Index
- action, framework for meaningful, 9–16
- action learning teams (ALTs), 65–66, 69
- advancement, 76–77, 111, 116–119
- affirmation, in framework for meaningful action, 12–13
- allyship, 91–92
- and calling out racial injustice, 123–124
- LEAP framework for, 93–99
- anger, 62, 115
- antibias training, 103–104, 119–120
- antiracism personnel policies, 18–19
- applications, democratization of employment, 24–25
- Arbery, Ahmaud, 8–9
- Ascend Foundation study, 76–77
- “aversive” racism, 33
- Bell, Ella, 43
- Best Buy, 8–9
- bias
- and changing incentives and capacity of middle management, 67–69
- counteracting, 75
- and discussing race, 44
- educating employees regarding, 83–84
- effectiveness of antibias training, 103–104, 119–120
- in everyday work interactions, 104
- and failure to deal with structural racism, 62
- in hiring, 74–75, 76–77, 105
- in performance reviews, 82
- suspicion regarding, 74–75
- See also racism and discrimination
- bias interrupters, 103–104, 119–120
- in daily team management, 108–115
- in diversity, equity, and inclusion context, 63–64
- in hiring, 105–108
- in team development, 115–119
- Biernat, Monica, 63
- Black Employee Network, 50–51
- Black employees and managers
- asking about work and goals of, 96–97
- becoming better ally to, 91–100
- engaging with, in diverse and casual settings, 95–96
- listening to, 94–95
- lived experiences of, 32–36, 99–100
- and “managing Blackness,” 48
- managing career development of, 51–54
- opportunities, suggestions, encouragement, and support for, 98–99
- Black Harvard MBAs, 52–53
- Black leaders
- career development of, 53
- in influential industries and sectors, 32
- and methods for improved diversity and inclusion efforts, 37–55
- progress of, 30–36
- prominent, 31
- representation for, 29–30
- statistics on, 31–32
- Black women, career development of, 51–52
- bosses, access to, 114–115
- Brief, Arthur, 33
- Broomes, Anna-Maria, 35
- “bropriating,” 113
- Brown, Michael, 41–42
- business case for diversity and inclusion, 37–43, 127
- Cadet, Danielle, 5
- candidate criteria, objective, 106–107, 118–119
- candidate quality, xix
- career development, 51–54
- Carew, Kori, 106
- change
- authority of DE&I leader to make, 64–65
- in company culture, 61–62
- cost of, 18
- Obama on, 55
- as possible, xii–xiii
- strategy for, xvii–xviii
- Citigroup, 9
- colorblindness, 6
- commitments to advancing racial justice, 17–18, 25–26
- antiracism personnel policies and racial-equity training, 18–19
- democratization of employment applications, 24–25
- employee emergency relief fund or low-cost loan program, 23–24
- employee representation, 19–20
- health care coverage and support for national health care, 22–23
- lobbying for good, 20–21
- paid leave, 22
- pay equity, 19
- paying living wage, 21
- supporting full participation in democracy, 20
- company culture
- changing, 61–62
- and culture fit, 106–107
- conversations about race
- and calling out racial injustice, 122–129
- defensiveness in, 7
- encouraging, 43–47
- Cooper, Amy, 14, 18
- Cooper, Christian, 8–9, 14, 18
- Corbat, Mike, 9
- Cornetta, Hallie, 78–79
- cost, of change, 18. See also business case for diversity and inclusion
- Covid-19, 23, 91–92
- cross-functional teams, 84–85
- “cultural ambassadors,” 34
- culture fit, 106–107
- Culture Shifting Weekend, 51
- daily team management, 108–115
- defensiveness, and acknowledging racial injustice, 7
- DeGioia, John, 11–12, 14
- DiAngelo, Robin, 7
- Dick’s Sporting Goods, 43
- Dimon, Jamie, 11
- discrimination. See racism and discrimination
- diversity, equity, and inclusion, 30, 55–56, 61–64, 69–71
- authority of DE&I leader to make change, 64–65
- benefits of, 37–38
- and changing incentives and capacity of middle management, 66–68
- and debiasing HR systems, 68–69
- and glamour work assignments, 65–66
- in hiring pool, 105–106
- and LEAP framework for allyship with Black employees, 93–99
- and lived experiences of Black employees, 32–36
- moral case versus business case for, 37–43, 127
- resistance to, 122
- revamping programs, 47–51
- statistics regarding, 31–32
- steps for improved, 37–55
- “diversity fatigue,” 34
- diversity programming, 111
- drug testing, 24
- education, and lived experiences of Black employees, 36
- education requirements, 24
- Election Day, 20
- emotional tax, 34
- emotions, 62, 115, 124–126
- empathy, xvi–xvii
- employee emergency relief fund, 23–24
- employee representation, 19–20
- employee resource group (ERG), 95–96
- employment applications, democratization of, 24–25
- encouragement, for Black employees, 98–99
- equitable treatment, xviii–xix, 18
- equity training, 18–19
- evaluations, 78–79, 82–83, 116–119
- Facebook, 67, 83–85
- fairness, xviii–xix, 105
- feedback, 53
- felony convictions, 24
- Floyd, George, xiv, xvi, 8–9, 14, 17
- Franklin Templeton Investments, 14, 18
- Fraser, Kathryn, 47
- Gabarro, John, 33
- Gabel, Joan, 14
- Gap, The, 21
- gender. See also women
- and accepted behaviors, 115–116
- and meetings, 109–110
- versus race’s impact on advancement, 76–77
- and team interactions, 112–113
- Georgetown University, 11–12, 14
- glamour work, 65–66, 109, 111
- good, lobbying for, 20–21
- Google, 63
- Harvard MBAs, Black, 52–53
- health care coverage, 22–23
- Hewlin, Patricia Faison, 34–35
- high-value projects, 65–66, 109, 111
- hiring and recruitment, xv–xvi, xix, 48, 50–51, 74–77, 105–108.. See also people analytics
- Hobson, Mellody, 46
- homogeneity, 106–107
- housing discrimination, 73–74
- HR systems, debiasing, 68–69
- ideas, giving proper credit for, 113
- immigrants, 20–21
- inauthenticity, feelings of, 34–35
- incentive systems, 66–68
- injustice. See racial injustice
- interpersonal issues, 62
- interruptions, 112–113
- interviews, skills-based questions in, 108
- intuition, in collection and analysis of qualitative data, 80–81
- Lamb, Brian, 11
- LEAP framework, 93–99
- listening, to Black employees, 94–95
- lived experiences, of Black employees and managers, 32–36, 99–100
- living wage, 21
- loan program, low-cost, 23–24
- lobbying for good, 20–21
- low-cost loan program, 23–24
- management, bias interruption in daily, 108–115
- maternal wall, 104, 114
- maternity leave, 22
- McCluney, Courtney, 34, 48
- meaningful action, framework for, 9–16
- meetings, 109–110, 114, 115
- mentoring, 52, 97
- #MeToo movement, 45–46
- microaggressions, 33
- middle management, DE&I and enhancing capacity of, 66–68
- minimum wage, 21
- mistakes, pointed out in performance evaluations, 62
- “modern” racism, 33
- modesty mandate, 113, 115, 118
- moral case for diversity and inclusion, 37–43, 127
- Morgan Stanley, 46
- national health care, 22–23
- negative reactions, anticipating, 125–126
- Nike, 42
- Nkomo, Stella, 43
- Norcini, Joyce, 111
- Obama, Barack, 55
- objective candidate criteria, 106–107, 118–119
- obstacles
- facing African Americans, 28–29
- overcoming, 27–28
- “office housework,” 108–111
- opportunities, for Black employees, 98–99
- overgeneralizing, and acknowledging racial injustice, 7–9
- paid leave, 22
- pandemic, racism, 4
- parental leave, 22
- Patagonia, 43
- pay equity, 19, 115–116
- PayScale study, 115–116
- people analytics, 75–76
- examination of individual cases, 79–81
- learning from other industries’ and companies’ analyses, 76–79
- recommendations for, 81–87
- performance reviews, 78–79, 82–83, 116–119
- personality, 62, 117
- Pfizer, 51
- PNC Bank, 106–107
- police brutality, 4–5, 7, 92
- potential, 117
- Powell, Alicia, 106–107
- PRESS model, xiii
- PricewaterhouseCoopers (PwC), 46
- Project Propel, 50–51
- promotions, 76–77, 111, 116–119
- protests, 4
- proving oneself, 104
- qualitative data, collection and analysis of, 80–81, 83
- qualitative expertise, 84–85
- quality, candidate, xix, 106–107, 118–119
- quantitative expertise, 84–85
- Rabelo, Verónica, 48
- RaceTogether, 42
- racial-equity training, 18–19
- racial injustice, 4–5. See also commitments to advancing racial justice
- calling out, 121–130
- missteps in acknowledging, 6–9
- racism and discrimination
- acknowledging and learning about, 10–12
- addressing, xii–xiii
- awareness of, xiii–xiv
- compared to stream, xi–xii
- effects of, 40
- empathy in addressing, xvi–xvii
- experienced by employees, 9
- frequency of, xiv
- in housing, 73–74
- in lived experience of Black employees, 32–36
- police brutality and, 4–5
- public demonstrations against, 4
- rise in, 40
- root-cause analysis of, xv–xvi
- sacrifice and addressing, xviii–xix
- strategy for addressing, xvii–xviii
- as universal problem, 15
- Red Ventures, 77–79, 82–83
- referral hiring, 107
- Reid, Susan, 46
- rocking the boat, 78–79
- Rosette, Ashleigh, 33–34
- sacrifice, and addressing racism, xviii–xix
- Samuels, Karen, 47
- SAP, 50–51
- self-evaluations, 78–79, 82–83, 118
- self-promotion, 118
- Sellers, Robert, 5
- sick leave, 22
- silence, and acknowledging racial injustice, 6
- skills-based questions, in interviews, 108
- slavery, 40
- sponsorship, 52–53
- Starbucks, 41–42
- stereotypes
- educating employees regarding, 83–84
- and negative self-perception, 78–79, 82–83
- stream, discrimination compared to, xi–xii
- structural factors, as cause of racism, xv–xvi
- structural racism
- corporate America’s acknowledgment of, 91–92
- and diversity, equity, and inclusion, 61–64, 67
- success, Booker T. Washington on, 27–28
- Sullivan, Emily Gould, 115
- support, for Black employees, 98–99
- sympathy, versus empathy, xvi
- systemic racism. See structural racism
- team development, 115–119
- team management, bias interruptions in daily, 108–115
- Thomas, David A., 33
- Thomas, Kecia, 51–52
- Thorpe-Moscon, Jennifer, 34
- 360° Corporation, 39
- tightrope, 104
- Toigo Foundation, 31, 32, 34, 50, 54
- Travis, Dnika, 34
- tug-of-war, 104
- Tutu, Desmond, 6
- wage equity, 19, 115–116
- Walmart, 21
- Washington, Booker T., 27–28
- wealth gap, 31
- “whipeating,” 113
- White, James D., 63, 64–67
- white fragility, 7
- white privilege, 19, 44, 62
- Williams, Joan C., 63, 68
- women. See also gender
- advancement opportunities for, 77
- career development and Black, 51–52
- and debiasing HR systems, 68–69
- and diversity in hiring, 105–106
- inviting input from, 113
- language use concerning, 84
- and maternal wall, 104, 114
- and #MeToo movement, 45–46
- “office housework” performed by, 108–109
- paid leave for, 22
- and performance reviews, 117
- Wooten, Lynn Perry, 33
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