Fairness at the crossroads: integrating justice and diversity scholarship for the future of DEI

Abstract

Purpose This paper aims to propose an integrative framework of fairness by synthesizing insights from organizational justice (OJ) and diversity and inclusion (D&I) literature. It clarifies how divergent understandings of fairness contribute to polarized reactions to diversity, equity and inclusion (DEI) efforts and positions fairness as a shared foundation for bridging divides. Design/methodology/approach A systematic review of 300 peer-reviewed articles from the Web of Science database was conducted. Articles were thematically analyzed to identify divergences and convergences in OJ and D&I conceptualizations of fairness, culminating in an integrative theoretical framework grounded in OJ models. Findings Fairness perceptions underpin polarized responses to DEI. Integrating OJ's focus on individual-level cognitive-affective processes with D&I's emphasis on intergroup dynamics and organizational contexts identifies three values that are central to fairness: individuality, group membership and morality. DEI backlash can be understood as perceived violations of meritocracy, procedural transparency, and moral clarity. Research limitations/implications The study is limited to published literature and theoretical exploration. Future research should examine how individuality, group membership, and morality interact to shape fairness perceptions across contexts. Practical implications The integrative fairness framework offers a basis for repairing relationships and advancing DEI with rigor. Restorative justice can help restore trust, while OJ measures offer a rigorous way to assess DEI programs' quality, implementation and impact across all groups. Originality/value This review bridges disciplinary divides by articulating a multidimensional understanding of fairness. Aligning OJ's theories and measures with D&I's understanding of identity and structural contexts addresses conceptual gaps and advances fairness research.