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Black women are change agents actively working within their power to combat systemic racism in academia, while constantly battling injustices. Understanding lived realities and experiences of racial ethnic minority women as “outsiders within” is crucial for confronting long-standing racism embedded within academic spaces. Institutions may be outwardly addressing racial injustice, and perpetuating injustices internally, whether known or unknown. Using a relational dialectics framework and letter writing style, the purpose of this commentary is to describe the complexities present in experiences of Black women as they navigate academia as change agents, from the perspectives of tenure track and tenured faculty members in predominately White institutions. Black women academics contend with the push and pull of being in relationship with students, colleagues, and predominately White institutions; these tensions illuminate the experience of both/and-ness creating a constant presence of uncertainty/certainty, pushing/pivoting, and conforming/disrupting among others. Black women faculty are actively working to overcome barriers in research and practice and actively recognizing how racism is acting in academic settings. Black women are dealing with their own personal/professional situations, while also advocating interpersonally through mentorship, institutionally through incorporating underrepresented voices in research/practice, and strategically through addressing policies prompting action. This commentary shares the breadth, scope, and uniqueness of Black women experiences in higher education. This article concludes with implications for practice, including utilizing dialectic introspection to illuminate Black women, disrupting the norm by utilizing letters to center Black women, and building collectives to foster connections.

Purpose Would a green color label increase the dollar amount consumers are willing to pay for a green product? Would nature images (such as a leaf or flower) on the label have the same effect? This paper aims to examine the role of these labeling strategies in influencing consumer willing to pay. Design/methodology/approach Using a 2 × 3 experiment, the authors empirically test the research questions across two studies: in the controlled-lab setting with 160 students (Study 1) and in a field-setting with 268 consumers shopping at a grocery store (Study 2). Findings Results are consistent across both studies. Surprisingly, participants are willing to pay more for the product when it has a white-toned label rather than a green-toned one. Follow-up path analysis, with Study 2 data, reveals that a white-toned label has both an indirect (through more favorable evaluations of the product’s environmental friendliness), as well as a direct impact on willingness to pay. In providing a post hoc explanation, it is argued that a white-toned label better directs attention towards the claim signaling the product’s eco-friendliness, while providing a “clean”, “high-quality” look. In both studies however, nature images on the label did not have a significant effect. Practical implications Insights are particularly interesting for practitioners seeking to better label/package green products. Originality/value This investigation is the first to empirically examine how color and images on the label influence the dollar amount consumers are willing to pay for a green product. Findings reveal that counter to common belief, the heavy use of the color green on eco-friendly product labels might not be appropriate; a predominantly white-toned label works better.

Diversity and diversity education are driving forces in metropolitan universities that seek stronger alignment with nearby metropolitan statistical areas. As a result, many metropolitan universities wish to engage in diversity efforts; however, they often lack the resources for doing so. In addition, institutional efforts are often the result of administrative-originated programs of diversity impact rather than faculty-driven curricular and co-curricular efforts (Scott & Sims, 2016). In this case study, the authors offer two faculty-driven diversity programs with a proven record of accomplishment as models of transformative learning practice for faculty and institutions to replicate. The programs have been in existence for more than 10 years and have benefited both the students and universities alike.

For much of inoculation theory's 50-year history, research has focused on intrapersonal processes of resistance such as threat and subvocal counterarguing. More recently, attention has shifted to interpersonal processes of inoculation-conferred resistance, specifically, postinoculation talk (PIT). This study examined the substance of PIT, and how people may talk to one another for reassurance and advocacy following an inoculation. Findings indicate advocacy attempts were significantly greater within the inoculation condition. Those inoculated were more likely to a) pass along material included in the inoculation treatment, b) share issue-relevant novel material, c) talk about topics related to the target issue, and d) be challenged by conversational partners when attempting advocacy. Results help explain what inoculated individuals talk about following an inoculation treatment, and how PIT may spread the process of resistance along social networks.

With student co-authors, this book chapter shares the impetus, background, origin, and sources of institutional support for Diverse Student Scholars, which is a predominantly undergraduate, interdisciplinary research program created and founded by the first faculty author. Along with offering student involvement details on the Diverse Student Scholars program, the relevance of institution-mission fit for undergraduate research is discussed. The authors summarize the Diverse Student Scholars program impact and connect student undergraduate research engagement with the potential for advancing workforce diversity competencies.

As workforce diversity careers in organizations continue to increase in the United States, less emphasis has been placed on preparing undergraduate and graduate students with specific workforce diversity competencies to pursue these career options once they graduate. The aim of this chapter is to: 1) highlight the issues, problems, and controversies associated with this effort, 2) provide examples of workforce diversity career positions and competencies that workforce diversity professionals possess today in a variety of fields, and 3) offer recommendations regarding how institutions of higher education can begin preparing students with specific workforce diversity competencies to enter the career field of workforce diversity before they graduate.