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Embedding moral reframing in organizational policies for lasting DEI impact

Published online by Cambridge University Press:  30 June 2025

Nohelia Argote Open the ORCID record for Nohelia Argote [Opens in a new window]
Nohelia Argote*
Affiliation:
Claremont Graduate University, Claremont, USA
*
Email: argotenohelia@gmail.com
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 18 , Issue 2 , June 2025 , pp. 277 - 279
Copyright
© The Author(s), 2025. Published by Cambridge University Press on behalf of Society for Industrial and Organizational Psychology

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References

HR Daily Advisor (2024, August 21). How much are companies spending on employee training in the U.S.? HR Daily Advisor. https://hrdailyadvisor.blr.com/2024/08/21/how-much-are-companies-spending-on-employee-training-in-the-us/ Google Scholar
Devine, P. G., & Ash, T. L. (2022). Diversity training goals, limitations, and promise: A review of the multidisciplinary literature. Annual review of psychology, 73(1), 403–429.CrossRefGoogle ScholarPubMed
Iyer, A. (2022). Understanding advantaged groups’ opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat. Social and Personality Psychology Compass, 16(5), e12666. https://doi.org/10.1111/spc3.12666 CrossRefGoogle Scholar
Maneethai, D., Johnson, L. U., Atwater, L. A., & Witt, L. A. (2025). Enhancing engagement in the diversity training experience: Morality processes matter. Industrial and Organizational Psychology, 18.Google Scholar
McKinsey & Company (2023). Diversity, equity, and inclusion lighthouses 2023. McKinsey & Company. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-equity-and-inclusion-lighthouses-2023 Google Scholar