Voices from the academy: a response to President Donald Trump's anti-DEI policies Our research underscores the importance of improving, not eliminating, diversity, equity and inclusion (DEI) programs. While DEI initiatives are well intended, they sometimes lead to unintended consequences such as backlash, stigma and perceptions of unfairness. So, rather than eliminating DEI efforts, organizations should focus on improving them by expanding inclusive hiring practices, establishing clear accountability measures, integrating DEI into workplace strategy and culture and implementing a comprehensive evaluation system. Strengthening these programs ensures they effectively promote fairness, reduce bias and create truly inclusive environments-ultimately benefiting employees, businesses and society.

Purpose: This conceptual paper seeks to contribute to the literature on Hispanics in the workplace by applying the job demand-resource (JD-R) model to better identify some of the unique demands, resources and outcomes that have been studied within Hispanic populations. Specifically, we apply moderators that uniquely differentiate Hispanic workers from the more dominant White culture. Design/methodology/approach: Our search revealed peer-reviewed papers from 1970 to 2019. This timeframe was chosen because earlier studies did not report findings specifically about Hispanics. We excluded papers that: (1) focused on measurement equivalence, were qualitative or conceptual, (2) were not related to workers or employees (3) examined outcomes not resulting from demands and resources, (4) studied Hispanics not living in the US or (5) did not report independent findings on Hispanics. Based on our parameters, a total of 82 articles have been included in our study. Findings: Our literature review revealed a tendency to treat Hispanics as a homogeneous group rather than delving into their distinct characteristics. Consequently, our model and propositions offer a framework to thoroughly investigate the unique attributes of Hispanics in the workplace. Practical implications: This paper aims to encourage further research on Hispanics in the workplace, fostering a deeper understanding among organizations and managers to create a work environment that is more inclusive and conducive to productivity. Originality/value: This paper enhances the literature on Hispanics in the workplace by presenting a model and propositions grounded in JD-R theory, with a specific focus on exploring factors that impact the job-related outcomes of Hispanics.

Purpose: This article articulates a cultural–relational–structural framework for sustaining inclusion under political constraint, intended to inform both DEI scholarship and organizational leadership practice. Design/methodology/approach: We conducted an integrative review across organizational behavior, management, psychology, social work and public health to synthesize literature on the three focal practices and the conditions under which they sustain inclusion. Findings: Storytelling operates as a cultural mechanism of sensegiving; trauma-informed care provides the relational mechanism of harm reduction and ERGs operate as a structural mechanism of voice infrastructure. Together they form an inclusion infrastructure that can sustain belonging, psychological safety and voice under political constraint, conditional on organizational safeguards against extractive emotional labor, depoliticization of structural harm and symbolic compliance. Originality/value: This article synthesizes three established inclusion mechanisms – storytelling, trauma-informed care and ERGs – into an integrated cultural-relational-structural framework, articulating how they reinforce one another and the conditions under which they sustain inclusion when formal DEI programs are politically constrained.