Читать книгу UNBIAS - Stacey A. Gordon - Страница 12

This phase is where everyone thinks they want to start because of its label. “Action” is what everyone wants to do, but what they actually mean by “action” is really only offering unconscious bias education. (See the next chapter for what I think about that.) This phase requires actual action. This is where you do the work of reviewing and revising the practices, policies, and procedures of your organization and to do that, accountability, transparency, and authenticity will be required if the end result you seek is a truly inclusive workplace.

With her company's leadership finally aligned on its values and the import of a diverse and inclusive workplace, Lisa is now ready to start rocking the boat in her department. She begins by engaging the head of every department, from sales to research and development to marketing, to discuss ways to remove the barriers to true inclusion in their work environment.

Action means working to identify the places where bias and inequities continue to lurk. Upon discussion, there must be a deeper practice of inclusive leadership – role‐modeling the action that will be required to be taken to do the work.

Action means dismantling the practice of only hiring individuals from Ivy League colleges. Action means reviewing compensation across your organization and paying women and men the same salary for the same job. Action means working with the architect to ensure the new office you're building will not just be ADA compliant, but accessible. Action is determining why 30% of your workforce is diverse yet every leadership role is filled by a white man. Action is understanding why, on average, women leave your company after five years; it means pinpointing the challenge and then actually fixing the issue.