Inclusion Revolution : The Essential Guide to Dismantling Racial Inequity in the Workplace.

Format:

Book

Author/Creator:

Auger-Domínguez, Daisy.

Language:

English

Subjects (All):

Racism in the workplace.

Diversity in the workplace.

Discrimination in employment.

Equality.

Physical Description:

1 online resource (337 pages)

Edition:

1st ed.

Place of Publication:

Newark : John Wiley & Sons, Incorporated, 2024.

Summary:

"We are in the midst of a global reckoning on race, and corporations are on high alert. But conventional approaches have fallen short, leaving nagging questions about next steps. Why do diversity trainings fail? What's so wrong with a company's "colorblind" workplace culture? In Inclusion Revolution, Daisy Auger-Domínguez provides frank answers to why popular efforts fail. She then presents the definitive roadmap for revolution, through her dynamic step-by-step process: Reflect, Visualize, Act, and Persist. She offers proven, research-based strategies for racially inclusive management. Racial inequality in the workplace is a problem we can solve. Inclusion Revolution offers the necessary tools for managers to address issues of race, power, and exclusion, to build change that lasts. Because through the best teams, companies can finally create a stronger future"-- Provided by publisher.

Contents:

Cover

Title Page

Copyright Page

Contents

Acknowledgments

Introduction

What Is Change?

Embrace the Revolution

Chapter 1 Your Inclusion Ambitions

Get on the Balcony

Your Mindset Matters

Hold Up a Mirror on Bias

Create a Road Map for Change

What We Feel

What We Wonder

The Belonging Effect

Your Road Map to Revolution

Chapter 2 Build the Best Teams, Period

Help Underrepresented Talent Envision Themselves at Your Company

Confronting Privilege in the Hiring Process

Metrics for Hiring Success

Set Bold Goals

Tackling the Fear of Reverse Discrimination

Incentivize Goal Achievement

Chapter 3 Overhaul Your Recruitment

Stop Using Résumés as Gatekeepers

Emphasize the Cover Letter or a Creative Pitch

Use a Q&amp

A Platform as Part of Your Application Process

Try a Skills Test or Neuroscience-Based Brain Games

Give a Work Sample Test

Stop the Friends and Family Program

Attract Diverse Talent Like You Mean It

Change the Spec

Go Where the Talent Is!

Chapter 4 Make Better Hiring Decisions

The Right Hire or the White Hire?

Push for More . . . More Candidates, More Interview Prep, More Accountability

Combat Bias with Consistency

Don't Interview for "Fit"

Interview for Function, Potential, and Culture Add

Ask Better Interview Questions

Standardize How You Debrief and Decide

Chapter 5 Nurture a People-First Culture

Lead from the Beginning

Create an Inclusive Onboarding Experience

Facilitate Stronger Connections

Build Empathy Muscles

Raise Your Awareness

Don't Be Afraid to Name It

Chapter 6 Set Psychological Safety in Motion

Your Words Matter

Foster Speak Up Culture

Thread Allyship.

Mitigate Microaggressions

Kick Covering to the Curb

Chapter 7 Tune into the Whispers and the Screams (and Everything in Between)

Be an Inclusion Truth Seeker

A Sample Discussion Guide

Get Smart with Surveys

Allow for Anonymity and Maintain Multiple Reporting Systems

Act on What You Hear

Repair Damage When It Happens

Chapter 8 No Talent Left Behind

Step 1: Get to Know Your Team

Step 2: Remove Bias from Performance Evaluations

Step 3: Ensure Transparency in the Goal-Setting and Promotion Process.

Step 4: Create Individual Growth Plans

Step 5: Provide Feedback-Always

Step 6: Pay Fairly

Your Road Map for Revolution

Chapter 9 Build Support Scaffolding

1. Give Out Decoder Rings

How to Be More Supportive: Revolutionize Your Employee Handbook

2. Foster Peer Relationships

How to Be More Supportive: Champion ERGs (Employee Resource Groups)

3. Widen Your Network, Expand Others'

How to Be More Supportive: Create Valuable Connections

4. Mentorship and Sponsorship

How to Be More Supportive: Start Mentoring

How to Be More Supportive: Stick Your Neck Out for Your Team

How to Be More Supportive: Launch a Mentorship Program Focused on Specific Pain Points

How to Be More Supportive: Build Mentorship Programs That Can Evolve into Sponsorships

5. External Advisors

Chapter 10 Get to the Heart of Accountability

Engage the Uncommitted

Goals Are at the Heart of Accountability

Be Accountable to Yourself

Be Accountable to Your Consumers, Users, and Audience, Too

Measure Effectiveness, Always

Accelerate What's Right, Demand Your Leaders Lead

Chapter 11 Persist

Making Belonging, Equity, and Inclusion Stick

What's Available on the Other Side.

Persist When You Make a Mistake (or Are Afraid To!)

Persist When You Face Resistance

Persist When You Feel Fatigued

Persist by Fighting for "Us," All of Us

Notes

Bibliography

About the Author

Index

EULA.

Notes:

Description based on publisher supplied metadata and other sources.

ISBN:

9781394259168

1394259166

9781394259175

1394259174

OCLC:

1417600871