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This special issue explores how marketing thought and practice have contributed to systemic racism but could alleviate racially insensitive and biased practices. An introductory historical overview briefly discusses coloniality, capitalism, eugenics, modernism, transhumanism, neo-liberalism, and liquid racism. Then, the special issue articles on colonial-based commodity racism, racial beauty imagery, implicit racial bias, linguistic racism and racial imagery in ads are introduced.

The historical introduction is grounded in a review of relevant literature.

Anti-racism efforts must tackle the intersection between neo-liberalism and racial injustice, the “raceless state” myth should be re-addressed, and cultural pedagogy’s role in normalizing racism should be investigated.

To stop perpetuating raced markets, educators should mainstream anti-racism and marketing. Commodity racism provides a historical and contemporary window into university-taught marketing skills.

Anti-racism efforts must recognize neo-liberalism’s pervasive role in normalizing raced markets and reject conventional wisdom about a raceless cultural pedagogy, especially with the emergence of platform economies.

Little previous research has tackled the history of commodity racism, white privilege, white ideology, and instituting teaching practices sensitive to minority group experiences.

Developing leaders for a diverse democracy is an increasingly important aim of higher education and social justice is ever more a goal of leadership education efforts. Accordingly, it is important to explore how dominant leadership models, as blueprints for student leadership development, account for and may unwittingly reinforce systems of domination, like racism. This critical discourse analysis, rooted in racialization and color-evasiveness, examines three prominent college student leadership development models to examine how leaders and leadership are racialized. We find that all three leadership texts frame leaders and leadership in color-evasive ways. Specifically, the texts’ discourses reveal three mechanisms for evading race in leadership: focusing on individual identities, emphasizing universality, and centering collaboration. Implications for race in leadership development, the social construction of leadership more broadly, and future scholarship are discussed.

This study uses a diverse sample of residents living in Northern California to study factors that are associated with public perceptions of police bias. The authors also investigate whether perceptions of racial discrimination mediate the relationships between race/ethnicity and perceptions of police bias.

The sampling frame of the study was constructed through two stages. First, the frame included 212 census tracts in the study setting that comprise the study population. The authors stratified the census tracts by using demographic information from the most recent American Community Survey. The authors also used a multi-mode address-based design in which a household adult was invited through mail to participate in a web-based survey.

The authors found that racial/ethnic minorities (i.e. Latino, African American and Asian respondents) were more likely to experience racism and report police as biased than White residents. Racial and ethnic disparities in assessments of police bias, however, disappeared when controlling for direct and indirect experiences of racism, suggesting that experiences with racism are key factors explaining variations in perception of police bias across racial/ethnic groups.

The generalizability of the findings is unclear. Future research should focus on multiple cities to advance the understanding of perceptions of police bias. Second, the measures of direct and indirect experiences with racism do not identify the source of the problematic encounters, and thus the authors are unaware of the experiences respondents had with police officers.

This paper includes the implications for the perceptions of police bias and how to improve police-citizen interactions.

This paper will facilitate ongoing debate on police-citizens interactions. Specifically, how experiences of racism can improve the understanding of bias toward the police.

This paper fulfills an research need to study perceptions of police bias among diverse immigrant populations.

The article examines the existence of institutionalised racism in the LIS sector. The author maintains that the profession in Britain is caught in a time warp which prevents any meaningful change to the status quo. He compares British experience with that in the USA. The article goes on to examine ways in which racism can be combated. The concept of Black librarianship – as a concept and work practice – needs to be accepted as part of the solution to racism. Areas for action include empowerment of Black community and library workers. Self‐empowering Black staff, and communities need to be part of the real decision‐making process in a structured, organised way. There is an urgent need to create more friendly working conditions for Black staff, which in itself can result in improved services to Black communities. It concludes on a positive note by saying that the Government’s initiatives in addressing issues of “social exclusion” provide a new framework for the LIS workers to take a strategic approach.

This article examines Brazilian racism through the idea of negation. The psychoanalytical concept of denial is present and recognised in current Brazilian racist statements. It is analysed in examples which occur in Brazilian speech in everyday life and allow racist thoughts and words to remain in Brazilian minds and actions.

Injuries resulting from racism are largely hidden by silence. Community services to provide healing from racism are missing in at least one Canadian city. The purpose of this paper is to identify the injuries suffered by immigrants who experienced racism and discuss the development of culturally appropriate programs and tools to address injuries from racism.

Participants representing visible minorities service providers from non-profit, public-funded organizations in a major Canadian city took part in two focus groups. Data from focus groups were thematically analyzed.

Racism produces traumatic and persistent psychological, social and intergenerational injuries. An ostensible gap exists in services, professional education and skills to address the psycho-social effects of this complex problem. The complicity of silence in both dominant and subordinated groups contributes to its perpetuation. A dearth of screening and assessment instruments is a barrier in identifying individuals whose mental health and addiction problems may have underlying racism-related etiology. Creation of community healing circles is recommended as a preferred method over individual “treatment” to expose and deconstruct racism, strengthen ethnic identity and intergenerational healing.

These qualitative findings were generated based on the perspectives of a small purposive sample (n=8) of immigrant service providers and immigrants from one Canadian city. Many of these findings are consistent with the existing literature on internalized racism and racism injuries. Generalizability to the wider population of the province and of Canada requires further research.

Practitioners in health and social care as well as educators need to understand the injuries and internalized effects of racism to provide appropriate services and leadership. Development of anti-racism professional knowledge and skills, healing circles, and assessment instruments will contribute to deconstructing racism and mitigating its injuries.

Community-driven studies exploring racism and the lack of services to address the issue are scarce. This study pulls together the experience of service providers and their insights on ways to break the detrimental silence surrounding racism.

The purpose of this paper is to provide a call to action to use a new theoretical framework for disaster researchers that focuses on using a critical approach to understanding differential disaster impacts due to systemic racism.

Using critical race theory (CRT) and Black Sociology, theoretical and disciplinary frameworks that center Black people and NBPOC as well as a focus in dismantling systemic racism and other oppressive systems, this article calls for a new approach – “disaster racism” – that builds on past discussions for a more nuanced theoretical approach to disaster studies.

Alongside CRT and Black Sociology, this study identifies two examples of the oppressive systems that create disparate impacts to disaster including slavery and the legacy of slavery and mass incarceration.

“Disaster racism” – a critically focused approach – should be used in the future rather than social vulnerability to further dismantle oppressive systems and institutions, which not only provides strong theoretical backing to research but also creates an actively anti-racist research agenda in the discipline of sociology of disaster.

The purpose of this essay is to highlight the urgent need for antiracism resource generation in organizations today.

This essay weaves together popular press articles, academic writings and the authors' lived experiences to summarize, clarify and extend the work needed inside of organizations and academia to dismantle systemic racism.

We define antiracist resources as personal and material assets that counteract systemic racism through informing and equipping antiracist actions, and identify three resources—adopting a long-term view for learning the history of racism, embracing discomfort to acknowledge racist mistakes and systematically assess how organizational structures maintain white supremacy—for organizations to address systemic racism.

While there is a critical need for more antiracism research, there are standards and guidelines that should be followed to conduct that research responsibly with antiracism enacted in research design, methodology decisions and publication practices.

The authors call for organizations to directly counter-racism via antiracism resources and offer examples for how these resources can inform and equip companies to create equitable workplaces.

This essay offers: (a) an updated, timely perspective on effective responses to systemic racism (e.g. police brutality and COVID-19), (b) a detailed discussion of antiracism resources and (c) specific implications for antiracism work in organizational research.

The purpose of this article is to provoke diversity scholars to think about the implications of the confluence of the racial disparities in the effects of the Coronavirus and the persistence of racial inequality for a new direction of theorizing in the field.

Drawing upon three major analogies between the Coronavirus and the virus of racism, the author discusses their similarities as a means to think about why racism persists despite efforts to eradicate it. The history of racism in the United States forms a key part of the discussion.

The current theoretical tools diversity scholars primarily use to address racial inequality in organizations may only at best mitigate, not eradicate, racism in organizations. There is a need to direct theoretical development toward the concepts of racialization and deracialization.

The views and proposals for new theorizing reflect the author's positionality and biases. It also relies on three of the many possible analogies that can be made between racism as a virus and the Coronavirus.

Understanding racism through the lens of racialization and deracialization can help organizations and the leaders of them to identify the structures that embed racism and also how to change them.

Understanding racism and processes of racialization is critical to achieving racial equality. Organizations are one of the main societal institutions that shape and perpetuate the racism and inequality among African-Americans and other people of color experience. Awareness of the continuing effects of racism is critical to anticipating how virus pandemics increase the vulnerability of marginalized racial groups to greater health risks and precariousness.

This essay provokes diversity scholars to engage in reflexive discomfort about the current path of theorizing in the field. It suggests ways that the concept of racialization can be used descriptively and normatively to theorize racism in organizations. In addition, it proposes deracialization as a frame for supplanting the ideology of White supremacy and theorizing nonracial organizations.

This paper aims to unveil colonial racist elements related to the cases of racism in advertising judged by the Brazilian Council of Advertising Self-Regulation (Conar), from 1980 until 2020.

A qualitative critical and historical research was developed, based on a decolonial perspective, with the use of critical discourse analysis (CDA).

By analyzing such phenomenon, the present study can discuss how self-regulatory codes that are based on the International Chamber of Commerce (ICC) 1937 Code are not equipped to deal with racist issues.

Discussions that focus on how racial elements in advertising are treated by a regulatory agency are scarce. Despite the focus being on the Brazilian case, this phenomenon should not be understood as a particularity of this country, since problems related to racism in advertising in countries that also have ICC-type self-regulatory codes are frequent.