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| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9781119824756 |
| 082 ## - DEWEY DECIMAL CLASSIFICATION NUMBER |
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| Classification number |
658.3008 |
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DAV |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
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| Personal name |
Davis, Shirley |
| 245 ## - TITLE STATEMENT |
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| Title |
Diversity, equity, and inclusion for dummies |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
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| Name of publisher, distributor, etc. |
John Wiley & Sons, Inc. |
| Place of publication, distribution, etc. |
New Jersey |
| Date of publication, distribution, etc. |
2022 |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
xiii, 325 p. |
| 365 ## - TRADE PRICE |
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USD |
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29.95 |
| 504 ## - BIBLIOGRAPHY, ETC. NOTE |
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| Bibliography, etc. note |
TABLE OF CONTENTS<br/>Introduction 1<br/><br/>About This Book 2<br/><br/>Foolish Assumptions 4<br/><br/>Icons Used in This Book 4<br/><br/>Beyond the Book 5<br/><br/>Where to Go from Here 5<br/><br/>Part 1: Getting Started with Diversity, Equity, and Inclusion 7<br/><br/>Chapter 1: Understanding the Fundamentals of Diversity, Equity, and Inclusion 9<br/><br/>Re-Shifting the Focus to Diversity, Equity, and Inclusion Work 10<br/><br/>Understanding the History of Diversity and Inclusion in the Workplace 12<br/><br/>Defining Diversity, Equity, and Inclusion 15<br/><br/>Diversity 15<br/><br/>Multiple dimensions of diversity 16<br/><br/>Equity 17<br/><br/>Inclusion 19<br/><br/>Diversity, equity, and inclusion 19<br/><br/>Breaking Down Other Key DEI-Related Terms 20<br/><br/>Ability and disabilities 20<br/><br/>Belonging 21<br/><br/>BIPOC 21<br/><br/>Implicit bias 22<br/><br/>Intersectionality 23<br/><br/>Isms and phobias 23<br/><br/>LGBTQIA+ 24<br/><br/>Microaggressions 25<br/><br/>Neurodiversity 26<br/><br/>Prejudice and stereotypes 26<br/><br/>Privilege and power 27<br/><br/>Getting Started: Reflection Activity 28<br/><br/>Chapter 2: Exploring Key Demographic Trends that Are Redefining the Workplace 31<br/><br/>Increasingly Global 33<br/><br/>Increasingly Diverse 34<br/><br/>Generational diversity 34<br/><br/>Gender diversity 35<br/><br/>Racial and ethnic diversity 37<br/><br/>Increasingly More Flexible and Working More Virtually 39<br/><br/>A new way of thinking about work 39<br/><br/>The impact diversity, equity, and inclusion 40<br/><br/>Increasingly Digital 41<br/><br/>Considering the COVID-19 pandemic’s effects on digitalization 41<br/><br/>Examining automation’s and artificial intelligence’s impact on talent and DEI 43<br/><br/>Increasingly Underskilled 44<br/><br/>Chapter 3: Cultivating Skills and Competencies for Leading Today’s Workers 47<br/><br/>Assessing Your DEI Leadership Effectiveness 48<br/><br/>Demonstrating emotional intelligence 48<br/><br/>Exhibiting authenticity and transparency 53<br/><br/>Building and maintaining trust 56<br/><br/>Leading change 57<br/><br/>Dealing with conflicts 61<br/><br/>Using diplomacy and tact 62<br/><br/>Applying an equity lens in decision making 63<br/><br/>Exercising cultural competence 64<br/><br/>Navigating workplace politics 66<br/><br/>Developing accountability as a leader 68<br/><br/>Promoting DEI as a Senior Executive/Board Member 70<br/><br/>Fostering DEI as a Middle Manager or Supervisor 71<br/><br/>Championing DEI as a Mentor or Sponsor 72<br/><br/>Mentorship 73<br/><br/>Sponsorship 73<br/><br/>Chapter 4: Making the Case for DEI 75<br/><br/>Recognizing DEI’s Impact on Organizational Success 76<br/><br/>Becoming an Employer of Choice 78<br/><br/>Leveraging Inclusion to Drive Innovation and Creativity 79<br/><br/>Enhancing the Safety, Health, and Wellness of Staff 81<br/><br/>Improving the Employee Experience and Encouraging Engagement 83<br/><br/>Creating a positive employee experience 83<br/><br/>Seeing increased engagement 84<br/><br/>Minimizing Employee Complaints and Lawsuits 85<br/><br/>Avoiding the Revolving Door and Turnover of Top Performers 86<br/><br/>Chapter 5: Hiring a Chief Diversity, Equity, and Inclusion Officer 87<br/><br/>Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer’s Role 88<br/><br/>Knowing When It’s Time to Hire a CDEIO 89<br/><br/>Considering the Best Candidate for Your Organization 90<br/><br/>Positioning the Role at the Right Level 92<br/><br/>Part 2: Examining DEI in the Workplace 95<br/><br/>Chapter 6: Assessing Your Organization’s Culture 97<br/><br/>Exploring What Culture Is 98<br/><br/>Using Benchmarks and Other Industry Standards 99<br/><br/>Conducting Document Reviews of Policies, Processes, and Strategies 101<br/><br/>Conducting Leadership Assessments 104<br/><br/>Conducting a Staff Inclusion and Engagement Survey 105<br/><br/>Conducting Employee Focus Groups 106<br/><br/>Chapter 7: Exposing Common Organizational Barriers to DEI 107<br/><br/>Looking for the Culture Fit 108<br/><br/>Resisting the Value and Need for DEI 109<br/><br/>Handling resistance 109<br/><br/>Overcoming fear 110<br/><br/>Perpetuating Microaggressions, Stereotypes, and Prejudices 112<br/><br/>Taking a closer look at microaggressions 112<br/><br/>Sniffing out stereotypes and prejudices 113<br/><br/>Overlooking Hidden Figures Who Are Overperforming but Undervalued 114<br/><br/>Minimizing the experiences and contributions of underrepresented talent 115<br/><br/>Relying on favorites and go-tos 116<br/><br/>Silencing and Ignoring Employee Complaints 117<br/><br/>Chapter 8: Positioning DEI as an Organization’s Strategic Priority 119<br/><br/>Embedding DEI into the Organization’s Mission, Vision, and Values 120<br/><br/>Creating a DEI Plan 122<br/><br/>Starting with a vision for the future 123<br/><br/>Taking the steps to make it happen 124<br/><br/>Communicating the DEI Plan across the organization 127<br/><br/>Involving leadership 128<br/><br/>Making it relevant 128<br/><br/>Keeping the Plan Alive 129<br/><br/>Part 3: Implementing and Operationalizing DEI Across the Organization 131<br/><br/>Chapter 9: Finding and Recruiting Diverse Talent 133<br/><br/>Reviewing Your Recruitment Strategy 134<br/><br/>Shoring up your short-term recruitment strategy 134<br/><br/>Looking at recruitment with an eye on long-term goals 135<br/><br/>Boosting your diversity recruitment strategy 136<br/><br/>Casting a Wider Net to Build a Diverse Pipeline 137<br/><br/>Building relationships and networking 137<br/><br/>Communicating your commitment to DEI 139<br/><br/>Writing More Inclusive Job Descriptions 140<br/><br/>Minimizing Bias in the Selection Process 141<br/><br/>Recognizing that everyone has biases 141<br/><br/>Replacing gender-coded words with gender-neutral ones 143<br/><br/>Reducing racial bias 143<br/><br/>Curtailing bias against older workers 144<br/><br/>Diminishing bias against disabled (differently-abled) workers 144<br/><br/>Lessening bias against religious beliefs/spirituality/faith 145<br/><br/>Assembling a Diverse Interview Panel 145<br/><br/>Avoiding Illegal and Inappropriate Questions 146<br/><br/>Chapter 10: Developing, Coaching, Promoting, and Retaining Diverse Talent 149<br/><br/>Developing Diverse Talent 150<br/><br/>Coaching Diverse Talent 151<br/><br/>Assessing Your Team’s Needs 153<br/><br/>Understanding the best ways to get your team’s input 153<br/><br/>Mentoring across differences 155<br/><br/>Customizing your leadership style to your team’s diverse needs and talents 155<br/><br/>Reviewing Performance with an Equitable and Inclusive Mindset 157<br/><br/>Combating microaggressions and bias 158<br/><br/>Providing feedback through an equitable lens 159<br/><br/>Applying Retention Strategies That Work 160<br/><br/>Chapter 11: Leading Diverse Teams for Maximum Performance 163<br/><br/>Assembling a Diverse Team 164<br/><br/>Maximizing the Benefits of a Diverse Team 166<br/><br/>Creating opportunities for people to get to know each other 166<br/><br/>Embracing communication style differences 167<br/><br/>Making your meetings no-judgment zones 167<br/><br/>Focusing on the increase in market share<br/><br/>and serving more diverse customers 168<br/><br/>Addressing unconscious cultural bias 168<br/><br/>Inviting Diversity of Thought to the Table 169<br/><br/>Scrutinizing the myth about diversity of thought 169<br/><br/>Uncovering the truth about diversity of thought 170<br/><br/>Mining diversity of thought at the table 170<br/><br/>Facilitating Relationship-Building and Cultivating Trust and Belonging 171<br/><br/>Building relationships 171<br/><br/>Building trust 172<br/><br/>Avoiding the Common Pitfalls of Leading a Diverse Team 173<br/><br/>Chapter 12: Tracking, Measuring, and Reporting the Progress of DEI Efforts 175<br/><br/>Measuring What Matters 176<br/><br/>Understanding what makes a metric good 176<br/><br/>Considering common areas to measure 176<br/><br/>Avoiding common metrics mistakes 178<br/><br/>Identifying the Problems with Tracking DEI 178<br/><br/>Developing a DEI Scorecard 179<br/><br/>Reporting the Data to Key Leaders 182<br/><br/>Putting it all together 182<br/><br/>Making sure leaders use the data presented 183<br/><br/>Chapter 13: Embedding DEI in Other Key Areas of the Organization 185<br/><br/>Incorporating DEI Messaging into Marketing and Branding Initiatives 185<br/><br/>Practicing inclusive marketing 187<br/><br/>Avoiding cultural appropriation and other missteps 188<br/><br/>Integrating DEI into Company Communications and Messaging 189<br/><br/>Connecting DEI to Environmental Social Governance and Corporate Responsibility 190<br/><br/>Surveying Supplier Diversity Programs 192<br/><br/>Understanding the benefits of supplier diversity programs 193<br/><br/>Establishing and nurturing relationships with diverse vendors and suppliers 195<br/><br/>Exploring best practices for supplier diversity programs 196<br/><br/>Measuring the success of a supplier diversity program 198<br/><br/>Chapter 14: Launching DEI Councils and Employee Resource Groups 201<br/><br/>Differentiating Between DEI Councils and Employee Resource Groups 202<br/><br/>Understanding how diversity councils can support ERGs 203<br/><br/>Looking at what diversity councils and ERGs can accomplish together 204<br/><br/>Drilling down into the importance of ERGs 204<br/><br/>Ensuring Engagement from the Top: The Importance of the Executive Sponsor 205<br/><br/>Establishing an Effective DEI Council 207<br/><br/>Knowing your company and finding a champion 207<br/><br/>Establishing your mission, vision, and strategic areas of focus 208<br/><br/>Setting goals and establishing roles and responsibilities 209<br/><br/>Recruiting and securing DEI council members 210<br/><br/>Developing a DEI council charter 210<br/><br/>Offering Employee Resource Groups to Support DEI Initiatives 211<br/><br/>Realizing the benefits of the ERGs for employees and the organization 213<br/><br/>Identifying the various types of employee resource groups 213<br/><br/>Deciding when to launch ERGs and which to launch first 214<br/><br/>Recruiting ERG members and executive sponsors 215<br/><br/>Establishing an ERG charter and measures of success 215<br/><br/>Part 4: Sustaining DEI in Your Organization 217<br/><br/>Chapter 15: Understanding Implicit Bias and Its Impact in the Workplace 219<br/><br/>An Important Word on Bias 221<br/><br/>Tracing the Origins of Biases and How They’re Reinforced 221<br/><br/>Identifying Ways Biases Show Up in Everyday Life 223<br/><br/>Distinguishing among the Various Biases 224<br/><br/>Describing the Ways Biases Affect Decision Making in the Workplace 227<br/><br/>Reprogramming Your Brain to Make Less Biased Decisions 229<br/><br/>Mitigating bias as an individual 229<br/><br/>Managing bias within a system 232<br/><br/>Chapter 16: Moving from Unconscious Bias to Inclusive Leadership 235<br/><br/>Realizing the Benefits of Becoming an Inclusive Leader 236<br/><br/>Driving financial performance 237<br/><br/>Enhancing employer brand that attracts top talent 237<br/><br/>Increasing employee engagement, satisfaction, and team performance 238<br/><br/>Achieving greater innovation in products and services 240<br/><br/>Honing the Competencies and Key Traits of an Inclusive Leader 241<br/><br/>Avoiding the Pitfalls of Ineffective Leadership 243<br/><br/>Being Inclusive Everyday: Microbehaviors Leaders Often Overlook 244<br/><br/>Chapter 17: Enhancing Cultural Competence 247<br/><br/>Understanding What Cultural Competence Is (And What It Isn’t) 249<br/><br/>Self-awareness 249<br/><br/>Knowledge of other cultures 250<br/><br/>The ability to adapt 250<br/><br/>What cultural competence isn’t 251<br/><br/>Distinguishing between Cultural Humility and Cultural Intelligence 252<br/><br/>Considering cultural humility 252<br/><br/>Investigating cultural intelligence 253<br/><br/>Knowing How Cultures Differ: Seven Dimensions of Culture 255<br/><br/>Universalism versus particularism 256<br/><br/>Individualism versus communitarianism 256<br/><br/>Neutral versus emotional 256<br/><br/>Specific versus diffuse.257<br/><br/>Achievement versus ascription 257<br/><br/>Sequential time versus synchronic time 258<br/><br/>Internal direction versus external direction 258<br/><br/>Mapping Your Own Cultural Orientation 258<br/><br/>Assessing Your Cultural Competence — Tools You Can Use 260<br/><br/>Employing the Most Important Attributes of Cultural Competence 262<br/><br/>Chapter 18: Cultivating a Culture of Inclusion, Equity, and Belonging 263<br/><br/>Understanding Company Culture and How It’s Established 264<br/><br/>Realizing every company has a culture 265<br/><br/>Understanding that company culture is an open culture 266<br/><br/>Defining the beliefs that drive behavior 267<br/><br/>Introducing the Culture Spectrum 270<br/><br/>The left side of the spectrum 272<br/><br/>The right side of the spectrum 275<br/><br/>Exploring the Characteristics and Implications of Toxic Workplaces 277<br/><br/>Implementing a Sustainable Culture Transformation 280<br/><br/>Setting the stage for change 280<br/><br/>Mission, vision, and values 282<br/><br/>Policies and formal processes 282<br/><br/>Informal processes 283<br/><br/>Employee behavior 284<br/><br/>Assessing progress and creating the next strategy 285<br/><br/>Measuring the Impact of a Culture of Inclusion, Equity, and Belonging 286<br/><br/>Part 5: The Part of Tens 289<br/><br/>Chapter 19: Ten Common Myths about Diversity and Inclusion 291<br/><br/>When We Check This Box, We Can Move on to Other Priorities 291<br/><br/>Isn’t Focusing on Diversity Just Reverse Discrimination? 292<br/><br/>DEI Work Has No Place for Straight, White Men 292<br/><br/>“Diversity” Is Just Code for “Race 293<br/><br/>What We’re Really After Is Diversity of Thought 293<br/><br/>I Support Diversity; I Just Don’t Want to Lower Our Standards 294<br/><br/>If We Can Achieve Diversity, Inclusion Will Follow 294<br/><br/>All Bias Is Bad 295<br/><br/>Succeeding as a DEI Practitioner Will Put Me out of a Job 295<br/><br/>Is All This DEI Work Really Necessary When People Seem Happy Here? 295<br/><br/>Chapter 20: Ten Ways That Boards Can Influence DEI in the Organization 297<br/><br/>Develop a DEI Statement and Center It in Your Business Strategy 298<br/><br/>Commit to Diversifying Your Board 298<br/><br/>Cultivate a Culture of Inclusion on Your Board 299<br/><br/>Establish Clear Board Roles and Responsibilities 299<br/><br/>Ensure Your Board Chair and CEO Are DEI Champions 300<br/><br/>Provide Education on DEI-Related Topics 300<br/><br/>Embrace an Equity Mindset 301<br/><br/>Accept Responsibility 301<br/><br/>Get Comfortable Being Uncomfortable 302<br/><br/>Measure Your Success 302<br/><br/>Chapter 21: Ten Things Underrepresented Talent Wish Leaders Knew.303<br/><br/>Everyone Has Different Needs in the Workplace 304<br/><br/>Representation Equals Diversity, Equity, AND Inclusion 305<br/><br/>Intent Doesn’t Equal Impact 306<br/><br/>Diversity, Equity, and Inclusion Are More Than Just “Race” 306<br/><br/>Don’t Tokenize Me Because I’m the Only One 307<br/><br/>Do Your Own Work; Walk the Talk 307<br/><br/>Stop with the Overly Complimentary Language 308<br/><br/>Don’t Interpret Silence as Consent or Agreement 309<br/><br/>Ask for My Perspective and Input Even Though I’m Different from You 310<br/><br/>Your Staff Is Watching You 310<br/><br/>Index 311 |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
The global workforce and marketplace will continue to undergo dramatic demographic shifts—redefining the workplace, the workers, and how work gets done. Organizations that want to attract and retain the best talent and to capitalize on the full breath of their perspectives and experiences must first reflect our society as a whole, and secondly, must create the right kind of work environment where ALL talent can thrive. That means valuing diversity, creating more equitable policies and practices, and fostering a welcoming and inclusive culture.<br/><br/>In Diversity, Equity & Inclusion For Dummies, global workforce expert, and three-time Chief Diversity and Inclusion Officer Dr. Shirley Davis unveils her extensive collection of real-world experiences, stories, case studies, checklists, assessments, tips, and strategies that will give you a deeper understanding of the business impact of DEI and how your role as a leader can contribute to your company's long term success.<br/><br/>You'll learn:<br/><br/>The fundamentals of DEI and how it drives business performance and impact<br/>How to conduct comprehensive DEI organizational assessments to identify systemic and institutional inequities<br/>Tactics and strategies for having necessary but difficult conversations, and how to make them impactful<br/>Skills and competencies that every leader needs in order to effectively lead the new generation of workers<br/>How to operationalize DEI across your organization, measure its impact, and sustain it long term<br/>Diversity, Equity & Inclusion For Dummies is a must-read guide for any leader at any level who wants to ready themselves for the workplace of the future and reap the benefits of a full spectrum diverse ideas, backgrounds, and experiences. It also belongs on the reading lists of human resources and DEI professionals actively seeking to go broader, deeper, and have greater impact in their DEI work. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Diversity in the workplace |
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| Topical term or geographic name as entry element |
Work environment |
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Discrimination in employment |
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Social integration |
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| Topical term or geographic name as entry element |
Organizational change |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
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Dewey Decimal Classification |
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Book |