New Publication: “The Inauthenticity of Organizational Diversity Initiatives: Perspectives from the Tech Industry”

Wilcox, Annika and Neeraj Rajasekar. 2026. “The Inauthenticity of Organizational Diversity Initiatives: Perspectives from the Tech Industry.” The Sociological Quarterly.  https://doi.org/10.1080/00380253.2026.2644528

Abstract: Organizations often use diversity initiatives to craft an image of moral goodness while doing little to address workplace inequalities. This disconnect is intensified in the U.S. technology industry, where companies attempt to claim identities as progressive diversity supporters despite obvious patterns of inequality and discrimination. How do tech employees make sense of this contradiction? This study combines the sociology of diversity, sociology of organizations, and organizational authenticity literatures to analyze, via 31 in-depth interviews, how employees of a large U.S. tech company evaluate diversity initiatives in the U.S. tech industry. Results show that tech workers question the authenticity of high-tech diversity programs: they frame technology companies as lacking commitment to diversity, overemphasizing conformity to diversity-related norms, and demonstrating dubious inconsistency in their approach to diversity. Nonetheless, they moderate their criticisms by noting that tech companies do “try” to take responsibility for diversity. Interviewees voiced these impressions similarly across race and gender. We therefore argue that the (in)authenticity of diversity initiatives can be a unifying concern amongst individuals with differing social identities. As diversity initiatives exist largely due to social pressures, they will need to overcome issues of inauthenticity in order to survive widespread sociopolitical critiques.

Annika Wilcox is an Assistant Professor of Sociology in the Department of Sociology, Social Work, and Criminal Justice at East Stroudsburg University. Her research examines how organizational inequalities are reproduced and challenged, primarily focusing on diversity/DEI discourse and initiatives. Her work has appeared in outlets such as Social Science Research, Sociological Forum, and Research in the Sociology of Work.  

Neeraj Rajasekar is an Assistant Professor of Sociology in the Sociology/Anthropology department at University of Illinois, Springfield. He completed his PhD in Sociology from the University of Minnesota, Twin Cities, in 2021. He has written scholarly articles and book chapters about diversity discourse, diversity attitudes, racial attitudes, racial inequality, and the history of multiculturalism in the United States. His publications have appeared in Sociology of Race & Ethnicity, Social Currents, Sociological Forum, and other journals.

New Book: The Meritocracy Paradox

Emilio J. Castilla, The Meritocracy Paradox: Where Talent Management Strategies Go Wrong and How to Fix Them (Columbia University Press)

Description:
Drawing on decades of research, the book reveals why well-intentioned talent management strategies often fail to deliver fairness—and what organizations and their leaders can do to build workplaces where opportunities truly match merit.

Already endorsed by leading scholars and practitioners, The Meritocracy Paradox offers timely insights for anyone interested in equity, organizational performance, and the future of work.

For more information, go to: https://cup.columbia.edu/book/the-meritocracy-paradox/9780231208420/

Author information:
Emilio J. Castilla is the NTU Professor of Management and a Professor of Work and Organization Studies at the MIT Sloan School of Management. He is codirector of the MIT Institute for Work and Employment Research. Castilla’s research focuses on organizations, networks, and workplace inequality, with a particular emphasis on the social dynamics of work and employment.

New Book: Bringing Law Home: Gender, Race, and Household Labor Rights by Katherine Eva Maich

Maich, Katherine Eva. 2025. Bringing Law Home: Gender, Race, and Household Labor Rights. Stanford, CA: Stanford University Press.

Description: The personal nature of domestic labor, and its location in the privacy of the employer’s home, means that domestic workers have long struggled for equitable and consistent labor rights. The dominant discourse regards the home as separate from work, so envisioning what its legal regulation would look like is remarkably challenging. In Bringing Law Home, Katherine Eva Maich offers a uniquely comparative and historical study of labor struggles for domestic workers in New York City and Lima, Peru. She argues that if the home is to be a place of work then it must also be captured in the legal infrastructures that regulate work. Yet, even progressive labor laws for domestic workers in each city are stifled by historically entrenched patterns of gendered racialization and labor informality. Peruvian law extends to household workers only half of the labor protections afforded to other occupations. In New York City, the law grants negligible protections and deliberately eschews language around immigration. Maich finds that coloniality is deeply embedded in contemporary relations of service, revealing important distinctions in how we understand power, domination, and inequality in the home and the workplace.

Katherine Maich is an Assistant Professor of Sociology at Texas A&M University. Her research and teaching interests include law, gender, labor informality, domestic work, ethnography, and the Global South. Her research examines dynamics of inequality in the workplace and the extent to which external factors such as law, regulation, and policy mitigate those dynamics, and with what consequences.

With funding from the Andrew Mellon Foundation, the American Association of University Women, and the Inter-American Foundation, her book, Bringing Law Home: Gender, Race, and Household Labor Rights, draws from over 24 months of ethnography in Lima, Peru and New York City, 120 in-depth interviews, and analysis of legislative transcripts. Through a Global South/North comparison, it focuses on the home as a site of paid labor and as a microcosm of social and symbolic boundaries, bringing feminist theory, race, gender, and migration into conversation with law and labor legislation.

One of her current projects (with Hilary Wething of the Economic Policy Institute) explores the effects of paid family leave on maternal mental health and time use for new mothers, and the second project (in collaboration with Oxfam America and Rural Sociology colleagues at Penn State) examines the reproduction of gender and racial inequality for migrant poultry plant and meatpacking plant workers.

She previously worked as a consultant for the International Labour Organization and the International Domestic Worker Federation by conducting fieldwork in Uruguay, Hong Kong, and South Africa on the complexities of domestic worker organizing at the international level. Drawing connections from community-based, local, and global social movements in practice provides inspiration for my own research and writing.

ILR Review Special Issue on Workplace Inequality

We’re pleased to announce the release of an ILR Review special issue on workplace inequality — offering important theoretical and practical insights for efforts to reduce inequality in organizations. Many thanks to guest editors Pamela S. Tolbert and Emilio J. Castilla.  Papers in the issue empirically examine the efficacy of a range of practices to reduce racial and gender disparities in hiring, promotion, and compensation.  They also identify key contingencies that affect the relationship between organizational practices and outcomes, showing differences in effects for women and minorities, for members at different hierarchical levels, and for members drawn from internal or external labor markets.

Rose Batt and Larry Kahn, Editors

Continue reading “ILR Review Special Issue on Workplace Inequality”