ABSTRACT Injustice related to racism and inequality has long plagued business, higher education, and society. Simply stating that one supports the cause of social justice is no longer sufficient – measurable change is now being demanded. In theory, organizational behavior management should be well-situated to help usher in behavior change at the individual and organizational level to achieve powerful outcomes related to social justice. Unfortunately, organizational behavior management has not done enough to address these challenges in either practice or research. There is a pressing need for change if the field is to support and represent the diversity of our populace and this requires the field to examine and address multiple barriers to inclusion. This paper seeks to elucidate some of the issues related to training, financial support, recruitment, retention, measurement of progress, support of emerging diverse voices, and self-reflection. It is proposed that many of the tools and techniques of organizational behavior management could be leveraged to help enact change for both those we serve and within our own community.

中文翻译：

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在组织行为管理中鼓励多元文化和多样性

摘要 与种族主义和不平等相关的不公正长期以来一直困扰着商业、高等教育和社会。仅仅声明支持社会正义的事业已不再足够——现在需要进行可衡量的变革。从理论上讲，组织行为管理应该处于有利地位，以帮助在个人和组织层面引入行为改变，以实现与社会正义相关的强大成果。不幸的是，无论是在实践还是研究中，组织行为管理都不足以应对这些挑战。如果该领域要支持和代表我们民众的多样性，就迫切需要变革，这需要该领域检查和解决包容性的多重障碍。本文旨在阐明与培训、财务支持、招聘、保留、衡量进展、支持新兴的不同声音以及自我反省。有人提议，可以利用组织行为管理的许多工具和技术来帮助为我们所服务的人和我们自己的社区内实施变革。