- 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:
- candidates, 39–40, 93
- car doors locking around, 59
- demographics, 27
- employees, 68–69, 149
- fears, 58–60, 68–69, 149
- journalists, 39
- skiers, 23–24
- See also People of color
- 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
- Learning, 69, 73, 74, 89–90
- Levi Strauss & Co., 60–61, 102–104, 135
- Levi Strauss Foundation, 103, 104
- LGBTQ+, as term, 182
- LinkedIn, 132–133, 184
- Listening, 68, 72, 95, 178
- 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
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