Index
Abortion, 59–60
Acceptance (of difference), 30, 120
Acknowledging, 119
Adaptation stage of responding to difference, 30
Adichie, Chimamanda, 33
Affinity groups, 70–73
who should facilitate, 73–74
Affirming Inclusion: Meaningful Dialogue across Difference (learning session), 14
Affirming Inclusion and Building Bridges during Challenging Times (dialogue session), 61
African Americans. See Blacks
Agreement vs. acceptance of difference, 30
American Indians. See Native Americans
Apologizing, 121
Asia, diversity and inclusion in, 6
Asian Americans, comments/questions/attitudes to avoid when interacting with, 125–127
AT&T, 13–14
“Bathroom bill” (North Carolina HB2), 4–5
Biases, 32–36
angry, 123
differences in perceptions of how they are treated, 109, 109f, 110
triggers for, 122–123
Bold, inclusive conversations. See also First conversation; Second conversation
assessing readiness for, 108t
case of Rodney and Jake, 92–104
expected outcome, 74–76
how to engage in, 76–78
integrating them into existing processes, 103–104
planning tool for, 80–81
preparation for, 67
readiness for, 62–65
reasons for pursuing, 67–69
triggers and micro-inequities as barriers to, 121–135
when to have, 82–84
where to have, 78–79
who will be involved in the conversation and why, 69–74
“Brave zone,” creating a, 92
Broom, Michael, 37
Cavanaugh, Chris, 114
Chief executive officer (CEO), 13–14
Civil Rights Act of 1964, 24
Clinton, Hillary Rodham, 128
“Color Blind or Color Brave?” (TED Talk), 41
getting beyond, 24
Common ground, finding, 25–30
Communication styles, culturally learned, 50–53, 51f
Confidentiality parameters, agreeing on, 92–93
Conflict Styles in Black and White (Kochman), 57
Connecting, 121
Contextualizing, 120
Conversations. See also Bold, inclusive conversations
engaging in, sends signal that company cares, 16–17
knowing when to put the conversation on pause, 114–118
Counter-narratives, 33
Courage, choosing, 30–32
Crenshaw, Kimberlé, 22
Cross-cultural Learning Partners program, 46
Cross-cultural trust, building, 53–58
facilitating whole-person growth, 56–58
intentionally building relationships, 55
sharing information broadly, 55
showing vulnerability, 55–56
Cultural differences, recognizing, 93–94
Cultural humility, 7
exploring your, 20–24
Cultural preferences for solving problems and handling conflict, 50–51, 51f
Cultural self-understanding, 19–21
questions to increase, 22–23
Culturally learned
communication styles, 50–53, 51f
recognizing, 50–53
Culture, 6. See also specific topics
knowing your, 33
nature of, 21
Dakota Access Pipeline (DAPL) protests, 5
Definitions, clarifying, 111
Denial of difference, 28–29
Describing before interpreting, 33–36, 120
Dewey, John, 103
Dialogue sessions, 9, 61, 71, 75, 117. See also specific topics
Díaz, Junot, 46
Difference(s). See also specific topics
developmental stages of capability to address, 28–30
mindset about, 23
Direct vs. indirect communication styles, 50, 51f, 52
triggering words and phrases for people with, 131–133
Disagreement, ways of expressing, 51f
Discouragement (response to stereotype threat), 27–28
Dismissing a person’s concerns, 135
Diversity, 133
DNA (Describe, Navigate, Adapt) tool, 34–35, 35f, 100
Dominant groups, 21, 57. See also specific topics
DREAM Act, 5
Education around difference, 47
Emotional expressiveness, 129
Emotional intelligence, 50
reciprocal, 117
Employees, impact on in their own words, 9–13
Environmental justice, 5
Equal treatment vs. treating people the same, 24, 25
Erikson, Erik H., 20
Ethnocentric worldview, 29
Ethnorelative stages of capability to address differences, 28–30
Experience with difference, 44–45
Exposure to difference, 44
Facebook, 8–9
Fact vs. truth, 58–59
Faith-based employee resource groups, 134
Fears, facing, 30–32
First conversation
expecting non-closure at the, 95–96
guidance for the, 89–92
reflecting and learning following the, 96–97
Ford’s Interfaith Network (FIN), 134
Franklin, Benjamin, 67
Gender, triggering comments and micro-inequities toward, 127–128
Gladwell, Malcolm, xii
Glass ceiling, 127
“Going along to get along,” 26
Habits to live by, inclusive, 119–121
Hewlett, Sylvia Ann, 53
Historically marginalized groups, 12
Hobson, Mellody, 41
Human Resources (HR), 89–91
“I” language, 93
Inclusion. See also Bold, inclusive conversations; specific topics
commitment to live inclusively, 136–137
defined, 56
drives engagement, 7
Inclusive habits to live by, 119–121
Inventory, 50
Intercultural conflict styles, 50–51, 51f
Intercultural Development
helps us understand how we experience difference, 28
Intercultural Development
Interpretations, distinguishing different, 111
Interpreting, describing before, 33–36, 120
Intersectionality, 22–24
Kleiner, Art, 101f
Kochman, Thomas, 57
Kohlrieser, George, 1
Lao Tzu, 19
Latinos, triggering comments and questions for, 128–130
Legal Department, 89–91
Legitimizing, 119
Lesbian, gay, bisexual, transgender, and queer (LGBTQ) community, 4
comments that can be insensitive to, 130–131
Let the Healing Begin: Restoring Our Quest for Inclusion (webinar), 10
Listening, 120
“Melting pot,” 122
Micro-inequities
as barriers to bold, inclusive conversations, 121–135
defined, 121
Minimization of difference, 29–30
Model Minority Mutiny, 126
Moving Forward: Reaffirming Our Commitment to Inclusion (learning lab), 14–15
terms and idioms that may be offensive to, 5, 124–125
North Carolina HB2 (“bathroom bill”), 4–5
One-one conversations, preparing for, 82–83
O’Reilly, Bill, 48
Organizational readiness, assessing, 60–62
“Oriental,” 126
Overcompensation (response to stereotype threat), 27
Pausing before providing one’s opinion, 120
Perspectives, uncovering your different, 111–113
Polarization, xi, 25, 28–29, 38, 101, 111, 114–116. See also “Us-and-them” environment; specific topics
acknowledging the elephant in the room, 107.110
as developmental stage in Intercultural Development Continuum, 28–29, 29f
a polarized society leads to a polarized workplace, 2–6
social media and, 7–9
thwarts inclusion, 7
Polarizing topics, 19, 107, 119. See also specific topics
Position, separating the person from the, 59–60
Power
acknowledging your, 36–38
questions to ask yourself about, 37–38
Power: The Infinite Game (Broom), 37
Prayer, 135
acknowledging your, 36–38
questions to ask yourself about, 37–38
Proactive approach, 14–15
Proselytizing, 134
Punishing people, stopping, 47–49
Questioning, 120
Race Reporting Guide, 47
Race & Workplace Trauma during the Age of #BlackLivesMatter (webinar), 10
Readiness self-assessment, 63–65
Reciprocal empathy, 117
Reciprocal learning, encouraging, 46
“Redskin,” 5
Reflecting (and learning), 103, 120
following the first conversation, 96–97
Relationships, intentionally building, 55
denigrating other people’s, 135
off-limit discussions regarding, 134–135
Religious beliefs, educating about, 134
Resiliency (response to stereotype threat), 28
Respect, 120–121
Reverse mentoring, 46
Roberts, Charlotte, 101f
Romney, George, 43–44
Ross, Richard B., 101f
“Sameness” mindset, 25. See also
Equal treatment vs. treating people the same
Second conversation, 97–98
objectives, 97
Self-assessment for engagement, 100
Senge, Peter M., 101f
Sensitivity and oversensitivity, 135
Shared meaning
searching for, 97–104
translates to “you don’t care,” 13–16
Smith, Bryan J., 101f
Social media, 7–9
Social networks, range and diversity of, 42–43
Sodexo, 14–16
“Speak-up” culture, 53
Spiritual practice, 135
Spontaneous, unplanned conversations
avoiding, 83–84
Steele, Claude, 26–27
Stephenson, Randall, 13–14
Stereotype threats, 26–28
responses to, 27–28
Sterling, Alton, 109
Story(ies)
challenging single, 41–44
changing and expanding the, 33
telling your story, 114–116
Town hall meetings, 69–70
Tribalism, 2
Triggers as barriers to bold, inclusive conversations, 121–135
Trust, 115–116
Truth vs. fact, 58–59
Unconscious bias, 32
“Us-and-them” environment, xii–xiii, 7, 46, 122. See also Polarization
Verbal direction vs. verbal indirection, disagreement by, 51f. See also Direct vs. indirect communication styles
Vernon, Kate, 6
Virtual gatherings
combining in-person and virtual sessions, 78
pros and cons of, 76–77
Virtual learning labs, 10, 13–15
provide tools, 15–16
Vulnerability, showing, 55–56
Webinars. See Virtual learning labs
Wheelchairs, people in, 130
White privilege, 133–134
Whites, sentiments that historically marginalized groups should avoid saying to, 133–134
Who’s in My World exercise, 44
Why, Who, What, How, Where, and When model, 67–84
Williams, Juan, 48
Williamson, Marianne, 30
Winters Group, 3, 7, 9, 10, 13–16, 46
DNA (Describe, Navigate, Adapt) tool, 34–35, 35f, 100
Workplace Trauma in the age of #BlackLivesMatter (dialogue session), 61
Zak, Paul, 55–56
Zero-tolerance rules, 49