{"id":3858,"date":"2025-07-08T15:57:12","date_gmt":"2025-07-08T15:57:12","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=3858"},"modified":"2025-07-08T15:57:12","modified_gmt":"2025-07-08T15:57:12","slug":"diversity-programs-face-both-bad-faith-and-legitimate-criticism","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\/","title":{"rendered":"Diversity Programs Face Both Bad-Faith and Legitimate Criticism"},"content":{"rendered":"

By Daniel Butcher<\/a><\/p>\n

Bad-faith attacks on diversity, equity, and inclusion (DEI) using broad-brush arguments can obscure the importance of educating employees about such topics. However, thoughtful constructive criticism of specific DEI initiatives can be productive in spurring improvements, according to Academy of Management Scholar Quinetta Roberson<\/a> of Michigan State University.<\/p>\n

DEI trainers should be open to feedback, even if it\u2019s negative, as long as it adds value for trainees, she said.<\/p>\n

\u201cIf people want to debate about the effectiveness of a program, let\u2019s say about diversity training, and someone says, \u2018I actually think that diversity training is ineffective,\u2019 well, you know what, we\u2019ve got a lot of data that suggests that,\u201d Roberson said. \u201cAnd so let\u2019s talk about why it\u2019s ineffective and how that can be changed.<\/p>\n

\u201cSome people will say, \u2018I don\u2019t know why we have a DEI initiative in my company\u2019\u2014sometimes that\u2019s because they see no outcomes of it or impact from it,\u201d she said. \u201cAnd that may be because their organization has a very surface-level, reputational perspective on DEI rather than a more substantive approach.<\/p>\n

\u201cI would I enjoy having those conversations and debates about specific aspects of DEI where it\u2019s more evidence-based or, if it\u2019s with a scholar, more theoretical.\u201d<\/p>\n

Unfounded criticism of DEI often comes from individuals who don\u2019t understand the specifics of what those three terms actually mean.<\/p>\n

\u201cThere is an assumption that diversity is not a science and that everybody can do it, everybody can study it, and it\u2019s the hot thing to do,\u201d Roberson said. \u201cThey equate it to critical race theory, which actually does not even show up in our DEI literature.<\/p>\n

\u201cSo all of these DEI opponents are grasping to make an opinionated point rather than an evidence-based point,\u201d she said. \u201cAnd so I\u2019ve tried to limit my discussions to those that are evidence-based and researched and founded on something rather than opinion and attitude.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

By Daniel Butcher Bad-faith attacks on diversity, equity, and inclusion (DEI) using broad-brush arguments can obscure the importance of educating employees about such topics. However, thoughtful constructive criticism of specific DEI initiatives can be productive in spurring improvements, according to Academy of Management Scholar Quinetta Roberson of Michigan State University. DEI trainers should be open […]<\/p>\n","protected":false},"author":4,"featured_media":4505,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[26,60,72,74],"tags":[],"sp_smart_badges":[],"ppma_author":[70],"class_list":["post-3858","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-social-responsibility","category-diversity","category-ethics","category-hr"],"acf":[],"yoast_head":"\nDiversity Programs Face Both Bad-Faith and Legitimate Criticism - Academy of Management Today<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aom.org\/today\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Daniel Butcher\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/\"},\"author\":{\"name\":\"Daniel Butcher\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/d1297a59039d9ca7bac9d9f0952e508c\"},\"headline\":\"Diversity Programs Face Both Bad-Faith and Legitimate Criticism\",\"datePublished\":\"2025-07-08T15:57:12+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/\"},\"wordCount\":336,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/defend-DEI-from-criticism_shutterstock_2590604161-scaled.jpg\",\"articleSection\":[\"CORPORATE SOCIAL RESPONSIBILITY\",\"DIVERSITY\",\"ETHICS\",\"HR\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/diversity-programs-face-both-bad-faith-and-legitimate-criticism\\\/\",\"name\":\"Diversity Programs Face Both Bad-Faith and Legitimate Criticism - 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However, thoughtful constructive criticism of specific DEI initiatives can be productive in spurring improvements, according to Academy of Management Scholar Quinetta Roberson of Michigan State University. DEI trainers should be open…","_links":{"self":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/3858","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/comments?post=3858"}],"version-history":[{"count":0,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/3858\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media\/4505"}],"wp:attachment":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media?parent=3858"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/categories?post=3858"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/tags?post=3858"},{"taxonomy":"sp_smart_badges","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/sp_smart_badges?post=3858"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/ppma_author?post=3858"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}