INDEX
AANAPISIs (Asian American and Native American Pacific Islander-Serving Institutions), 205–206, 315
AAPIs (see Asian Americans and Pacific Islanders)
ABC News, 99
Acceptance orientation, 280, 281
Accountability, 247
Activity, productivity vs., 269
Adams, Shawn, 209
Adaptation, in VUCA environments, 174–176
Adaptation orientation, 280, 281
African Americans:
economic advancement by, 69–74
employee resource groups for, 260
in leadership roles, 236, 245, 248
self-identification for, 101
violence against, 116
Whitening of résumés by, 207–208
See also Black people
Aftershocks (Owusu), 153
The Agile Learner: Where Growth Mindset, Habits of Mind and Practice Unite (Anderson), 128
AI (Appreciative Inquiry), 179
AIHEC (American Indian Higher Education Consortium), 315
AIMM (Alliance for Inclusive and Multicultural Marketing), 277
Airbnb, 185
Alignment, strategic, 186–189
Alliance for Inclusive and Multicultural Marketing (AIMM), 277
Ally Financial Inc., 201
Alrov, Itzik, 10
Amazon Web Services, 54, 302, 306
American Indian Higher Education Consortium (AIHEC), 315
American Psychiatric Association (APA), 35
American Psychological Association, 78
ANA (Association of National Advertisers), 277
Anand, Rohini, 41
Anderson, James D., 82–83
Annie E. Casey Foundation, 183, 313
Ansara, Jim, 216–218
Antiracist style(s):
discovering your, 93–95
overfunctioning, 94, 95, 117, 168
Antiracist Style Indicator (ASI), 312
described, 94–95
ethnicity and categories used by, 106, 108
race categories used by, 100–101, 103–104
common language in, 34
at EVERFI, 28
job descriptions at, 220
measuring progress in creating, 279–283
Antiracist workplace (continued):
at Prudential, 27
reasons for creating/sustaining, 5–20
APA (American Psychiatric Association), 35
APNA (Asian Professional Network Association), 119–120
Appreciative Inquiry (AI), 179
Arbery, Ahmaud, 25
Architecture sector, 209
Argyris, Chris, 6
Ashford, Leslie, 195–196
ASI (see Antiracist Style Indicator)
Asian American and Native American Pacific Islander-Serving Institutions (AANAPISIs), 205–206, 315
Asian Americans and Pacific Islanders (AAPIs):
employee resource groups for, 259
in leadership roles, 248
stereotypes about, 120
violence against, xi, 77–79, 116, 259
Whitening of résumés by, 208
Asian Professional Network Association (APNA), 119–120
“The Asset Value of Whiteness” (Traub), 74
Asset-based approach, 179–182
Assimilation, 291
Association of National Advertisers (ANA), 277
Assumptions, in narratives, 297–299
AT&T, 258
Attrition, 221
Au, Michelle, 79
Augusta National Golf Course, 207
Aunt Jemima brand, 301
Austin, Tex., 162–168
Authenticity, 189
Awakening Compassion at Work (Dutton and Worline), 126, 312
Baby Boomers, 23–24
Bacon, Kenneth J., 201
Baker, Erica, 233
Baldwin, James, 37
Baltimore, Md., 55
Baltimore Police Department, 55
Bank of America, 14
Barsh, Joanna, 89, 122–123, 195
Bason, Christian, 296
Bassiri, Mehrnaz, 189
Baton Rouge, La., 55
Battalia-Winston, 248
BCG (Boston Consulting Group), 23
Beane, Billy, 198–200, 209–211, 298–299
Bechdel, Alison, 275
Bechdel-Wallace Test, 275–278
Belonging, 23, 44, 50, 261–263
Ben & Jerry’s, 14
Bennett, Milton, 279
Berkshire Hathaway, 203
besea.n (network), 78
Beyond Microsoft (course), 59, 83, 312
Bhura, Zakira, 104–105, 303–305
Biases:
inherent, 145
like-me, 237
negativity, 109
in talent review, 237
Bielenburg, John, 295
The Big Sort (Bishop), 61, 309
Binary thinking, 134–135
BIPOC (see Black, Indigenous and People of Color)
Bisley, Emma, 301
Black, Indigenous and People of Color (BIPOC):
APA’s apology for treatment of, 35
expanding network to include, 201–204
recruiting, 200–204
treating, as homogeneous population, 157
“what about me?” fears of, 148–149
Whitening of résumés by, 208
Black Fatigue (Winters), 281
Black hat mode of thinking, 136, 140
A Black Lady Sketch Show (television program), 101
Black Lives Matter movement, 101
company statements supporting, xv, 165
and ERGs for Black employees, 260
ethnicity and view of, 105, 106
high-quality connections during, 261–263
impact of, in India, 304
Latinos in, 104
pivots in strategy due to, 176
and race work in the workplace, 17
Rowan on, 306–307
White people’s understanding of, 54
Black and Brown people:
on boards of directors, 244, 245
in construction sector, 175
discrimination lawsuits filed by, 39–41
door-to-door job seeking by, 225–226
employee resource groups for, 178, 260
harassment of, 15–16
history of racism against, 62–64
media images of, 301–302
police brutality against, 54–56
recruitment by, 206–207
response of, to Floyd’s murder, 92–93
use of term, xii
wage gap and wealth disparities for, 74–77, 234
(See also African Americans; Black, Indigenous and People of Color [BIPOC])
Black Wall Street, 69–72
Blakemore, Erin, 65
Blind recruiting, 219
Bloomberg News, 57
“Blue eyes/brown eyes” exercise, 81–82
Blue hat mode of thinking, 136–137, 140
Blueprint for a Revolution (Popovic), 309
Boards of directors, 150, 207, 244–247
Bodington, Heather, 118–120, 210, 259, 274
Bogost, Ian, 292
Boston Consulting Group (BCG), 23
Bradach, Jeff, 249
Bradley, Bill, 15
Brand ambassadors, 256
Breakthrough thinking, 132–133
Brewer, Rosalind, 150–151, 236, 245
BridgeSpan Group, 249
Broaden and build theory, 181
Brody, Jennifer DeVere, 104, 107
Brown, Austin Channing, 207, 315
Brown, Michael, 54
Bureau of Labor Statistics, 175
Burns, Ursula, 245
Business policies, 195–196
Business results, connecting diversity to, 46–48
Business strategy, 145–146, 176–179
Businesses, as part of society, 14–18
Buy-in, employee, 256–258
California, 246
Calling in, 161
Cargill, 203
Carlisle, James P. “Pat,” 135–136, 141
Castile, Philando, 55
CCLM (conscious competence learning model), 90–92, 117–118
Center for Creative Leadership, 126
Center for Story-based Strategy (CSS), 297, 298, 316
Centers for Disease Control, 186
CFRA Research, 163–164, 167, 182, 223, 224, 237, 282–283
Change:
as irritation, 87
in narrative, 303–305
resistance to, 188
Change management, 33
Character strengths, 109–112
Charitable giving, 248–250
Chase, Samuel, 64
“Check the box” approach to diversity, 40, 161, 167
Chenault, Kenneth, 203
Chin, Vincent, 79
Chinese Exclusion Act (1882), 79
Cigarette sales, 186
CIIM (Cultural Insights Impact Measure), 276–279
City Club Apartments, 133, 134, 262–263
Civil Rights Act (1964), 35, 39, 205, 207, 233–234
Civil rights movement, 251, 255, 306–307
Civility, 12
Clark, Stephen, 55
“A Class Divided” (episode), 58, 81–82, 312
Clean & Clear Fairness brand, 304
Cleveland, Ohio, 55
CMST (Construction Management Skills Training) program, 175
CNBC, 201
Coalitions, workplace, 9–10, 203
Coca-Cola Company, 39–41, 48–50, 245, 274
Cole, Jordana, 50
Colleague resource groups (CRGs), 258, 259, 282
College Cost Reduction and Access Act, 315
“Color blindness,” 97–98, 183, 290
Colorado, 65–66
Color-awareness, 97–98
Comcast Corporation, 201
Comfort zone, working outside, 11, 87
Common language, 33–34, 138, 141, 293
Community partnerships, 248–250
Community Wealth Partners, 248
Compensation, 230 (See also Pay transparency)
Competence:
intercultural, 279–280
See also Conscious competence
Competency approach to diversity, 46
Connect mode, 181
Connections, high-quality, 261–263
Conscious competence, 89–113, 199, 277, 286
antiracist style, discovering, 93–95
with ethnicity, 104–108
individual strengths and, 109–112
and The Race Card Project, 98–100
with racial identity, 96–109
and readiness for race talk, 92–93
reflection on, 113
respecting what you don’t know, 100–109
Conscious competence learning model (CCLM), 90–92, 117–118
Conscious incompetence, 90–92, 95, 117, 199, 286
Consensus decision making, 188
Construction Management Skills Training (CMST) program, 175
The Construction of Whiteness (Roediger), 309
Contemplation stage, of change readiness, 117
Control, 136–137
Conversations Worth Having (Stavros and Torres), 313
Cook, Tim, 115
C.O.R.E. initiative, 163
Core muscles for race work, 115–142
change readiness, 116–119
cultural curiosity, 119–125
empathy, 125–127
Growth Mindset, 127–134
reflection on, 142
spectrum thinking, 134–141
Corporate culture, 42, 160–162, 245
Costco, 14
Cottage cheese boycott, 10
Covid-19 pandemic, xiv, 11, 14
adaptability in, 172, 174, 176
interruption and disruption due to, 186
professional networks in, 210
race work during, 16–17
scapegoating in, 77–78
workplace transformation after, 291
Cox, Billy, 87
Craigslist, 185
Cream of Wheat brand, 301
Creary, Stephanie, 23
Create–dismantle–re-create model, 131–134, 180, 189
Creativity, 137
CRGs (colleague resource groups), 258, 259, 282
CSS (see Center for Story-based Strategy)
C-suite leaders, 245–247
Cultural competence, 50–51, 119–120, 187
Cultural curiosity, 119–125
Cultural Insights Impact Measure (CIIM), 276–279
Culture:
and language of race, 58
Curiosity, cultural, 119–125
Current events, pivots due to, 176–179, 286
Custom Ink, 50
Customer partnerships, 253–254
CVS Health, 17–18, 104, 118, 123, 186, 210, 256, 259, 269, 274, 281
Dallis, Isis, 302
Danish Design Centre, 296
DeCelles, Katherine, 207–209, 221
Decision making:
about hiring, 223–225
alignment in, 186–189
consensus, 188
Six Thinking Hats for, 135–141
Declaration of Independence, 62, 63
Default network (DN), 132–133
DEI (see Diversity, equity, and inclusion)
Delegard, Kirsten, 8
“Delivering Through Diversity” report, 25
Deloitte, 23
Denial orientation, 280
Deregulation movement, 41
Design thinking, 294–295
Detroit, Mich., 79
Develop: (Fleming), 201
D5, 248
Digital technology, 210
Discrimination:
blue eyes/brown eyes exercise, 81–82
in pay, 233–234
uncomfortable truths about, 149
Disengagement, 95
Dismantling, in race work, 296
Disruption of status quo, 184–186, 292
Diversity:
initiatives to improve, 11, 38–41, 87, 167, 186–189
narrative on inclusion and, 292–296
Diversity (continued):
use of term, x
values-based questions about, 220–221
See also Racial diversity
Diversity, equity, and inclusion (DEI), 37–52
accountability for, 247
in business strategy, 145–146
at Coca-Cola, 48–50
diversity initiatives, 38–41
and equity in D&I training, 43–48
evolution of, 34–35
future of, 50–51
history of inclusion efforts, 41–43
initial diversity efforts, 39–41
metrics for (see Metrics for race work)
policy and practice targets of, 196
reflection on, 52
Diversity, Inc. (Newkirk), 39
Diversity and inclusion (D&I) work:
at Austin Transportation Department, 162–168
at City Club Apartments, 134
at core of business, 179
with customers, 253–254
equity in, 43–48
future of, 51
at McCormick & Company, 177–179
redefining, 293–294
“Diversity hires,” 43, 224, 303
“Diversity in the pipeline,” 274
Diversity-only organizations, 183–184
DN (default network), 132–133
Dominant-centric narratives, 291, 292
Domise, Andray, 225–226
Donahue, Megan, 158
“Do-nothing” strategy, 24–26, 33–34
Door-to-door job seeking, 225–226
Dorsey, Cheryl, 249
Duckett, Thasunda Brown, 236, 245
Dykes to Watch Out For (Bechdel), 275
EAPs (employee assistance programs), 162
East Asian people, 98
Eastern Kentucky University, 57
Echoing Green, 249
Economic Policy Institute (EPI), 175
Economic terrorism, 72
Edelman, 16
Educational institutions:
MSI programs at, 204–206
public universities, 216–217
recruiting from, 204–206, 249–250
(See also specific schools)
EEO (Equal Employment Opportunity), 38
EEOC (Equal Employment Opportunity Commission), 39, 41
Effort, 128–129
Elliott, Jane, 81–82
Ellison, Marvin, 236
Emami, 304
Emb-RACE initiative, 178
Emotional intelligence, 145, 167
Emotions, creative thinking and, 181
E.M.P.A.T.H.Y.® model, 127
Empathy and Relational Science Program, 127
The Empathy Effect (Riess and Neporent), 312
Employee assistance programs (EAPs), 162
Employee resource groups (ERGs), 177–178, 258–260, 282
Employees:
engagement by, 256–258, 282–283
input on hiring from, 222
strategic partnerships with, 254–263
EN (executive network), 132
EPI (Economic Policy Institute), 175
Equal Employment Opportunity (EEO), 38
Equal Employment Opportunity Commission (EEOC), 39, 41
Equal Justice Initiative, 255
Equal opportunity employers, 208
Equal Pay Act, 233
Equality/Equity meme, 297–298
Equity:
creating a metric for, 274–279
in D&I training, 43–48
(See also Diversity, equity, and inclusion [DEI])
Equity-focused organizations, 184
ERGs (see Employee resource groups)
ESPN, 186
Eswaran, Vijay, 21
Ethnicity, 104–108
EVERFI, 27–28, 80, 156, 196, 223–225, 274
Executive network (EN), 132
Exit interviews, 260
Experimentation, 173, 233–235, 293–294, 296
Facebook, 10
Failure:
in create–dismantle–re-create, 133
of diversity initiatives, 43–48, 87
failing well, 158
Fair & Handsome, 304
Fair Housing Act (1968), 8
Fair & Lovely, 303–304
Fair Standards Labor Act, 13
Familiarity, 291–292
FDA (Food and Drug Administration), 13
Fear, 116
The Fearless Organization (Edmonson), 313
Federal government employees, race talk by, 18
Federal minimum wage, 13–14
Feedback, on diversity strategy, 173
Feng, Daoyou, 78
Ferguson, Miss., 54
Ferlatte, Mark, 172
Fight-or-flight response, 109
Financial investment, in racial diversity, 26–28
First-tier suppliers, 253
FiveThirtyEight, 276
Fixed Mindset, 127–130
Fleming, Ted, 201
Floyd, George, xiii–xiv, 11, 16, 22, 25, 54, 57, 69, 92–93, 104, 153, 157, 164, 176, 239, 261–262
Follow-up, for diversity initiatives, 45–46
Food and Drug Administration (FDA), 13
Ford Foundation, 160
Fortune 500 companies, 45, 110
Fractured Atlas, 220–221, 224, 258
Franklin, Benjamin, 63
Fredrickson, Barbara, 181
Freedom, 63
Freud, Sigmund, 34–35
Friends, race talk by, 157
Froehle, Craig, 297
Frontline (television program), 58, 81–82, 312
Fuller, Kobie, 202–203
Fully-distributed companies, 172
Functioning antiracist style, 94, 95, 284, 286
Gap, Inc., 14
Garber, Megan, 275
Garner, Eric, 54
Gender diversity, 273–274
Gender inequality, 275–277
Genentech, 208
General Motors, 251
Generation Z, 23–24
Georgia Institute of Technology, 292
“Getting loud,” in hiring, 223–226
GI Bill, 75
Glassdoor, 13
Global Diversity Council, 177
Glow & Lovely, 303–304
Goal-driven hiring decisions, 223
Goals, for race work, 273
Google+, 297
Google Meet, 14
GoToMeeting, 14
Grant, Ulysses S., 64
Graves, Joseph L., 59
Gray, Freddie, Jr., 55
Great Depression, 65
Great Recession, 174
Green, Jeff, 57–58
Green hat mode of thinking, 137
The Guardian, 77
Gurley, O. W., 69
HACU (Hispanic Association of Colleges and Universities), 314
Hamilton, Alexander, 64
Hammer, Mitch, 279
Hancock, John, 63–64
Harassment, 78
Harper, Everett, 172–174, 210, 229, 233, 234–235, 246, 296
Hartford Courant, 33
Harvard University, 126, 127, 207
Hassett-Walker, Connie, 56, 57
Hawaii, 108–109
HBCUs (see Historically Black Colleges and Universities)
Hecht, Ben, 26–27, 153–155, 161, 165–166, 221–222, 247, 283
Hernandez-Ortiz, Elcias, 78
High Growth Mindset, 129
Higher Education Opportunity Act, 315
High-quality connections (HQCs), 261–263
Hindustan Unilever Ltd., 304
Hinrichs, Gina, 313
Hinton, Richard, 238
Hiring, 215–228
by Ansara and Meza, 216–218
asking value-based questions in, 220–222
employee input on, 222
“getting loud” in, 223–226
and inclusion efforts, 41–42
interview panels for, 219
racial diversity in, 57
reflection on, 228
by small business owners, 226
small innovations in, 209–210
unconscious bias in, 207–209
value-based/goal-driven decisions about, 223
The Voice method of, 219
Hirsch, Afua, 98–99
Hispanic, self-identification as, 101–102 (See also Latinos)
Hispanic Association of Colleges and Universities (HACU), 314
Hispanic-Serving Institutions (HSIs), 205, 314
Historical Foundations of Race (website), 309
Historically Black Colleges and Universities (HBCUs), 39, 204–205, 314
Ho, Pak, 25
Hobson, Mellody, 271
Holland, Lauren, 202
Homogeneity:
of underrepresented groups, 96, 101, 157, 291
Hotel Botanique, 233
How Can We Win (video), 69, 72, 309
How the Irish Became White (Ignatiev), 107–108, 312
Howard University, 204
HP, 203
HQCs (high-quality connections), 261–263
HSIs (Hispanic-Serving Institutions), 205, 314
Hudson Institute, 42
Huerta, Dolores, 171
Hughes, Brent, 121
Human Rights Watch, 78
The Hunger Project, 122–123
Identity, racial, xii, 96–109, 217–218
IDI (Intercultural Development Inventory), 315
IKEA, 14
I’m Still Here (Brown), 207, 315
Immigrants, 65–66, 79, 97, 107–108
Inclusion:
as criteria for job seekers, 24
efforts to improve, 41–43
expanding narrative for, 291–292
innovation and culture of, 23
and narrative on diversity, 292–296
(See also Diversity, equity, and inclusion; Diversity, equity, and inclusion [DEI]; Diversity and inclusion [D&I] work)
Incompetence:
conscious, 90–92, 95, 117, 199, 286
unconscious, 90, 95, 117, 198–199, 286
Indian Removal Act (1830), 64
Indigenous people, 64–65, 67–68 (See also Black, Indigenous and People of Color (BIPOC))
Information, in Six Thinking Hats, 136
Ingram, Linda, 39–40
Inherent biases, 145
Inner critic, 130–131
Instagram, 297
Institutional racism, 35, 185, 195
Insular networks, 211
Interactions, workplace, 6–9
Intercultural competence, 279–280
Intercultural Development Inventory (IDI), 315
Internal Revenue Systems, 124
Interruption, of status quo, 184–185
Interview panels, 219
Interviews, exit vs. stay, 260–261
Intuition, 136
Investment firms, 251–253
Irish immigrants, 107–108
Israel, 10
Jackson, Andrew, 64
Jackson, Maynard, 39
James, Bill, 198
Japanese Americans, 79
Jay, John, 64
Jefferson, Thomas, 62–63
Jim Crow (character), 71
Jim Crow Museum of Racist Memorabilia, 70–71, 312
J&J (see Johnson & Johnson)
Johns Hopkins Health System, 33
Johnson, Kevin, 150
Johnson, Susan Somersille, 27, 104, 121–122, 155, 195
Johnson & Johnson (J&J), 12–13, 33, 151–152, 190–191, 203, 304
Jones, Rene, 236
Judgment, 136
Justice, 50
Justice system disparities, 54–58
Kaepernick, Colin, 244
Kelley, D. G., 63
Key performance indicators (KPIs), 274, 279
Kim, Peter, 249
Kim, Suncha, 78
Kimberly-Clark, 150
King, Martin Luther, Jr., 81, 305
Know Your Rights Camp, 244
KPIs (key performance indicators), 274, 279
Kroepfl, Kristin, 301
Kurzius, Larry, 178
Lang, Cady, 78–80
Language, common, 33–34, 138, 141, 293
LAPD (Los Angeles Police Department), 15, 55
Latinos:
history of racism against, 65–66
self-identification for, 101–102, 104
wealth disparities for, 74, 75
Lawrence Livermore National Laboratory (LLNL), 38, 41, 186, 249
Lawrence Technological University, 180
Le Guin, Ursula K., 289
Leaders and leadership, 147–170
at Austin Transportation Department, 162–168
C-suite, 245–247
cultivation of psychological safety by, 160–168
diversity metrics for, 273
diversity strategy for, 173
failure and resilience in, 156–160, 163
future, 255–256
humility, courage, and listening for, 153–155
at Johnson & Johnson, 151–152
of nonprofit organizations, 249
pay transparency for, 235
racially diverse leadership teams, 187, 236, 245–246, 248–249
recruitment by Black, 206–207
reflection on, 170
uncomfortable truths for, 148–151
in VUCA environments, 145
(See also Red pill leaders)
Leadership development programs, 217
Lebanese descent, people of, 100–101, 103–104, 106
Lee, Spike, 206–207
Leech, Jen, 172
Lefargue, Paul, 292
Legal compliance, diversity strategies for, 283
Lexicon, for race work, 293
LGBTQ+ people, 210
Like-me bias, 237
Linden Labs, 172
Live for Life program, 190–191
Lived experience, 217–218
Living Cities, 27, 153–155, 161, 163–165, 221–222, 224, 247, 258, 283
LLNL (see Lawrence Livermore National Laboratory)
Logos, 301
Long, Robert Aaron, 78
Los Angeles County, 106
Los Angeles Police Department (LAPD), 15, 55
Louisville, Ky., 55
Low Growth Mindset, 129–130
Lowrey, Charlie, 176
Lumiar, 233
Lumping approach to metrics, 273–274
Madison, James, 63
Major League Baseball (MLB), 198–200, 210, 299
Malcolm X (film), 206–207
Mandela, Nelson, 9–10
The Manifest (firm), 24
Manifest Destiny, 67–68
Mapping Prejudice project, 8
Marsh & McLennan Companies, Inc., 254
Martin, Trayvon, 153
Martinez, Ray, 28, 80, 156, 196, 223–224, 238
MassMutual, 108, 186–189, 258, 269, 274, 279, 281
Masters Tournament, 207
Matter Unlimited, 302
Matthews, Rufus, 7
Mazatlán, Mexico, 217
McCormick & Company, 16–17, 43, 47, 177, 253–254, 272–274, 282–283
McKinsey & Company, 22, 25, 57, 122–123, 195, 276
McMillon, Doug, 150
Meetings, representation in, 303
Mehri, Cyrus, 40
MENA (Middle Eastern and North African) descent, people of, 106–107
Mentorship, 237–239
Metrics for race work, 269, 271–288
and Bechdel-Wallace Test, 275–278
creating an equity metric, 274–279
and Cultural Insights Impact Measure, 276–279
diversity of group creating, 281–282
monitoring qualitative progress with, 283–286
monitoring quantitative progress with, 279–283
Nereida Perez on, 272–273
reflection on, 288
Mexico City, Mexico, 216–218, 224
Meza, Manuel, 105–106, 216–218
Michels, Paul Andre, 78
Microaggressions, 259
Micro-opportunities, 95, 284–286, 303
Middle Eastern and North African (MENA) descent, people of, 106–107
Mindset: Changing the Way You Think to Fulfill Your Potential (Dweck), 313
Mindset Continuum, 128–130, 313
Minimization orientation, 280–281
Minneapolis, Minn., 261–262
Minority Serving Institution (MSI) programs, 204–206, 315
Mistakes:
acknowledging, 165–166
in hiring, 222
Mixed messaging, about diversity, 44
Mixed Mindset, 129
MLB (see Major League Baseball)
Moneyball (Lewis), 198, 200, 313
Monte, Marianne, 174–175, 238–239, 250
Moore, Darlene Tiffany, 216
“Moving Beyond Diversity Toward Racial Equity” (Hecht), 165–166
Mrs. Butterworth’s brand, 301
MSI (Minority Serving Institution) programs, 204–206, 315
M&T Bank, 236
NABA (National Association of Black Accountants), 202, 314
NABJ (National Association of Black Journalists), 314
Nadal, Kevin, 259
NALEO (National Association of Latino Elected and Appointed Officials), 102
Name, as indicator of race, 207
NAPABA (National Asian Pacific American Bar Association), 201, 313
Narrative(s), 289–307
assumptions in, 297–299
on diversity and inclusion, 292–296
impact of changing, 303–305
inclusion as expansion of, 291–292
from the marketing function, 300–303
Rowan on, 305–307
National Asian Pacific American Bar Association (NAPABA), 201, 313
National Association of Black Accountants (NABA), 202, 314
National Association of Black Journalists (NABJ), 314
National Association of Latino Elected and Appointed Officials (NALEO), 102
National Farmworkers Association, 171
National Football League (NFL), 244, 254–255, 286
National Grid, 272
National Human Genome Research Institute, 60
National Institute of Information Technology, 124
National Minority Supplier Development Council, 251
National Museum of African American History and Culture, 61–62, 309
National Pan-Hellenic Council (NPHC), 204, 314
National Public Radio (NPR), 98–100
National Society of Black Engineers (NSBE), 202, 314
Naugatuck Community College, 250
NBCUniversal, 277
Negative thinking, 130–131, 181
Negativity bias, 109
Neporent, Liz, 312
Nestlé, 294
The Net and the Butterfly (Cabane and Pollack), 132, 313
Netflix, 185
Neutrogena Fine Fairness brand, 304
New York, N.Y., 14–15
New York University, 206
New York Yankees, 199
Newark, N.J., 27
Newkirk, Pamela, 39
Newman-Carrasco, Rochelle, 7–8, 51, 108, 285, 290–293
NFL (see National Football League)
Noah, Trevor, 147
Nonprofit organizations, 249
Nonracist workplaces, x–xi
Nordstrom’s, 260
Norms, workplace, 12
Norris, Michele, 99
North Charleston, SC, 56
Northup Grumman, 203
Norwich University, 56
Notes on the State of Virginia (Jefferson), 63
NPHC (National Pan-Hellenic Council), 204, 314
NPR (National Public Radio), 98–100
NSBE (National Society of Black Engineers), 202, 314
Oakland Athletics, 198–199
Obama, Barack, 158
Ohanian, Alexis, 244
Oliver, John, 53
Onboarding, 258
OneTen Coalition, 57, 203, 314
Online job searches, 225
Organizational development, 44
Organizational readiness, 183–186
Organizational Self-Assessment (OSA), 183–184
Ossorio, Pilar, 59
Other-race effect, 120–121
Outer work, x
Overcoming Organizational Defenses (Argyris), 6
Overfunctioning antiracist style, 94, 95, 117, 168
Oversight, lack of, 162
Owusu, Elsie, 209
Owusu, Nadia, 153–155, 163–164
Pacific Islanders (see Asian Americans and Pacific Islanders (AAPIs))
Page, Sarah, 72
Paid internships, 249–250
Palmer, Pete, 198
Parallel thinking, 139
Park, Hyun Jung, 78
Park, Soon Chung, 78
Participative management, 233
Partnerships (see Strategic partnerships)
Pay transparency, 173, 230–235, 241
PayScale, 234
PBS (Public Broadcasting Service), 81, 312
Pearce, Ruth, 110–112
Pearl Milling Company, 301
People of color:
barriers to promotion for, 236
change readiness for, 118–119
in leadership, 187
at Shawmut Design and Construction, 175–176
(See also Black, Indigenous and People of Color [BIPOC]; specific groups)
PepsiCo, 203, 255, 286, 294, 301
Perez, Nereida, 16–17, 43–44, 47, 177–179, 209, 253–254, 272–273
Performance, psychological safety and, 160
Peterson, Mai-Anh, 78
Philippine Exposition, World’s Fair, 67, 68
Phoenix Life, 33
Pinder, Erneshia, 5, 18, 118–119, 256, 290
Pitts, Nealie, 7
Pivots, strategic, 176–179
Play, 131–134
“Playing the race card,” 98–100
Plummer, Deborah, 94, 103, 104, 106, 107
Polarization orientation, 280
Porcini, Mauro, 294–295
Positional hierarchy, 123, 284
Post-racial society, narrative of, 290
Potter, Gary, 57
Precontemplation stage, of change readiness, 117
Predominantly White institutions (PWIs), 200, 205
Preparation stage, of change readiness, 117
Privilege, 239
Prochaska, James, 117–118
Pro-diversity organizations, hiring biases at, 208–209
Professional development, 42–43
Professional organizations, 201–203
Profit sharing, 232
Progress monitoring, 47, 269, 279–286
Promotion(s), 235–241
advocating for your own, 239–240
impact of sponsorship vs. mentorship on, 237–239
and leadership pipeline, 235–237
reflection on, 241
Prudential, 27, 104, 121, 155, 176, 195, 274
Psychological safety, 160–168
Public Broadcasting Service (PBS), 81, 312
Public universities, 216–217
Purdue University, 202
PWIs (predominantly White institutions), 200, 205
QA (quality assurance), 282
QI Group, 21
Quaker Oats, 301
Qualitative progress monitoring, 283–286
Quality assurance (QA), 282
Quantitative progress monitoring, 279–283
Questions, cultural curiosity and asking, 123–125
Race:
indicators of, on résumés, 207–209, 221
myth of biological basis of, 59–60
narratives about, 290–291
refusal to see, 97–98
as social construct, 60–62
Race: The Power of an Illusion (film), 58, 81, 312
Race and Cultural Diversity in American Life and History (course), 59, 82–83, 90, 98, 312
The Race Card Project, 98–100, 312
“Race Matters” report, 183, 313
Race restrictive covenants, 7–8
Race science, 66–67
Race talk:
common language for, 34
at CVS Health, 17–18
defined, xi
empathy in, 126–127
fluency in, 92–93
high-quality connections and, 262–263
in hiring, 224–225
micro-opportunities for, 284–286
readiness for, 92–93
by red pill leaders, 149–150, 167–168
us-versus-them perspective in, 110
Race Together campaign, 149
Race work:
calling people in for, 161
common language for, 34
competencies required for, 221–222
conscious competence learning model for, 90–92
core muscles for, 115–142
during Covid-19 pandemic, 16–17
cross-cultural competence for, 50–51
defined, x–xi
metrics for, 271–288
shared context for, 53–84
with Six Thinking Hats, 140–141
SOAR framework for, 181
Race-tentative organizations, 184
business lens for, ix–x
as criteria for job seekers, 24
“do-nothing” strategy on, 24–26
financial investment in improving, 26–28
innovation with, 22–23
micro-opportunity to focus on, 284–285
productivity with, 23
profitability with, 22
reflection on, 29
talent pool and prioritizing, 24
Racial diversity strategy, 170–192
at Coca-Cola, 49–50
decisional alignment on, 186–189
depth of, 283
Harper on, 172–174
at Johnson & Johnson, 190–191
method of developing, 282–283
organizational readiness for, 183–186
pivoting to, 176–179
reflection on, 192
small wins with, 189
SOAR planning tool for, 179–182
tactical actions and, 165
in VUCA environments, 174–176
Racial identity, xiv, 96–109, 217–218
Racial profiling, of job seekers, 225–226
Racism:
in 1904 World’s Fair exhibits, 66–69
in history of United States, 62–66, 285
narratives about, 290–291
systemic (see Systemic racism)
Ramachandran, Rajesh, 123–125, 281–282
Readiness:
organizational, 183–186
for race talk, 92–93
Beane’s philosophy of, 198–200
by Black leaders, 206–207
blind, 219
at Coca-Cola, 48
from diverse colleges and universities, 204–206
expanding network for, 201–204
impact of small changes in, 209–211
and indicators of race on résumés, 207–209
and quality of BIPOC talent pool, 200–201
reflection on, 213
at Shawmut Design and Construction, 175–176
Red hat mode of thinking, 136, 140–141
Red pill leaders:
at Austin Transportation Department, 162–168
described, 148
failure and resilience for, 156–160
humility, courage, and listening for, 153–155
race talk by, 149–150
unpopular decisions by, 188
Reddit, 244
Redlining, 75
Repatriations, 65–66
Residential segregation, 7–9
Resignations, board member, 244
Resilience, 158–160
Respect, 100–109
“A Retrospective View of Corporate Diversity Training from 1964 to the Present” (Anand and Winters), 41
Rice, Tamir, 55
Rice, Thomas Dartmouth, 71
Risk taking, 158–161
Roberts, Bari-Ellen, 40
Roberts v. Texaco, 40
Robinson, Michael A, 56
Rometty, Ginni, 203
Ross, Loretta J., 161
Rowan, Carl Thomas, 305–307
Rowan, Liz, 54, 255, 302, 305–307
Rowland, Dick, 72
Roxbury, Mass., 216
Ruffin, Lauren, 220
Rush, Brianna, 131
Sabermetrics, 198–200
Sacramento, Calif., 55
Safety (see Psychological safety)
Sainsbury, John James, 300
Sainsbury’s (chain), 300–301
Salaries, employee-defined, 231–232
Samalya, Mhayse, 157–158
Sameness, 96–97
Sam’s Club, 150
Samsung, 118
Sanchez, Javier, 236
Scharf, Charles, 200
Schultz, Howard, 149–150
“Science of small wins,” 189
Scott, Walter, 56
Seibel, Michael, 244
Self-education, 222
Self-identification, 90–91, 98, 100–104, 108–109, 118
Self-set pay, 232
Semco Group, 230–233
Semco Style Institute, 233
Semler, Antonio Curt, 230
Semler, Ricardo, 230–233
Senior leadership team:
at Coca-Cola Company, 50
Senior leadership team (continued):
conscious inclusion by, 237
racial diversity of, 22, 24, 236
recruitment for, 204
Sensors, for race work, 284
September 11, 2001 terrorist attacks, 14–15
Service Design Show podcast, 294
Service design thinking, 296
Shake Shack, 14
Shared context for race work, 33, 53–84
biological basis of race in, 59–60
bootstrap myth in, 74–77
race as social construct in, 60–62
racial disparities in justice system, 54–58
racism in history of United States, 62–66
reflection on, 84
resources for building, 58–59, 80–83
systemic racism, 80
Tulsa race massacre in, 69–74
violence against AAPIs in, 77–79
World’s Fair of 1904 in, 66–69
Shared purpose, 9–10
Shared vision, 181–182
Sharer, Ken, 203
Shaw, Nzinga, 254–255
Shawmut Design and Construction, 174–176, 216, 224, 238–239, 250
Shell, 272
SHPE (Society of Hispanic Professional Engineers), 201, 313
Six Thinking Hats, 135–141, 298
Six Thinking Hats (de Bono), 313
Skills acquisition, in workplace, 11
Skin color:
in Brazil, 102–103
classification by, 96, 102–103, 108
geography and variations in, 60, 96
in Singapore, 190–191
Slavery, 56–57, 62–64, 68, 69, 205
Small business owners, 226
Smith, John, 27
SOAR planning tool, 146, 179–182, 239, 275
SOBA (Society of Black Architects), 202, 314
Social construct, 60–62
Social Justice Task Force, 164
Social network, 121–122
Society, 12–18
Society of Black Architects (SOBA), 202, 314
Society of Hispanic Professional Engineers (SHPE), 201, 313
Solve Next, 295
South Africa, 9–10
South Korea, 118
Southwest Asian descent, people of, 106
S&P 100 companies, 57
S&P 500 companies, 245
Spectrum thinking, 134–141, 154, 254, 298
Sponsorship, 238–239
Springboks rugby team, 9–10
St. Louis, Mo., 66–69
St. Paul, Minn., 55
Stakeholders, 244
Stanford University, 104
Starbucks, 27, 57, 149–150, 224, 281
Staten Island, N.Y., 54
Stavros, Jacqueline M., 180, 181, 313
Stay interviews, 260–261
Sterling, Alton, 55
Stop Hate AAPI, 78
Strategic partnerships, 243–266
with board members, 244–247
with community, 248–250
with customers, 253–254
with employees, 254–263
reflection on, 265–266
with suppliers, 251–253
Strategic planning, 182
Strength-based approach, 109–112
Structural racism, ix, 94, 108, 301
Suffering, 126
SumAll, 230
Supplier partnerships, 251–253
Supreme Court, 8
SWOT analysis, 180
Synchrony, 203
System of work, 195–196
Systemic racism:
and antiracist style, 94
brands role in addressing, 16
“color blindness” as ignoring, 97
equity and, 43
in shared context for race work, 53, 71, 80
talking about, 18
unconscious incompetence regarding, 90
Talent review process, 236–238
Tan, Xiaojie, 78
Taylor, Kathy, 25, 149, 156, 243, 246, 249, 260, 283
TCUs (Tribal Colleges and Universities), 205, 315
Team composition, 224, 254–255
Teamsters for a Democratic Union (TDU), 206–207
Thede, Robin, 101
Thin Book of SOAR (Stavros and Hinrichs), 313
Think Wrong: (Bielenburg, et al.), 295
Thinking style:
binary, 134–135
breakthrough, 132–133
parallel, 139
Six Thinking Hats, 135–141, 298
(See also Core muscles for race work)
Thomas-McClellan, Heather, 164–165, 167, 182, 223, 237, 283
TIAA, 236
Title VII, Civil Rights Act, 35, 39, 233–234
Torres, Cherri, 313
Trader Joe’s, 14
Training, overstating outcomes of, 44–45
Transformational change, 12–14, 189, 233
Transparency, 145, 173, 230–235, 241
Transportation Department of Austin, Texas, 162–168
Traub, Amy, 74
Travel, 122–123
Tribal Colleges and Universities (TCUs), 205, 315
Tribalism, 61
Truss, 172, 210, 230, 233–235, 246, 258, 296
Tulsa race massacre, 69–74
Tulsa Tribune, 72
Twilight: Los Angeles, 1992 (play), 15, 309
“TWIN Global” panel, 254
Twitter, 300
Tylenol recall, 12–13
Uganda, 122–123
Unanimity, 188
Uncle Ben’s brand, 301
Unconscious bias, 198, 207–209
Unconscious competence, 90, 92, 199–200
Unconscious incompetence, 90, 95, 117, 198–199, 286
Underfunctioning antiracist style, 94, 95
United Farm Workers, 171
United States:
“color blindness” in, 97–98
expansive networks representing, 201
history of policing in, 56–58
race as construct in, 62
racial wealth disparities in, 74–76
racism in history of, 62–66, 285
violence against AAPIs in, 77–78
University of California, Riverside, 121
University of Georgia, 56
University of Illinois at Urbana-Champaign, 58–59, 82–83, 312
University of Maryland College Park, 79
University of Michigan, 126, 261
University of North Carolina, Chapel Hill, 181
University of Pennsylvania, 23
University of Rhode Island, 117
University of Texas, Austin, 162
Upfront Ventures, 202–203
US Army, 180
US Capitol, armed assault on, 105
US Census Bureau, 100–102, 107, 234
US Census Questions About Race on Form (website), 312
US Department of Interior, 204
US Hispanic Chamber of Commerce, 251
US Information Agency, 306
US Justice Department, 55
Us-versus-them perspective, 110
Valle-Yañez, Lorie, 38, 41–43, 108–109, 186, 258, 274, 279–281
Value proposition, 258
Value-based questions and decisions, 220–223
Van Buren, Martin, 64
Vanzant, Iyanla, 159
Venture capital, 202–203
VIA Character Strengths Survey, 109–112, 312
Videoconferencing, 14
Virginia Fair Housing Board, 7
Virtue signaling, 300
Vision, 181–182
Visual cortex, 121
Vocativ, 276
The Voice method résumé screening, 218, 219
VUCA environments, 145, 174–176
Vulnerability, 160
Wachowski, Lana, 313
Wachowski, Lilly, 313
Wage discrimination, 25–26
Wage gap, 233–234
Walgreens Boots Alliance Inc., 151, 236
Wallace, Liz, 275
Walmart, 150
Walton Isaacson, 51
The Warmth of Other Suns (Wilkerson), 70, 309
Washington, Denzel, 269
Washington, George, 63
We Can’t Talk About That at Work! (Winters), 281, 312
Wealth disparities, 74–77
WebEx, 210
Wells Fargo, 200
Welltower Inc., 201
Western societies, social construct of race in, 61–62
Whirlpool, 203
White hat mode of thinking, 136
White House Hispanic Prosperity Initiative, 205
White people, x
Black fatigue with educating, 118
as future leaders, 255
Jim Crow character for, 71
other-race effect for, 120–121
racial identity of, 97–98
in racially diverse leadership, 245–246
racism as construct of, 62–69
self-identification for, 90–91, 100–101, 103–104
sponsorship for, 238–239
in Tulsa race massacre, 72–74
use of term, xii
view of racial disparities by, 54
wage gap and wealth disparities for, 74–77, 234
“what about me?” fears of, 148–149
White supremacy, 63
Whitening, of résumés, 208, 221
Why, reflecting on your, xv–xvi, 173
Wilkerson, Isabel, 70, 97, 309
Williams, Serena, 244
Winfrey, Oprah, 101
Winters, Mary-Frances, 41, 281, 312
Women:
barriers to promotion for, 236
in C-suite roles, 245
employee resource groups for, 177–178
representation of, 275–277
at Shawmut Design and Construction, 175–176
wage gap for, 233–234
Women’s Business Enterprise National Council, 251
Wong, Janelle, 79
Woodman, Cyndy, 208
Woods, Tiger, 101
Workplace(s):
civility in, 12
interaction in, 6–9
nonracist vs. antiracist, x–xi
as part of larger society, 14–18
play in, 133–134
readymade coalitions in, 9–10
reflection on, 20
skills acquisition in, 11
transformational change in, 12–14
World Economic Forum, 22
World’s Fair (1904), 66–69
Wright, Daunte, 56
Wrongfully accused, hiring people who were, 216
Y Combinator, 244
Yaun, Delaina Ashley, 78
Yellow hat mode of thinking, 136, 140, 141
Yoshino, Kenji, 83
Yue, Yong, 78
Zeta Phi Beta, 204–205
Zimmerman, George, 153