Organization Development Commons^™

Elevating Voices: Exploring The Impacts And Experiences Of Required Workplace Dei Training, Marika Barto

Dissertations

Mandatory diversity, equity, and inclusion (DEI) training is a common element institutional DEI initiatives in their response to dismantling racial inequity in government organizations; yet, the lived experiences of racially marginalized participants remain critically underexamined—particularly in government settings, where the bureaucratic structures implementing these trainings are themselves racialized. This research was conducted during one of the most politically hostile environments for DEI work in recent memory. Federal executive actions in 2025, specifically the “Bondi memo,” directed entities subject to federal antidiscrimination laws to cease DEI practices, creating immediate chilling effects that directly impacted this study and reminded us that the …

9th Gsep Research Symposium - 2025

GSEP Research Symposium

The Ninth Annual GSEP Research Symposium, themed "Building Bridges to Elevate Humanity: Innovations and Insights in Education and Psychology", was hosted by the Pepperdine University Graduate School of Education and Psychology (GSEP) on June 19–20, 2025, at the historic Château d’Hauteville in Switzerland and virtually via Zoom.

This hybrid symposium convened a vibrant global community of students, alumni, faculty, and scholars to share research that addresses real-world challenges, advances scholarly inquiry, and builds pathways for inclusive collaboration and leadership. Spanning a wide array of topics—from artificial intelligence and mental health to trauma-informed practices, educational equity, social justice, and cross-cultural leadership—the …

Workshop Series: Reflections On An Emerging Leadership Journey, Sanjay D. Paul

Doctor of Strategic Leadership (DSL) Capstone Abstracts

Defense Date

April 1, 2025

Candidate Name

Sanjay Paul

Personal Email Address

[email protected]

First Advisor

Dr. Emile Hawkins

Second Advisor

Dr. Debra Dean

DSL Final Project Abstract

Project Type

Global Conference Presentation

Project Overview

Reflections on an Emerging Leadership Journey is a PowerPoint presentation (of approximately 3 hours and 15 minutes) which designed to connect glo al interests in a way that can share best practices across an interdisciplinary front. Sanjay Paul shares ideas, observations, educational, volunteer, and professional experiences, along with his growth in the leadership journey. This journey can serve as a catalyst for others who are on …

Examining The Impact Of Workplace Diversity, Equity, And Inclusion Programs On Marginalized Groups: A Focus On Lgbtqia Employees, Lisa Garcia Rodriguez

Theses & Dissertations

Research Focus. The research aims to understand the experience of LGBTQIA individuals in the workplace and identify strategies for promoting their inclusion. The study will draw on prior research and best practices for promoting the inclusion of individuals in the workplace to contribute to the development of more inclusive work environments that benefit both employees and organizations. Examining the impact of workplace diversity, equity, and inclusion (DEI) on marginalized groups, the question to be answered is: What are the impacts of diversity, equity, and inclusion DEI initiatives in the workplace, and how can organizations create more equitable and inclusive environments? …

A Constructivist Grounded Theory Study Of The U.S. Army’S Performance Evaluation Process And Its Impact On Minority Groups: Bias, Diversity, And Military Readiness, Laterrious Starks

Electronic Theses and Dissertations

This study analyzes the impact of the U.S. Army’s Officer Evaluation Report process on minority groups. Through a constructivist grounded theory framework, this research unravels the dynamics that influence performance evaluations and examines the Army’s ability to be a developmental organization. As the military sharpens its focus on identifying near-peer threats and updating the National Defense Strategy for large-scale combat operations, diversity and inclusivity policies are increasingly recognized as fundamental to military readiness. This study uncovers disparities that emerge from the organizational practices within the Officer Evaluation Report process. The finding highlights the implications for minority groups and the systemic …

How Can Dei Training Change The Culture Of An Organization To Achieve Belonging And Retain Diverse Employees?, Kaisa S. Holt

University Honors Theses

Studies show the need for innovation and higher productivity yields can be best achieved through workforce heterogeneity. Creating effective DEI training frameworks is crucial for belonging, sustainable social well-being and enacting real change. This is key to proactively shifting our current system from one that responds to the need for DEI on a surface level to something that is regenerative. The aim of this review is to evaluate characteristics and enhancements added to evidence-based DEI training between 2020 and 2024. Studies were identified using the Portland State advanced database of academic journals on the DEI training and impacts of the …

Why Spiritual Leadership Matters In A New Physical Therapist Education Program, Ondrell S. Moore

Journal of Interprofessional Practice and Collaboration

Abstract

Physical therapists (PTs) function with a set of core values established to guide these rehabilitation specialists in providing person-centered care to diverse populations. Spiritual leadership aligns with the core values for the physical therapist. As community leaders and advocates, PTs are positioned to address health disparities that disproportionately affect rural communities and racial and ethnic minority groups. Physical therapist education programs that train student physical therapists to provide equitable care across cultures should reflect the diversity espoused by the American Physical Therapy Association (APTA). This article examines the impact of leadership in building a culture of belongingness and discusses …

Onboarding To Retention: First Year Experiences Of Faculty And Staff Of Color At A Predominantly White Institution, Paige Jones

Dissertations

Proactive onboarding is essential to a long-term retention strategy. Past research has highlighted the challenge of retaining diverse faculty and staff and how an unwelcoming climate affects the decisions of leaving or staying for faculty and staff of color differently than their White coworkers. Using Bauer’s Four Cs framework, this study explores the role of first-year onboarding experiences in the retention of faculty and staff of color at predominantly white institutions (PWIs) in higher education. Purposive sampling was used to select participants, and semi-structured one-on-one interviews were conducted with nine faculty and staff of color at a PWI in Southern …

Harnessing The Power Of Cliftonstrengths®: How Multinational Corporations Can Use Deep-Level Diversity To Enhance Organizational Inclusion, Trapper Kay Pace

Electronic Theses and Dissertations

This research explicitly investigated how multinational corporations can enhance workplace inclusion through the novel use of the CliftonStrengths® assessment as a dimension of deep-level diversity. The study gleaned insights from employees’ perspectives, employing a constructivist grounded theory approach to explicate their experiences in rich qualitative narratives. Through open-ended surveys and intensive interviews, participants were selected using purposeful sampling to ensure meaningful data collection from the study organizations’ three global regions. The researcher conducted the analysis systematically through the constant comparison of data utilizing the NVivo14 software to assist in constructing codes, themes, and a theoretical schema. Results highlighted the significance …

Portraits Of Hispanic And/Or Latino Leadership Development In The Military, Michael Lugo

Electronic Theses and Dissertations

Abstract

The study presented denotes a continuous transition among the Hispanic and/or Latino demographics in the military and the cadet accounts of military inequality incidents while in the military (Cabrera et al., 2017; Eckel & King, 2004). To assist Hispanic and/or Latino needs based on demographics and environment (National Center for Education Statistics, 2019). Military leaders contribute to growing a diverse, inclusive, and equitable military force for all ethnic groups. The Department of Defense (DoD) is the most racially and ethnically diverse workplace in the United States (Daniel et al., 2022). Nevertheless, racial/ethnic harassment and discrimination in the military continue …

Improving Belonging And Connectedness In The Cybersecurity Workforce: From College To The Profession, Mary Beth Klinger

Journal of Cybersecurity Education, Research and Practice

This article explores the results of a project aimed at supporting community college students in their academic pursuit of an Associate of Applied Science (AAS) degree in Cybersecurity through mentorship, collaboration, skill preparation, and other activities and touch points to increase students’ sense of belonging and connectedness in the cybersecurity profession. The goal of the project was focused on developing diverse, educated, and skilled cybersecurity personnel for employment within local industry and government to help curtail the current regional cybersecurity workforce gap that is emblematic of the lack of qualified cybersecurity personnel that presently exists nationwide. Emphasis throughout the project …

Managing Diversity In A Culturally Fractional World: Review Of Diversity: A Key Idea For Business And Society (2023) By Mustafa F. Özbilgin, Cihat Erbil

Markets, Globalization & Development Review

No abstract provided.

Being Multicultural In The Workplace, Fiorella Morales

Dissertations

As the workforce becomes increasingly diverse and organizations elevate their efforts to address issues of diversity, equity, and inclusion (DEI), it is critical to engage in a deeper investigation of the experiences of multicultural individuals at work. In this qualitative study, nine multicultural individuals were interviewed using a sociological lens to gain their perspective on the relationship between their identity and their work experiences. The primary research questions that guided this study were: (a) how do multicultural individuals influence the workplace? In turn, (b) how do their workplace experiences affect their identity and sense of self? Data was coded and …

Exploring The Potential Connections And Distinctions Between The Ceeing Model And Current Approaches To Diversity Training, Desirae Mahs

Theses and Dissertations

Despite the widespread use of diversity training, research suggests that diversity training does not change biased behaviors. This paper explores the application of the CEEing model, which provides a novel perspective on the challenge of valuing diverse perspectives. The CEEing model, which stands for Coherent, Effortless Experiences, sheds light on the neurological processes that govern our perception and how we make sense of reality. Furthermore, it puts forth a point of view on the fundamental causes behind our innate struggle to truly value and embrace diverse perspectives. The study gathers data from leaders specializing in D&I to investigate the potential …

What Are The Conditions Of Diversity, Equity, And Inclusion In Organizations, Given The Recent Social Climate?, Angela Dixon Williams

Theses and Dissertations

Following George Floyd’s death in 2020, grassroots activism and protest reminiscent of the historic 1960s Civil Rights movement spread across the United States and abroad. Unlike the movement of the 1960s, the government did not respond with laws and oversight agencies to hold organizations accountable for change. Instead, corporate leaders voiced resounding commitments of financial pledges. Many organizations rapidly hired experts specializing in Diversity Equity and Inclusion (DEI) to address activist demands. Inspired by the 2020 social movement, this study aimed to explore the contemporary landscape of DEI through the lens of leaders in the field. The study applied a …

Disparities In Mental Health Technology Among African Americans: Breaking Cultural Inclusion Barriers, Nyoki Cosey-Brown

DSW Capstone Projects

Mental health technology is a healthcare delivery model of the future. The engagement in virtual healthcare was intensified when traditional healthcare methods were inaccessible during the federal restrictions implemented due to the COVID-19 pandemic. Utilizing digital apparatuses for healthcare improved the convenience, efficiency, and accessibility of various mental health services that were inoperable in past healthcare models. However, the historical constructs of stigma, discrimination, inequity, exclusion, and structural racism in mental healthcare were prevalent problems that remained present in virtual mental health platforms concerning the experiences of African-American patients and professionals who utilized the spaces.

This research explored mental health …

Like Attracts Like? The Effects Of Anxiety, Implicit Bias, And Perception Of Diversity Culture On Team Attraction, Donna Yao, Melody M. Chao, Elizabeth George, Pritviraj Chattopadhyay

Makara Human Behavior Studies in Asia

Past relational demography research has demonstrated the influence of demographic dissimilarity among employees on their work engagement and attrition. Little is known about how demographic dissimilarity affects individuals’ attraction to a team in the first place. The present research focused on the attraction component of the attraction-selection-attrition model to investigate factors that contribute to team attraction and their associated underlying processes. Specifically, we identified anxiety towards potential teammates as an affective response to cultural dissimilarity, which in turn influenced performance expectations and team attraction. We also examined implicit and explicit cognitions that might shape the impact of anxiety. To this …

Why The Workplace Chameleon Is A Paradox For Diversity And Inclusion, Singapore Management University

Perspectives@SMU

Do employees need to be like chameleons to survive certain corporate cultures, despite the best efforts of diversity and inclusion initiatives?

Myth Busted: Why Increased Diversity Doesn't Always Improve Performance, Richard Holden

Perspectives@SMU

Greater diversity doesn't necessarily equal better performance, and organisations still have to be mindful of how diversity is managed in order to improve performance, writes UNSW Business School's Richard Holden

Equity, Diversity, And Inclusion Climate Assessment Activities: Development And Strategic Use In Diversity Action Plans, Dr. Kristen M. Radsliff Rebmann, Parinaz Zartoshty, Kim Green, Erin Kelly-Weber, Dr. Vidalino Raatior, Lori Vonderach

School of Information Student Research Journal

This project report describes climate assessment activities in support of the development of a college-level diversity, equity, and inclusion (EDI) action plan. Elements of the climate assessment activities are described along with their purpose and rationale for inclusion. Recommendations are made for libraries to design and deploy their own EDI assessment activities with the goal of developing robust action plans supportive of inclusive excellence.

What Goes Into Successful Diversity And Inclusion Initiatives In Entertainment? Lessons From Advocates Of Creative Talent, Lindsey Sands

Theses and Dissertations

Entertainment offers a powerful medium in reducing bias and prejudice. Therefore, its critical role in shaping bias through on-screen representation needs to be explored through people who work directly with writers, directors, and actors. This qualitative study aimed to determine the impact of diversity and inclusion approaches by interviewing 14 advocates of creative talent in the entertainment industry. The study explored the types of Diversity & Inclusion (D&I) initiatives prevalent in entertainment, the correlation between bias and prejudice reduction, and the perceived impact of these initiatives in improving environments. The study found that six themes emerged: access to relationships, highlighting …

Program, Policy, And Culture Factors Minority Millennials Perceive As Important Within Their Workplace For Retention, Tanesha C. Watts

Graduate Theses and Dissertations

Millennials make up the largest segment of the current workforce. However, research about minority Millennials and their needs are relatively unknown. The purpose of this study was to find out what minority Millennials deemed important within an organization’s culture and the policies and programs that would persuade them to remain with the company. Purposeful sampling was used to identify participants for this study. Participants met the criterion of a Millennial by age, identified as a minority, currently worked at an organization with 50 or more employees in an office location and had worked for their current employer for one year …

Exploring The Impact Of Diversity Training On The Development And Application Of Cultural Competence Skills In Higher Education Professionals, Kendra Cabler

Theses and Dissertations

In recent years the terms diversity and inclusion have become major buzzwords across industries and fields of study. Within the field of education broadly, and higher education in particular, a shifting student demographic can be seen across the country. Issues of equity and inclusion have become central complexities for present day educational strategists, and organizations committed to cultivating a culture of inclusion must do so with intentionality. In the context of higher education, this often requires the intentional development of professionals within a particular college or university. There has been a great deal of research concerning the development of cultural …

An Intersectional Perspective On Diversity In Environmental Regulatory Agencies: A Case Study Of Women Of Color And Their Liminal Position Of Identity In South Florida, Leah A. Ramnath

Cal Poly Humboldt theses and projects

Diversity statistics from environmental agencies nationwide reveal overall growth and improvement in gender and racial composition of employees. However, although women occupied over half of leadership and staff positions, most were white women. The Regulatory and Economic Resources office, an environmental regulatory agency in south Florida, is exceptional as a majority of their employees are women of color. Although there has been continuous development of diversity initiatives by environmental agencies nationwide, perspectives of how women of color are experiencing the environmental workplace are underrepresented when reporting diversity data.

My study aims to understand the complex role of diversity in environmental …

People In More Racially Diverse Neighborhoods Are More Prosocial, Jared Nai, Jayanth Narayanan, Ivan Hernandez, Krishna Savani

Research Collection Lee Kong Chian School Of Business

Five studies tested the hypothesis that people living in more diverse neighborhoods would have more inclusive identities, and would thus be more prosocial. Study 1 found that people residing in more racially diverse metropolitan areas were more likely to tweet prosocial concepts in their everyday lives. Study 2 found that following the 2013 Boston Marathon bombings, people in more racially diverse neighborhoods were more likely to spontaneously offer help to individuals stranded by the bombings. Study 3 found that people living in more ethnically diverse countries were more likely to report having helped a stranger in the past month. Providing …

A Phenomenological Case Study Of Transformative Learning In A Non-Traditional Diversity Training Program, Ame Lambert

Human Resource Development Theses and Dissertations

Rapidly changing demographics and globalization has spurred a plurality of organizations to invest millions of dollars annually in diversity training, with the primary aim of improving the experiences of underrepresented employees. However, the results of diversity training to date have not proven encouraging. Positive outcomes of diversity training have generally been confined to increased awareness and improved attitudes towards diversity, with implicit and explicit prejudice and behavior remaining unchanged. The aim of this study was to understand the transformational learning experiences of participants in a non-traditional diversity training program and the impact of their transformational learning on their behavior.

A …

College Of Business Dean's Advisory Council On Diversity & Inclusion, Marjorie Williams

Honors Projects

Dean’s Advisory Council on Diversity and Inclusion (DACODI) is compromised of students, faculty, and staff who work together to ensure that the College of Business Administration (CBA) at Bowling Green State University (BGSU) is using best practices for a culture of diversity and inclusion. DACODI creates and evaluates the CBA’s strategic goals and missions related to diversity and inclusion to achieve the best possible business outcomes for students, faculty, staff, and alumni of the CBA.

DACODI was inspired by research done by Catalyst on the better business outcomes produced by gender diverse businesses. To leverage the gender, ethnic, and age …

Racism Vs. Social Capital: A Case Study Of Two Majority Black Communities, Bruce W. Strouble

Walden Dissertations and Doctoral Studies

Several researchers have identified social capital as a means to improve the social sustainability of communities. While there have been many studies investigating the benefits of social capital in homogeneous White communities, few have examined it in Black homogeneous communities. Also, there has been limited research on the influence of racism on social capital in African American communities. In this dissertation a comparative case study was used within a critical race theory framework. The purpose was to explore the role of racial oppression in shaping social capital in majority African American communities. Data were collected from 2 majority Black communities …

Whites And The Active Representation Of Racial Minority Interests, Maykao Y. Hang

School of Business Student Theses and Dissertations

This study explored personal and organizational factors that contribute to White public administrators actively representing the interests of racial minority minorities. Data collection comprised of 15 semi-structured interviews. The average age was 54, and the length of service was 3-33 years. Subjects were asked about their personal background, what it means to be White, and work experiences in local county government.

Personal factors found were racial consciousness, major life events, and significant relationships with people of color. Organizational factors included a diverse and inclusive work environment, bureaucracy, legal and compliance issues, and supervisor support. Findings included that Whites did not …