Index
Ability in Tech Summit, 104
Abolition movement, 52
Aboriginal Australians, 49
Accessibility, 111, 167–168, 172, 212
Accomplice stage, 195, 196, 198
Accomplishments, diminishing, 96
Accountability, 172, 175–176, 206–207
Achievements, recognizing, 137
Acknowledgment, 48, 135, 137, 177
Action, taking, 3, 5, 174–175, 197, 213–215
Action plan for change, 182–183, 192, 193
Action steps, meeting, 173
Active inclusion, 136–137
Activist stage, 64, 195, 196, 198
ADA (Americans with Disabilities Act), 13–15, 56
for allyship, 207–208
championing others, 125–130
defined, 119
and effects of exclusion, 120–125
to heal trauma, 64
impact of, 200
for improving DEI, 209
network effect in, 128–129
normalizing, 140
Advocacy programs, 129
Advocate stage, 195–198
Affinity groups, 129
African American English Vernacular, 122, 238n8
Age stereotypes, 121
Agendas, meeting, 172
Allen, Danny, 138
Alliance, defined, 3
Ally(-ies):
in abolition movement, 52
activities of, 3–6, 30–31, 125–126
feelings of, 39–40, 165, 199–200
identifying, 2
importance of workplace, 18–19
increasing number of, 130, 196–199
motivations of, 19–21
with underrepresented identities, 201–203
Ally stage, 195–197
Allyship:
accountability for, 175–176
canceling and shaming in, 204–207
defined, 2–3
focusing on solutions in, 215–216
forms of, 6–18
to heal trauma, 64
journey of, ix–xii, xxvi, 195–216
in leadership, 159–180
learning about, 215
making mistakes in, 203–204
mutual, 201–203
in non-leadership positions, 209–210
normalizing, 130
performative, 213–214
in remote workplaces, 211–213
at resistant companies, 209
sharing importance of, 207–208
small acts of, 15–17
stages of, 195–199
for teams, 174–175
Amazon, 37
Ambiguity effect, 77
Americans with Disabilities Act (ADA), 13–15, 56
Amygdala hijack, xx–xxi
Anchoring bias, 76
Angelou, Maya, 71
Arbery, Ahmaud, 43
Aronson, Joshua, 121
Articulate, calling someone, 94, 101, 156
Asian Americans and Pacific Islanders (AAPI), xiii, 219n9
Asian people, xiii, 31, 59, 67, 219n9
Atlanta Braves, 115
Attribution bias, 75
Auger-Domínguez, Daisy, 121
Authenticity, 204
Authority bias, 77
Automation bias, 77
Ava DuVernay test, 66
Back-handed compliments, 101
Bandwagon effect, 234n3
Baran, Michael, 145
BASL (Black American Sign Language), 238n8
Bechdel, Alison, 66
Bechdel test, 66
Behavior change, 21, 81–83, 146, 205
Beldoch, Michael, 161
Belonging, 225n28
physical spaces that foster, 187
team norms that foster, 171–174
Berlin, Hertha, 10
B&G Foods, 116
Bhasin, Ritu, 165
Bias oversight, 77
about systemic inequity, 58
correcting our own, 72–84
and empathy, 84–89
in hiring, 27–28
and impostor syndrome, 123–124
internalization of, 67–68
in recording of history, 44–46
self-regulation and, 79–81
team norms to reduce, 175–177
technology to correct for, 82–83
unconscious bias training, 81–82
workplace, 73–77
Bisexual identity, 219n6
Black American Sign Language (BASL), 238n8
Black English Vernacular, 238n8
Black Lives Matter movement, 140, 213–214
Black people:
allyship outcomes for, 31
code switching by, 122
covering of identity by, 122
cultural marginalization of, 66, 67
historical oppression of, 50–53
intergenerational trauma for, 61
systemic inequity for, 57–60
underrepresentation for, 37–38
use of term, 217–218n3
workplace inequality for, 25–26
Boards of directors, 183–184
Body language, 103–104, 107, 110, 212
Boseman, Chadwick, 7
Boyer, Nate, 9–10
Brave Heart, Maria Yellow Horse, 61
Brian, William, 43
Brown, Clarissa, 23
Brown, Jennifer, 169
Brown v. Board of Education, 53
Bryant-Davis, Thelma, 124
Bullying, xxiv
Burnout, 125
Bush, George H. W., 14
Business case for DEI initiatives, 28, 36
Cachola, Janna, 119
Caesar (formerly enslaved man), 51
Calise, Victor, 104
Call-out culture, 204
Cancel culture, 204–207
Cape Coast Castle, 50
Career growth, 127–129, 135–138, 173
Carlos, John, 7–9
Champion, being a, 125–130
Change agents, 175
Change Catalyst, xiii, xxiv, 29–30, 32, 34, 81, 85, 125–126, 189, 205, 217n1, 222n26, 225n30
Chasko, Andrea Vu, 206
Chastain, Jessica, 6–7
Chauvin, Derek, 43–44
Check-ins, 212–213
The Chicks (band), 116
Clance, Pauline, 123
Clarification, asking for, 149
Closed body language, 103–104
Coates, Ta-Nehisi, 57
Code switching, 122
Codes of conduct, 139
Cognitive empathy, 84
Cognizance, 163
Colgate-Palmolive, 116
Collaboration, 163, 179–180, 213
Collins, Petra, 65
Colonial trauma response, 231n58
Colonialism, 46–51
Columbus, Christopher, 47
Commitment, 35, 162–163, 171–174
Compassionate empathy, 85–89, 154
Compensation plans, 184 (See also Pay equity)
Conagra, 116
Confirmation bias, 74
Constructive criticism, 136
Consumer power, 63–64
Contributions, recognizing, 171
Cook, James, 49
Coqual, 225n28
Covering, of identity, 121–122
Covert culture change, xxiii–xxiv
COVID-19 pandemic, xiii, 26, 43–44, 60, 201, 211
Credit, taking, 98
Crenshaw, Kimberlé, 33
Criticism, constructive, 136
Cultural appropriation, 108, 114–116
Cultural fit, xix
Cultural holidays, 135
Cultural intelligence (CI), 162, 163
Cultural marginalization, 42, 65–68, 97
Cultural relativism, 163
Culture:
call-out, 204
cancel, 204–207
covert change in, xxii–xxiv
organizational, 28, 35–36, 78–79, 139, 213
team, 169–170
Curiosity, 163
Daly, Marion, 25
Damore, James, 82
Darden-Wilkerson, Brenda, 38
Dart, Justin, Jr., 14
Deadnaming, 97
Decision-making processes, 176–178
Defensiveness, 152–154
DeGruy, Joy, 61
DEI work (see Diversity, equity, and inclusion work)
Denier stage, 195, 196, 207–208
Denigration, cultural, 108
Differences, appreciating, 86
Difficult feelings, 39–40, 165, 199–200
Direct interventions, 141–153
after occurrence, 152–154
collective action in, 151–152
defined, 138–139
fear about, 141–142
methods, 143–147
scripts for, 148–151
Disabilities, people with:
allyship for, 13–15
avoidance of, 104–105
cultural marginalization of, 66
historical oppression of, 55–56
systemic inequity for, 58–59
workplace inequality for, 25, 31
Disability language, 100, 218n4
Disarming microaggressions, 146
and allyship, 31
career impact of, 123–125
healing from, 202
health impacts of, 93
internalization of, 123–124
legal protection from, 13–15, 24
workplace, 56
Distancing, 125
Diversity:
defined, 32–33
leadership, 12–13, 25–26, 37, 183–184
Diversity, equity, and inclusion (DEI) work, 23–40
accountability for, 175–176
by allies, 29–31
companies not focused on, 209
convincing others to embrace, 207–208
in covert culture change, xxiii–xxiv
cultures that value, 139
deprioritization of, 112
difficult feelings during, 39–40
in hiring, 27–28
and impact of historical oppression, 24–26
pilot programs for, 179
and privilege/power, 38–39
publicizing, in industry, 190
system and process design for, 188–189
team collaboration on, 179–180
terminology related to, 32–39
volunteering to support, 130
workplace initiatives on, 26–28
Dixie Beer, 116
Dominating conversations, 94, 143
Douyon, Nancy, 185
Dryer’s Grand Ice Cream, 116
Du Bois, W. E. B., 50
Duran, Eduardo, 61
Duyvis, Corinne, 66
Dweck, Carol, 162
Ebonics, 238n8
Edwards, Keith E., 78
EI (emotional intelligence), 161–162
Einstein, Albert, 123
Ekman, Paul, 84–85, 102–103, 109, 110
Emancipation Proclamation, 227n24
Emotional empathy, 85
Emotional intelligence (EI), 161–162
Emotional tax, 124–125
Empathetic listening, 110
Empathy:
and bias, 78
compassionate, 154
demonstrating, 84–89
elements of, 85–87
in leadership, 160–166
and public shaming, 205
as team norm, 174–175
Empathy gap, 77
Employee resource groups (ERGs), xxiii, 36, 129
Empowerment, 175
Enby people (see Nonbinary people)
Engagement, 35, 85, 124, 171–174
Entertainment, 65–68
Environmental microaggressions, 110–113, 140, 144
Equal Pay Act, 54
Equal Rights Amendment, 53–54
Equity:
(See also Diversity, equity, and inclusion [DEI] work)
in daily work, 167–168
defined, 36–37
ERGs (employee resource groups), xxiii, 36, 129
Eskimo, use of term, 236n20
Essence, 124
Events, inclusive, 187–190
Ewenin, Danielle, 62
Exclusion, xx–xxi, 105, 120–125
Exoticization, 99
Experienced regret, 77
Experiences, dismissing others’, 97
Expertise, acknowledging, 137
Explaining for others, 98
Exploitation, 108
Facial Action Coding System, 102
Facial expressions, 102–103, 107, 110, 212
Failing up, 125
Fatigue, from emotional tax, 125
Fear, 141–142
Feelings, difficult, 39–40, 165, 199–200
Ferrera, America, 202
FIFA, 11
Film industry, xix–xx, 65–66, 185–186
Financial support, 191
First Nations people, 48–49
Fixed mindset, 162
Floyd, George Perry, Jr., xiii, 11, 12, 43–44, 115, 213–214
Ford, Antonia, 206
Foreignness, 94
Formal feedback, 135–136
Frazier, Darnella, 43
Friday, Joe, 115
Friedlaender, Christina, 93
#Gamergate, 66
Garner, Eric, 43
Gender binary system, 80–81, 97
Gender equality, 53–54
Gender fluid, 217n2
Gender nonconforming (GNC), 217n2
Gender stereotypes, 121
Geronimus, Arline, 59
Glass ceiling, xvii–xxvi
GNC (gender nonconforming), 217n2
Goffman, Erving, 121
Goleman, Daniel, 84–85, 102, 162
Gooden, Adia, 123
Google, 82, 169–170, 185, 225n30
The Great Dying, 47
Grief, 39–40
Groupthink, 75
Growth mindset, 162
Habits, breaking, 102
Halo effect, 74
Harjo, Joy, 46
Harkin, Tom, 15
Harlins, Latasha, 140–141
Harm:
intentional, 144–145
unintentional, 71, 114, 144, 153
Harvard University, 9
Hawking, Stephen, 55
Health care disparities, 59–60
Hiring, 27–28, 32, 83, 96, 179, 183
Holidays, 135
Homophobia, 228n35
Human resources, reporting microaggressions to, 146
Hussaini, Muna, 67
Ideation processes, 176–178
Identity:
covering of, 121–122
language related to, 32–33, 102, 135
making jokes about, 98
negating others’, 95
Identity bias, 73
Identity-first language, 218n4
Imes, Suzanne, 123
Immigrants, 31
Impostor syndrome, 123–124
Inclusion:
(See also Diversity, equity, and inclusion [DEI] work)
active, 136–137
in daily work, 167–168
defined, 34–36
direct interventions to promote, 143
in ideation and decision making, 176–178
for people with disabilities, 56
team culture of, 169–170
Inclusion 2.0 event, 60
Inclusive leadership, 162–164, 169, 182–183
“Indian Guides and Indian Princesses” program, 114–115
Indigenous people(s), 231n59
appropriating culture of, 114–115
historical oppression of, 46–49
intergenerational trauma for, 61
marginalization of, 66
systemic inequity for, 57–58
use of term, 218n6
workplace inequality for, 31
Individual change, 166–168
Industry-wide change, 189–190
Inequity:
impact of, 57–64
In-group/out-group bias, 74
Insight, 85
Inspiration porn, 99
Intelligence, assumptions about, 94
Intent, separating impact and, 149, 153
Intentional harm, 144–145
Intergenerational health gap, 59–60
Intergenerational trauma, 60–64
Intergenerational wealth gap, 24, 58–59
Intergenerational healing, 64
Intersectionality, xii, 33–34, 53, 165
Intervening (See Microinterventions)
Invisibilization, 105
Islamophobia, 228n37
Jana, Tiffany, 145
Jim Crow laws, 52
Job satisfaction, 36
Johnson, Kate, 160
Jokes, identity-based, 98
Journalism, 67
Juneteenth, 52
Just-world bias, 76
Kaepernick, Colin, 9–13, 19, 214
Kansas City Chiefs, 115
Keltner, Harold, 115
Kemp, Evan, 14
Kennedy, Edward, 15
Know Your Rights Camp, 13
Kouznetsova, Svetlana, 206
Land O’Lakes, 116
Language(s):
disparaging others’, 96
identity-related, 32–33, 102, 135
mirroring, 135
mixed, 122
Latin America, 49
Latinx people:
allyship outcomes for, 31
covering of identity by, 122
cultural marginalization of, 66, 67
systemic inequity for, 58–60
underrepresentation for, 37–38
use of term, 218n5
Leaders and leadership:
(See also Leading change)
allyship in non-leadership positions, 209–210
diversity in, 12–13, 25–26, 37, 183–184
empathy and allyship for, 160–166
and environmental microaggressions, 111
inclusive, 162–164, 169, 182–183
industry, 189–190
supporting new, 127
Leading change, 159–180
in individual work, 166–168
at resistant companies, 209
in teams, 169–180
without overpowering others, 214–215
Learner stage, 195–197
Learning, 41–70
about DEI, 140
about historical oppression, 46–56
about impact of oppression and inequity, 57–64
about marginalization, 65–68
and biases in history, 44–46
during COVID-19 pandemic, 43–44
methods of unlearning, relearning, and, 68–69
as microaffirmation, 134–135
reflecting on, 69–70
sharing, 63
to show empathy, 160–161
Lee, Lionel, 207
Legislation, 63
LGBTQIA+ people:
covering of identity by, 122
discrimination-related stress for, 59
historical oppression of, 54–55
marginalization of, 66
use of term, 218n7
workplace inequality for, 24–25, 31
Life milestones, acknowledging, 135
Listening, empathetic, 110
Liu, KR, 134
Loan Trần, Ngọc, 206
Mahaffey, Dione, 122
Mak, Madelena, 166
Mandatory training, 82
Manford, Jeanne, 55
Marginalization, 42, 65–68, 97
Mars (company), 116
Mascots, 115–116
McMichael, Gregory, 43
McMichael, Travis, 43
MENA (Middle East North Africa) region, 31, 219n9
Messaging, DEI values in, 184
Mexico, x
Microaffirmations, 134–138, 154, 212
Microaggressions, xxi–xxii, 91–117, 175
affirmations to counter, 134–138
cultural appropriation, 114–116
defense of, 153–154
defined, 91–92
emotional tax on, 124–125
environmental, 110–113
gaslighting about, 87–88
and intersectionality, 34
interventions to counter, 138–155
nonverbal, 102–110
recognizing and treating impact of, 154–155
in remote workplace, 211–213
responding to, 144–154
standing up against, 133–157, 191
targets of, who do not want allies, 210–211
treating impact of, 147, 154–155, 186
verbal, 93–102
Microassaults, 92
Microinsults, 92
Microinterventions, 138–155
after occurrence, 152–154
collective action in, 151–152
company policies that address, 139–140
fear about, 141–142
recognizing/treating impact of microaggressions with, 154–155
resistance to, 153–154
targets who prefer not to have, 210–211
Microinvalidations, 92
Microtraumas, 93
Middle East North Africa (MENA) region, 31
Middle Passage, 51
Miller, Sienna, 7
Mingus, Mia, 62
Mirroring, 135
Misgendering, 97
Mistakes, 5–6, 93, 166, 170, 203–206
Mixed languages, 122
Montenegro, Roberto, 93
Motivations, of allies, 19–21
Mutual accountability, 172
Mutual allyship, 201–203
National Council on Disability, 13
National Football League (NFL), 10, 214, 242n2
National Indigenous Australians Agency, 226n9
Native Land Digital, 226n9
Negativity bias, 75
Nestlé, 116
Network effect, 128–129
Networking, 68–69, 127–128, 183
New Imperialism, 227n19
NFL (see National Football League)
Niroga Institute, 202
Nkom, Alice, 133
Nonbinary (enby) people, 31, 54–55, 80–81, 217n2
Nonverbal feedback, 136
Nonverbal microaggressions, 102–110, 144
Norman, Peter, 7–9
Note taking, 172–173
Numbing, 125
Ohanian, Alexis, Sr., 12–13, 222n26
Olguin, Irma, Jr., 125
Olympic Games (1968), 7–9
Online events, 188
Opportunity gaps and barriers, xii, 13, 24, 53, 70, 128, 155
Oppression:
intergenerational, 57–64
Organizational culture, 28, 35–36, 78–79, 139, 213
Othering, 120
Outing others, 98
Outsider art, xi
Overcommunication, 212
Overpowering others, 214–215
Overrepresented identities, people with, 37–38, 80
Owens, Major Robert Odell, 14–15, 19
#Ownvoices, 67
Packnett Cunningham, Brittany, 214
Pandora, 225n30
Parents, Families and Friends of Lesbians and Gays (PFLAG), 55
Park, Laura, 140–141
Parrino, Sandra Swift, 13–15, 19
Participation, ensuring, 136–137
Pause, taking a, 145–146
Performative allyship, 213–214
Personal competence, 161
Person-first language, 218n4
PFLAG (Parents, Families and Friends of Lesbians and Gays), 55
Physical health, 59–60, 125, 173–174
Pinkett Smith, Jada, 7
Platform, sharing your, 127, 137–138
Police brutality, 9–12, 23, 43–44, 48, 61
Ponder, Corey, 214
Positive feedback, 136
Power positioning, 104
Prejudiced sayings, 99
Presentations, feedback in, 136
Price, Jonathan, 23
Privilege, 38–39, 140–141, 165, 220n3
Problem solving, 177–178, 215–216
Productivity, emotional tax and, 124
Products, inclusive, 184–185
Project Aristotle, 169–170
Protecting targets of microaggressions, 151
Psychological safety, 29, 31, 35, 36, 144–145, 170–171
Public shaming, 204–207
Publishing industry, 66–67
Purpose, meeting, 172
Quaker Oats, 116
Quakers, 52
Racial injustice, 7–12
Racial segregation, 52–53
Racial stereotype, 121
Ramaytush Ohlone people, 47–48
Recognizing others, 7, 137, 152, 171, 177
Recruitment, 183 (See also Hiring)
Redirection, 151
Redlining, 52
Reflection, on learning, 69–70
Reid, Eric, 10
Relationship building, 134
Relearning, 68–69
Religious holidays, 135
Remote workplaces, 211–213
Reporting microaggressions, 145, 146, 185–186
Resilience, 64
Respect, 171
Responsibility, for allyship, 18–19
Riddle, Emily, 87
Risk taking, 142, 170, 177, 198
Roanhorse, Vanessa, 201
Rooney, Dan, 242n2
Roosevelt, Franklin Delano, 121
Safety, psychological, 29, 31, 35, 36, 144–145, 170–171
St. Vincent’s Medical Center, 55
Scheduling videoconferences, 212
School segregation, 53
Selection bias, 77
Self-awareness, 109, 163, 165–166
Self-expression, 170
Self-licensing, 76
Self-serving bias, 77
Self-understanding, 161
Seminole people, 52
Services, inclusive, 184–185
Sexual harassment, xix–xx, 185–186
Shame, 39, 40, 146, 164–165, 199, 204–207
Sharing, of processes, 150, 166–167
Shields, Carol, xxv
Siebel, Michael, 13
Simon, Kevin, 189
Skill, acknowledging, 137
Slavery, 50–52
Smith, Megan, xx
Smith, Tommie, 7–9
Social comparison bias, 77
Social competence, 161–162
Social impact, 186–187
Societal change, 190–191
Sociocultural code switching, 122
Soon Ja Du, 140–141
Sotomayor, Sonia, 123
Spanierman, Lisa Beth, 145
Speakers, inviting, 137
Spencer, Octavia, 6–7
Sponsorship, 127–129
Standard American English, 122
Status quo bias, 76
Steele, Claude, 121
Stereotype threat, 121
Stereotypes and stereotyping, 73, 97, 150
Storytelling, 184
Stress, discrimination-related, 59–60
Sue, Derald Wing, 91, 92, 110, 145
Supplier diversity, 186–187
Support, 136–137, 154–155, 173–174, 185–186, 191
Sustainability, 186–187
Sutton, Wayne, xii–xiii, xvi, xxiv, 141, 187, 210
Syeed, Najeeba, 84
Systemic inequities, 41, 57–64, 97, 182
Systemic interventions, 138–141, 182
Takei, George, 54
Taylor, Breonna, 43
Team norms, 169–180
accountability, 175–176
active allyship, 174–175
to build inclusive culture, 169–170
collaboration on DEI work, 179–180
engagement, commitment, and belonging, 171–174
ideation and decision making, 176–178
psychological safety, 170–171
Team systems, improving, 179
Teams, diverse, 27–28, 32, 140, 179
Tech Inclusion Conference, xii–xiii, 199
Tech industry, xxv, 26, 37, 129, 184–185, 219n4
TED talk, xxv
Third gender, 217n2
Thurman, Marcus, 11
Time-saving bias, 77
Tokenism, 120
Tone, in chats, 211
Torres Strait Islanders, 49
Touching others, 106
Training, 1, 36, 81–83, 140, 143, 162, 175
Transformational change, 181–193
across society, 190–191
action plan for, 192–193
in industry, 189–190
in workplace, 182–189
Transgender people, 24–25, 54–55, 60
colonial, 231n58
gaslighting and, 88
intergenerational, 60–62
imicrotraumas, 93
Trust, 126, 155, 171, 204, 211
Turnover, 125
Twitter, 205
Two-spirit, 217n2
Tyus, Wyomia, 9
Unconscious bias training (UBT), 81–82
Underground Railroad, 52
Underrepresented identities, people with, 37–38
as activists, 198
decision-making biases impacting, 80
inclusive hiring for, 183
learning from, 69
marginalization of, 65–68
who prefer not to have allies intervene, 210–211
Unfairness, 149
Unintentional harm, 71, 114, 144, 153
Union of Soviet Socialist Republics (USSR), x
United Nations Global Development Goals, 54
United States, Indigenous people in, 47–48
University of Washington, x, 102
Unlearning, 68–69
US Department of Arts and Culture, 226n9
USSR (Union of Soviet Socialist Republics), x
Van der Kolk, Bessel, 61
Verbal microaggressions, 93–102, 143
Veterans, workplace inequality for, 25, 31
Video game industry, 66
Videoconferencing, 212
Vision, 171
Visual storytelling, 106
Voices of others, amplifying, 137–138
Volunteering, 130, 179–180, 209
Washington football team, 116
Weathering, 59
Weicker, Lowell P., Jr., 14
Welcoming, 35
White people:
covering of identity by, 122
feelings about allyship of, 199–200
privilege for, 39
use of term, 217n1
Wikipedia Foundation, 45–46
Wilke, Harold, 14
Williams, Rachel, 182
Winfrey, Oprah, 159
Women:
allyship among, 6–7
allyship outcomes for, 31
collective action by, 151–152
covering of identity by, 122
cultural marginalization of, 65–66
feedback for, 135
gaslighting of, 88
historical oppression of, 53–54
impostor syndrome for, 123–124
sponsorship opportunities for, 129
underrepresentation of, 37
wealth gap for, 58
workplace inequality for, 26
Worldview, history and, 45
Young Men’s Christian Association (YMCA), 114–115
Yousafzai, Malala, 53
Yu, Tiffany, 100
Zappala, Maureen, 120