ABSTRACT
This chapter aims to re-conceptualize and re-vision the purpose, need, and goals for diversity in organizational and institutional workforce settings. Initially, the term diversity was applied to acknowledge the presence of a diverse workforce and the legislation that protected the rights of selected groups. A person cannot reflect on experience while living through the experience. For this reason, philosophical discourse is needed to establish foundations for a social justice paradigm. A major feature of the Balanced Scale of Organizational Social Justice (BSOSJ) is that behavior determines how justice is upheld and how the merits of justice should be balanced between the privileged and the marginalized. As represented by the BSOSJ, human relations prepare a future workforce to become socially aware, organizational citizens. Some action strategies that demonstrate a concern for organizational social justice are: utilizing employee resource groups; practicing corporate social responsibility at the individual level; and creating a workforce social justice council.
