The first authoritative source on the consequences of the COVID-19 pandemic for racial and ethnic minorities. To understand racial disparities in COVID-19 infections and deaths, we must first understand how they are linked to racial inequality. In the United States, the material advantages afforded by whiteness lead to lower rates of infections and deaths from COVID-19 when compared to the rates among Black, Latino, and Native American populations. Most experts point to differences in population density, underlying health conditions, and proportions of essential workers as the primary determinants in the levels of COVID-19 deaths. The national response to the pandemic has laid bare the fundamentals of a racialized social structure. Assembled by a prestigious group of sociologists, this volume examines how particularly during the first year of COVID-19, the socioeconomic impact of the pandemic led to different and poorer outcomes for Black, Latino, and Native American populations. While color-blindness shaped national discussions on essential workers, charity, and differential mortality, minorities were overwhelmingly affected. The essays in this collection provide a mix of critical examination of the progress and direction of our COVID-19 response, personal accounts of the stark difference in care and outcomes for minorities throughout the United States, and offer recommendations to create a foundation for future response and research during the critical early days.

Diversity in Organizations argues that ensuring a diverse workforce composition has tangible benefits for business organizations. Rather than relying on touchy-feely arguments, Herring and Henderson present compelling evidence that directly links diversity to the bottom line. However, the book goes beyond merely arguing that we should embrace diversity because it is profitable; it shows that the true power of diversity lies in its potential as a catalyst and incubator for innovation.

Critical diversity is a forceful theory that argues for the relationship between workforce composition and the business case for diversity. Contrasting critical diversity with other notions of diversity (such as colorblind, segregated and snowflake diversity), the book offers real life solutions to the political problems that arise from implementing diversity initiatives, and examines why some of these initiatives remain unpopular. Readers will learn:

• How and why diversity is related to business performance
• What the impact of diversity training programs is on productivity, business performance and promotions
• What the biggest mistakes in diversity management are, and how to avoid them
• What can be done to make diversity initiatives more effective and politically palatable
• How to measure levels of success in diversity initiatives in rigorous but non-technical ways so that managers and teams accountable for diversity practices can achieve their desired results

The theory is presented in an accessible manner without shying away from the contentious aspects of diversity that confront our society. The book also provides concrete advice and guidance to those who seek to implement diversity programs and initiatives in their organizations, and to make their companies more competitive. Not only is it a compelling read, but students taking classes in diversity, human resource management, sociology of work, and organizational psychology will find this a comprehensive, helpful resource.

Diversity in Organizations argues that ensuring a diverse workforce composition has tangible benefits for business organizations. Rather than relying on touchy-feely arguments, Herring and Henderson present compelling evidence that directly links diversity to the bottom line. However, the book goes beyond merely arguing that we should embrace diversity because it is profitable; it shows that the true power of diversity lies in its potential as a catalyst and incubator for innovation.

Critical diversity is a forceful theory that argues for the relationship between workforce composition and the business case for diversity. Contrasting critical diversity with other notions of diversity (such as colorblind, segregated and snowflake diversity), the book offers real life solutions to the political problems that arise from implementing diversity initiatives, and examines why some of these initiatives remain unpopular. Readers will learn:

• How and why diversity is related to business performance
• What the impact of diversity training programs is on productivity, business performance and promotions
• What the biggest mistakes in diversity management are, and how to avoid them
• What can be done to make diversity initiatives more effective and politically palatable
• How to measure levels of success in diversity initiatives in rigorous but non-technical ways so that managers and teams accountable for diversity practices can achieve their desired results

The theory is presented in an accessible manner without shying away from the contentious aspects of diversity that confront our society. The book also provides concrete advice and guidance to those who seek to implement diversity programs and initiatives in their organizations, and to make their companies more competitive. Not only is it a compelling read, but students taking classes in diversity, human resource management, sociology of work, and organizational psychology will find this a comprehensive, helpful resource.