Diversity, Equity, and Inclusion

Modeling Organizational Production of Inequality - Organizations play an important role in the production and maintenance of socioeconomic inequalities. We are building computational models which investigate the effects of biases in organizational systems on important socioeconomic outcomes such as wealth inequality, retirement rates, labor force participation, and interorganizational segregation patterns.

Allyship - Overcoming biased systems in organizations requires understanding the actions individuals can take to address inequalities. We are conducting extensive reviews to build a new model of allyship actions and validating measures of those actions to better assess allyship behaviors in organizations and how those actions may change over time.

Organizational Diversity Messaging and Selection - Organizations look to meet their diversity goals by attracting a diverse set of applicants to the organization. To improve the diversity of their applicant pool, organizations include statements in their job advertisements to encourage underrepresented groups to apply. However, we know little about how, when, and why those statements might work. We are running a series of studies to answer those questions and provide guidance to organizations on how to better target those messages.

• Davis, J. A., Eggler, K. D., *Kann, R. R. Barthes, H., , *Monaghan, P., *Bales, E., & Olenick, J. (2025). From framing to training: Using training needs analysis to tailor diversity, equity, and inclusion training. Industrial and Organizational Psychology, 18(2), 263–267. https://doi.org/10.1017/iop.2025.4

• Olenick, J., & Somaraju, A. (2024). Questionable assumptions and the study of emergent diversity effects. Academy of Management Perspectives, 38(1), 120-131. https://doi.org/10.5465/amp.2022.0231 (IF: 8.9)

• Olenick, J., & Somaraju, A. (2023). On the undervaluing of diversity in the validity-diversity tradeoff consideration. Industrial and Organizational Psychology: Perspectives on Science and Practice, 16(3), 353-357. https://doi.org/10.1017/iop.2023.29 (IF: 9.4)

• Olenick, J., & Dishop, C. (2022). Clarifying dynamics for organizational research and interventions: A diversity example. Organizational Psychology Review, 12(4), 365-386. https://doi.org/10.1177/20413866221112427 (IF: 5.6)

• Olenick, J., Ryan, A. M., & Kuljanin, G. (2021). Basic incomes and the dynamics of wealth accumulation, individual development, and employment opportunities. Industrial and Organizational Psychology: Perspectives on Science and Practice, 14(4), 563-568. https://doi.org/10.1017/iop.2021.107 (IF: 9.4)

• Olenick, J., & Bradburn, J. (2019). Organizational psychology’s contribution to the evolution of work and it’s environmental impact. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12, 451-453. https://doi.org/10.1017/iop.2019.71 (IF: 9.4)