efficient. These communities build a dialogue between persons and organizations. Nevertheless, it is impossible to force solidarity because it could generate derision that is contrary to the wished goal. Finally, while this model is based on solidarity, it focuses solely on internal solidarity. (shrink)

In addressing social issues, organizations have a responsibility to promote diverse participation, yet often struggle to harness the benefits of racial and gender diversity. Using a community-based participatory research design, with data collected over an 18 month field study, we examined how a social change organization, FoodLab, facilitated diverse collaboration. FoodLab aimed to grow a good food economy in Detroit, Michigan, through working with their members, local food entrepreneurs. We found that recurrent episodes of practicing dialogue catalyzed collaborative action around (...) multiple issues, including shared kitchens, licensing, and membership. Practicing dialogue included intentional convening, participatory devices, and collective language. While leaders set up the initial procedures and rules, leaders and members, together, enacted these structures. Through high quality interactions, participants developed additional resources, knowledge, motivation, and relationships. Across episodes of practicing dialogue, traces of high quality interactions supported sustained effort around social issues. Our findings demonstrate the dynamic aspects of organizational structure and individual action in working towards diverse collaborative action. (shrink)