Environmental Racism in Firms: Strategies for Advancing Equality, Diversity, and Inclusion (EDI)

Dear Colleagues,

In the rapidly evolving landscape of global business, the role of firms extends beyond traditional profit-oriented objectives to encompass broader societal and environmental responsibilities. This paradigm shift is driven by dynamic market forces and an increasing awareness of global challenges, such as environmental racism and social inequality (British Academy 2019; Du et al., 2023; George et al., 2024; Orazalin et al., 2024). As the world grapples with these challenges, the United Nations Sustainable Development Goals (SDGs), particularly SDG 10, focused on reducing inequalities, offer a framework for firms to contribute meaningfully to global efforts. However, achieving these goals is complex due to their interconnected nature; failure to address certain SDGs impedes progress in others (Sustainabledevelopment.UN.org, 2024).

Environmental racism, a term coined by civil rights leader Dr. Benjamin F. Chavis Jr., highlights a pressing issue at the crossroads of environmental degradation and social inequality. It refers to the deliberate placement of pollution-emitting facilities in areas predominantly inhabited by indigenous peoples, migrant workers, and low-income groups (NRDC, 2023). These communities are disproportionately exposed to pollutants, leading to serious health problems such as cancer and respiratory issues Correira (2022), Ergene et al., (2024), the NRDC (2023), Jorgenson et al. (2011), Okafor-Yarwood and Adewumi (2020), and Mohai and Bryant (2019). Environmental racism is a global crisis, aggravated by the stark differences between developed and developing nations (Greenpeace UK, 2022). For example, the situation in Louisiana's "Cancer Alley," where predominantly African American communities live near toxic plants, exemplifies the need for corporate accountability in environmental racism (McCoy, 2022). Consequently, it is crucial to explore strategies for combating environmental racism in heavy industries. This involves examining how sectors such as mining and manufacturing can adopt Equality, Diversity, and Inclusivity (EDI) principles to reduce their impact on vulnerable communities.

Amidst these challenges, firms are undergoing significant transformations. The shift towards sustainable and inclusive business models involves balancing shareholder profit with creating broader societal and environmental value (Bocken and Konietzko, 2022; Fitzsimmon et al., 2023; McPhail, 2022). This evolution in business practices requires a deeper understanding of how principles of EDI can be effectively integrated within firms to combat environmental racism. It is suggested that studies focus on sustainable or unsustainable business models in high-pollution sectors and study case examples of firms in manufacturing and industries such as oil and gas or waste management (Herzog-Hawelka and Gupta, 2023; Bocken and Short, 2021; Okeke, 2024) that have successfully transformed their business models to mitigate environmental racism. However, the journey towards integrating EDI into corporate strategies is filled with complexities. Many organisations concentrate on superficial compliance measures such as fulfilling quotas and equality targets, which do not fundamentally change organisational structures or promote individual transformation (Solutions Driven, 2023). This issue is discussed in studies by Wang et al., (2024), Shore et al. (2011), Booysen (2007), Horwitz et al. (2002), and the CIPD (2023). As a result, the full potential of EDI initiatives in addressing issues such as environmental racism remains largely unexplored, especially in multinational corporations. An important area of study is the analysis of multinational corporations that have effectively implemented EDI strategies to confront environmental racism. This could include examining initiatives such as a tech firm's efforts to promote digital literacy in marginalised communities in Southeast Asia.

Furthermore, the recent increase in migration, as observed with the displacement of people due to the Ukraine war, adds another dimension to this issue. Ethnic minorities in the UK, which include a significant number of migrants, have demonstrated a remarkable entrepreneurial spirit (Zahra, 2022). The rate of business startups among immigrants is notably higher than that among native citizens, as reported by gemconsortium.org (2022). This trend emphasises the importance for firms to adopt more inclusive and diverse management practices, especially in international contexts. For example, the rise in entrepreneurial ventures among Syrian refugees in the UK following the Ukraine war illustrates how business diversity can help combat racism and contribute to economic growth (Zahra, 2022; gemconsortium.org, 2022). The role of firms in this context extends beyond internal policy changes to how they interact with and impact broader communities, particularly those affected by environmental racism. For example, human resource and human capital management practices in international settings are vital for acquiring and nurturing talent that supports inclusive business strategies, as highlighted by previous studies (Fitzsimmons et al., 2023; UN News 2019; Wilkinson et al., 2021). Investigating the gap in international practices, gender equality, and the inclusion of LGBTQ individuals in top organisations provides a basis for exploring evidence-based solutions that are deeply integrated into organisational structures and cultures (Foroudi et al.,2020; Yu et al., 2019). An analysis of a multinational corporation's HR strategies in South Africa, focusing on how they have addressed racial inequalities and promoted diversity, can provide insights, particularly in relation to the country's post-apartheid transformation (Fulani, 2023).

Additionally, continuous professional development (CPD) in firms is crucial in creating an environment supportive of EDI (Della Torre et al., 2021; Jasinenko and Steuber, 2022). This involves not only skill development but also nurturing factors related to motivation and job satisfaction, as identified by Herzberg, to promote both professional and personal growth. Such comprehensive development is key in equipping individuals and organisations to effectively tackle complex issues such on environmental racism.

The focus of this Special Issue is the urgent need for firms to fundamentally change their approach to business, integrating EDI principles not as a compliance measure, but as a central aspect of their strategy to address global challenges such as environmental racism. This transformation, in line with Sustainable Development Goal (SDG) 10, demands a multifaceted approach that includes ethical practices, stakeholder engagement, policy development, and continuous learning and development.

Furthermore, the aim of this Special Issue is to explore these topics, calling for contributions that offer both theoretical and empirical insights into how firms can successfully navigate and contribute to this critical yet challenging journey. Particularly, we seek to provide a thorough understanding of how firms can manage the complexities of addressing environmental racism, in alignment with SDG 10. We intend to explore diverse perspectives that include ethical practices, stakeholder engagement, policy development, and continuous learning and development, thereby offering vital insights and practical solutions in this crucial area.

This Special Issue will focus on inviting contributions on integrating EDI principles in firms to address environmental racism. This includes, but is not limited to, the following:

Corporate Responsibility and Environmental Justice

• Effectiveness of anti-racism and EDI strategies in firms operating in environmentally sensitive or high-impact industries (e.g. oil, chemicals, agriculture).
• Development and enforcement of corporate policies addressing environmental racism.
• Role of ethical business practices in mitigating racialised environmental harms.
• Stakeholder engagement strategies that centre racial equity in sustainability efforts.

Organisational Practices and Workplace Inclusion

• Role of HR practices in addressing environmental inequalities tied to racial identity in multinational corporations.
• Evaluation of EDI integration in firms to reduce environmental injustices affecting minority communities.
• Professional development and inclusion practices promoting awareness of environmental racism in the workplace.
• Measuring the effectiveness of workplace EDI in mitigating discriminatory environmental impacts on employees and communities.

Entrepreneurship and Community-Led Solutions

• Impact of migrant-led and tribal entrepreneurship on dismantling structural drivers of environmental racism.
• Community-based business responses to pollution, displacement, and environmental neglect in marginalised areas.

Technology, Media, and Digital Inclusion

• Use of digital literacy initiatives to empower racially marginalised communities affected by environmental degradation.
• Social media as a tool for denouncing environmental corruption, discrimination, and exclusion.
• Digital activism and the role of platforms in amplifying environmental justice movements.

Consumer Culture, Spaces, and Marketing

• The role of destination atmospherics (sensory design) in shaping inclusive consumer environments in eco-conscious spaces.
• Experiences of customer incivility and isolation in healthcare and public service settings impacted by environmental disparities.
• Packaging, labelling, and inclusive design practices in environmentally sustainable consumer goods (e.g., olive oil branding).

Corporate Performance, Accounting, and EDI Integration

• Incorporation of environmental racism and EDI metrics into sustainability reporting and ESG performance dashboards.
• Role of management accounting in tracking internal progress on racial equity and environmental justice goals.
• Assessing how financial and non-financial reporting frameworks capture racialized environmental impacts and corporate accountability.
• Innovations in cost accounting, budgeting, and performance measurement to reflect social and environmental equity.

Higher Education, Sustainability, and Policy Integration

• Integration of sustainability, EDI, and environmental justice in business and higher education curricula.
• The role of academic institutions in shaping corporate leaders prepared to tackle environmental racism.

We invite contributions from business ethics, organisational studies, environmental justice, public policy, marketing, urban studies, accounting, finance and related fields. Papers should offer critical insights into how EDI can become a transformative tool in confronting the systemic and structural dimensions of environmental racism.

Submitted articles should be original and not have been previously submitted to any other journals. This Special Issue welcomes different research methodologies which adopt a sound theoretical foundation, and we invite various empirical submissions that have applied qualitative, quantitative, mixed-methods, and longitudinal approaches that extend the metaverse models, empirical perspectives, and empirical studies which address various management challenges. For further enquiries, we advise researchers to contact the Special Issue editors.

We request that, prior to submitting a manuscript, interested authors initially submit a proposed title and an abstract of 200–500 words summarizing their intended contribution. Please send it to the Guest Editors (Padmi.nagirikandalage@ntu.ac.uk; kkooli@bournemouth.ac.uk) or to the Administrative Sciences Editorial Office (zoya.zhang@mdpi.com). Abstracts will be reviewed by the guest editors for the purposes of ensuring their proper fit within the scope of the Special Issue. Full manuscripts will undergo double-blind peer-review.

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Dr. Padmi Nagirikandalage
Dr. Kaouther Kooli
Guest Editors

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• environmental Racism
• strategy
• equality
• diversity
• inclusion
• EDI