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Overwhelming evidence suggests that black lives have not and do not matter in the American workplace. In fact, disturbing themes of black labor dehumanization, exploitation and racial discrimination appear throughout history into the present-day workplace. Yet, curiously, organizations and organizational scholars largely ignore how racism and slavery have informed management practice (Cooke, 2003) and contemporary workplace racism. The authors address this gap, using the Black Lives Matter (BLM) movement as a platform. BLM is a social justice movement created in response to the pervasive racism experienced by black people. The purpose of this paper is to accomplish five goals, which are summarized in the following sections.

First, the authors outline historical themes of black labor dehumanization, exploitation and racial discrimination, providing specific examples to illustrate these themes and discussing their contemporary workplace implications. Second, key challenges that may arise as organizations seek to make black lives matter in the workplace are discussed. Third, the authors provide examples of organizations where black lives have mattered as an inspiration for how workplaces can affirm the humanity and self-actualization of black people.

Fourth, the authors provide organizations with helpful tools to truly make black lives matter in the workplace, using restorative justice as a framework to remedy workplace racism. Finally, while the paper is largely focused on business organizations, as two management scholars, the authors felt compelled to briefly articulate how academic scholarship might be influenced if black lives truly mattered in management scholarship and management education.

This paper begins to articulate how black lives matter in the workplace. The goal is to intervene and upend the exploitation of black workers so that they are finally recognized for their worth and value and treated as such. The authors have provided historical context to illustrate that contemporary workplace racism is rooted in the historical exploitation of black people from enslavement to contemporary instances of labor exploitation. The authors offer a restorative justice framework as a mechanism to redress workplace racism, being careful to outline key challenges with implementing the framework. The authors concluded with steps that organizations may consider as they work to repair the harm of workplace racism and rebuild trust amongst employees. Specifically, the authors discuss the benefits of organizational interventions that provide intergroup contact with an emphasis on perspective taking, and present a case example and suggested key indicators that black lives matter in today’s workplace.

One key determinant of entrepreneurial success is entrepreneurial self-efficacy (ESE), defined as an individual’s confidence in his or her ability to perform entrepreneurial tasks. Whereas previous research has examined how individual and business factors influence ESE, the purpose of this paper is to analyze the influence of entrepreneurs’ social networks upon ESE. The paper examines such relationships for black and white entrepreneurs.

In total, 110 black and white entrepreneurs responded to a survey measuring ESE and critical constructs representing elements of the quality of entrepreneurs’ networks: emotional carrying capacity (ECC) and network ethnic diversity.

The authors found significant, positive relationships between both ECC and network ethnic diversity on ESE for white entrepreneurs but only found a significant positive relationship between ECC and ESE for black entrepreneurs.

While research is clear about the role that ESE plays in entrepreneurial activities, few studies have focused on the factors that improve ESE. In the present work, the authors study the role of context by examining how entrepreneurs’ social networks influence ESE. The authors examine such influences for both white and black entrepreneurs to better understand the implications of ethnicity.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

For any student of political philosophy, they are taught there are three types of justice delivered to deserving criminals. Retributive justice, which is based on a punishment that may – or may not in some cases – fit the crime. Then there is distributive justice, which focuses instead on the rehabilitation of the offender and will also include treatment rather than punishment. Finally, there is retributive justice which despite its relative newness as a term has been referred to and used on a small scale all the way back to biblical times and beyond.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.