A Place for Critical Race Theory and Wokeness in Diversity Strategies

Abstract

In this exchange, we respond to David A. Waldman and Jennifer L. Sparr’s (2023; henceforth referred to as W&S) assertion that critical race theory (CRT) is incompatible with the goal of diversity and unity. Other responses in this exchange have noted that W&S’s critique of CRT is based on opinion pieces that misrepresent CRT rather than on CRT scholarship. We extend those rebuttals by elaborating what CRT positively contributes to diversity strategies and how it is relevant to future research. We first discuss the core tenets of CRT, which W&S do not critique in their paper. We then explain why, contrary to W&S’s article, paradox theory and positive organizational behavior (POB) do not provide a rationale for rejecting CRT in diversity management. Specifically, we explain why a paradox perspective requires learning from CRT, and how POB prevents examination of negatively oriented behaviors like discrimination and racism that make diversity management challenging and paradoxical. We explain why the aforementioned limitations make W&S’s recommendations inappropriate for organizations that pursue diversity management for equity and inclusion (DE&I) not just for unity. We conclude with a discussion of how CRT can inform evidence-based management of DE&I and guide future research.

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