A New Conflict-Resolution Model to Advance DEI
Organizations that manage tensions constructively can create and sustain change.
Racism, misogyny, classism, xenophobia â when these chronic problems afflict organizations, they stem from a constellation of forces, not a single attitude, act, or outdated norm. As a result of that complexity, solutions can be elusive, and we often see intransigence even in places explicitly committed to change.
Take, for example, our home institution of Columbia University, which invested more than $200 million over two decades to enhance diversity and inclusion among its faculty. Given that level of commitment and the schoolâs progressive ...
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