Details

It's Time to Talk about Race at Work


It's Time to Talk about Race at Work

Every Leader's Guide to Making Progress on Diversity, Equity, and Inclusion
1. Aufl.

von: Kelly McDonald

18,99 €

Verlag: Wiley
Format: PDF
Veröffentl.: 29.04.2021
ISBN/EAN: 9781119790884
Sprache: englisch
Anzahl Seiten: 224

DRM-geschütztes eBook, Sie benötigen z.B. Adobe Digital Editions und eine Adobe ID zum Lesen.

Beschreibungen

<p><b>It's time the business world got the actionable, impactful, no-cost strategies needed to increase diversity and inclusion in the workplace </b></p> <p>Many white leaders want to create change but don't know how to do so appropriately and effectively. How do you know where the blind spots are that can create obstacles for people of color? Your intentions may be sincere and heartfelt, but intentions aren't enough.</p> <p>In <i>It's Time to Talk about Race at Work</i>, acclaimed speaker and bestselling author Kelly McDonald delivers a much-needed roadmap for business people. This book will help you successfully create a fair and equitable workplace that recognizes diverse talent and fosters productive and constructive conversations in your organization. <i>It's Time to Talk about Race at Work</i> does not approach diversity from the standpoint of social activism or an HR perspective. Instead, this book shows you exactly what to do and how to do it so that you can make real progress on diversity and inclusion, regardless of the size of your organization. The author's clear, "real talk" style makes it easy to learn:</p> <ul> <li>The costs and risks you're incurring if your organization lacks diversity</li> <li>How people who don't consider themselves to be racist may still have diversity blind spots</li> <li>How to start the hard conversations you may not know how to approach</li> <li>The STARTING Method—an eight-step framework that shows you how to ensure your diversity and inclusion efforts are effective</li> <li>How to recognize the excuses people use to avoid taking action on diversity and inclusion</li> <li>How to address the issues and comments that come up when employees feel nervous, resentful, or uncomfortable as you make headway on diversity in your organization</li> </ul> <p>Perfect for executives, managers, and leaders in organizations of all types and sizes, <i>It's Time to Talk about Race at Work </i>is also for employees who want to improve their organization by leading by example.</p>
<p><b>PART I If You’re Not Racist, What’s the Problem? The Biggest Mistakes People (and Businesses) Make</b></p> <p><b>Chapter 1 This Book Is for Everyone, but Especially White Readers</b></p> <p>Most White people would rather not talk about race</p> <p>Who this book is for (I’m betting you fall into one of these categories)</p> <p>What this book is—and isn’t (Hint: It’s not a book about activism or social injustice)</p> <p><b>Chapter 2 You’re Not Racist, but You Have Blind Spots</b></p> <p>Bias can lead to blind spots</p> <p>Don’t be defensive: we all have bias—even babies have bias </p> <p>The weird things we do to justify our business decisions</p> <p><b>Chapter 3 The High Cost of Bias: Why All-White or Mostly White Businesses Make Less Money</b></p> <p>How one of the biggest (and almost all-White) industries lost customers and revenue—and how they fixed the problem</p> <p>Signs that your business may be missing out on opportunities</p> <p><b>Chapter 4 The Business Case for Diversity</b></p> <p>Discover diversity’s “secret sauce”—the one monumental ingredient that makes diversity rock</p> <p>And what happens when that ingredient is missing</p> <p><b>Chapter 5 The Excuses People Use tAvoid Doing Anything about Diversity</b></p> <p>“We can’t find any qualified diverse candidates”</p> <p>“We hire for quality, not for color”</p> <p>“It would be unfair to more qualified candidate”</p> <p>“We already know a very good candidate in our network”</p> <p>“We hired/promoted a diverse person once and they failed”</p> <p>“Our customers won’t be comfortable with a diverse person”</p> <p>“Our competitors aren’t diverse either, so it’s not a problem”</p> <p>“We looked into diversity—it’s too expensive to implement”</p> <p><b>Chapter 6 Well-Intentioned Things White People Say That Are Hurtful or Offensive to Others</b></p> <p>“I don’t see color/I don’t care what color you are”</p> <p>“I treat everyone the same”</p> <p>“I’m not racist or biased”</p> <p>Three better ways to express that you value diversity and aren’t racist</p> <p><b>Chapter 7 Why Your Diversity, Equity, and Inclusion Efforts Haven’t Done the Job </b></p> <p>Five big reasons</p> <p>At work, the subject of racism has been taboo</p> <p>Specific ways to start conversations about race with colleagues</p> <p>In one-on-one conversations</p> <p>In a meeting</p> <p>Corporate America gets real and acknowledges failures</p> <p>Why we have to stop singing “We Are the World”—and be brave enough to use the word racism</p> <p><b>PART II How to Talk about Race at Work</b></p> <p><b>Chapter 8 How to Talk about Race in Helpful and Positive Ways: Do’s and Don’ts </b></p> <p>EEK! Why is this hard?</p> <p>Sincerity matters</p> <p>Don’t apologize for being White, but acknowledge that people of color are often treated differently than Whites in our society</p> <p>Start small: six ways to start the conversation on the right foot</p> <p>What to say, what NOT to say—and why</p> <p>How to handle friction or conflict in constructive ways</p> <p>How to recover when you’ve blown it unintentionally</p> <p><b>Chapter 9   Answers to Tough Employee Questions and Racist Remarks </b></p> <p>“Shouldn’t we just hire the most qualified person?”</p> <p>“All this talk about race—we’re all one race, the human race!”</p> <p>“I came from nothing and pulled myself up by my bootstraps. None helped me. Why do we need to do something special for minorities?”</p> <p>What to do if an employee makes a racist statement online</p> <p><b>Chapter 10 Where to Start When You Don’t Know Where to Start: Eight Steps to Making Progress on</b> <b>DE&I</b></p> <p>Everything you feel comfortable doing is something you had to learn—you can learn how to do this, too</p> <p>The STARTING Method: Sincerity, Transparency, Acknowledgment, Respect, Tools, Investment, Nurturing Talent, Goals</p> <p><b>PART III Making Diversity, Equity, and Inclusion Real</b></p> <p><b>Chapter 11 How to Build Business Relationships with People Different Than You</b></p> <p>A brewery serves “diversity on tap”—and makes its mark in a non-diverse community</p> <p>What if I don’t know any people of color? </p> <p>Truth breeds trust—be upfront and honest about your diversity issues and goals</p> <p>Show up and help first before you ask for help</p> <p>Personal contact, interaction, and conversations bring about more behavior and attitude change than training</p> <p><b>Chapter 12 What to Do If You See or Hear Casual Racism or Sexism at Work</b></p> <p>Doing nothing creates one of two kinds of guilt</p> <p>Personal guilt</p> <p>Collective guilt—this one is worse</p> <p>The bystander effect</p> <p>Five effective tactics tuse, whether you’re the target or a bystander</p> <p><b>Chapter 13 Recruiting and Interviewing Diverse Candidates</b></p> <p>Eliminate inherent bias</p> <p>Stop “picturing” your ideal candidate</p> <p>Rewrite your job descriptions to remove bias</p> <p>Do’s and don’ts for writing more inclusive job descriptions</p> <p>How to find diverse talent—six effective no-cost/low-cost tactics</p> <p>How to interview diverse candidates—six best practices</p> <p><b>Chapter 14 Mentoring, Networking, and Checking In: Three Big Ways You Can Help Your Diverse Employees Succeed </b></p> <p>It’s not coddling—it’s your job</p> <p>Their success is your success</p> <p>Your support is not favoritism: four reasons why it’s fair</p> <p>Your advocacy can be a game-changer</p> <p><b>PART IV Lead Your Colleagues, Customers, Partners, and Employees</b></p> <p><b>Chapter 15 The Leader’s Role: Guiding and Setting the Example</b></p> <p>If you are a White male in a leadership role, you can have a greater impact than anyone</p> <p>Your views on diversity are seen as “neutral” and credible (not so for women and minorities)</p> <p>Here’s your chance to make a real difference</p> <p>Lead by example—walk the talk</p> <p>It starts with naming the elephant in the room—if you can’t do it, who can?</p> <p>Foster safe discussion of touchy issues by modeling how to address them head-on</p> <p>What to say when horrific and racist things happen in the world—eight do’s and don’ts</p> <p><b>Chapter 16 Reducing Tokenism and Bias: Give Your Diverse Employees and Suppliers a Genuine Seat</b> <b>at the Table</b></p> <p>Five do’s and don’ts for avoiding tokenism in hiring</p> <p>Two key steps to avoid tokenism in professional development and promotions</p> <p><b>Chapter 17 Dealing with Naysayers and Derailers</b></p> <p>Three ways to deal with naysayers</p> <p>The different types of derailers and their motivations</p> <p>You can change the people—or “change the people”</p> <p><b>Chapter 18 You’re Not Finished. Keep Trying. Keep Evolving.</b></p> <p>Worst thing you can do: “launch and abandon”</p> <p>Do’s & don’ts for maintaining traction</p> <p>Assess progress/address problems</p> <p>Don’t be afraid to refine it along the way</p> <p>Expect to educate/and repeat/and repeat</p> <p>Keep your ear to the ground/listen to the hallway chatter</p> <p>Celebrate success</p> <p>Set new goals and strategies to strengthen ongoing efforts</p> <p>Appendix    Helpful Terms and Resources</p> <p>Helpful Terms</p> <p>BIPOC</p> <p>DE&I</p> <p>Definitions of Diversity, Equity, and Inclusion</p> <p>LGBTQ+</p> <p>POC</p> <p>Structural Racism</p> <p>Systemic Racism</p> <p>White Privilege</p> <p>Helpful Resources</p> <p>Best Job Boards for Diversity and Inclusion</p> <p>HBR’s 10 Must Reads on Diversity</p> <p>LinkedIn’s Diversity Recruiting Guide</p> <p>Energetic Awakenings</p>
<b>KELLY MCDONALD</b> is a professional speaker and expert on diversity in business. She's authored three bestselling books on marketing, the customer experience and leadership, all from the standpoint of working with people "not like you".
Increasing diversity and inclusion in the modern workplace requires more than avoiding the most overt racism and sexism. It entails acknowledging the very real blind spots that are preventing your organization from reaping proven benefits of diversity: increased sales and profit, employee engagement and productivity, a competitive edge, and more.<br /><br />In<i> It's Time to Talk about Race at Work</i>, diversity and business trends expert and bestselling author Kelly McDonald delivers an essential roadmap for businesspeople who want to create a fair and equitable workplace but struggle with where to start. This book is ideal for people who have good intentions and realize that good intentions aren't enough. It avoids racial theory and activism and approaches diversity from a practical perspective. Kelly McDonald tells you exactly what you need to do and how to do it in order to make actual progress in your organization.<br /><br />You'll learn the STARTING Method, an eight-step framework that delivers diversity and inclusion results, and why even people who consider themselves non-racist may have diversity blind spots that need to be addressed. You'll learn what to say, what NOT to say (and why), how to avoid tokenism, and how to reach out to diverse communities and recruit effectively―and sincerely. Finally, you'll find out why failing to meet your diversity and inclusion benchmarks can be extremely costly and can lead to your company missing out on easy opportunities.<br /><br />Perfect for leaders, managers, and executives in companies of all types and sizes, <i>It's Time to Talk about Race at Work</i> will also benefit any employee who wants to lead by example in their own organization and help achieve a more diverse and inclusive workplace.
<b>Praise for It's Time to Talk about Race at Work</b><br /><br />"At Great Clips, Inc., we are very committed to diversity, equity, and inclusion. Kelly provides doable, actionable steps that move our business forward. She's forthright and connects to people in a way that builds bridges and creates great dialogue among team members. This book is a must-read."<br /><b>―ROB GOGGINS, President, Great Clips, Inc.</b><br /><br />"I brought Kelly in to address our leadership team at NASA. Her realistic tactics are straightforward and a breath of fresh air. She never makes you feel inadequate for what you don't know, and she alleviates the trepidation people have when it comes to talking about race."<br /><b>―ANDREW TEZNA, Financial Policy and Compliance Director, NASA</b><br /><br />"Zebra Technologies is a global company and our workforce―and customers―are all over the world. We know firsthand how important a diverse team is to our success. Kelly speaks and writes with a 'realness' that's hard to find. Her recommendations and methods are practical and effective. She tackles the complex emotions and questions around diversity that people are often reluctant to voice. This book is a 'how-to' that will work for anyone, in any organization of any size."<br /><b>―JENNY KRUMMENACHER, Director of Channels, Central Region, Co-Lead of Zebra's Inclusion Network, Zebra Technologies</b><br /><br />"At CertaPro Painters, diversity, equity and inclusion are embedded in our values. We are committed to making our organization the best place to work for all stakeholders. It starts with respecting the individual, which means we value all people, their ideas, and beliefs. In franchising, that means having an inclusive mindset. We have more than 400 franchises in North America and their teams are incredibly diverse―it's part of what makes them so effective. We've worked with Kelly for years and her gift is how she takes a complex and touchy subject and makes it accessible, relatable, and empowering. She shows us what we can do―and how to do it. Our franchise owners and staff get realistic, proven tactics from Kelly, and she's not afraid to talk about the areas of race and diversity that others tiptoe around."<br /><b>―MICHAEL STONE, President and CEO, CertaPro Painters</b>

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