It's time to talk about race at work : every leader's guide to making progress on diversity, equity, and inclusion

Responsibility
Kelly McDonald.
Publication
Hoboken, New Jersey : Wiley, [2021]
Physical description
1 online resource (xxii, 195 pages) : illustrations

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Description

Creators/Contributors

Author/Creator
McDonald, Kelly, 1961- author.
Contributor
John Wiley & Sons, publisher.

Contents/Summary

Bibliography
Includes bibliographical references and index.
Contents
  • PART I If You're Not Racist, What's the Problem? The Biggest Mistakes People (and Businesses) Make
  • Chapter 1 This Book Is for Everyone, but Especially White Readers
  • Most White people would rather not talk about race
  • Whthis book is for (I'm betting you fall intone of these categories)
  • What this book is-and isn't (Hint: It's not a book about activism or social injustice)
  • Chapter 2 You're Not Racist, but You Have Blind Spots
  • Bias can lead tblind spots
  • Don't be defensive: we all have bias-even babies have bias
  • The weird things we dtjustify our business decisions
  • Chapter 3 The High Cost of Bias: Why All-White or Mostly White Businesses Make Less Money
  • How one of the biggest (and almost all-White) industries lost customers and revenue-and how they fixed the problem
  • Signs that your business may be missing out on opportunities
  • Chapter 4 The Business Case for Diversity
  • Discover diversity's "secret sauce"-the one monumental ingredient that makes diversity rock
  • And what happens when that ingredient is missing
  • Chapter 5 The Excuses People Use tAvoid Doing Anything about Diversity
  • "We can't find any qualified diverse candidates"
  • "We hire for quality, not for color"
  • "It would be unfair ta more qualified candidate"
  • "We already know a very good candidate in our network"
  • "We hired/promoted a diverse person once and they failed"
  • "Our customers won't be comfortable with a diverse person"
  • "Our competitors aren't diverse either, sit's not a problem"
  • "We looked intdiversity-it's toexpensive timplement"
  • Chapter 6 Well-Intentioned Things White People Say That Are Hurtful or Offensive tOthers
  • "I don't see color/I don't care what color you are"
  • "I treat everyone the same"
  • "I'm not racist or biased"
  • Three better ways texpress that you value diversity and aren't racist
  • Chapter 7 Why Your Diversity, Equity, and Inclusion Efforts Haven't Done the Job
  • Five big reasons
  • At work, the subject of racism has been tabo
  • Specific ways tstart conversations about race with colleagues
  • In one-on-one conversations
  • In a meeting
  • Corporate America gets real and acknowledges failures
  • Why we have tstop singing "We Are the World"-and be brave enough tuse the word racism
  • PART II How tTalk about Race at Work
  • Chapter 8 How tTalk about Race in Helpful and Positive Ways: Do's and Don'ts
  • EEK! Why is this shard?
  • Sincerity matters
  • Don't apologize for being White, but acknowledge that people of color are often treated differently than Whites in our society
  • Start small: six ways tstart the conversation on the right foot
  • What tsay, what NOT tsay-and why
  • How thandle friction or conflict in constructive ways
  • How trecover when you've blown it unintentionally
  • Chapter 9 Answers tTough Employee Questions and Racist Remarks
  • "Shouldn't we just hire the most qualified person?"
  • "All this talk about race-we're all one race, the human race!"
  • "I came from nothing and pulled myself up by my bootstraps. None helped me. Why dwe need tdsomething special for minorities?"
  • What tdif an employee makes a racist statement online
  • Chapter 10 Where tStart When You Don't Know Where tStart: Eight Steps tMaking Progress on DE&I
  • Everything you feel comfortable doing is something you had tlearn-you can learn how tdthis, to
  • The STARTING Method: Sincerity, Transparency, Acknowledgment, Respect, Tools, Investment, Nurturing Talent, Goals
  • PART III Making Diversity, Equity, and Inclusion Real
  • Chapter 11 How tBuild Business Relationships with People Different Than You
  • A brewery serves "diversity on tap"-and makes its mark in a non-diverse community
  • What if I don't know any people of color?
  • Truth breeds trust-be upfront and honest about your diversity issues and goals
  • Show up and help first before you ask for help
  • Personal contact, interaction, and conversations bring about more behavior and attitude change than training
  • Chapter 12 What tDIf You See or Hear Casual Racism or Sexism at Work
  • Doing nothing creates one of twkinds of guilt
  • Personal guilt
  • Collective guilt-this one is worse
  • The bystander effect
  • Five effective tactics tuse, whether you're the target or a bystander
  • Chapter 13 Recruiting and Interviewing Diverse Candidates
  • Eliminate inherent bias
  • Stop "picturing" your ideal candidate
  • Rewrite your job descriptions tremove bias
  • Do's and don'ts for writing more inclusive job descriptions
  • How tfind diverse talent-six effective no-cost/low-cost tactics
  • How tinterview diverse candidates-six best practices
  • Chapter 14 Mentoring, Networking, and Checking In: Three Big Ways You Can Help Your Diverse Employees Succeed
  • It's not coddling-it's your job
  • Their success is your success
  • Your support is not favoritism: four reasons why it's fair
  • Your advocacy can be a game-changer
  • PART IV Lead Your Colleagues, Customers, Partners, and Employees
  • Chapter 15 The Leader's Role: Guiding and Setting the Example
  • If you are a White male in a leadership role, you can have a greater impact than anyone
  • Your views on diversity are seen as "neutral" and credible (not sfor women and minorities)
  • Here's your chance tmake a real difference
  • Lead by example-walk the talk
  • It starts with naming the elephant in the room-if you can't dit, whcan?
  • Foster safe discussion of touchy issues by modeling how taddress them head-on
  • What tsay and dwhen horrific and racist things happen in the world-eight do's and don'ts
  • Chapter 16 Reducing Tokenism and Bias: Give Your Diverse Employees and Suppliers a Genuine Seat at the Table
  • Five do's and don'ts for avoiding tokenism in hiring
  • Twkey steps tavoid tokenism in professional development and promotions
  • Chapter 17 Dealing with Naysayers and Derailers
  • Three ways tdeal with naysayers
  • The different types of derailers and their motivations
  • You can change the people-or "change the people"
  • Chapter 18 You're Not Finished. Keep Trying. Keep Evolving.
  • Worst thing you can do: "launch and abandon"
  • Do's & don'ts for maintaining traction
  • Assess progress/address problems
  • Don't be afraid trefine it along the way
  • Expect teducate/and repeat/and repeat
  • Keep your ear tthe ground/listen tthe hallway chatter
  • Celebrate success
  • Set new goals and strategies tstrengthen ongoing efforts
  • Appendix Helpful Terms and Resources
  • Helpful Terms
  • BIPOC
  • DE&I
  • Definitions of Diversity, Equity, and Inclusion
  • LGBTQ+
  • POC
  • Structural Racism
  • Systemic Racism
  • White Privilege
  • Helpful Resources
  • Best Job Boards for Diversity and Inclusion
  • HBR's 10 Must Reads on Diversity
  • LinkedIn's Diversity Recruiting Guide
  • Energetic Awakenings.
  • (source: Nielsen Book Data)
  • PART I If You're Not Racist, What's the Problem? The Biggest Mistakes People (and Businesses) Make Chapter 1 This Book Is for Everyone, but Especially White Readers Most White people would rather not talk about race Who this book is for (I'm betting you fall into one of these categories) What this book is-and isn't (Hint: It's not a book about activism or social injustice) Chapter 2 You're Not Racist, but You Have Blind Spots Bias can lead to blind spots Don't be defensive: we all have bias-even babies have bias
  • The weird things we do to justify our business decisions Chapter 3 The High Cost of Bias: Why All-White or Mostly White Businesses Make Less Money How one of the biggest (and almost all-White) industries lost customers and revenue-and how they fixed the problem Signs that your business may be missing out on opportunities Chapter 4 The Business Case for Diversity Discover diversity's "secret sauce"-the one monumental ingredient that makes diversity rock And what happens when that ingredient is missing Chapter 5 The Excuses People Use tAvoid Doing Anything about Diversity "We can't find any qualified diverse candidates" "We hire for quality, not for color" "It would be unfair to more qualified candidate" "We already know a very good candidate in our network" "We hired/promoted a diverse person once and they failed" "Our customers won't be comfortable with a diverse person" "Our competitors aren't diverse either, so it's not a problem" "We looked into diversity-it's too expensive to implement" Chapter 6 Well-Intentioned Things White People Say That Are Hurtful or Offensive to Others "I don't see color/I don't care what color you are" "I treat everyone the same" "I'm not racist or biased" Three better ways to express that you value diversity and aren't racist Chapter 7 Why Your Diversity, Equity, and Inclusion Efforts Haven't Done the Job
  • Five big reasons At work, the subject of racism has been taboo Specific ways to start conversations about race with colleagues In one-on-one conversations In a meeting Corporate America gets real and acknowledges failures Why we have to stop singing "We Are the World"-and be brave enough to use the word racism PART II How to Talk about Race at Work Chapter 8 How to Talk about Race in Helpful and Positive Ways: Do's and Don'ts
  • EEK! Why is this hard? Sincerity matters Don't apologize for being White, but acknowledge that people of color are often treated differently than Whites in our society Start small: six ways to start the conversation on the right foot What to say, what NOT to say-and why How to handle friction or conflict in constructive ways How to recover when you've blown it unintentionally Chapter 9 Answers to Tough Employee Questions and Racist Remarks
  • "Shouldn't we just hire the most qualified person?" "All this talk about race-we're all one race, the human race!" "I came from nothing and pulled myself up by my bootstraps. None helped me. Why do we need to do something special for minorities?" What to do if an employee makes a racist statement online Chapter 10 Where to Start When You Don't Know Where to Start: Eight Steps to Making Progress on DE&I Everything you feel comfortable doing is something you had to learn-you can learn how to do this, too The STARTING Method: Sincerity, Transparency, Acknowledgment, Respect, Tools, Investment, Nurturing Talent, Goals PART III Making Diversity, Equity, and Inclusion Real Chapter 11 How to Build Business Relationships with People Different Than You A brewery serves "diversity on tap"-and makes its mark in a non-diverse community What if I don't know any people of color?
  • Truth breeds trust-be upfront and honest about your diversity issues and goals Show up and help first before you ask for help Personal contact, interaction, and conversations bring about more behavior and attitude change than training Chapter 12 What to Do If You See or Hear Casual Racism or Sexism at Work Doing nothing creates one of two kinds of guilt Personal guilt Collective guilt-this one is worse The bystander effect Five effective tactics tuse, whether you're the target or a bystander Chapter 13 Recruiting and Interviewing Diverse Candidates Eliminate inherent bias Stop "picturing" your ideal candidate Rewrite your job descriptions to remove bias Do's and don'ts for writing more inclusive job descriptions How to find diverse talent-six effective no-cost/low-cost tactics How to interview diverse candidates-six best practices Chapter 14 Mentoring, Networking, and Checking In: Three Big Ways You Can Help Your Diverse Employees Succeed
  • It's not coddling-it's your job Their success is your success Your support is not favoritism: four reasons why it's fair Your advocacy can be a game-changer PART IV Lead Your Colleagues, Customers, Partners, and Employees Chapter 15 The Leader's Role: Guiding and Setting the Example If you are a White male in a leadership role, you can have a greater impact than anyone Your views on diversity are seen as "neutral" and credible (not so for women and minorities) Here's your chance to make a real difference Lead by example-walk the talk It starts with naming the elephant in the room-if you can't do it, who can? Foster safe discussion of touchy issues by modeling how to address them head-on What to say when horrific and racist things happen in the world-eight do's and don'ts Chapter 16 Reducing Tokenism and Bias: Give Your Diverse Employees and Suppliers a Genuine Seat at the Table Five do's and don'ts for avoiding tokenism in hiring Two key steps to avoid tokenism in professional development and promotions Chapter 17 Dealing with Naysayers and Derailers Three ways to deal with naysayers The different types of derailers and their motivations You can change the people-or "change the people" Chapter 18 You're Not Finished. Keep Trying. Keep Evolving. Worst thing you can do: "launch and abandon" Do's & don'ts for maintaining traction Assess progress/address problems Don't be afraid to refine it along the way Expect to educate/and repeat/and repeat Keep your ear to the ground/listen to the hallway chatter Celebrate success Set new goals and strategies to strengthen ongoing efforts Appendix Helpful Terms and Resources Helpful Terms BIPOC DE&I Definitions of Diversity, Equity, and Inclusion LGBTQ+ POC Structural Racism Systemic Racism White Privilege Helpful Resources Best Job Boards for Diversity and Inclusion HBR's 10 Must Reads on Diversity LinkedIn's Diversity Recruiting Guide Energetic Awakenings.
  • (source: Nielsen Book Data)
Publisher's summary
It's time the business world got the actionable, impactful, no-cost strategies needed to increase diversity and inclusion in the workplace Many white leaders want to create change but don't know how to do so appropriately and effectively. How do you know where the blind spots are that can create obstacles for people of color? Your intentions may be sincere and heartfelt, but intentions aren't enough. In It's Time to Talk about Race at Work, acclaimed speaker and bestselling author Kelly McDonald delivers a much-needed roadmap for businesspeople. This book will help you successfully create a fair and equitable workplace that recognizes diverse talent and fosters productive and constructive conversations in your organization. It's Time to Talk about Race at Work does not approach diversity from the standpoint of social activism or an HR perspective. Instead, this book shows you exactly what to do and how to do it so that you can make real progress on diversity and inclusion, regardless of the size of your organization. The author's clear, "real talk" style makes it easy to learn: The costs and risks you're incurring if your organization lacks diversity How people who don't consider themselves to be racist may still have diversity blind spots How to start the hard conversations you may not know how to approach The STARTING Method an eight-step framework that shows you how to ensure your diversity and inclusion efforts are effective How to recognize the excuses people use to avoid taking action on diversity and inclusion How to address the issues and comments that come up when employees feel nervous, resentful, or uncomfortable as you make headway on diversity in your organization Perfect for executives, managers, and leaders in organizations of all types and sizes, It's Time to Talk about Race at Work is also for employees who want to improve their organization by leading by example. .
(source: Nielsen Book Data)

Bibliographic information

Publication date
2021
ISBN
9781119790891 electronic book
1119790891 electronic book
9781119790884 electronic book
1119790883 electronic book
9781119790877 hardcover

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