Numbers Diagram

The Theatrical Model of Organizational Response

The Stage

Organizational Setting: Represents higher education institution's environment, shaped by external pressures like anti-DEI legislation and internal dynamics.

The script

Legislative and Institutional Policies: symbolizes the laws, institutional policies, and values guiding the organization’s actions.

The Cast (Key Stakeholders)

Actors: University leaders, faculty, staff, and students, each playing roles influenced by their positions and beliefs about DEI. Supporting Roles: External stakeholders such as policymakers, alumni, and advocacy groups.

The Performance (Organizational Responses)

Acts of resistance (e.g., covert DEI initiatives). Acts of adaptation (e.g., modifying DEI practices to comply).

The Audience

External observers influencing the play

The organizational culture: inclusivity, resistance, and tensions (Cultural and Operational Shifts)

The Atmosphere

Examples from the Literature ReviewExternal forces (e.g., anti-DEI legislation) create the environment where the organization operates (Feder, 2024; Kamola, 2024) Inputs (External Pressures) • Anti-DEI Legislation: Mandates like Texas’s SB 17 restrict DEI funding, programs, and practices, creating a hostile environment that threatens inclusivity (Feder, 2024). • Cultural Backlash: Ideological opposition against DEI aligns with conservative agendas, portraying DEI initiatives as divisive or unnecessary (Kamola, 2024). • Uncertainty and Apprehension: Legislative vagueness fosters self-censorship among faculty, disrupting organizational clarity (Marris, 2024).

Examples from the Literature Review Institutional Mission and Identity: Universities with longstanding DEI commitments face tensions between external compliance and internal values (Doane & Unda, 2023).Policies banning DEI statements, and limiting hiring practices (Feder, 2024) Organizational policies shaped by external mandates guide actions (Marris, 2024). DEI advocates argue that DEI initiatives are pivotal in creating an equitable and inclusive environment (Abrica & Andrew, 2024). (the beginning of the cultural war)

Examples from the Literature Review Leadership, faculty, staff, and students; each group’s role affects organizational culture (Cherident & Gremillion, 2024) This limitation on knowledge sharing can influence the organization’s learning culture, leading the institutions to alter their values toward teaching complex social issues (Follmer et al., 2024).

Examples from the Literature Review faculty members adopted a strategic plan to implement diversity-related projects without drawing excessive public scrutiny (Breen et. Al., 2024) Adaptation: The University of Florida restructured DEI training while maintaining some initiatives under different guises (Castillo et al., 2022). Resistance: Examples like the University of California illustrate defiance against anti-DEI legislation by emphasizing diversity as part of their identity (Nadiv & Kuna, 2020). The University of Florida restructured DEI training while maintaining some initiatives under different guises (Castillo et al., 2022). Leadership decisions to resist or adapt represent the organization’s "act" (Gündemir et al., 2024; Castillo et al., 2022).

Examples from the Literature Review Stakeholders (e.g., alumni, policymakers) influence and evaluate the performance (Taylor, 2024).

Examples from the Literature Review Cultural Fragmentation: Anti-DEI laws erode psychological safety, particularly for marginalized groups, and reduce faculty morale and engagement (Carpenter et al., 2024). Reduced Inclusivity: Declining support for underrepresented students impacts graduation and retention rates (Doane & Unda, 2023). Psychological safety decline (Carpenter et al., 2024)