Index

  • A
  • AbeTech, 105
  • Accents, 70
  • Acceptance, 55, 94
  • Accommodations, employee, 164
  • Accounting industry, 169
  • Acknowledgment, 74, 92–93
  • Action, importance of, 55, 61, 119–120
  • Adversarial versus discontent, 72
  • Advocacy, 143–144
  • Aging skier problem, 23, 24–25
  • Alison's story, 121–122
  • Angie's story, 80
  • Apologizing, 74
  • Arguing, listening without, 95
  • Asian applicants, 93
  • Asking questions, 74, 95–96
  • Aspen Institute, 182
  • AssetMark, 112
  • Atrevida Beer Co., 109–111, 113
  • Audi commercial, 151–152
  • Awkwardness, acknowledging, 67
  • B
  • Babies:
    • bias in, 15–16
    • having, 43
  • Benefits, employee, 164
  • Berardinelli, Tatiana, 58, 62
  • Bergh, Chip, 60–61, 102–104
  • Bias:
    • babies and, 15–16
    • blind spots from, 17
    • in business, 17
    • in decision-making, 17
    • defined, 15
    • denial of, 18–19
    • in disagreements, 17
    • harmful effects of, 17
    • in hiring, 17
    • implicit, 16, 17
    • in job descriptions, 130–132
    • opportunities missed as result of, 27
    • recognizing, 16, 129–130
    • unconscious, 16, 17
  • Black Latino Leadership Coalition of Colorado Springs, 110–111
  • Blacks:
  • Blame, avoiding, 98
  • Blind spots, 17
  • Bootstrapping argument, 82–84
  • Boundaries, respecting, 68–69, 98–99
  • Business, effects of bias in, 17
  • Business case for diversity, 31–35, 150–151
  • Butler-Morton, LaTreece, 58–59
  • Bystander effect, overcoming, 122–125
  • C
  • Candidates:
    • Asian, 93
    • Black, 39–40, 93
    • diverse, 129–136
    • qualified, 39–40, 79–81
  • Car doors locking around Blacks, 59
  • Catalyst website, 182–183
  • Checking in, 123, 125, 144–145
  • “Checklist culture,” 162
  • Childbearing, 43
  • Christian, Kwame, 155
  • Christmas, 49, 56–57
  • Closed-mindedness, 173
  • Coasters, 172
  • Collective guilt, 120–122
  • Colleges, 134
  • Color-blindness, 47–48
  • “Colored people,” as term, 123
  • Comeback lines, 122–123
  • Comments:
    • confronting naysayers about destructive, 171–172
    • made by employees resistant to change, 79–84
    • offensive, 47–50, 119–125, 171–172
    • positive, 50
    • racist, made by employees outside of work, 84–86
    • by Whites, 47–50
  • Common ground, finding, 67–68
  • Community colleges, 134
  • Community resources, 111–112, 133, 154–155
  • Competitive “edge,” 32
  • Competitors, 42
  • Compliance versus acceptance, 55
  • Conflict, handling, 71–73
  • Confronting naysayers, 171–172
  • Consistency, lack of, 54
  • Contributions, validating, 96–97
  • Conversations, one-on-one, 56–57
  • Corporate Equality Index, 178
  • Creary, Stephanie, 67
  • Credibility, 152
  • “Culture fit,” 42
  • Customer comfort/attitudes, 41–42
  • Customer service, 32
  • D
  • “Daughters” commercial, 151–152
  • Debating versus discussing, 72–73
  • Decision-making, 17, 32, 33–34
  • Defensiveness, 16, 72, 95
  • DE&I (diversity, equity, and inclusion) efforts:
    • failure of, 53–55
    • as intentional and difficult, 161
    • results, sharing, 60–62
    • as term, 181–182
    • training, 114
  • Demographics:
    • aging population, 23, 24–25
    • racial/ethnic, 23–24, 27
  • Derailers, dealing with, 169–170, 172–173
  • Development, avoiding tokenism in, 164–166
  • Dignity, 98
  • Directness, 123
  • Disagreements, 17, 80
  • Discussing versus debating, 72–73
  • Disengagement, 172
  • Diverse candidates, 129–136
    • bias, recognizing, 129–130
    • criteria, objective, 129–130
    • finding, 132–134
    • interviewing, 134–135
    • job descriptions and, 130–132
  • Diversity:
    • business case for, 31–35, 150–151
    • decision-making and, 32, 34
    • defined, 181, 182
    • excuses for avoiding doing anything about, 39–43
    • investment in, 43
    • as policy transition, 162
    • as political hot potato, 5–6
    • in skiing, lack of, 23–24, 25–26
    • as term, 54
    • White reluctance to talk about, 5
  • Diversity, equity, and inclusion (DE&I) efforts:
    • failure of, 53–55
    • as intentional and difficult, 161
    • results, sharing, 60–62
    • as term, 181–182
    • training, 114
  • “Diversity flag,” 163
  • Diversity of thought, 105
  • Downhill skiing:
    • aging skier problem, 23, 24–25
    • diversity, lack of, 23–24, 25–26
  • E
  • Edible Arrangements, 65
  • Educating others, 178
  • Ellis, Eric, 55
  • Emotional reactiveness, 173
  • Employee accommodations and benefits, 164
  • Employee referral pool, 134–135
  • Employees:
    • diverse, 69–70
    • gay, 99
    • racist events, guiding employees after, 152–155
    • racist or toxic, 42
    • resistant to change, 79–84
  • Energetic Awakenings, 183–184
  • English language proficiency, 70, 122–123
  • Equal Employment Opportunity Commission, 183
  • Equality, 83–84
  • Equity, 83–84, 182
  • Example, leading by, 151–152
  • Excuses, 39–43
  • Experiences, personal, 58, 73, 96
  • Expressing oneself, safety for, 94
  • F
  • Facts, overlooking/ignoring, 33–34
  • Fair treatment, 48
  • Fears, 58–60, 68–69, 149
  • Fierro, Jess, 109–111, 113
  • Fierro, Rich, 109–110
  • “Fight, flight, or freeze” mode, 124
  • First Amendment, 85
  • “First day on the job” conversations, 96
  • “First rung” problem, 142
  • Floyd, George, 7–8, 55, 110, 163
  • Forbes, 53–54, 135
  • Ford Foundation, 181–182
  • Forward movement, 69
  • Freedom of speech, 85
  • Friction, handling, 71–73
  • G
  • Gay employees, 99
  • GE Appliances, 178
  • Gender bias phrases, 130
  • Goals, 101–105, 177, 179
  • Golden State Foods, 65, 67–68
  • Groupthink, 33–34
  • Guilt, collective versus personal, 120–122
  • H
  • Hanukkah, 49, 56–57
  • Hart, Kevin, 23–24
  • Harvard Business Review, 165–166, 184
  • Hasselbeck, Rick, 178
  • HBCUs (Historically Black Colleges and Universities), 40
  • Heim, Chris, 105
  • Helping before asking for help, 113
  • High schools, 40
  • Hiring:
    • bias in, 17
    • excuses for lack of diversity in, 39–43
    • objective criteria in, 129–130
    • post-hoc justification in, 18–19
    • “quality” in, 40
    • tokenism, avoiding, 162–164
  • Hispanic/Latinx population, 27
  • Historically Black Colleges and Universities (HBCUs), 40
  • Honesty, 55
  • Human Rights Campaign's Corporate Equality Index, 178
  • Human value, basic, 94–95
  • I
  • “I Go Through” (O.A.R.), 155
  • “I'm not racist or biased,” 48–49
  • Implementation, poor, 53
  • Implicit bias, 16, 17
  • Imposter syndrome, 141–142
  • Inclusion, defined, 182
  • Inconsistency, 54
  • Info-hoarding, 173
  • Input, creating time and place for, 170–171
  • Interest, expressing sincere, 68
  • Interrupting, listening without, 95
  • Interviews, 134–135
  • Investment, 43, 100
  • “Invisible race,” 67
  • Irick, Jaime, 55, 58, 61–62
  • “I treat everyone the same,” 48
  • J
  • Jack's story, 82–83
  • Jewish traditions, 49, 56–57
  • Job boards, 183
  • Job descriptions, 130–132
  • Jonah's story, 97
  • Journalists, Black, 39
  • Juneteenth, 103, 110–111
  • Justification, post-hoc, 18–19
  • K
  • Katz, Rob, 25–26
  • Kendi, Ibram X., 49
  • Ku Klux Klan radio station, 48–49
  • L
  • Language proficiency, 70, 122–123
  • Latinx, as term, 131
  • Latinx/Hispanic population, 27
  • “Launch and abandon,” 177
  • Leadership:
    • buy-in and support by, 54
    • diverse, 32
    • leading by example, 151–152
    • people of color in, 150–151
    • racist events, guiding employees after, 152–155
    • White men in, 149–150
    • women in, 43, 150–151
  • M
  • Marketing, representing real diversity status in, 163–164
  • Mboun, Cheik, 65
  • Meetings, discussing racism in, 57–58
  • Mentoring, 139–143
  • Minta-Jacobs, Esa, 112
  • Mistakes, recovering after, 74
  • Moving forward, 69
  • N
  • Names:
    • changing, 6, 70
    • discrimination based on, 92–93, 129
    • mocking, 71
    • repeating/learning, 70–71
  • National Association of Black Journalists, 39
  • Naysayers, dealing with, 169–172
  • Networks and networking, 40–41, 105, 143–144
  • Nissan's global ad agency, 140–141
  • Nurturing talent, 100–101
  • O
  • O.A.R. (band), 155
  • One-on-one conversations, 56–57
  • Optimism, 171
  • Orange Grove Consulting, 42
  • Organizations, professional, 105
  • Outcomes, focusing on, 98
  • P
  • Page, John, 65, 66, 68
  • Pause button, pushing, 73
  • “People not like you,” as term, 54
  • People of color (POC):
    • finding and approaching, 111–114
    • as individuals, 99, 154
    • as leaders, 150–151
    • as term, 182
    • treatment of, 55–56
    • See also Blacks
  • Personal experiences, 58, 73, 96
  • Personal guilt, 120
  • Perspectives, different, 23, 26–27
  • Pessimism, 171
  • Phillips, David, 184
  • Pierce, Joy, 123, 143
  • Plans, refining, 177–178
  • PNC Bank, 130
  • POC (people of color):
    • finding and approaching, 111–114
    • as individuals, 99, 154
    • as leaders, 150–151
    • as term, 182
    • treatment of, 55–56
    • See also Blacks
  • Policy transition, diversity as, 162
  • Political hot potato, diversity as, 5–6
  • Post-hoc justification, 18–19
  • Poverty, 82
  • PPG (company), 55, 58, 62
  • Predictability, lack of, 173
  • Privilege, White, 66–67, 82–83, 183
  • Problem-solving, 69
  • Professional organizations, diverse, 105
  • Progress on goals, assessing, 177
  • Promotions, 41, 99, 164–166
  • Q
  • Qualified candidates, 39–40, 79–81
  • “Quality” in hiring, 40
  • Questions:
    • asking, 74, 95–96
    • by employees resistant to change, 79–84
  • R
  • Race, talking about:
    • awkwardness, acknowledging, 67
    • boundaries, respecting, 68–69
    • common ground, finding, 67–68
    • debate, avoiding, 72–73
    • defensiveness, avoiding, 72
    • do's and don'ts, 69–71
    • experiences, acknowledging, 73
    • forward movement, 69
    • friction/conflict, handling, 71–73
    • importance of, 65–66
    • interest, expressing sincere, 68
    • learning, being open to, 73
    • listening, 68, 72
    • in meetings, 57–58
    • in one-on-one conversations, 56–57
    • pause button, pushing, 73
    • problem-solving, focus on, 69
    • recovering after mistakes, 74
    • sincerity, 66, 68
    • small, starting, 67–69
    • White privilege, acknowledging, 66–67
    • White reluctance for, 66–67
  • Racism:
    • denial of, 81
    • learning about, 69
    • structural, 182–183
    • systemic, 183
    • as term, 55, 61
  • Racism at work, 119–125
    • action, importance of, 119–120
    • bystander effect, overcoming, 122–125
    • collective guilt, 120–122
    • personal guilt, 120
  • Racist, as term, 48–49
  • Racist comments made by employees outside of work, 84–86
  • Racist employees, 42
  • Racist events, guiding employees after, 152–155
  • Ramírez, Liliana, 67
  • Randy's story, 59–60
  • Recovering after mistakes, 74
  • Recruiting diverse talent, 132–134
  • Reframing conflict, 72
  • Relationships, building, 109–114
  • Rentschler, Pete, 140–141
  • Resistance, 53
  • Resources, helpful, 183–184
  • Respect, 58, 94–99
  • Résumé, “Whitening”, 93
  • Robin's story, 169
  • S
  • Samantha's story, 80
  • Selfishness, 172
  • Sexism at work, 119–125
    • action, importance of, 119–120
    • bystander effect, overcoming, 122–125
    • collective guilt, 120–122
    • personal guilt, 120
  • Shame, 120, 121
  • Showing up, 113–114
  • SHRM (Society for Human Resource Management), 54
  • Sincerity, 66, 68, 90–91
  • Skiing:
    • aging skier problem, 23, 24–25
    • diversity, lack of, 23–24, 25–26
  • Small, starting, 67–69
  • Snowboarding, 24–25
  • Society for Human Resource Management (SHRM), 54
  • STARTING Method, 90–105
    • acknowledgment, 92–93
    • goals, 101–105
    • investment, 100
    • nurturing talent, 100–101
    • respect, 94–99
    • sincerity, 90–91
    • tools, 99–100
    • transparency, 91–92
  • Structural racism, 182–183
  • Success, celebrating, 178–179
  • Sue, Derald Wing, 122–123
  • Systemic racism, 183
  • T
  • Talent, nurturing, 100–101
  • Talking less, listening more, 68
  • Tasha's story, 96
  • Teasing, avoiding, 97
  • “Those people,” as term, 71
  • Thought, diversity of, 105
  • Tokenism, 161–166
    • about, 161–162
    • defined, 162
    • in development and promotions, avoiding, 164–166
    • in hiring, avoiding, 162–164
  • Tonja's story, 163
  • Tools, 99–100
  • Toxic employees, 42
  • Toyota, 173
  • Transparency, 91–92, 165
  • Trustworthiness, lack of, 173
  • Two-spirit, defined, 182
  • U
  • Unconscious bias, 16, 17
  • Unfairness, 173
  • Universities, 134
  • University of Michigan, 182
  • Unpredictability, 173
  • Untrustworthiness, 173
  • U.S. Equal Employment Opportunity Commission, 183
  • V
  • Vail Resorts, 25–26
  • Value, basic human, 94–95
  • Values, shared, 67–68
  • “Visible race,” 67
  • VMware, Inc., 58–59
  • Vocational schools, 134
  • Voter registration/education, 104
  • W
  • Websites, 133, 163–164
  • Weight, gaining/losing, 161
  • “Whitening a résumé,” 93
  • White Pride Radio, 48–49
  • White privilege, 66–67, 82–83, 183
  • Whites:
    • comments, hurtful/offensive, 47–50
    • comments, positive, 50
    • lens world viewed through, 66
    • male leaders, 149–150
    • race and diversity, reluctance to talk about, 5
    • recovering after mistakes, 74
    • skiers, 23
  • Women:
    • childbearing and, 43
    • “culture fit” and, 42
    • gender bias phrases, 130
    • job descriptions and, 130–131
    • in leadership positions, 43, 150–151
    • promotion and, 99
  • Y
  • “You people,” as term, 71
..................Content has been hidden....................

You can't read the all page of ebook, please click here login for view all page.
Reset
3.149.233.104