| Abstrakt: |
Managerial scholarship has made great strides in documenting persisting demographic inequities in organizations, and suggesting promising interventions. However, progress has also stalled, as many organizational solutions to race and gender inequities continue to fall short (Apfelbaum, Stephens, & Reagans, 2016; Kalev, Dobbin, & Kelly, 2006; Leslie, 2019). Here, we consider whether the scientific lens scholars themselves use to approach this topic may affect their findings (e.g., Kaplan, 2008). To do so, we first review research on inequity frames theory, which provides a theoretical foundation for distinguishing advantage versus disadvantage lenses on inequity, and the potential effects of these lenses. Then, taking the critical perspective of inequity frames theory, we undertake a comprehensive review of recent literature on race and gender inequity in organizations, which reveals that scholars have largely relied on a disadvantage lens to study mechanisms of, and thus solutions to, such inequity. This implicit lens obscures the reality that both advantaging and disadvantaging mechanisms contribute to race and gender inequity in organizations, leading scholars to mis-specify or miss entirely some root causes and solutions. [ABSTRACT FROM AUTHOR] |
