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| Addressing the Complexity of Diversity, Equity, and Inclusion (DEI) in Organizational Settings |
| Sunday, May 28, 2023 |
| 10:00 AM–10:50 AM |
| Hyatt Regency, Mineral Hall D-G |
| Area: OBM |
| Chair: Robert Scalise (TBD) |
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A Behavior Analysis of Organizational Justice: A Bridge |
| Domain: Theory |
| ROBERT SCALISE (Villiv Management Consulting; University of Nevada, Las Vegas), Kirk Silvernail (University of Nevada, Las Vegas) |
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| Abstract: This paper will provide an initial framework for the behavior analysis of organizational justice as operant classes of behavior. Its purpose is to provide tools to expand current research and offer insight. The three universal goals of science are description, prediction, and control. Though it has been studied intently for 40 years, the research has provided a comprehensive description of Organizational Justice. Yet, the evidence for explaining the phenomena and mechanisms to control variables remain largely unidentified. This paper will deconstruct Organizational Justice from its current findings to its basic definition of fairness. We will then offer a conceptualization of the behavior processes involved, define target behaviors, and offer possible methods of analysis and critical areas of study to help further research into the topic. |
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| Diversity, Equity, and Inclusion as Metacontingencies: Commentary on a Higher Education Case Study |
| Domain: Theory |
| DOUGLAS ROBERTSON (Florida International University), Martha Pelaez (Florida International University) |
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| Abstract: This case study examines diversity, equity, and inclusion issues (faculty appointment type and representation by intersectional gender and race/ethnicity categories) related to specific policy (rules) that focuses on rapidly improving performance and ranking metrics at one of the largest U.S. Hispanic serving public metropolitan research universities (Florida International University, located in Miami, Florida, Carnegie designated Highest Research Activity [R1] and Engaged, with 12 month unduplicated headcount of 74,678, 2020-2021, Integrated Postsecondary Educational Data System). The overarching issues include negative consequences regarding diversity, equity, and inclusion issues (interlocking behavioral contingencies and metacontingencies) of focusing on short-term metric-centric objectives at the expense of the university’s long-term mission and espoused values. This paper extends a 12-year line of research on intentional systemic change in large organizations, specifically, public metropolitan research universities (e.g., Robertson, under revision, 2019, 2020; Robertson & Pelaez, 2016, 2018; Robertson, Pelaez, & Santiago Perez, 2021, under revision; also relevant as context, Robertson, 1992). |
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