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The aim of the study is to revisit the importance of Black Lives Matter (BLM) and to encourage more attention to White supremacy in the academy, especially with regards to the development and mentoring of graduate students.

The study reflects on the urgency of the BLM movement given the death of George Floyd and others.

The article highlights the ways in which the training and development of graduate students can reinforce systems of exclusion and marginalization while reinforcing existing systems of privilege and the status quo. The essay concludes with recommendations for creating greater systems of inclusion for programs, departments and higher education institutions.

Recommendations are given to initiate culture change.

This is a follow-up to the 2017 special issue.

Women are underrepresented in the leadership ranks across society. Research and the development of strategies to assist corporate women in breaking the glass ceiling is frequent and ongoing. Less prevalent has been a similar exploration of the barriers that women in academe confront in regards to their upward mobility and subsequent leadership. This article analyzes how academic women experience the glass ceiling, how research done on corporate women can inform much needed study of barriers to academic women’s upward mobility, and finally, how human resource development practices may benefit advancing women’s leadership in higher education.

The purpose of this paper is to examine mentoring relationships involving minority graduate students in the USA.

The authors take a multifaceted approach to providing strategies to improve the opportunities of minority students to acquire mentors by directing attention to institutional practices, faculty development, and the behaviors of students themselves.

Mentoring relationships provide critical personal and professional development opportunities throughout one's career. These relationships are especially important for racial minorities who often lack access to informal networks and information that is required to be successful in academic and professional environments in which they are under‐represented. The lack of mentors for minority graduate students is important to consider given the potential impact of this experience for minority graduate students’ retention and subsequent success, but also for the future diversity of the discipline (especially its instruction and research). This article identifies the challenges that minority graduate students confront in establishing healthy mentoring relationships, and the unfortunate outcomes of when minority graduate students lack productive mentoring relationships.

The paper provides a multilevel analysis of mentoring of minority graduate students.

To highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).

A select group of presentations are summarized based on observation, notes, discussions, and reading of material.

Attempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.

The GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.

The purpose of this paper is to summarize the findings of studies presented at the 24th annual conference of the Society of Industrial and Organizational Psychology (SIOP) in relation to how diversity is studied, microaggressions, when diversity is perceived, and employment outcomes for lesbian, gay, bisexual and transgendered (LGBT) job applicants.

A select group of presentations are summarized based on observation, notes, discussions, and reading of material.

Researchers are beginning to redefine how diversity is studied as well as focus more on within‐group variation that might uncover considerable interpretation differences based on study results. More subtle forms of racism are being explored in addition to examining experiences of sexual orientation minorities.

The diversity and inclusion presentations at the 2009 SIOP conference continue to evolve diversity theory and inform evidence‐based organizational practice. This report summarizes a variety of findings during this conference.

The purpose of this report is to highlight an important set of papers that address strategies for reducing discrimination that were presented at the Society for Industrial and Organizational Psychology (SIOP)'s annual conference.

This paper summarizes four papers from the SIOP conference that dealt explicitly with methods that individuals and organizations can take to avoid or reduce prejudice and discrimination.

Each paper provided empirical evidence of the existence of discrimination, as well as unique strategies for its reduction.

This report underscores the need for individuals and organizations, as well as researchers and practitioners, to work toward breaking down systems of privilege that legitimize discrimination.

The 2007 SIOP conference overall, and this set of presentations in particular, contributed critical new evidence that should guide research and practice regarding the equitable management of diversity in organizations.