Читать книгу Diversity, Equity & Inclusion For Dummies - Dr. Shirley Davis - Страница 3

1  Cover

2  Title Page

3  Copyright

4  Introduction About This Book Foolish Assumptions Icons Used in This Book Beyond the Book Where to Go from Here

5  Part 1: Getting Started with Diversity, Equity, and Inclusion Chapter 1: 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 Breaking Down Other Key DEI-Related Terms Getting Started: Reflection Activity Chapter 2: Exploring Key Demographic Trends that Are Redefining the Workplace Increasingly Global Increasingly Diverse Increasingly More Flexible and Working More Virtually Increasingly Digital Increasingly Underskilled Chapter 3: Cultivating Skills and Competencies for Leading Today’s Workers Assessing Your DEI Leadership Effectiveness Promoting DEI as a Senior Executive/Board Member Fostering DEI as a Middle Manager or Supervisor Championing DEI as a Mentor or Sponsor Sponsorship Chapter 4: 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 Minimizing Employee Complaints and Lawsuits Avoiding the Revolving Door and Turnover of Top Performers Chapter 5: 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

6  Part 2: Examining DEI in the Workplace Chapter 6: 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 Chapter 7: Exposing Common Organizational Barriers to DEI Looking for the Culture Fit Resisting the Value and Need for DEI Perpetuating Microaggressions, Stereotypes, and Prejudices Overlooking Hidden Figures Who Are Overperforming but Undervalued Silencing and Ignoring Employee Complaints Chapter 8: Positioning DEI as an Organization’s Strategic Priority Embedding DEI into the Organization’s Mission, Vision, and Values Creating a DEI Plan Communicating the DEI Plan across the organization Keeping the Plan Alive

7  Part 3: Implementing and Operationalizing DEI Across the Organization Chapter 9: Finding and Recruiting Diverse Talent Reviewing Your Recruitment Strategy Casting a Wider Net to Build a Diverse Pipeline Writing More Inclusive Job Descriptions Minimizing Bias in the Selection Process Assembling a Diverse Interview Panel Avoiding Illegal and Inappropriate Questions Chapter 10: Developing, Coaching, Promoting, and Retaining Diverse Talent Developing Diverse Talent Coaching Diverse Talent Assessing Your Team’s Needs Reviewing Performance with an Equitable and Inclusive Mindset Applying Retention Strategies That Work Chapter 11: Leading Diverse Teams for Maximum Performance Assembling a Diverse Team Maximizing the Benefits of a Diverse Team Inviting Diversity of Thought to the Table Facilitating Relationship-Building and Cultivating Trust and Belonging Avoiding the Common Pitfalls of Leading a Diverse Team Chapter 12: Tracking, Measuring, and Reporting the Progress of DEI Efforts Measuring What Matters Identifying the Problems with Tracking DEI Developing a DEI Scorecard Reporting the Data to Key Leaders Chapter 13: Embedding DEI in Other Key Areas of the Organization Incorporating DEI Messaging into Marketing and Branding Initiatives Integrating DEI into Company Communications and Messaging Connecting DEI to Environmental Social Governance and Corporate Responsibility Surveying Supplier Diversity Programs Chapter 14: Launching DEI Councils and Employee Resource Groups Differentiating Between DEI Councils and Employee Resource Groups Ensuring Engagement from the Top: The Importance of the Executive Sponsor Establishing an Effective DEI Council Offering Employee Resource Groups to Support DEI Initiatives

8  Part 4: Sustaining DEI in Your Organization Chapter 15: 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 Chapter 16: Moving from Unconscious Bias to Inclusive Leadership Realizing the Benefits of Becoming an Inclusive Leader Honing the Competencies and Key Traits of an Inclusive Leader Avoiding the Pitfalls of Ineffective Leadership Being Inclusive Everyday: Microbehaviors Leaders Often Overlook Chapter 17: Enhancing Cultural Competence Understanding What Cultural Competence Is (And What It Isn’t) Distinguishing between Cultural Humility and Cultural Intelligence Knowing How Cultures Differ: Seven Dimensions of Culture Mapping Your Own Cultural Orientation Assessing Your Cultural Competence — Tools You Can Use Employing the Most Important Attributes of Cultural Competence Chapter 18: Cultivating a Culture of Inclusion, Equity, and Belonging Understanding Company Culture and How It’s Established Introducing the Culture Spectrum Exploring the Characteristics and Implications of Toxic Workplaces Implementing a Sustainable Culture Transformation Measuring the Impact of a Culture of Inclusion, Equity, and Belonging

9  Part 5: The Part of Tens Chapter 19: 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? Chapter 20: 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 Chapter 21: 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

10  Index

11  About the Author

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14  End User License Agreement