Diversity and inclusion matters: tactics and tools to inspire equity and game-changing performance
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Newark
John Wiley & Sons, Incorporated
2022
|
| Ausgabe: | 2nd ed |
| Schlagworte: | |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (xx, 221 Seiten) |
| ISBN: | 9781119799559 |
Internformat
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| 245 | 1 | 0 | |a Diversity and inclusion matters |b tactics and tools to inspire equity and game-changing performance |c Jason R. Thompson |
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| 505 | 8 | |a Cover -- Title Page -- Copyright Page -- Contents -- Preface -- Telling Stories and Bridging the Disconnect -- My Story -- The Bridge Between Intent and Impact -- How the CAPE Process Works -- Notes -- Foreword -- Part I The CAPE Process -- Chapter 1 How to Become an Exceptional DE& -- I Organization -- The Importance of DE& -- I Now -- A Diverse Workforce Will Have Tension -- DE& -- I Officers Need a Broad Range of Skills -- Why DE& -- I Programs Fail -- The How: CAPE Foundation for Successful DE& -- I Programs -- Notes -- Chapter 2 DE& -- I Fundamentals, CAPE, and Organizational Change -- Overwhelmed and Needing a Process -- The Basics of Every DE& -- I Program -- Notes -- Chapter 3 Data for DE& -- I -- Fill the Cup of Others -- The Illusion and Challenge of Data -- The Recruitment Data Challenge -- Notes -- Chapter 4 Collect the Data -- Give a Brown Guy a Chance -- When to Start Collecting Data -- What Data to Collect -- Where to Get the Demographic Data You Need -- Who Is Being Included in the Data? -- Respecting Demographic Data -- Notes -- Chapter 5 Analyze the Data -- Seeing It So Clear Now -- Using the Data to Know What You Have -- The How: Analyzing Data to Identify Recruitment Issues -- The How: Analyzing Data to Identify Retention Issues -- Assume Competence -- Notes -- Chapter 6 Plan your Program -- The World's Park -- Plan Only after You Analyze the Data -- Getting Started on Your Plan -- 4-2-50 Program -- How to Measure ROI in Your DE& -- I Program -- The How: CAPE DE& -- I Plan Template -- How to Complete the CAPE DE& -- I Template -- Note -- Chapter 7 Execute on the Plan -- Audio Must Match Video -- E Is for Execute -- The How: A CAPE Path to Execute -- Part II Practical Lessons Learned in DE& -- I Programs -- Chapter 8 DE& -- I Programs Should Look Like the Company | |
| 505 | 8 | |a Looking for Four-Leaf Clovers -- Sports - US Olympic and Paralympic Committee -- Healthcare -- Tech - Techstars -- Education - University of Wyoming, University of Colorado Health Sciences Center, Western Governors University -- Organizational Mission Alignment -- The How: An Organizational Mission-Alignment Exercise -- Chapter 9 DE& -- I Challenges That No One Tells You -- Whose Mother Are We Talking About? -- Staff and Budget -- Responsibility for Things Beyond Your Control -- Managing Expectations -- Chapter 10 When to Get CEO Involvement -- What Friends Do -- Setting CEO Expectations -- When to Involve the CEO -- Connecting CEO and Leadership Commitment to Diversity -- How to Get CEO Commitment -- Chapter 11 Employee Resource Groups -- Check Your Bias -- Employee Resource Groups -- Define ERG Membership -- Setting Boundaries for ERGs -- Establish Communication Guidelines -- Managing ERG Fundraisers -- Let ERGs Fail -- The How: Suggested Rules and Structures for ERGs -- Chapter 12 DE& -- I Committees -- Focus on the Right Things -- Why DE& -- I Committees Fail -- What Happens When Companies Start with a DE& -- I Committee -- Three Simple Rules for a Better DE& -- I Committee -- Chapter 13 Using DE& -- I Training to Make Organizational Change -- Trees Just Don't Happen -- Diversity Training: Episode versus Series -- DE& -- I Training as a Response to an Episode -- DE& -- I Training as a Series of Ongoing Trainings -- CAPE and DE& -- I Trainings -- The Two Types of DE& -- I Trainings -- Unconscious Bias -- The ADKAR Model -- Note -- Chapter 14 Inclusion Practices -- Don't Ask Me to Organize the Davids -- How to Measure Inclusion -- How the CAPE Inclusion Tracker Works -- The Fair Pay Solution -- Notes -- Chapter 15 Your Mental Health -- A Day at the Pool -- Mental Health for You and Your Colleagues | |
| 505 | 8 | |a Part III Things I Wish I Had Known -- Chapter 16 Top Challenges for DE& -- I Professionals -- Voices Telling You What You Can't Do -- The Myth That Diversity Lowers Quality -- A Hire from an Underrepresented Group Is Not Performing -- Chain of Command -- Your Positional Authority -- Staffing and Budget -- Diversity Committees -- Working with Other Departments -- Efficacy of Résumé Redacting -- Belonging versus Inclusion -- Allies -- Making the Implicit Explicit -- Bridging the Gap Between Intent and Impact -- Validating the Experiences of Others -- Chapter 17 Jason-isms -- The Gift of Time -- The Jason-isms -- Conclusion -- Acknowledgments -- About the Author -- Index -- EULA. | |
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| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |z 978-1-119-79953-5 |a Thompson, Jason R. |t Diversity and Inclusion Matters |d Newark : John Wiley & Sons, Incorporated,c2021 |
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Datensatz im Suchindex
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| author | Thompson, Jason R. ca. 20. Jh |
| author_GND | (DE-588)1293522325 |
| author_facet | Thompson, Jason R. ca. 20. Jh |
| author_role | aut |
| author_sort | Thompson, Jason R. ca. 20. Jh |
| author_variant | j r t jr jrt |
| building | Verbundindex |
| bvnumber | BV048225662 |
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| contents | Cover -- Title Page -- Copyright Page -- Contents -- Preface -- Telling Stories and Bridging the Disconnect -- My Story -- The Bridge Between Intent and Impact -- How the CAPE Process Works -- Notes -- Foreword -- Part I The CAPE Process -- Chapter 1 How to Become an Exceptional DE& -- I Organization -- The Importance of DE& -- I Now -- A Diverse Workforce Will Have Tension -- DE& -- I Officers Need a Broad Range of Skills -- Why DE& -- I Programs Fail -- The How: CAPE Foundation for Successful DE& -- I Programs -- Notes -- Chapter 2 DE& -- I Fundamentals, CAPE, and Organizational Change -- Overwhelmed and Needing a Process -- The Basics of Every DE& -- I Program -- Notes -- Chapter 3 Data for DE& -- I -- Fill the Cup of Others -- The Illusion and Challenge of Data -- The Recruitment Data Challenge -- Notes -- Chapter 4 Collect the Data -- Give a Brown Guy a Chance -- When to Start Collecting Data -- What Data to Collect -- Where to Get the Demographic Data You Need -- Who Is Being Included in the Data? -- Respecting Demographic Data -- Notes -- Chapter 5 Analyze the Data -- Seeing It So Clear Now -- Using the Data to Know What You Have -- The How: Analyzing Data to Identify Recruitment Issues -- The How: Analyzing Data to Identify Retention Issues -- Assume Competence -- Notes -- Chapter 6 Plan your Program -- The World's Park -- Plan Only after You Analyze the Data -- Getting Started on Your Plan -- 4-2-50 Program -- How to Measure ROI in Your DE& -- I Program -- The How: CAPE DE& -- I Plan Template -- How to Complete the CAPE DE& -- I Template -- Note -- Chapter 7 Execute on the Plan -- Audio Must Match Video -- E Is for Execute -- The How: A CAPE Path to Execute -- Part II Practical Lessons Learned in DE& -- I Programs -- Chapter 8 DE& -- I Programs Should Look Like the Company Looking for Four-Leaf Clovers -- Sports - US Olympic and Paralympic Committee -- Healthcare -- Tech - Techstars -- Education - University of Wyoming, University of Colorado Health Sciences Center, Western Governors University -- Organizational Mission Alignment -- The How: An Organizational Mission-Alignment Exercise -- Chapter 9 DE& -- I Challenges That No One Tells You -- Whose Mother Are We Talking About? -- Staff and Budget -- Responsibility for Things Beyond Your Control -- Managing Expectations -- Chapter 10 When to Get CEO Involvement -- What Friends Do -- Setting CEO Expectations -- When to Involve the CEO -- Connecting CEO and Leadership Commitment to Diversity -- How to Get CEO Commitment -- Chapter 11 Employee Resource Groups -- Check Your Bias -- Employee Resource Groups -- Define ERG Membership -- Setting Boundaries for ERGs -- Establish Communication Guidelines -- Managing ERG Fundraisers -- Let ERGs Fail -- The How: Suggested Rules and Structures for ERGs -- Chapter 12 DE& -- I Committees -- Focus on the Right Things -- Why DE& -- I Committees Fail -- What Happens When Companies Start with a DE& -- I Committee -- Three Simple Rules for a Better DE& -- I Committee -- Chapter 13 Using DE& -- I Training to Make Organizational Change -- Trees Just Don't Happen -- Diversity Training: Episode versus Series -- DE& -- I Training as a Response to an Episode -- DE& -- I Training as a Series of Ongoing Trainings -- CAPE and DE& -- I Trainings -- The Two Types of DE& -- I Trainings -- Unconscious Bias -- The ADKAR Model -- Note -- Chapter 14 Inclusion Practices -- Don't Ask Me to Organize the Davids -- How to Measure Inclusion -- How the CAPE Inclusion Tracker Works -- The Fair Pay Solution -- Notes -- Chapter 15 Your Mental Health -- A Day at the Pool -- Mental Health for You and Your Colleagues Part III Things I Wish I Had Known -- Chapter 16 Top Challenges for DE& -- I Professionals -- Voices Telling You What You Can't Do -- The Myth That Diversity Lowers Quality -- A Hire from an Underrepresented Group Is Not Performing -- Chain of Command -- Your Positional Authority -- Staffing and Budget -- Diversity Committees -- Working with Other Departments -- Efficacy of Résumé Redacting -- Belonging versus Inclusion -- Allies -- Making the Implicit Explicit -- Bridging the Gap Between Intent and Impact -- Validating the Experiences of Others -- Chapter 17 Jason-isms -- The Gift of Time -- The Jason-isms -- Conclusion -- Acknowledgments -- About the Author -- Index -- EULA. |
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| dewey-full | 658.3008 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3008 |
| dewey-search | 658.3008 |
| dewey-sort | 3658.3008 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| edition | 2nd ed |
| format | Electronic eBook |
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| id | DE-604.BV048225662 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T19:50:40Z |
| indexdate | 2024-09-20T18:01:08Z |
| institution | BVB |
| isbn | 9781119799559 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-033606395 |
| oclc_num | 1319626504 |
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| owner_facet | DE-B170 |
| physical | 1 Online-Ressource (xx, 221 Seiten) |
| psigel | ZDB-30-PQE |
| publishDate | 2022 |
| publishDateSearch | 2022 |
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| publisher | John Wiley & Sons, Incorporated |
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| spelling | Thompson, Jason R. ca. 20. Jh. Verfasser (DE-588)1293522325 aut Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance Jason R. Thompson 2nd ed Newark John Wiley & Sons, Incorporated 2022 © 2022 1 Online-Ressource (xx, 221 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Cover -- Title Page -- Copyright Page -- Contents -- Preface -- Telling Stories and Bridging the Disconnect -- My Story -- The Bridge Between Intent and Impact -- How the CAPE Process Works -- Notes -- Foreword -- Part I The CAPE Process -- Chapter 1 How to Become an Exceptional DE& -- I Organization -- The Importance of DE& -- I Now -- A Diverse Workforce Will Have Tension -- DE& -- I Officers Need a Broad Range of Skills -- Why DE& -- I Programs Fail -- The How: CAPE Foundation for Successful DE& -- I Programs -- Notes -- Chapter 2 DE& -- I Fundamentals, CAPE, and Organizational Change -- Overwhelmed and Needing a Process -- The Basics of Every DE& -- I Program -- Notes -- Chapter 3 Data for DE& -- I -- Fill the Cup of Others -- The Illusion and Challenge of Data -- The Recruitment Data Challenge -- Notes -- Chapter 4 Collect the Data -- Give a Brown Guy a Chance -- When to Start Collecting Data -- What Data to Collect -- Where to Get the Demographic Data You Need -- Who Is Being Included in the Data? -- Respecting Demographic Data -- Notes -- Chapter 5 Analyze the Data -- Seeing It So Clear Now -- Using the Data to Know What You Have -- The How: Analyzing Data to Identify Recruitment Issues -- The How: Analyzing Data to Identify Retention Issues -- Assume Competence -- Notes -- Chapter 6 Plan your Program -- The World's Park -- Plan Only after You Analyze the Data -- Getting Started on Your Plan -- 4-2-50 Program -- How to Measure ROI in Your DE& -- I Program -- The How: CAPE DE& -- I Plan Template -- How to Complete the CAPE DE& -- I Template -- Note -- Chapter 7 Execute on the Plan -- Audio Must Match Video -- E Is for Execute -- The How: A CAPE Path to Execute -- Part II Practical Lessons Learned in DE& -- I Programs -- Chapter 8 DE& -- I Programs Should Look Like the Company Looking for Four-Leaf Clovers -- Sports - US Olympic and Paralympic Committee -- Healthcare -- Tech - Techstars -- Education - University of Wyoming, University of Colorado Health Sciences Center, Western Governors University -- Organizational Mission Alignment -- The How: An Organizational Mission-Alignment Exercise -- Chapter 9 DE& -- I Challenges That No One Tells You -- Whose Mother Are We Talking About? -- Staff and Budget -- Responsibility for Things Beyond Your Control -- Managing Expectations -- Chapter 10 When to Get CEO Involvement -- What Friends Do -- Setting CEO Expectations -- When to Involve the CEO -- Connecting CEO and Leadership Commitment to Diversity -- How to Get CEO Commitment -- Chapter 11 Employee Resource Groups -- Check Your Bias -- Employee Resource Groups -- Define ERG Membership -- Setting Boundaries for ERGs -- Establish Communication Guidelines -- Managing ERG Fundraisers -- Let ERGs Fail -- The How: Suggested Rules and Structures for ERGs -- Chapter 12 DE& -- I Committees -- Focus on the Right Things -- Why DE& -- I Committees Fail -- What Happens When Companies Start with a DE& -- I Committee -- Three Simple Rules for a Better DE& -- I Committee -- Chapter 13 Using DE& -- I Training to Make Organizational Change -- Trees Just Don't Happen -- Diversity Training: Episode versus Series -- DE& -- I Training as a Response to an Episode -- DE& -- I Training as a Series of Ongoing Trainings -- CAPE and DE& -- I Trainings -- The Two Types of DE& -- I Trainings -- Unconscious Bias -- The ADKAR Model -- Note -- Chapter 14 Inclusion Practices -- Don't Ask Me to Organize the Davids -- How to Measure Inclusion -- How the CAPE Inclusion Tracker Works -- The Fair Pay Solution -- Notes -- Chapter 15 Your Mental Health -- A Day at the Pool -- Mental Health for You and Your Colleagues Part III Things I Wish I Had Known -- Chapter 16 Top Challenges for DE& -- I Professionals -- Voices Telling You What You Can't Do -- The Myth That Diversity Lowers Quality -- A Hire from an Underrepresented Group Is Not Performing -- Chain of Command -- Your Positional Authority -- Staffing and Budget -- Diversity Committees -- Working with Other Departments -- Efficacy of Résumé Redacting -- Belonging versus Inclusion -- Allies -- Making the Implicit Explicit -- Bridging the Gap Between Intent and Impact -- Validating the Experiences of Others -- Chapter 17 Jason-isms -- The Gift of Time -- The Jason-isms -- Conclusion -- Acknowledgments -- About the Author -- Index -- EULA. Inklusion Soziologie (DE-588)4696474-5 gnd rswk-swf Diversity Management (DE-588)7611361-9 gnd rswk-swf Diversity Management (DE-588)7611361-9 s Inklusion Soziologie (DE-588)4696474-5 s DE-604 Erscheint auch als Druck-Ausgabe 978-1-119-79953-5 Thompson, Jason R. Diversity and Inclusion Matters Newark : John Wiley & Sons, Incorporated,c2021 |
| spellingShingle | Thompson, Jason R. ca. 20. Jh Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance Cover -- Title Page -- Copyright Page -- Contents -- Preface -- Telling Stories and Bridging the Disconnect -- My Story -- The Bridge Between Intent and Impact -- How the CAPE Process Works -- Notes -- Foreword -- Part I The CAPE Process -- Chapter 1 How to Become an Exceptional DE& -- I Organization -- The Importance of DE& -- I Now -- A Diverse Workforce Will Have Tension -- DE& -- I Officers Need a Broad Range of Skills -- Why DE& -- I Programs Fail -- The How: CAPE Foundation for Successful DE& -- I Programs -- Notes -- Chapter 2 DE& -- I Fundamentals, CAPE, and Organizational Change -- Overwhelmed and Needing a Process -- The Basics of Every DE& -- I Program -- Notes -- Chapter 3 Data for DE& -- I -- Fill the Cup of Others -- The Illusion and Challenge of Data -- The Recruitment Data Challenge -- Notes -- Chapter 4 Collect the Data -- Give a Brown Guy a Chance -- When to Start Collecting Data -- What Data to Collect -- Where to Get the Demographic Data You Need -- Who Is Being Included in the Data? -- Respecting Demographic Data -- Notes -- Chapter 5 Analyze the Data -- Seeing It So Clear Now -- Using the Data to Know What You Have -- The How: Analyzing Data to Identify Recruitment Issues -- The How: Analyzing Data to Identify Retention Issues -- Assume Competence -- Notes -- Chapter 6 Plan your Program -- The World's Park -- Plan Only after You Analyze the Data -- Getting Started on Your Plan -- 4-2-50 Program -- How to Measure ROI in Your DE& -- I Program -- The How: CAPE DE& -- I Plan Template -- How to Complete the CAPE DE& -- I Template -- Note -- Chapter 7 Execute on the Plan -- Audio Must Match Video -- E Is for Execute -- The How: A CAPE Path to Execute -- Part II Practical Lessons Learned in DE& -- I Programs -- Chapter 8 DE& -- I Programs Should Look Like the Company Looking for Four-Leaf Clovers -- Sports - US Olympic and Paralympic Committee -- Healthcare -- Tech - Techstars -- Education - University of Wyoming, University of Colorado Health Sciences Center, Western Governors University -- Organizational Mission Alignment -- The How: An Organizational Mission-Alignment Exercise -- Chapter 9 DE& -- I Challenges That No One Tells You -- Whose Mother Are We Talking About? -- Staff and Budget -- Responsibility for Things Beyond Your Control -- Managing Expectations -- Chapter 10 When to Get CEO Involvement -- What Friends Do -- Setting CEO Expectations -- When to Involve the CEO -- Connecting CEO and Leadership Commitment to Diversity -- How to Get CEO Commitment -- Chapter 11 Employee Resource Groups -- Check Your Bias -- Employee Resource Groups -- Define ERG Membership -- Setting Boundaries for ERGs -- Establish Communication Guidelines -- Managing ERG Fundraisers -- Let ERGs Fail -- The How: Suggested Rules and Structures for ERGs -- Chapter 12 DE& -- I Committees -- Focus on the Right Things -- Why DE& -- I Committees Fail -- What Happens When Companies Start with a DE& -- I Committee -- Three Simple Rules for a Better DE& -- I Committee -- Chapter 13 Using DE& -- I Training to Make Organizational Change -- Trees Just Don't Happen -- Diversity Training: Episode versus Series -- DE& -- I Training as a Response to an Episode -- DE& -- I Training as a Series of Ongoing Trainings -- CAPE and DE& -- I Trainings -- The Two Types of DE& -- I Trainings -- Unconscious Bias -- The ADKAR Model -- Note -- Chapter 14 Inclusion Practices -- Don't Ask Me to Organize the Davids -- How to Measure Inclusion -- How the CAPE Inclusion Tracker Works -- The Fair Pay Solution -- Notes -- Chapter 15 Your Mental Health -- A Day at the Pool -- Mental Health for You and Your Colleagues Part III Things I Wish I Had Known -- Chapter 16 Top Challenges for DE& -- I Professionals -- Voices Telling You What You Can't Do -- The Myth That Diversity Lowers Quality -- A Hire from an Underrepresented Group Is Not Performing -- Chain of Command -- Your Positional Authority -- Staffing and Budget -- Diversity Committees -- Working with Other Departments -- Efficacy of Résumé Redacting -- Belonging versus Inclusion -- Allies -- Making the Implicit Explicit -- Bridging the Gap Between Intent and Impact -- Validating the Experiences of Others -- Chapter 17 Jason-isms -- The Gift of Time -- The Jason-isms -- Conclusion -- Acknowledgments -- About the Author -- Index -- EULA. Inklusion Soziologie (DE-588)4696474-5 gnd Diversity Management (DE-588)7611361-9 gnd |
| subject_GND | (DE-588)4696474-5 (DE-588)7611361-9 |
| title | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance |
| title_auth | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance |
| title_exact_search | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance |
| title_exact_search_txtP | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance |
| title_full | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance Jason R. Thompson |
| title_fullStr | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance Jason R. Thompson |
| title_full_unstemmed | Diversity and inclusion matters tactics and tools to inspire equity and game-changing performance Jason R. Thompson |
| title_short | Diversity and inclusion matters |
| title_sort | diversity and inclusion matters tactics and tools to inspire equity and game changing performance |
| title_sub | tactics and tools to inspire equity and game-changing performance |
| topic | Inklusion Soziologie (DE-588)4696474-5 gnd Diversity Management (DE-588)7611361-9 gnd |
| topic_facet | Inklusion Soziologie Diversity Management |
| work_keys_str_mv | AT thompsonjasonr diversityandinclusionmatterstacticsandtoolstoinspireequityandgamechangingperformance |