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Dr. Shirley Davis. Diversity, Equity & Inclusion For Dummies
Diversity, Equity, & Inclusion For Dummies® To view this book's Cheat Sheet, simply go to www.dummies.com and search for “Diversity, Equity, and Inclusion For Dummies Cheat Sheet” in the Search box. Table of Contents
List of Tables
List of Illustrations
Guide
Pages
Introduction
About This Book
Foolish Assumptions
Icons Used in This Book
Beyond the Book
Where to Go from Here
Getting Started with Diversity, Equity, and Inclusion
Understanding the Fundamentals of Diversity, Equity, and Inclusion
Re-Shifting the Focus to Diversity, Equity, and Inclusion Work
Understanding the History of Diversity and Inclusion in the Workplace
Defining Diversity, Equity, and Inclusion
Diversity
Multiple dimensions of diversity
Equity
Inclusion
Diversity, equity, and inclusion
Breaking Down Other Key DEI-Related Terms
Ability and disabilities
Belonging
BIPOC
Implicit bias
Intersectionality
Isms and phobias
COMBATING FEELINGS OF LOSS AND FEAR AROUND DEI
LGBTQIA+
Microaggressions
Neurodiversity
Prejudice and stereotypes
Privilege and power
Getting Started: Reflection Activity
Exploring Key Demographic Trends that Are Redefining the Workplace
WORKFORCE PREDICTIONS: 2030 AND BEYOND
Increasingly Global
Increasingly Diverse
Generational diversity
Gender diversity
The broken rung
COVID-19 and working women
Racial and ethnic diversity
Increasingly More Flexible and Working More Virtually
A new way of thinking about work
The impact diversity, equity, and inclusion
Increasingly Digital
Considering the COVID-19 pandemic’s effects on digitalization
Examining automation’s and artificial intelligence’s impact on talent and DEI
Increasingly Underskilled
WHAT’S NEXT FOR JOBS, 2031–2036 EDITION
Cultivating Skills and Competencies for Leading Today’s Workers
Assessing Your DEI Leadership Effectiveness
Demonstrating emotional intelligence
Self-awareness
Self-regulation
Motivation (core values)
Empathy
Social skills
Exhibiting authenticity and transparency
Applying your core values to lead authentically
Being clear about transparency
Building and maintaining trust
Leading change
Creating a sense of urgency
Building a coalition
Establishing a clear vision and strategy
Communicating the change
Utilizing strong interpersonal skills
Maintaining motivation
Focusing on the big picture
Dealing with conflicts
Using diplomacy and tact
Applying an equity lens in decision making
Exercising cultural competence
Self-awareness
Knowledge of other cultures
The ability to adapt
Navigating workplace politics
Developing accountability as a leader
Consistency matters
Take ownership
TAKING OWNERSHIP BY APOLOGIZING SUCCESSFULLY
Commit to change
Promoting DEI as a Senior Executive/Board Member
Fostering DEI as a Middle Manager or Supervisor
Championing DEI as a Mentor or Sponsor
Mentorship
Sponsorship
Making the Case for DEI
Recognizing DEI’s Impact on Organizational Success
Becoming an Employer of Choice
Leveraging Inclusion to Drive Innovation and Creativity
Enhancing the Safety, Health, and Wellness of Staff
Improving the Employee Experience and Encouraging Engagement
Creating a positive employee experience
Seeing increased engagement
Minimizing Employee Complaints and Lawsuits
Avoiding the Revolving Door and Turnover of Top Performers
Hiring a Chief Diversity, Equity, and Inclusion Officer
Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer’s Role
Knowing When It’s Time to Hire a CDEIO
Considering the Best Candidate for Your Organization
Positioning the Role at the Right Level
Examining DEI in the Workplace
Assessing Your Organization’s Culture
Exploring What Culture Is
Using Benchmarks and Other Industry Standards
Conducting Document Reviews of Policies, Processes, and Strategies
Conducting Leadership Assessments
Conducting a Staff Inclusion and Engagement Survey
Conducting Employee Focus Groups
Exposing Common Organizational Barriers to DEI
Looking for the Culture Fit
Resisting the Value and Need for DEI
Handling resistance
Overcoming fear
Perpetuating Microaggressions, Stereotypes, and Prejudices
Taking a closer look at microaggressions
Sniffing out stereotypes and prejudices
Overlooking Hidden Figures Who Are Overperforming but Undervalued
Minimizing the experiences and contributions of underrepresented talent
Relying on favorites and go-tos
Silencing and Ignoring Employee Complaints
Positioning DEI as an Organization’s Strategic Priority
Embedding DEI into the Organization’s Mission, Vision, and Values
Creating a DEI Plan
Starting with a vision for the future
Taking the steps to make it happen
Communicating the DEI Plan across the organization
Involving leadership
Making it relevant
Keeping the Plan Alive
Implementing and Operationalizing DEI Across the Organization
Finding and Recruiting Diverse Talent
Reviewing Your Recruitment Strategy
Shoring up your short-term recruitment strategy
Looking at recruitment with an eye on long-term goals
Boosting your diversity recruitment strategy
Casting a Wider Net to Build a Diverse Pipeline
Building relationships and networking
Communicating your commitment to DEI
Writing More Inclusive Job Descriptions
Minimizing Bias in the Selection Process
Recognizing that everyone has biases
Replacing gender-coded words with gender-neutral ones
Reducing racial bias
Curtailing bias against older workers
Diminishing bias against disabled (differently-abled) workers
Lessening bias against religious beliefs/spirituality/faith
Assembling a Diverse Interview Panel
Avoiding Illegal and Inappropriate Questions
Developing, Coaching, Promoting, and Retaining Diverse Talent
Developing Diverse Talent
Coaching Diverse Talent
Assessing Your Team’s Needs
Understanding the best ways to get your team’s input
Mentoring across differences
Customizing your leadership style to your team’s diverse needs and talents
Reviewing Performance with an Equitable and Inclusive Mindset
Combating microaggressions and bias
Microaggressions
Biases
Providing feedback through an equitable lens
Applying Retention Strategies That Work
Leading Diverse Teams for Maximum Performance
Assembling a Diverse Team
Maximizing the Benefits of a Diverse Team
Creating opportunities for people to get to know each other
Embracing communication style differences
Making your meetings no-judgment zones
Focusing on the increase in market share and serving more diverse customers
Addressing unconscious cultural bias
Inviting Diversity of Thought to the Table
Scrutinizing the myth about diversity of thought
Uncovering the truth about diversity of thought
Mining diversity of thought at the table
Facilitating Relationship-Building and Cultivating Trust and Belonging
Building relationships
Building trust
Avoiding the Common Pitfalls of Leading a Diverse Team
Tracking, Measuring, and Reporting the Progress of DEI Efforts
Measuring What Matters
Understanding what makes a metric good
Considering common areas to measure
Avoiding common metrics mistakes
Identifying the Problems with Tracking DEI
Developing a DEI Scorecard
Reporting the Data to Key Leaders
Putting it all together
Making sure leaders use the data presented
Embedding DEI in Other Key Areas of the Organization
Incorporating DEI Messaging into Marketing and Branding Initiatives
Practicing inclusive marketing
INCLUSIVITY AND MARKETING (THE GOOD AND THE BAD)
Avoiding cultural appropriation and other missteps
Integrating DEI into Company Communications and Messaging
Connecting DEI to Environmental Social Governance and Corporate Responsibility
Surveying Supplier Diversity Programs
Understanding the benefits of supplier diversity programs
A BRIEF HISTORY OF SUPPLIER DIVERSITY AROUND THE WORLD
Establishing and nurturing relationships with diverse vendors and suppliers
Exploring best practices for supplier diversity programs
Measuring the success of a supplier diversity program
Launching DEI Councils and Employee Resource Groups
Differentiating Between DEI Councils and Employee Resource Groups
Understanding how diversity councils can support ERGs
THE FIRST ERGs
Looking at what diversity councils and ERGs can accomplish together
Drilling down into the importance of ERGs
Ensuring Engagement from the Top: The Importance of the Executive Sponsor
Establishing an Effective DEI Council
Knowing your company and finding a champion
Establishing your mission, vision, and strategic areas of focus
Setting goals and establishing roles and responsibilities
Recruiting and securing DEI council members
Developing a DEI council charter
Offering Employee Resource Groups to Support DEI Initiatives
A NOTE ABOUT RELIGIOUS ERGs
Realizing the benefits of the ERGs for employees and the organization
Identifying the various types of employee resource groups
Deciding when to launch ERGs and which to launch first
Recruiting ERG members and executive sponsors
Establishing an ERG charter and measures of success
Sustaining DEI in Your Organization
Understanding Implicit Bias and Its Impact in the Workplace
An Important Word on Bias
Tracing the Origins of Biases and How They’re Reinforced
Identifying Ways Biases Show Up in Everyday Life
Distinguishing among the Various Biases
Describing the Ways Biases Affect Decision Making in the Workplace
Reprogramming Your Brain to Make Less Biased Decisions
Mitigating bias as an individual
Habits
Social networks
Perspective-taking (empathy)
Managing bias within a system
Anti-bias training
Consistency
Removing bias-inducing information
360-degree processes
Moving from Unconscious Bias to Inclusive Leadership
Realizing the Benefits of Becoming an Inclusive Leader
Driving financial performance
Enhancing employer brand that attracts top talent
Increasing employee engagement, satisfaction, and team performance
Employee engagement
Job satisfaction
Team performance
Achieving greater innovation in products and services
Honing the Competencies and Key Traits of an Inclusive Leader
Avoiding the Pitfalls of Ineffective Leadership
Being Inclusive Everyday: Microbehaviors Leaders Often Overlook
Enhancing Cultural Competence
Understanding What Cultural Competence Is (And What It Isn’t)
Self-awareness
Knowledge of other cultures
The ability to adapt
What cultural competence isn’t
Learning everything about every culture
Being able to unconsciously assimilate
Being above or without culture
Code switching
Distinguishing between Cultural Humility and Cultural Intelligence
Considering cultural humility
Investigating cultural intelligence
How culture works
Knowledge of specific cultures
Knowing How Cultures Differ: Seven Dimensions of Culture
Universalism versus particularism
Individualism versus communitarianism
Neutral versus emotional
Specific versus diffuse
Achievement versus ascription
Sequential time versus synchronic time
Internal direction versus external direction
Mapping Your Own Cultural Orientation
Assessing Your Cultural Competence — Tools You Can Use
Employing the Most Important Attributes of Cultural Competence
Cultivating a Culture of Inclusion, Equity, and Belonging
Understanding Company Culture and How It’s Established
Realizing every company has a culture
Understanding that company culture is an open culture
Defining the beliefs that drive behavior
Creating a clear set of core values
Putting core values into action
Introducing the Culture Spectrum
The left side of the spectrum
Silence
Fear and retaliation
Power and privilege
Excuses and enabling
Exclusion
Inaction and complacency
The right side of the spectrum
Open dialogue and open door policy
Trust and respect
Principle
Empowerment
Belonging and inclusion
Swift action and high performance
Exploring the Characteristics and Implications of Toxic Workplaces
Implementing a Sustainable Culture Transformation
Setting the stage for change
Mission, vision, and values
Policies and formal processes
Informal processes
Employee behavior
Assessing progress and creating the next strategy
Measuring the Impact of a Culture of Inclusion, Equity, and Belonging
The Part of Tens
Ten Common Myths about Diversity and Inclusion
When We Check This Box, We Can Move on to Other Priorities
Isn’t Focusing on Diversity Just Reverse Discrimination?
DEI Work Has No Place for Straight, White Men
“Diversity” Is Just Code for “Race
What We’re Really After Is Diversity of Thought
I Support Diversity; I Just Don’t Want to Lower Our Standards
If We Can Achieve Diversity, Inclusion Will Follow
All Bias Is Bad
Succeeding as a DEI Practitioner Will Put Me out of a Job
Is All This DEI Work Really Necessary When People Seem Happy Here?
Ten Ways That Boards Can Influence DEI in the Organization
Develop a DEI Statement and Center It in Your Business Strategy
Commit to Diversifying Your Board
Cultivate a Culture of Inclusion on Your Board
Establish Clear Board Roles and Responsibilities
Ensure Your Board Chair and CEO Are DEI Champions
Provide Education on DEI-Related Topics
Embrace an Equity Mindset
Accept Responsibility
Get Comfortable Being Uncomfortable
Measure Your Success
Ten Things Underrepresented Talent Wish Leaders Knew
Everyone Has Different Needs in the Workplace
Representation Equals Diversity, Equity, AND Inclusion
Intent Doesn’t Equal Impact
Diversity, Equity, and Inclusion Are More Than Just “Race”
Don’t Tokenize Me Because I’m the Only One
Do Your Own Work; Walk the Talk
Stop with the Overly Complimentary Language
Don’t Interpret Silence as Consent or Agreement
Ask for My Perspective and Input Even Though I’m Different from You
Your Staff Is Watching You
Index. A
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D
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N
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P
Q
R
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T
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V
W
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About the Author
Dedication
Author’s Acknowledgments
WILEY END USER LICENSE AGREEMENT
