In equality, diversity and inclusion (EDI) studies, there is often an underlying assumption that research will advance equality and inclusion. Yet scholars increasingly point to a gap between theory and practice to achieve change. While paradigmatic differences in how change is framed may in part account for this gap, we argue that ‘action knowledges’ drawn from different paradigms are both important and ‘commensurable’ once a change agenda is adopted. Placing these in tension, we develop an interplay requiring scholars to engage differences in both ontology and ideology to ‘see’ the change knowledge in other paradigms. A ‘fifth knowledge’ for research to combat inequality and contribute to more equitable organizations can result from engaging with the dynamic tensions identified in our analysis.

在平等，多样性和包容性（EDI）研究中，通常有一个基本的假设，即研究将促进平等和包容性。然而，学者们越来越多地指出理论与实践之间的差距以实现变革。尽管在变更框架方面的范式差异可能部分解释了这一差距，但我们认为，一旦采用变更议程，从不同范式中汲取的“行动知识”既重要又“可比”。通过将这些置于紧张之中，我们发展了一种相互作用，要求学者们参与本体论和意识形态上的差异，以“观察”其他范式中的变化知识。应对我们分析中发现的动态紧张关系，可以得出研究“第五知识”以应对不平等现象并为更公平的组织做出贡献。