Index

accents, 164, 166, 167, 168–169, 176

access-and-legitimacy paradigm, 3, 11–14, 16

Access Capital International, 12–14

accountability theory, 39

action learning, 83, 94

adaptation, to cultural differences, 166, 171, 172, 173–174

ADHD, 150, 151

affirmative action, 6, 16, 58, 64, 88

African-American Forum, 95

African Americans

assets brought by, 3

burden of care for female, 91

career advancement and, 50

college recruitment and, 37

diversity management and, 2

in financial industry, 29

in management positions, 43

mentoring programs and, 37, 58–62, 72

See also minority professionals; people of color

age-friendly strategies, 139, 145

ageism, 140–143

aging population, 137–147

Airbnb, 146

antidiscrimination laws, 96

Ascend Foundation, 47, 48, 49

Asian Americans, 3, 4, 32, 33, 36, 38, 39, 40, 47–49

assignments, 75, 105, 120, 122

assimilation, 3, 4, 5, 7, 11, 16

Austin, Robert D., 149–162

authority, 170

autism spectrum disorder, 149–155 See also neurodiversity

Bank of America, 29, 43

behavioral styles, 134–135

Behfar, Kristin, 163–179

Bernanke, Ben, 137

Best Buy, 115

bias

determining problem of, 116–119

diversity managers and, 43

diversity training and, 31–32

elimination of, 30–32, 36, 37

experience of, 51–52

gender, 50, 113–136

hidden, 81, 87–89, 93

identifying key metrics on, 119–120

impact of, 54

interrupters, 114–116, 120–123

in performance reviews, 30, 33–34, 53, 54, 121, 122

racial, 45–51

research on, 47, 50–51

BMW, 145

Booz Allen Hamilton, 93

Bourdieu, Pierre, 84

Brett, Jeanne, 163–179

brogrammer culture, 120

Brooks Brothers, 144

Brown, Cathy, 181–187

bureaucratic organizations, 7, 19

career trajectories

fast-track, 60, 62, 63, 64, 66, 70, 76

of minorities, 57–69, 75–77

for neurodiverse employees, 158

of white professionals, 50, 58, 60–63, 67–69

of women, 125–136

care responsibilities, 82–83, 86, 91–92, 98–99, 106

Carter, Nancy M., 125–136

Center for Talent Innovation, 81, 95

Center for WorkLife Law, 120, 121

Center for the Future of Aging, 140

class action lawsuits, 29

Coca-Cola, 37

cognitive dissonance, 35–36

cognitive diversity, 55. See also neurodiversity

college recruitment programs, 35–36, 37, 40–41

color-blind, gender-blind ideal, 7, 11

coming out in workplace, 181–187

communication styles, 164–165, 166, 168

community service, 79–96

company mission, 18–19, 26, 93

compensation, 20, 83, 92, 120, 122–123, 126, 138

competence, 64–66, 116, 132, 165, 168

competitive advantage

aging population and, 137–147

diversity and, 12

neurodiversity as, 149–162

compulsory training, 31–32

confidence, 64–65, 69, 97, 99, 101–103, 105–108

confidence intervals, 53

confirmation bias, 107

contact, 31, 37–38

continual learning, 111

cross-functional teams, 54–55

cross-race mentoring relationships, 61, 70–73

cross-training, 38, 40

cultural backgrounds, 5, 15, 23, 94, 165

cultural capital, 80, 83–85, 86, 89–90, 94–96

cultural competencies, 13, 23–24

cultural differences

acknowledgment of, 16–17

in attitude toward hierarchy, 166, 170

in communication styles, 164–165, 166, 168

in decision-making norms, 166, 170–171

interventions for, 165, 166–167, 171–177

language issues, 166, 168–169

management of, 13

in multicultural teams, 163–166, 168–171

role of, 12

CVS “Snowbird” program, 144

data-driven decision making, 46, 52–55

decision-making norms, 166, 170–171

Deloitte, 42–43, 150

Delta Manufacturing, 25

Delta Sigma Theta, 82, 90

demographic transformation, 137–147

dependency ratio, 140–141

Deutsche Bank, 127, 133–134

Dewey & Levin, 15–16, 17, 21

differentiation, 3, 4, 16

direct communication, 164–165, 166, 168

discrimination

identity-group, 25

lawsuits, 29

racial, 8–11, 29, 45–46

sex, 29

See also bias

discrimination-and-fairness paradigm, 3, 6–11, 16

diversity

approaches to, 3–27

assumptions about, 2

benefits of, 1–2

class-based, 20

command-and-control approach to, 30–31

embracing, 83

financial incentives for, 92

holistic view of, 2–3

leadership and, 17–18, 21–27

LGBTIQ+ workers, 181–187

management of, 2

neurodiversity, 149–162

paradigm shift toward, 17–27

as priority, 57

in tech industry, 113–124

work styles and, 21–23

diversity industrial complex, 114, 124

diversity managers, 41, 42–43

diversity programs

reasons for failure of, 29–43

results from, 1

successful, 40–41

diversity task forces, 39, 41, 42, 43

diversity training, 30–32, 40–41

Dobbin, Frank, 29–43

dominance, 5, 24–26

double bind, 134–135

dyslexia, 150, 151

dyspraxia, 150, 151

E*Trade, 142

Eisenhower, Dwight, 37

Ellison, Ralph Waldo, 95

Ely, Robin J., 1–27, 97–112

employees

background cultural experience of, 23–24

coming out in workplace, 181–187

empowerment of, 18, 20

expectations for, 18

exploitation of, 14

incorporating diverse perspectives of, 15–17

neurodiverse, 149–162

older, 137–147

young, 145, 146

engagement, 35–37, 38, 40, 145, 150, 160

English language, 5, 16, 167, 168–169, 176

equal employment opportunities, 57, 58

Equal Employment Opportunity Commission, 6, 34

equality, 10, 29, 100

equal treatment, 7–8, 10

ergonomics, 145

exit strategy, for cultural differences, 165, 167, 171, 172, 173, 177

exploitation, 14

extended families, 80–81, 82–83, 86, 91–92

Facebook, 43, 54, 55, 113

failures, reactions to, 104, 105–106

fairness, 6–11, 34, 116

faith-based work, 87–88

family responsibilities, 82–83, 86, 91–92, 98–99, 106

fast-track opportunities, 62, 63, 64, 66, 70, 76

feedback, 106–111, 127, 132, 163

female executives

challenges faced by, 81–82

opportunities for minority, 88, 96

outside lives of, 79–96

See also women

Fenwick & West, 115

financial incentives, for diversity, 92

financial industry, 29–30

First Interstate Bank, 19–20

flexible schedules, 81, 82, 91, 118, 144, 146

fundamental attribution error, 107

fusion, 174

gender bias

promotions and, 50, 125–136

in tech industry, 113–124

gender stereotypes, 97–112

General Electric, 81, 95

Getting into the Skin program, 93

glass ceiling, 47, 48–49, 118

global executives, 82, 86–87

Global Human Capital Trends study, 142

Goldman Sachs, 49, 83, 94

Google, 43, 113, 123, 119, 121

grievance procedures, 30, 34–35, 40, 48

Hewlett Packard Enterprise (HPE), 150, 151, 152, 153, 156–160

hidden bias, 81, 87–89, 93

Hidden Brain Drain, 81

hierarchy, 5, 164, 166, 170, 174, 178

hiring decisions

bias in, 45–46, 47, 50–51

gender neutral, 121–122

neurodiverse candidates and, 156–157

hiring tests, 30, 32–33, 40

Hispanics

assets brought by, 3

career advancement and, 32, 47, 50

college recruitment and, 37

diversity management and, 2

in financial industry, 29

mentoring programs and, 37

See also minority professionals; people of color

Home Depot, 144

Ibarra, Herminia, 125–136

IBM, 127, 135, 142, 150

identity groups, 2, 11, 15, 17, 21, 23–24, 25

inclusion, 92–93

indirect communication, 135, 164–165, 166, 168

in-group favoritism, 120

innovation, 146, 154, 162

insider information, 3

integration paradigm, 3, 5, 15–17

investment banks, 11–14, 29, 33

Irving, Paul, 137–147

Iversen Dunham, 8–11, 21–23

job advertisements, 121–122

job interviews, 33, 46, 151, 154, 155, 156–157

junior staff, relationships with, 74

Kalev, Alexandra, 29–43

Kern, Mary C., 163–179

language fluency, 165, 166, 168–169, 176

lawsuits, 29, 30

leadership

attitude toward diversity of, 17–18, 21–27

changes in, 2

LGBTIQ+ issues and, 185–186

minority executives and, 79–96

off-the-job development of, 80–96

style, 21–23, 25–26, 134–135

valuing of, 79

learning-and-effectiveness paradigm, 4–5, 15–17, 21–27

learning opportunities, 18

legal profession, 49

legitimacy, 11–14, 88

Lehman Brothers, 83, 92, 102

LGBTIQ+ (lesbian, gay, bisexual, transgender, intersex, and queer) people, 143, 181–187

Life Alert ad, 142

longevity strategy, 139–147

managerial interventions, for cultural differences, 164, 167, 171, 172, 173, 176–177

managers

diversity, 41, 42–43

diversity programs and, 35–43

diversity training for, 32

hiring tests and, 32–33

mentoring by, 36–37

mandatory training, 32, 38, 40, 43

marginalization, impact of, 51–52

market segmentation, 12

Mastiff, 21–23, 25–26

maternity leave, 100, 120

men

confidence and, 101

gender stereotypes and, 97–112

mentoring and, 128–131

negotiation skills of, 101

risk taking and, 101–104

mentoring

challenges, 61, 69–75

classical, 132

coordination of, 133–134

cross-race issues, 61, 70–73

developmental, 69–70

effectiveness of, 36–37, 41

environment for success and, 75–77

instructional, 69

men and, 128–131

minorities, 57–77

network management and, 73–75

relationships with, 71

sponsorship, 74, 127–136

women and, 125–136

mentors

characteristics of, 132

identification and, 71

networks of, 94–95

relationships with, 62–63, 65–66, 68

role modeling by, 71, 73

role of, 57–58, 69–70

mere exposure effect, 107

meritocracy, 113

Merrill Lynch, 29, 43

meta-analysis, 101, 102–103

Microsoft, 150, 151, 159, 160

minorities

environment for success for, 75–77

mentoring, 57–77

recruitment of, 57

See also people of color

minority professionals

burden of care for female, 91

career trajectories of, 57–69, 75–77

challenges faced by, 81–82

community experiences of, 83–85

community work of, 83–96

cultural capital of, 83–85, 86, 89–90, 94–96

family responsibilities of, 82–83

leadership development and, 79–96

mentoring for, 94–95

opportunities for, 96

outside lives of, 79–96

recruitment of, 92–93

retention of, 83, 95

mission, 18–19

mistakes, reactions to, 105–106

Morgan Stanley, 29

motherhood, 118–119, 120

multiculturalism, 11

multicultural teams, 163–179

assessing circumstances for, 171–172

attitudes toward hierarchy and authority in, 166, 170

challenges faced by, 164–165, 168–171, 177–179

cultural differences in, 163–166, 168–171

decision-making norms and, 166, 170–171

interventions for, 165, 166–167, 171–177

language issues on, 168–169

subgroups on, 175–176

multigenerational workforce, 137–147

National Institutes of Health, 144

Native Americans, 3, 48

negative incentives, 31

negative stereotypes, 54, 65, 70, 141–142, 175

negotiation

salary, 114, 116–117

skills, 101, 104, 106

networks

management of, 61, 68, 73–75, 94

women and, 104–106, 130

neurodiversity, 149–162

niche markets, 2, 3, 12, 14

Nissan, 145

office housework, 117, 120

off-the-job leadership development, 80–96

older workers, 137–147

O’Leary, Jane, 181–187

openness, 18, 23–24

organizational culture, 18, 22–23, 123

organizational effectiveness, diversity and, 1–2

organizational structure, 19

organizational trust, 5, 26–27

paradigm shift

company examples of, 19–27

preconditions for making, 17–19

peer relationships, 74

peer resentment, of mentoring relationships, 71–72

people analytics, 46, 52–55

people of color

assets brought by, 3

career advancement and, 47–50, 57–69

college recruitment programs and, 35–36, 37, 41

diversity management and, 2

expectations for, 18

experiences of bias of, 51–52

opportunities for, 12

performance ratings and, 34

self-perception of, 50–51

See also minorities; minority professionals

people with disabilities, jobs for, 156

performance evaluations

bias in, 30, 33–34, 53, 54, 121, 122

for neurodiverse employees, 158

objective, 54

for women, 107–108

personal growth, 18, 60, 63–64, 80

personality traits, 107

personal lives, of minority professionals, 79–96

Pfizer, 146

phased retirements, 144

Pisano, Gary P., 149–162

Pitney Bowes, 82, 90

PNC Financial Group, 146

Postmates, 142

prejudice, 6, 32, 72, 172

professional growth, 63–67

promotions

gender bias and, 122–123, 125–136

race and, 47–49

protective hesitation, 72

qualitative analysis, 53–55

quantitative analysis, 53–55

racial bias, 37–38, 45–46, 47–51

racial discrimination, 8–11, 29, 45–46

recruitment, 6, 35–37, 57, 92–93

Red Ventures, 50–51, 53

religious organizations, 79, 80, 81, 86, 87–88

retention, 6, 83, 95, 99, 140, 156

retirement age, 137–147

risk taking, 101–104, 106, 111

role modeling, 71, 73

safe harbors, 92

salary negotiations, 114, 116–117

sample size (n), 46, 53

SAP, 150–154, 156–160, 161, 162

self-assessments, 50–51, 53–54, 74, 125

self-managed teams, 30, 38, 40

self-perception, 50–51

sex differences, 97–112

sex discrimination, 29

sexism, 118–119

sexual harassment, 118

sexual identity, 181–187

Silicon Valley, 30, 47, 48–49, 155

Silva, Christine, 125–136

silver tsunami, 140–141

skills shortages, 153

Smith Barney, 29

social accountability, 30, 39, 42–43

social anxiety disorders, 150

social partners, 156

socioeconomic class, 20

soft skills, 157

Specialisterne, 155, 156–157

Specialist People Foundation, 155

sponsors, 57–77, 127–136

sponsorship, 74, 127–136

Steelcase, 144

stereotypes

gender, 97–112

negative, 54, 65, 70

older workers and, 140–143

Stouffer, Samuel, 37–38

structural interventions, for cultural differences, 165, 167, 171, 172, 175–176

style compliance issues, 87–88

subgroups, 167, 172, 175–176

subordination, 24–26

support systems, for neurodiverse employees, 157–158

talent management, 155–160

teams

cross-functional, 54–55

multicultural, 163–179

self-managed, 30, 38, 40

tech industry

bias in, 47–50

culture of, 113, 120

diversity issues in, 30, 113–124

neurodiversity in, 155–160

women in, 113–124

telecommuting, 81, 82, 91, 144

Thomas, David A., 1–27, 57–77

Thomas, R. Roosevelt, Jr., 31–32

Time Warner, 81–82, 91–93, 96

Tinsley, Catherine H., 97–112

T-Mobile, 142

Torinno Food Company, 23–24

training, 156–157

Trau, Raymond, 181–187

trust, 5, 26–27, 51, 61, 65, 73, 80

Twitter, 115

two-tournament system, 59–69, 76

underrepresented groups, 45–46, 47, 50, 53

Unilever, 81, 93, 127, 133

United States Army, 7, 37–38

U.S. labor force, 143

voluntary training, 32, 40

volunteer work, 79–96

white professionals, career trajectories of, 50, 58, 60–63, 67–69

Williams, Joan C., 113–124

Williams, Maxine, 45–55

women

assets brought by, 3

backlash against assertive, 118

challenges faced by, 81–82

college recruitment programs and, 35–36, 37, 40

confidence and, 101, 105–108

conflicts among, 119

differential conditions faced by, 104–108

diversity management and, 2

double bind for, 134–135

expectations for, 18

in financial industry, 29

gender stereotypes and, 97–112

lack of feedback for, 106–108

in management positions, 43

mentoring and, 125–136

motherhood bias and, 118–119, 120

negotiation skills of, 101

office housework and, 117, 120

opportunities for, 12, 96

outside lives of, 79–96

performance ratings and, 34

risk taking and, 101–104, 106

in tech industry, 113–124

women of color

leadership development and, 79–96

opportunities for, 96

workers

coming out in workplace, 181–187

neurodiverse, 149–162

See also employees

workforce, aging of, 137–147

work/life balance, 98–99, 133

workplace

accommodations, 150, 155

creating inclusive, 186–187

reimagining, 145

workplace diversity. See diversity

workplace relationships, 24

work styles, 21–23

workweek, 144

Xerox, 145

young workers, 139, 141, 142, 143, 145, 146