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Index
Cover
Half-Title
Title
Copyright
Dedication
Contents
About the Author
Acknowledgments
1 Hello from the 70th Floor
Giving You the Right Tools to Solve the Problem
It’s Time for New Rules
Diversity is Where We Start
Inclusion is Where We’re Going
Equity Is How We Get There
Reality Check #1: This Isn’t a Comfortable Book
Reality Check #2: “They’re So Well-Intentioned”
Reality Check #3: I am Black, Black, Black
Notes
2 Why We Are Stuck on Workplace Diversity
“Are You OK?”
The Rules of Diversity and Inclusion
“How Long?”
The Ballad of Jasmine and Dave
Diversity in Corporate America: By the Numbers
Meanwhile, on the 70th Floor
Notes
3 Old Rule of Diversity #1. Just Make the Business Case for Diversity
Business Case #1: Everyone Wants Diversity
Business Case #2: We Look Really Bad When We Don’t Consider Diversity
Business Case #3: Diversity Makes Us a Lot More Successful
Why the Business Case Fails
The Business Case Is Not Enough
Notes
4 Old Rule of Diversity #2. Make Sure You Mention That Bias Is OK
Two Lawyers Walk into a Bar …
This Is Your Brain on Bias
The Many, Many Studies of Unconscious Bias
The Words We Use for Women
Microaggressions, or the Death by a Thousand Cuts
How Individual Bias Leads to Institutional Bias
Notes
5 Old Rule of Diversity #3. Whatever You Do, Don’t Mention Race
“You’re Supposed to Pretend You Don’t Notice Certain Things”
How White Americans Avoid Talking about Race
What Are the Colors of Your World?
This is Our Nation on Systemic Racism
Let’s Get Honest About Race
Notes
6 Old Rule of Diversity #4. Everyone Starts at the Same Starting Line
Jasmine and the First Generation
What Stereotype Do You Have of Me?
I Feel Like a Fraud Here
The Starting Line of Privilege
Notes
7 Old Rule of Diversity #5. And Our Culture Welcomes Everyone
“Have You Met Kevin? He Went to Yale”
Your Culture Does Not Include Everyone
Henry Ford and the English School
Your Organization Is Not a Melting Pot
Notes
8 It’s Time to Change the Rules
9 New Rule of Equity #1. Make the People Case for Inclusion
Tell Them About the People!
People-Centered Inclusion
Start with Respect
Listen to Learn
Lean into the Discomfort
Commit Yourself Publicly to Inclusion
Be More Than an Ally – Be an Upstander
Allyship Is Not Enough; Be an Antiracist
Notes
10 New Rule of Equity #2. Build a Data-Driven Equity Strategy
Step 1: Assemble Your Equity Avengers and Craft a Mission Statement
Step 2: Propose Preliminary Goals for Equity
Step 3: Do a Dig Deep Data Dive to Understand Where You Are Falling Short
Step 4: Design SMART Goals Based on the Data
Step 5: Hold Managers Accountable for Achieving Those Goals
Congratulations, You Have a Strategic Plan!
Note
11 New Rule of Equity #3. Want to Hire the “Right Fit”? Use Competencies to Find Them
Why Competencies Matter for Hiring
Remember: Unicorns Don’t Exist
But There’s No One to Recruit!
Revisit Your Assumptions about Who Can Succeed
Use Objective Measures to Score Candidates
Use Competencies for Staffing, Evaluations, and Promotions
Note
12 New Rule of Equity #4. Build a Community That Works for Your Marginalized Employees
Build Successful Employee Resource Groups
When ERGs Don’t Work
How Do We Fix ERGs?
Marginalized Employees Need Sponsors
Mentors, Role Models, and Sponsors: What’s the Difference?
Pari, the Role Model
Brad, the Mentor
You, the Sponsor
Notes
13 New Rule of Equity #5. Make Authentic Diversity Matter for Good
Why We All Need to Belong
Authentic Lives + Authentic Work = Authentic Diversity
Authentic Diversity Means Sharing Your Truths at Work
Authentic Diversity Means Marginalized Employees Incorporate Their Values into Their Work
Examine the Culture That Surrounds You
Recognize the Values That Have Built Your Culture
Welcome to Inclusion
Notes
14 Goodbye from the 70th Floor
What Is Your Why?
15 Change the Workplace for Good
Index
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