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This paper aims to track how African-American or black male advertising models are viewed by male consumers within the context of dramatic ongoing cultural and legal change. It provides broader implications for other ethnic minorities.

A content analysis of black male advertising images culled from over 60 years of issues of two male-targeted magazines assesses these changes. The analysis contextualizes the imagery in African-American history and general media portrayals periodized into seven historical phases.

Results indicate that the number of black male advertising representations has exploded in the past 30 years from virtual invisibility to over 20 per cent of all male ad images. Roles have migrated from representations of black ad models as servants and porters to a wide range of images of black men in professional contexts. However, black males, relative to white males, are disproportionately presented in ads as athletic figures and celebrities and rarely depicted in romantic situations.

This research focuses on two popular male-targeted publications, thereby limiting its scope. Relatively few black male images (relative to white male images) are to be found in print advertisements in these publications.

This research assists business practitioners as they create business and marketing strategies to meet the needs of an ever more diverse marketplace.

The disproportionately large number of black male depictions as athletes and sports celebrities is indicative of remnant racism and minority stereotyping in American society.

This research builds upon work done by Kassarjian (1969, 1971) on black advertising images. Its originality stems from a specific focus on male models as viewed by male consumers, the addition of historic context and periodization to this history and the updating of past research by almost half a century.

Discusses consumer response to the use of Asian models to reach the Asian‐American market through mass media advertising. Reports on the results of an empirical study to discover white consumer reactions to Asians in advertising. Summarizes that Asian models achieved a more favourable response advertising products associated with Asian manufacture, a less favourable response with status products, while there is no difference in response for convenience products.

Given that global advertising often originates in the West, this study aimed to investigate whether the same racial cues in advertising had different effects on US and Chinese readers who belonged to the majority group in their own country but occupied varied positions in the global racial hierarchy.

The study included two experiments that used US and Chinese college students as participants to test the effect of model race on model likeability, ad attitude, and brand attitude.

The experiments confirmed that model race affected the effectiveness of advertising, though the nature and extent of its effects were mediated by factors such as country and product category. The effects of model race were much more pronounced for the Chinese data than for the US data, and for computer than for beer.

The findings illustrate the inadequacy of the center-periphery approach to global advertising planning, expose the limitations of the social identity theory in predicting racial attitudes in international settings, and outline the ethical challenge for global advertisers to develop effective multicultural advertising.

To date, most studies on racial cues in advertising have focused on the USA, and very few have explored the topic in the context of other markets. As an initial cross-country comparative investigation, this study suggests that multicultural advertising does not have the same effect in international markets.

The purpose of this paper is to present two system identification models – “white box” and “black box” – as useful tools that help understand self-organization processes within and outside the organizations facilitated by leaders. Every leader is presented as a “systems designer” who plays a fundamental role in the process of self-organization, both within and outside the organization under study.

First, “white box” and “black box” system identification models are presented as a basis for an integrated model of the “system” and its “environment.” Next, the ideas of “closed” and “open” systems as the prerequisites of self-organization processes are described. Finally, two basic leadership tactics as well as their combination are characterized and discussed.

Two system identification models give a complementary view to the reality, as they combine both reductionist and holistic perspectives. The argument presented in the paper shows that there is a far reaching complementarity of the two system identification models.

Since leaders need to comprehend complex adaptive processes taking place in the organizations and in their environment, they search for the best strategy to approach this task. The tactics presented in the paper could serve as a cognitive tools that help approach the reality leaders are immersed in.

The paper utilizes two categories that are well recognized in systems theory and cybernetics, combines them with the idea of self-organization and puts it all in the context of leadership. It provides an integrated, yet relatively simple cognitive scheme that may be of theoretical and practical use.

Death by suicide among Black people in the USA have increased by 35.6% within the past decade. Among youth under the age of 24 years old, death by suicide among Black youth have risen substantially. Researchers have found that structural inequities (e.g. educational attainment) and state-specific variables (e.g. minimum wage, incarceration rates) may increase risk for suicide among Black people compared to White people in the USA. Given the limited understanding of how such factors systematically affect Black and White communities differently, this paper aims to examine these relationships across US states using publicly available data from 2015 to 2019.

Data were aggregated from various national sources including the National Center for Education Statistics, the Department of Labor, the FBI’s Crime in the US Reports and the Census Bureau. Four generalized estimating equations (GEE) models were used to examine the impact of state-level variables on suicide rates: Black adults suicide rate, Black youth (24 years and younger) suicide rate, White adult suicide rate and White youth suicide rate. Each model includes state-level hate group rates, minimum wage, violent crime rates, gross vacancy rates, and race-specific state-level poverty rates, incarceration rates and graduation rates.

Across all GEE models, suicide rates rose between 2015–2019 (ß = 1.11 – 2.78; ß = 0.91 – 1.82; ß = 0.52 – 3.09; ß = 0.16 – 1.53). For the Black adult suicide rate, state rates increased as the proportion of Black incarceration rose (ß = 1.14) but fell as the gross housing vacancy rates increased (ß = −1.52). Among Black youth, state suicide rates rose as Black incarcerations increased (ß = 0.93). For the adult White suicide rate, state rates increased as White incarceration (ß = 1.05) and percent uninsured increased (ß = 1.83), but fell as White graduation rates increased (ß = −2.36). Finally, among White youth, state suicide rates increased as the White incarceration rate rose (ß = 0.55) and as the violent crime rate rose (ß = 0.55) but decreased as state minimum wages (ß = −0.61), White poverty rates (ß = −0.40) and graduation rates increased (ß = −0.97).

This work underscores how structural factors are associated with suicide rates, and how such factors differentially impact White and Black communities.

This conceptual chapter argues that an understanding of racial identity development theory should be a fundamental element of school principals’ preparation and practice. The chapter includes a brief examination of the related research that merges school leadership and racial identity, and a description of three racial identity development theoretical models (Black, White, and Latino); after suggesting questions that still exist regarding racial identity development theory, the author highlights specific ways in which racial identity development can be incorporated in principal preparation programs.

There is a growing body of literature signaling the relevance of race in leadership development, but many conventional models do not prompt exploration of this social identity. The omission of race in leadership curriculum is disadvantageous for all college students, but among White student leaders, it may be a continuance of White privilege. The purpose of this constructivist study was to explore how White student leaders make meaning of their racial identity, and corresponding privilege, through a relevant leadership framework. Racial caucusing was employed as a method to prompt discussion and gather narratives from four White student leaders. Findings from this narrative inquiry study indicate how the confluences of race and leadership can advance self-awareness among White student leaders.

The experimental and potentially conflictual nature of diversity training is explained as integral to creation of effective organizational discourse and change in diversity. More effective understanding and management of these conflicts is needed. To explore how conflicts can be better understood and managed, explains patterns of US minority and majority ethnic identity developments; presents three hypothetical combinations of identity development paths across ethnic group members in multi‐cultural training; discusses potential problems, change issues and training needs.

The purpose of this paper is to assess how employees from historically marginalized groups (men and women of color and white women) perceive Fortune’s “100 Best Companies to Work For”® (BCWF) in terms of two outcomes that are related to diversity and inclusion: fairness and camaraderie. The authors focus on fairness as a way to measure perceptions of general treatment with respect to demographic characteristics associated with bias and discrimination, and on camaraderie as a way to measure perceptions of the inclusiveness of coworker relationships.

Hierarchical linear regression models are used to analyze survey responses from 620,802 employees in 1,054 companies that applied for the BCWF list between 2006 and 2011 in the USA. The authors compare the perceptions of employees in firms that are selected for the list to those of their demographic counterparts in firms not selected for the list. The authors also compare the perceptions of employees from historically marginalized groups to those of white men within firms that make the list and examine how these differences compare to the same differences within firms that do not make the list.

The findings reveal that the perceptions of men and women of color and white women in companies that make the “best” list are more positive than their demographic counterparts in companies that do not make the list. The authors also find, however, that the perceptions of employees from historically marginalized groups are more negative than those of white men in the “best” workplaces, and these patterns are similar to those in firms that do not make the list. For perceptions of fairness, the differences between employees from historically marginalized groups and white men are smaller in companies that make the list.

The findings are based on average effect sizes across a large number of companies and employees, and the data do not provide insight into the actual organizational processes that are driving employee perceptions. In addition, the employee survey data are self-reported, and may be subject to recall and self-serving biases. Finally, the authors use measures of fairness and camaraderie that have not been rigorously tested in past research.

Managers seeking to improve experiences of fairness and camaraderie should pay particular attention to how race/ethnicity and gender influence these experiences, and how they do so intersectionally. Attending to these differences is particularly important to the extent that experiences of fairness and camaraderie are related to organizational trust, the key metric on which companies are selected for the “best” workplaces list, and a quality of organizational relationships that previous research has found to be positively related to key individual and firm-level outcomes.

The paper provides the first assessment of demographic variation in the outcomes of employees in companies selected for the BCWF. Since selection to this list is based on the presence of trust, the authors’ findings also provide potential insight into how informal organizational processes that are associated with trust, such as leadership behaviors, peer relationships, and workplace norms, are viewed and experienced by men and women of color and white women. Finally, the authors analyze outcomes relating to camaraderie, a construct that has received little attention in the literature.

This study features interactions with White students and female colleagues from two regions in the United States. Helm's Racial Identity Model for Whites offers a conceptual lens to understand classroom and workplace dynamics between Blacks and Whites in predominantly White postsecondary settings, regardless of national context. Findings suggest that the quality of experiences with White colleagues and students often reflected the status individuals held in terms of their own racial identity development. These findings promise to inform institutional policy and faculty evaluation practices.