Reimagine inclusion debunking 13 myths to transform your workplace
| Otros Autores: | |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
Hoboken, N.J. :
John Wiley & Sons, Inc
[2024]
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| Edición: | First edition |
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009769034406719 |
Tabla de Contenidos:
- Cover
- Title Page
- Copyright Page
- Table of Contents
- Introduction
- Myth 1 Of Course I Support Black Lives Matter. Why Are You Asking If I Have Any Black Friends?
- Who Are Your Friends?
- Guess Who the Baby Is?
- We All Have Biases
- How to Start Building Cross-Cultural Relationships
- Stop Thinking Having "One Friend" from Another Community Is Enough
- Finally, Start Building and Investing in Relationships
- Myth 2 I Always Allow Everyone to Speak in Meetings. Of Course I Am an Inclusive Leader.
- Do You Know What It Feels Like to Be Excluded?
- Start by Providing Access
- Amplify Voices
- Allow the Space for All Voices to Be Heard
- Give Individuals Credit for Their Work
- Actively Facilitate
- Be an Advocate
- Ask How You Can Help
- Ensure Equitable Distribution of Office Work
- "Say My Name When I Am Not in the Room"
- Myth 3 It's Time to Have Some Courageous Conversations on Race. Let's Ask Our Employees of Color to Lead Them.
- Who Is Actually Being Courageous, During a Courageous Conversation on Race?
- When's the Last Time You Had a Courageous Conversation on Race?
- How Can You Reach Out to Colleagues Who Have Experienced Trauma or Pain?
- The one-on-one Check-in Message: How Are You Doing Today?
- The Team Check-in
- Entering a one-on-one Conversation as an Ally
- Myth 4 I'm All for Diverse Talent. As Long as They Are Good.
- Do You Believe There Is a Limited Pool of Black Talent to Recruit From?
- It's Time to Bust the Pipeline Myth
- Remember That Language Matters
- Finally, Here's How We Can Partner with Recruiting to Make Impact
- 1. How Can You Get Access to Diverse Pipelines?
- 2. How Can You Help Create Fair and Inclusive Interviewing Experiences?
- 3. How Do We Evaluate Talent?
- Myth 5 We Protect the A-holes Because Our Businesses Wouldn't Run Without Them.
- What Is Harassment?.
- What Is Bullying?
- Enact a Zero-Tolerance Policy
- Dismantle Your Performance Review Process
- Address Conflicts of Interest
- Reimagine Your Investigation Process
- Treat Your Exit Interviews Like Customer Reviews
- When You See Something, Say Something
- Intervene in the Moment
- Intervene after the Incident Occurs
- Check-in with Your Colleague
- Support Your Colleague in Reporting the Incident
- Watch out for Retaliation
- Continue to Check-in on Your Colleague
- Myth 6 Why Are You Asking for a Raise? You and Your Husband Make More Than Enough Money.
- 1. Communicate Your Pay Equity Measures
- 2. Challenge Leaders on Who They Reward
- 3. Consider a No-Negotiating Salary Policy
- 4. Ensure Mothers Aren't Penalized
- 5. Address Women's Concerns Before They Resign
- 6. Finally, Don't Be So Quick to "Celebrate" Equal Pay Day
- Myth 7 We Need More People of Color in Leadership. Let's Launch a Mentorship Program!
- What Makes a Sponsorship Program Work
- What Does a Sponsorship Pairing Look Like?
- What's the Role of the Sponsor?
- What Is the Role of The Rising Star?
- How Do You Select Sponsorship Pairings?
- Myth 8 Of Course We Support Women! We Just Extended Maternity Leave.
- 2. Do You Really Have Equitable Internal Promotion Processes?
- Target Diverse Slates for Promotion
- Forget Mentors
- Be a Career Sponsor
- Focus on Leadership Performance, Not Potential
- Utilize Gender Appointment Ratio
- 3. Do You Consistently Ask Women What Support They Want and Need?
- Myth 9 These DEI Efforts Don't Benefit Me. My Voice as a White Man Doesn't Count Anymore.
- 1. Let's Stop Shaming and Blaming White Men
- 2. Help Educate White Men on the Statistics
- 3. Create Spaces for White Men to Learn and Grow Together
- 4. Show White Men the Benefits of Diversity, Equity, and Inclusion Efforts
- The Business Case.
- The Case for Attracting and Retaining Talent
- The Case for Being a DEI Champion
- 5. Give White Men Concrete Ways to Help
- Myth 10 No One Can Question Our Support of the LGBTQ+ Community. Look at How Much Money We Invest in June Pride Month! We Aren't Diversity Washers.
- Do You Understand the Issues Facing the Community?
- Have You Asked Your Employees How They Feel?
- Is Your Brand or Company the Right Ally?
- Why Don't You Just Sit This One Out?
- Myth 11 Our Ad Wasn't Racist. It Was Simply a Mistake.
- Accept What You Have Done
- Immediately Reach Out to Your Employees
- Then Treat This as a Crisis
- Educate Yourself on Why This Was Racist
- Watch Out For Diversity Propping And Diversity Dressing
- What Is Diversity Propping?
- What Is Diversity Dressing?
- Finally, Listen to the Whispers, They Are the Loudest
- Understanding Why Consumers Call Out Content and Products for Being Racist
- 1. "Romanticizing Slavery"
- 2. "Popularizing Shackles"
- 3. "Propagating Blackface"
- 4. "Dehumanizing Black People with Use of Monkeys"
- 5. "Reinforcing the Myth of the Mammy"
- 6. "Reinforcing the Myth of Tom"
- 7. Propagating Colorism: Lighter Is Better
- 8. Using Language Tied to Slavery and Segregation
- 9. Misrepresenting Black Families
- Myth 12 We Aren't Apologizing. People Need to Stop Being So Sensitive.
- 1. Why Should I Apologize?
- 2. How Should I Apologize?
- 3. What Should I Say When Apologizing?
- How to Help Your Company Apologize
- Be Timely
- Be Specific
- Be Prepared to Rebuild Trust, and Build It Again
- Myth 13 We Can Work from Home Now. The Future of Work Is Inclusive.
- How Will You Ensure the Ways in Which Employees Work With Each Other Is Inclusive?
- 1. Build Everything You Do Putting Remote First.
- 2. Ensure Someone Is Overseeing How Your Organization "Works."
- 3. Finally, Ensure Hybrid Work Stays Inclusive for All
- Conclusion: Now That We Have Debunked 13 Myths, Here's What Comes Next.
- Notes
- Acknowledgments
- About the Author
- Index
- EULA.
