Bias interrupted: creating inclusion for real and for good
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
La Vergne
Harvard Business Review Press
2021
|
| Schlagworte: | |
| Online-Zugang: | DE-473 |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (287 Seiten) |
| ISBN: | 9781647822736 |
Internformat
MARC
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| 500 | |a Description based on publisher supplied metadata and other sources | ||
| 505 | 8 | |a Intro -- Contents -- 1. What's the path forward? -- 2. Is bias training worthless? -- 3. We're a meritocracy. Are you asking us to change that? -- 4. Why do some groups need to be politically savvier to succeed? -- 5. Are you saying that white men have it easy? I don't feel privileged -- 6. We cherish our culture. Can we retain that and still achieve DEI goals? -- 7. Can we make progress on DEI without getting all rigid and bureaucratic? -- 8. Women's priorities change after having kids. Are you saying I should ignore that? -- 9. Isn't it natural-and inevitable-that people who work harder go further? -- 10. If we hire more women and people of color, won't the DEI problem take care of itself? -- 11. What does the CEO need to do to finally deliver on DEI goals? -- 12. How can a company change who gets access to opportunities? (Hint: Only the CEO can) -- 13. How can CDOs and HR get buy-in-and deliver-on DEI goals? -- 14. How can HR and DEI departments work together to interrupt bias in basic business systems? -- 15. How can individual managers help move the needle-and manage more effectively? -- Conclusion -- Appendix: Methodology -- Notes -- Index -- Acknowledgments -- About the Author | |
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Datensatz im Suchindex
| _version_ | 1810738988688867328 |
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| author | Williams, Joan 1952- |
| author_GND | (DE-588)142831107 |
| author_facet | Williams, Joan 1952- |
| author_role | aut |
| author_sort | Williams, Joan 1952- |
| author_variant | j w jw |
| building | Verbundindex |
| bvnumber | BV048224699 |
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| contents | Intro -- Contents -- 1. What's the path forward? -- 2. Is bias training worthless? -- 3. We're a meritocracy. Are you asking us to change that? -- 4. Why do some groups need to be politically savvier to succeed? -- 5. Are you saying that white men have it easy? I don't feel privileged -- 6. We cherish our culture. Can we retain that and still achieve DEI goals? -- 7. Can we make progress on DEI without getting all rigid and bureaucratic? -- 8. Women's priorities change after having kids. Are you saying I should ignore that? -- 9. Isn't it natural-and inevitable-that people who work harder go further? -- 10. If we hire more women and people of color, won't the DEI problem take care of itself? -- 11. What does the CEO need to do to finally deliver on DEI goals? -- 12. How can a company change who gets access to opportunities? (Hint: Only the CEO can) -- 13. How can CDOs and HR get buy-in-and deliver-on DEI goals? -- 14. How can HR and DEI departments work together to interrupt bias in basic business systems? -- 15. How can individual managers help move the needle-and manage more effectively? -- Conclusion -- Appendix: Methodology -- Notes -- Index -- Acknowledgments -- About the Author |
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| discipline | Soziologie Wirtschaftswissenschaften |
| discipline_str_mv | Soziologie Wirtschaftswissenschaften |
| format | Electronic eBook |
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| isbn | 9781647822736 |
| language | English |
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| spelling | Williams, Joan 1952- Verfasser (DE-588)142831107 aut Bias interrupted creating inclusion for real and for good La Vergne Harvard Business Review Press 2021 ©2021 1 Online-Ressource (287 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Intro -- Contents -- 1. What's the path forward? -- 2. Is bias training worthless? -- 3. We're a meritocracy. Are you asking us to change that? -- 4. Why do some groups need to be politically savvier to succeed? -- 5. Are you saying that white men have it easy? I don't feel privileged -- 6. We cherish our culture. Can we retain that and still achieve DEI goals? -- 7. Can we make progress on DEI without getting all rigid and bureaucratic? -- 8. Women's priorities change after having kids. Are you saying I should ignore that? -- 9. Isn't it natural-and inevitable-that people who work harder go further? -- 10. If we hire more women and people of color, won't the DEI problem take care of itself? -- 11. What does the CEO need to do to finally deliver on DEI goals? -- 12. How can a company change who gets access to opportunities? (Hint: Only the CEO can) -- 13. How can CDOs and HR get buy-in-and deliver-on DEI goals? -- 14. How can HR and DEI departments work together to interrupt bias in basic business systems? -- 15. How can individual managers help move the needle-and manage more effectively? -- Conclusion -- Appendix: Methodology -- Notes -- Index -- Acknowledgments -- About the Author Unternehmen (DE-588)4061963-1 gnd rswk-swf Diversity Management (DE-588)7611361-9 gnd rswk-swf Unternehmen (DE-588)4061963-1 s Diversity Management (DE-588)7611361-9 s DE-604 Erscheint auch als Druck-Ausgabe Williams, Joan C. Bias Interrupted La Vergne : Harvard Business Review Press,c2021 9781647822729 |
| spellingShingle | Williams, Joan 1952- Bias interrupted creating inclusion for real and for good Intro -- Contents -- 1. What's the path forward? -- 2. Is bias training worthless? -- 3. We're a meritocracy. Are you asking us to change that? -- 4. Why do some groups need to be politically savvier to succeed? -- 5. Are you saying that white men have it easy? I don't feel privileged -- 6. We cherish our culture. Can we retain that and still achieve DEI goals? -- 7. Can we make progress on DEI without getting all rigid and bureaucratic? -- 8. Women's priorities change after having kids. Are you saying I should ignore that? -- 9. Isn't it natural-and inevitable-that people who work harder go further? -- 10. If we hire more women and people of color, won't the DEI problem take care of itself? -- 11. What does the CEO need to do to finally deliver on DEI goals? -- 12. How can a company change who gets access to opportunities? (Hint: Only the CEO can) -- 13. How can CDOs and HR get buy-in-and deliver-on DEI goals? -- 14. How can HR and DEI departments work together to interrupt bias in basic business systems? -- 15. How can individual managers help move the needle-and manage more effectively? -- Conclusion -- Appendix: Methodology -- Notes -- Index -- Acknowledgments -- About the Author Unternehmen (DE-588)4061963-1 gnd Diversity Management (DE-588)7611361-9 gnd |
| subject_GND | (DE-588)4061963-1 (DE-588)7611361-9 |
| title | Bias interrupted creating inclusion for real and for good |
| title_auth | Bias interrupted creating inclusion for real and for good |
| title_exact_search | Bias interrupted creating inclusion for real and for good |
| title_exact_search_txtP | Bias interrupted creating inclusion for real and for good |
| title_full | Bias interrupted creating inclusion for real and for good |
| title_fullStr | Bias interrupted creating inclusion for real and for good |
| title_full_unstemmed | Bias interrupted creating inclusion for real and for good |
| title_short | Bias interrupted |
| title_sort | bias interrupted creating inclusion for real and for good |
| title_sub | creating inclusion for real and for good |
| topic | Unternehmen (DE-588)4061963-1 gnd Diversity Management (DE-588)7611361-9 gnd |
| topic_facet | Unternehmen Diversity Management |
| work_keys_str_mv | AT williamsjoan biasinterruptedcreatinginclusionforrealandforgood |