The inherent culture communicated within an organization influences and affects the practices the organization takes, and, in turn, employee performance (Ritchie, 2000). The purpose of this book chapter is to identify what characteristics can bring visibility to the career experiences of Black, Indigenous, and People of Color (BIPOC) through a critical examination of the literature on organizational culture, leadership, and organizational behavior in the context of Diversity, Equity, and Inclusion (DEI). The resulting outcome of such an outlook on career experiences for the BIPOC community is important in creating and sustaining fair practices in diversity, equity, and inclusion in order to establish and sustain a better workplace system. Recent, but limited, research highlights a disparity between the reality of these experiences within the BIPOC community against the assumptions and beliefs of other racial groups. By broadening our perspectives of DEI through the lens of those who are marginalized, leaders within our organizations widen the context in which they view organizational behavior and leadership with a conscience, but they also learn to set goals that frame managerial decisions. Key inquiries within this scope of study as it pertains to the BIPOC community and ways of encouraging inclusivity remain unanswered, for the most part, are based on a review of the current literature.
College of Business
Publication or Event Title
Business With a Conscience: A Research Companion
This is an Accepted Manuscript of a book chapter published by Routledge/CRC Press in Business With a Conscience: A Research Companion on 2022, available online: https://doi.org/10.4324/9781003139461
Toler, L.T. (2021). Advancing workplace diversity: Weathering the storm to create a path toward diversity, equity, and inclusion. In J. Marques (Ed.), Business with a conscience: A research companion (1st ed.). Routledge. https://doi.org/10.4324/9781003139461