Previously published as: Equal Opportunities International
Online from: 2010
Subject Area: Human Resource Management
Options: To add Favourites and Table of Contents Alerts please take a Emerald profile
|Title:||From desegregation to diversity management in Alabama public universities: a narrative review|
|Author(s):||Vickie Cox Edmondson, (Department of Management, The University of Alabama at Birmingham, Birmingham, Alabama, USA), Louis Dale, (Department of Mathematics, The University of Alabama at Birmingham, Birmingham, Alabama, USA), Glenn Feldman, (Department of Marketing, Industrial Distribution and Economics, University of Alabama at Birmingham, Birmingham, Alabama, USA), Annice Yarber, (Department of Sociology, Auburn University at Montgomery, Montgomery, Alabama, USA)|
|Citation:||Vickie Cox Edmondson, Louis Dale, Glenn Feldman, Annice Yarber, (2011) "From desegregation to diversity management in Alabama public universities: a narrative review", Equality, Diversity and Inclusion: An International Journal, Vol. 30 Iss: 4, pp.318 - 331|
|Keywords:||Affirmative action, Equal opportunities, United States of America, Universities|
|Article type:||Research paper|
|DOI:||10.1108/02610151111135769 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – The purpose of the paper is to demonstrate that history has much to teach leaders in understanding resistance to affirmative action and how a greater commitment to diversity can be fostered.
Design/methodology/approach – This narrative review provides a timeline of a case for resolution-by-agreement in the wake of the landmark
Findings – There have been dramatic increases in the enrollment of students of color and the presence of African-American faculty in the three major public universities that comprise the University of Alabama System, as well as others in the state.
Research limitations/implications – The present review does not contend that historic and fundamental inequities no longer exist in business and society. Moreover, the authors recognize that present inequities in the realms of diversity have important and historical roots. Likewise, there is no attempt to suggest that affirmative action is no longer a necessary or desired program in some areas. Neither do the authors deny the potential for inordinate management influence in the implementation and practice of some programs that focus on “diversity” instead of “affirmative action.”
Social implications – The numbers are not optimal. But future studies, along with this paper, should make a significant contribution to the affirmative action literature in the hope that organizations of all types may exceed their goals in the area of “diversity” as part of a larger quest for genuine advancements in the realm of diversity and fairness throughout society.
Originality/value – The paper provides an additional lens through which to examine diversity initiatives. Organizations can learn from the resolution-by-agreement process used to settle this desegregation dispute.
To purchase this item please login or register.
Complete and print this form to request this document from your librarian