Given the extensive literature and findings on contemporary racial dynamics, analysts have yet to fully theorize a critical perspective on the role that Asian and Asian Americans play as transnational racial actors in upholding the dominant racial ideology today; Diversity, Equity, and Inclusion (DEI). This is central to the global, transnational racial order that structures a racially affective economy of language use. Such racially affective economy extends to other facets culture, particularly the reception of Hallyu. This dissertation is a qualitative study spanning approximately three (3) years of participant observation across multiple sites incorporating open-ended interviews with Asian and Asian Americans at a historically and predominantly white university in the Southeastern United States. This study also utilizes autoethnographic reflections and archival materials in conjunction with participant observation and interview data. Through approaching every aspect of the qualitative design in this study as a participant myself, such as ethnographic participant observation, open-ended interviews, autoethnography, and archival materials, I locate and explore how Asian and Asian Americans reproduce their racial position in the hierarchy by the reification of the racial category, "honorary white" (i.e., wedge between Black and white). The racial apathy intertwined with the imperial modality observed in this dissertation is indispensable to the global construction of race. This dissertation critically engages and interrogates how DEI initiative aimed at Asian Americans at Southern University (pseudonym) works in tandem with the nation-state, effectively producing and matriculating bicultural and transnational racial actors while taking advantage of the racialized laborers in DEI. This dissertation brings together three (3) analytic points of exploratory findings from Asian and Asian American students, staff, and faculty at SU in illustrating some of the key reasons why white supremacy reigns despite the higher visibility of Asian popular culture (i.e., Hallyu) and institutional emphasis on DEI. / Doctor of Philosophy / This dissertation is a study of Asian and Asian American student communities at a historically and predominantly white university located in the Southeastern United States. This dissertation deals with how Asian and Asian American communities are unable to come to ethnic solidarity in various exchanges in language, pop-culture, and nationalistic viewpoints. From analyzing data deriving from three years of observing and interviewing Korean and Korean American student organizations, library, and Diversity, Equity, and Inclusion administration, this dissertation identifies the case of the United States as a white supremacist empire.

Diversity, Equity, and Inclusion (DEI) has received increasing attention among organizations and in research as the world becomes increasingly globalized and internationalized. However, there is still limited research on how diversity management is performed in organizations and a neglected focus on social sustainability linked to DEI, which underlines the need to further study implemented practices to promote DEI in organizations. Thus, the aim of this study is to broaden the knowledge of how diversity management is performed in organizations. The research questions are (1) What strategies and practices are implemented by diversity and HR managers to integrate DEI in organizations? and (2) How are the results of DEI strategies and practices measured in organizations?  A case study of DEI as a phenomenon was conducted to explore the strategies, practices, and measurements used in organizations to increase DEI in the recruitment, retention, and promotion of employees. A qualitative research method based on semi-structured interviews was used to examine DEI from the perspective of diversity and HR managers in nine organizations. The theoretical framework was based on practice theory.  The empirical findings show that organizations use various strategies and practices to integrate DEI in the recruitment, retention, and promotion of employees. Organizations focus mainly on gender and ethnicity in the context of DEI and the most common practices are awareness training on DEI, bias, harassment, and discrimination. Furthermore, the findings show that most organizations do not use DEI measurements or targets systematically, making it difficult to measure the progress and outcomes of DEI practices. Moreover, there is a need for specific targets covering DEI parameters besides gender and ethnicity, to include other minorities and discriminated groups. This thus requires structured efforts to create measurement tools for DEI practices to facilitate the monitoring and evaluation of progress and outcomes of DEI practices.