The Handbook on Diversity, Equity, and Inclusion consists of cutting-edge research that serves as an indispensable guide to scholars on path-breaking research that has been conducted in the field, while also looking ahead to provide guideposts on what theoretical boundaries can be pushed in the context of future research imperatives. With a keen focus on contemporary challenges this comprehensive set offers profound insights to promote diversity, equity, and inclusion (DEI) in organizations. Not only will this serve as an impactful reference work to scholars, a valuable educational resource for management students, but will also act as a guide for leaders to navigate the complexities of fostering diversity and inclusion in increasingly nebulous work environments.This work comprises cutting-edge research – both new and specially commissioned chapters – from global experts in the field, from various lenses: An eclectic mix of contributions from both senior and emerging scholars from the Global North and the Global South;Concepts presented at three levels of analyses: i. Macro-national environment ii. meso-organizational interventions and iii. micro-individual and team heterogeneity.;Following Baumeister et al.'s lead in encouraging scholars to break the hegemony of research consisting of good actions leading to good outcomes, and bad leading to bad (2001), this Handbook produces more nuanced research which reflects organizational complexities e.g woke and "anti-woke" perspectives (Prasad&Śliwa, 2024); resistance and backlash to DEI; tokenism; and performative allyship.;Volume 1: Reimagining Traditional, Relational and Multicultural Feminist Mentoring FrameworksThis book examines traditional and relational mentoring frameworks, and incorporates a third framework which is fairly new in the literature — multicultural feminist mentoring. Feminist perspectives advocate for an explicit concern for one's holistic growth and well-being at the intersections of work and family lives. Multicultural feminist mentoring goes a step further to recommend that feminist mentors with multicultural competence must tailor the relationship to meet the unique needs of diverse mentees and create spaces for resisting the systemic inequities. Feminist multicultural mentors aim not to replicate the power inequalities perpetuated in traditional mentoring models that can marginalize mentees, but rather practice sharing their power by ensuring that their mentees have a voice in the relationship to contribute towards systemic change.The authors believe that the Traditional, Relational, and Multicultural Feminist mentoring frameworks are not as exclusive as they might appear. Whether one follows either of these frameworks or some combination of these frameworks will depend on the moderating conditions of organizational culture, national cultural preferences, individual characteristics, and relational dynamics. Moreover, over time, a traditional relationship can evolve into a relational and/or a multicultural feminist one and the directionality of such evolution is again likely to be influenced by the cultural context.This book explores how these different mentoring frameworks interact with individual, organizational, national, and other contextual factors to influence experiences of mentoring relationships across the globe.Volume 2: Careers and Identities Through the Lens of Equality and DiversityThis volume comprises three major parts. The first part lays the foundations by characterizing what is meant by career, identity, and diversity, equity, and inclusion (DEI). The second part constitutes the core of the book and addresses various aspects of careers and identity from a DEI perspective. The third part contains a DEI-informed glimpse of the future and addresses major phenomena such as migration, technological advancement, poly-crises, and demography through the lens of DEI. It also takes a critical look at the hidden side of DEI.Chapters provide a concise overview of the core debates ('what this is all about'), presenting major theoretical approaches and empirical insights ('what we know') and has a special focus on the diversity, equity and inclusion facets of the topic ('what we see through the lens of diversity, equity and inclusion'). They also outline future avenues for research ('what routes research should take in the future') with particular relevance for the academic debate, the affected individuals, as well as organizational and political decision makers. Across all chapters, there is an emphasis on tensions, paradoxes, unintended consequences, and resistance that a DEI angle can comprise.Volume 3: Indigenous Peoples' Work Experiences: Adversity, Resilience, and HopeThis volume examines the profound challenges that indigenous peoples face in work organizations. These challenges include systemic exclusion, discrimination, harassment, and high unemployment rates that lead to poverty and health disparities. It also highlights their resilience and ability to create opportunities despite these adversities.The book therefore aims to (a) provide a review of the challenges and obstacles facing the world's indigenous peoples in work organizations, (b) consider strategies that organizations, communities, and indigenous peoples might use to increase their inclusion, (c) review the existing research on indigenous peoples' experience of work, and (d) present propositions for future research and practice that can address the distinctive circumstances that they face.Volume 4: Gendered Navigation of PowerThis book explores how societal perceptions and expectations related to gender shape who holds power, how it is exercised, and what constraints are placed on individuals based on their gender identity. It aims to advance our understanding of the complex dynamics at play by addressing the following questions: What are the key research questions that could fundamentally advance the field of gender and power dynamics, particularly in relation to organizational action, processes, or practices?;What do we currently understand about the intersection of gender and power in organizational reality and practice? What crucial gaps in knowledge still need to be addressed?;How can we reconcile discrepancies between theoretical frameworks, practical applications, and the lived experiences of gender and power?;What unique challenges and perspectives arise when considering transgender identities within the context of power dynamics?;Volume 5: LGBTQ+ Inclusion at Work: A Global ViewThis volume examines the global state of LGBTQ+ workplace inclusion, highlighting both significant progress and persistent challenges. While over 80 countries have enacted protections against discrimination based on gender identity and sexual orientation, more than 60 countries still criminalize LGBTQ+ identities. The book frames these tensions through the concept of inclusion hysteresis, where demands for equity clash with entrenched resistance and backlash from dominant groups.This book offers strategies, theoretical lenses, policy paradigms, and interventions that offer to transcend the inclusion hysteresis that is taunting the inclusion of LGBT+ individuals. It seeks to open and start new conversations and observations and bring together a diverse range of perspectives and research findings to provide a comprehensive understanding of LGBTQ+ issues in the workplace. It also provides actionable strategies for fostering inclusive environments.