Diversity, equity and inclusion for Dummies:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Hoboken, New Jersey
John Wiley & Sons, Incorporated
[2022]
|
| Schlagworte: | |
| Online-Zugang: | DE-188 DE-2070s DE-29 |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (xiii, 331 Seiten) |
| ISBN: | 9781119824763 |
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| 505 | 8 | |a Intro -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- About This Book -- Foolish Assumptions -- Icons Used in This Book -- Beyond the Book -- Where to Go from Here -- Part 1 Getting Started with Diversity, Equity, and Inclusion -- Chapter 1 Understanding the Fundamentals of Diversity, Equity, and Inclusion -- Re-Shifting the Focus to Diversity, Equity, and Inclusion Work -- Understanding the History of Diversity and Inclusion in the Workplace -- Defining Diversity, Equity, and Inclusion -- Diversity -- Multiple dimensions of diversity -- Equity -- Inclusion -- Diversity, equity, and inclusion -- Breaking Down Other Key DEI-Related Terms -- Ability and disabilities -- Belonging -- BIPOC -- Implicit bias -- Intersectionality -- Isms and phobias -- LGBTQIA+ -- Microaggressions -- Neurodiversity -- Prejudice and stereotypes -- Privilege and power -- Getting Started: Reflection Activity -- Chapter 2 Exploring Key Demographic Trends that Are Redefining the Workplace -- Increasingly Global -- Increasingly Diverse -- Generational diversity -- Gender diversity -- Racial and ethnic diversity -- Increasingly More Flexible and Working More Virtually -- A new way of thinking about work -- The impact diversity, equity, and inclusion -- Increasingly Digital -- Considering the COVID-19 pandemic's effects on digitalization -- Examining automation's and artificial intelligence's impact on talent and DEI -- Increasingly Underskilled -- Chapter 3 Cultivating Skills and Competencies for Leading Today's Workers -- Assessing Your DEI Leadership Effectiveness -- Demonstrating emotional intelligence -- Exhibiting authenticity and transparency -- Building and maintaining trust -- Leading change -- Dealing with conflicts -- Using diplomacy and tact -- Applying an equity lens in decision making -- Exercising cultural competence | |
| 505 | 8 | |a Navigating workplace politics -- Developing accountability as a leader -- Promoting DEI as a Senior Executive/Board Member -- Fostering DEI as a Middle Manager or Supervisor -- Championing DEI as a Mentor or Sponsor -- Mentorship -- Sponsorship -- Chapter 4 Making the Case for DEI -- Recognizing DEI's Impact on Organizational Success -- Becoming an Employer of Choice -- Leveraging Inclusion to Drive Innovation and Creativity -- Enhancing the Safety, Health, and Wellness of Staff -- Improving the Employee Experience and Encouraging Engagement -- Creating a positive employee experience -- Seeing increased engagement -- Minimizing Employee Complaints and Lawsuits -- Avoiding the Revolving Door and Turnover of Top Performers -- Chapter 5 Hiring a Chief Diversity, Equity, and Inclusion Officer -- Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer's Role -- Knowing When It's Time to Hire a CDEIO -- Considering the Best Candidate for Your Organization -- Positioning the Role at the Right Level -- Part 2 Examining DEI in the Workplace -- Chapter 6 Assessing Your Organization's Culture -- Exploring What Culture Is -- Using Benchmarks and Other Industry Standards -- Conducting Document Reviews of Policies, Processes, and Strategies -- Conducting Leadership Assessments -- Conducting a Staff Inclusion and Engagement Survey -- Conducting Employee Focus Groups -- Chapter 7 Exposing Common Organizational Barriers to DEI -- Looking for the Culture Fit -- Resisting the Value and Need for DEI -- Handling resistance -- Overcoming fear -- Perpetuating Microaggressions, Stereotypes, and Prejudices -- Taking a closer look at microaggressions -- Sniffing out stereotypes and prejudices -- Overlooking Hidden Figures Who Are Overperforming but Undervalued -- Minimizing the experiences and contributions of underrepresented talent | |
| 505 | 8 | |a Relying on favorites and go-tos -- Silencing and Ignoring Employee Complaints -- Chapter 8 Positioning DEI as an Organization's Strategic Priority -- Embedding DEI into the Organization's Mission, Vision, and Values -- Creating a DEI Plan -- Starting with a vision for the future -- Taking the steps to make it happen -- Communicating the DEI Plan across the organization -- Involving leadership -- Making it relevant -- Keeping the Plan Alive -- Part 3 Implementing and Operationalizing DEI Across the Organization -- Chapter 9 Finding and Recruiting Diverse Talent -- Reviewing Your Recruitment Strategy -- Shoring up your short-term recruitment strategy -- Looking at recruitment with an eye on long-term goals -- Boosting your diversity recruitment strategy -- Casting a Wider Net to Build a Diverse Pipeline -- Building relationships and networking -- Communicating your commitment to DEI -- Writing More Inclusive Job Descriptions -- Minimizing Bias in the Selection Process -- Recognizing that everyone has biases -- Replacing gender-coded words with gender-neutral ones -- Reducing racial bias -- Curtailing bias against older workers -- Diminishing bias against disabled (differently-abled) workers -- Lessening bias against religious beliefs/spirituality/faith -- Assembling a Diverse Interview Panel -- Avoiding Illegal and Inappropriate Questions -- Chapter 10 Developing, Coaching, Promoting, and Retaining Diverse Talent -- Developing Diverse Talent -- Coaching Diverse Talent -- Assessing Your Team's Needs -- Understanding the best ways to get your team's input -- Mentoring across differences -- Customizing your leadership style to your team's diverse needs and talents -- Reviewing Performance with an Equitable and Inclusive Mindset -- Combating microaggressions and bias -- Providing feedback through an equitable lens -- Applying Retention Strategies That Work | |
| 505 | 8 | |a Chapter 11 Leading Diverse Teams for Maximum Performance -- Assembling a Diverse Team -- Maximizing the Benefits of a Diverse Team -- Creating opportunities for people to get to know each other -- Embracing communication style differences -- Making your meetings no-judgment zones -- Focusing on the increase in market share and serving more diverse customers -- Addressing unconscious cultural bias -- Inviting Diversity of Thought to the Table -- Scrutinizing the myth about diversity of thought -- Uncovering the truth about diversity of thought -- Mining diversity of thought at the table -- Facilitating Relationship-Building and Cultivating Trust and Belonging -- Building relationships -- Building trust -- Avoiding the Common Pitfalls of Leading a Diverse Team -- Chapter 12 Tracking, Measuring, and Reporting the Progress of DEI Efforts -- Measuring What Matters -- Understanding what makes a metric good -- Considering common areas to measure -- Avoiding common metrics mistakes -- Identifying the Problems with Tracking DEI -- Developing a DEI Scorecard -- Reporting the Data to Key Leaders -- Putting it all together -- Making sure leaders use the data presented -- Chapter 13 Embedding DEI in Other Key Areas of the Organization -- Incorporating DEI Messaging into Marketing and Branding Initiatives -- Practicing inclusive marketing -- Avoiding cultural appropriation and other missteps -- Integrating DEI into Company Communications and Messaging -- Connecting DEI to Environmental Social Governance and Corporate Responsibility -- Surveying Supplier Diversity Programs -- Understanding the benefits of supplier diversity programs -- Establishing and nurturing relationships with diverse vendors and suppliers -- Exploring best practices for supplier diversity programs -- Measuring the success of a supplier diversity program | |
| 505 | 8 | |a Chapter 14 Launching DEI Councils and Employee Resource Groups -- Differentiating Between DEI Councils and Employee Resource Groups -- Understanding how diversity councils can support ERGs -- Looking at what diversity councils and ERGs can accomplish together -- Drilling down into the importance of ERGs -- Ensuring Engagement from the Top: The Importance of the Executive Sponsor -- Establishing an Effective DEI Council -- Knowing your company and finding a champion -- Establishing your mission, vision, and strategic areas of focus -- Setting goals and establishing roles and responsibilities -- Recruiting and securing DEI council members -- Developing a DEI council charter -- Offering Employee Resource Groups to Support DEI Initiatives -- Realizing the benefits of the ERGs for employees and the organization -- Identifying the various types of employee resource groups -- Deciding when to launch ERGs and which to launch first -- Recruiting ERG members and executive sponsors -- Establishing an ERG charter and measures of success -- Part 4 Sustaining DEI in Your Organization -- Chapter 15 Understanding Implicit Bias and Its Impact in the Workplace -- An Important Word on Bias -- Tracing the Origins of Biases and How They're Reinforced -- Identifying Ways Biases Show Up in Everyday Life -- Distinguishing among the Various Biases -- Describing the Ways Biases Affect Decision Making in the Workplace -- Reprogramming Your Brain to Make Less Biased Decisions -- Mitigating bias as an individual -- Managing bias within a system -- Chapter 16 Moving from Unconscious Bias to Inclusive Leadership -- Realizing the Benefits of Becoming an Inclusive Leader -- Driving financial performance -- Enhancing employer brand that attracts top talent -- Increasing employee engagement, satisfaction, and team performance -- Achieving greater innovation in products and services | |
| 505 | 8 | |a Honing the Competencies and Key Traits of an Inclusive Leader | |
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| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Davis, Shirley |t Diversity, Equity and Inclusion for Dummies |d Hoboken : John Wiley & Sons, Incorporated,c2022 |z 978-1-119-82475-6 |
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| contents | Intro -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- About This Book -- Foolish Assumptions -- Icons Used in This Book -- Beyond the Book -- Where to Go from Here -- Part 1 Getting Started with Diversity, Equity, and Inclusion -- Chapter 1 Understanding the Fundamentals of Diversity, Equity, and Inclusion -- Re-Shifting the Focus to Diversity, Equity, and Inclusion Work -- Understanding the History of Diversity and Inclusion in the Workplace -- Defining Diversity, Equity, and Inclusion -- Diversity -- Multiple dimensions of diversity -- Equity -- Inclusion -- Diversity, equity, and inclusion -- Breaking Down Other Key DEI-Related Terms -- Ability and disabilities -- Belonging -- BIPOC -- Implicit bias -- Intersectionality -- Isms and phobias -- LGBTQIA+ -- Microaggressions -- Neurodiversity -- Prejudice and stereotypes -- Privilege and power -- Getting Started: Reflection Activity -- Chapter 2 Exploring Key Demographic Trends that Are Redefining the Workplace -- Increasingly Global -- Increasingly Diverse -- Generational diversity -- Gender diversity -- Racial and ethnic diversity -- Increasingly More Flexible and Working More Virtually -- A new way of thinking about work -- The impact diversity, equity, and inclusion -- Increasingly Digital -- Considering the COVID-19 pandemic's effects on digitalization -- Examining automation's and artificial intelligence's impact on talent and DEI -- Increasingly Underskilled -- Chapter 3 Cultivating Skills and Competencies for Leading Today's Workers -- Assessing Your DEI Leadership Effectiveness -- Demonstrating emotional intelligence -- Exhibiting authenticity and transparency -- Building and maintaining trust -- Leading change -- Dealing with conflicts -- Using diplomacy and tact -- Applying an equity lens in decision making -- Exercising cultural competence Navigating workplace politics -- Developing accountability as a leader -- Promoting DEI as a Senior Executive/Board Member -- Fostering DEI as a Middle Manager or Supervisor -- Championing DEI as a Mentor or Sponsor -- Mentorship -- Sponsorship -- Chapter 4 Making the Case for DEI -- Recognizing DEI's Impact on Organizational Success -- Becoming an Employer of Choice -- Leveraging Inclusion to Drive Innovation and Creativity -- Enhancing the Safety, Health, and Wellness of Staff -- Improving the Employee Experience and Encouraging Engagement -- Creating a positive employee experience -- Seeing increased engagement -- Minimizing Employee Complaints and Lawsuits -- Avoiding the Revolving Door and Turnover of Top Performers -- Chapter 5 Hiring a Chief Diversity, Equity, and Inclusion Officer -- Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer's Role -- Knowing When It's Time to Hire a CDEIO -- Considering the Best Candidate for Your Organization -- Positioning the Role at the Right Level -- Part 2 Examining DEI in the Workplace -- Chapter 6 Assessing Your Organization's Culture -- Exploring What Culture Is -- Using Benchmarks and Other Industry Standards -- Conducting Document Reviews of Policies, Processes, and Strategies -- Conducting Leadership Assessments -- Conducting a Staff Inclusion and Engagement Survey -- Conducting Employee Focus Groups -- Chapter 7 Exposing Common Organizational Barriers to DEI -- Looking for the Culture Fit -- Resisting the Value and Need for DEI -- Handling resistance -- Overcoming fear -- Perpetuating Microaggressions, Stereotypes, and Prejudices -- Taking a closer look at microaggressions -- Sniffing out stereotypes and prejudices -- Overlooking Hidden Figures Who Are Overperforming but Undervalued -- Minimizing the experiences and contributions of underrepresented talent Relying on favorites and go-tos -- Silencing and Ignoring Employee Complaints -- Chapter 8 Positioning DEI as an Organization's Strategic Priority -- Embedding DEI into the Organization's Mission, Vision, and Values -- Creating a DEI Plan -- Starting with a vision for the future -- Taking the steps to make it happen -- Communicating the DEI Plan across the organization -- Involving leadership -- Making it relevant -- Keeping the Plan Alive -- Part 3 Implementing and Operationalizing DEI Across the Organization -- Chapter 9 Finding and Recruiting Diverse Talent -- Reviewing Your Recruitment Strategy -- Shoring up your short-term recruitment strategy -- Looking at recruitment with an eye on long-term goals -- Boosting your diversity recruitment strategy -- Casting a Wider Net to Build a Diverse Pipeline -- Building relationships and networking -- Communicating your commitment to DEI -- Writing More Inclusive Job Descriptions -- Minimizing Bias in the Selection Process -- Recognizing that everyone has biases -- Replacing gender-coded words with gender-neutral ones -- Reducing racial bias -- Curtailing bias against older workers -- Diminishing bias against disabled (differently-abled) workers -- Lessening bias against religious beliefs/spirituality/faith -- Assembling a Diverse Interview Panel -- Avoiding Illegal and Inappropriate Questions -- Chapter 10 Developing, Coaching, Promoting, and Retaining Diverse Talent -- Developing Diverse Talent -- Coaching Diverse Talent -- Assessing Your Team's Needs -- Understanding the best ways to get your team's input -- Mentoring across differences -- Customizing your leadership style to your team's diverse needs and talents -- Reviewing Performance with an Equitable and Inclusive Mindset -- Combating microaggressions and bias -- Providing feedback through an equitable lens -- Applying Retention Strategies That Work Chapter 11 Leading Diverse Teams for Maximum Performance -- Assembling a Diverse Team -- Maximizing the Benefits of a Diverse Team -- Creating opportunities for people to get to know each other -- Embracing communication style differences -- Making your meetings no-judgment zones -- Focusing on the increase in market share and serving more diverse customers -- Addressing unconscious cultural bias -- Inviting Diversity of Thought to the Table -- Scrutinizing the myth about diversity of thought -- Uncovering the truth about diversity of thought -- Mining diversity of thought at the table -- Facilitating Relationship-Building and Cultivating Trust and Belonging -- Building relationships -- Building trust -- Avoiding the Common Pitfalls of Leading a Diverse Team -- Chapter 12 Tracking, Measuring, and Reporting the Progress of DEI Efforts -- Measuring What Matters -- Understanding what makes a metric good -- Considering common areas to measure -- Avoiding common metrics mistakes -- Identifying the Problems with Tracking DEI -- Developing a DEI Scorecard -- Reporting the Data to Key Leaders -- Putting it all together -- Making sure leaders use the data presented -- Chapter 13 Embedding DEI in Other Key Areas of the Organization -- Incorporating DEI Messaging into Marketing and Branding Initiatives -- Practicing inclusive marketing -- Avoiding cultural appropriation and other missteps -- Integrating DEI into Company Communications and Messaging -- Connecting DEI to Environmental Social Governance and Corporate Responsibility -- Surveying Supplier Diversity Programs -- Understanding the benefits of supplier diversity programs -- Establishing and nurturing relationships with diverse vendors and suppliers -- Exploring best practices for supplier diversity programs -- Measuring the success of a supplier diversity program Chapter 14 Launching DEI Councils and Employee Resource Groups -- Differentiating Between DEI Councils and Employee Resource Groups -- Understanding how diversity councils can support ERGs -- Looking at what diversity councils and ERGs can accomplish together -- Drilling down into the importance of ERGs -- Ensuring Engagement from the Top: The Importance of the Executive Sponsor -- Establishing an Effective DEI Council -- Knowing your company and finding a champion -- Establishing your mission, vision, and strategic areas of focus -- Setting goals and establishing roles and responsibilities -- Recruiting and securing DEI council members -- Developing a DEI council charter -- Offering Employee Resource Groups to Support DEI Initiatives -- Realizing the benefits of the ERGs for employees and the organization -- Identifying the various types of employee resource groups -- Deciding when to launch ERGs and which to launch first -- Recruiting ERG members and executive sponsors -- Establishing an ERG charter and measures of success -- Part 4 Sustaining DEI in Your Organization -- Chapter 15 Understanding Implicit Bias and Its Impact in the Workplace -- An Important Word on Bias -- Tracing the Origins of Biases and How They're Reinforced -- Identifying Ways Biases Show Up in Everyday Life -- Distinguishing among the Various Biases -- Describing the Ways Biases Affect Decision Making in the Workplace -- Reprogramming Your Brain to Make Less Biased Decisions -- Mitigating bias as an individual -- Managing bias within a system -- Chapter 16 Moving from Unconscious Bias to Inclusive Leadership -- Realizing the Benefits of Becoming an Inclusive Leader -- Driving financial performance -- Enhancing employer brand that attracts top talent -- Increasing employee engagement, satisfaction, and team performance -- Achieving greater innovation in products and services Honing the Competencies and Key Traits of an Inclusive Leader |
| ctrlnum | (ZDB-30-PQE)EBC6817969 (ZDB-30-PAD)EBC6817969 (ZDB-89-EBL)EBL6817969 (OCoLC)1286948663 (DE-599)BVBBV048226449 |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| format | Electronic eBook |
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Organization's Culture -- Exploring What Culture Is -- Using Benchmarks and Other Industry Standards -- Conducting Document Reviews of Policies, Processes, and Strategies -- Conducting Leadership Assessments -- Conducting a Staff Inclusion and Engagement Survey -- Conducting Employee Focus Groups -- Chapter 7 Exposing Common Organizational Barriers to DEI -- Looking for the Culture Fit -- Resisting the Value and Need for DEI -- Handling resistance -- Overcoming fear -- Perpetuating Microaggressions, Stereotypes, and Prejudices -- Taking a closer look at microaggressions -- Sniffing out stereotypes and prejudices -- Overlooking Hidden Figures Who Are Overperforming but Undervalued -- Minimizing the experiences and contributions of underrepresented talent</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Relying on favorites and go-tos -- Silencing and Ignoring Employee Complaints -- Chapter 8 Positioning DEI as an Organization's Strategic Priority -- Embedding DEI into the Organization's Mission, Vision, and Values -- Creating a DEI Plan -- Starting with a vision for the future -- Taking the steps to make it happen -- Communicating the DEI Plan across the organization -- Involving leadership -- Making it relevant -- Keeping the Plan Alive -- Part 3 Implementing and Operationalizing DEI Across the Organization -- Chapter 9 Finding and Recruiting Diverse Talent -- Reviewing Your Recruitment Strategy -- Shoring up your short-term recruitment strategy -- Looking at recruitment with an eye on long-term goals -- Boosting your diversity recruitment strategy -- Casting a Wider Net to Build a Diverse Pipeline -- Building relationships and networking -- Communicating your commitment to DEI -- Writing More Inclusive Job Descriptions -- Minimizing Bias in the Selection Process -- Recognizing that everyone has biases -- Replacing gender-coded words with gender-neutral ones -- Reducing racial bias -- Curtailing bias against older workers -- Diminishing bias against disabled (differently-abled) workers -- Lessening bias against religious beliefs/spirituality/faith -- Assembling a Diverse Interview Panel -- Avoiding Illegal and Inappropriate Questions -- Chapter 10 Developing, Coaching, Promoting, and Retaining Diverse Talent -- Developing Diverse Talent -- Coaching Diverse Talent -- Assessing Your Team's Needs -- Understanding the best ways to get your team's input -- Mentoring across differences -- Customizing your leadership style to your team's diverse needs and talents -- Reviewing Performance with an Equitable and Inclusive Mindset -- Combating microaggressions and bias -- Providing feedback through an equitable lens -- Applying Retention Strategies That Work</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Chapter 11 Leading Diverse Teams for Maximum Performance -- Assembling a Diverse Team -- Maximizing the Benefits of a Diverse Team -- Creating opportunities for people to get to know each other -- Embracing communication style differences -- Making your meetings no-judgment zones -- Focusing on the increase in market share and serving more diverse customers -- Addressing unconscious cultural bias -- Inviting Diversity of Thought to the Table -- Scrutinizing the myth about diversity of thought -- Uncovering the truth about diversity of thought -- Mining diversity of thought at the table -- Facilitating Relationship-Building and Cultivating Trust and Belonging -- Building relationships -- Building trust -- Avoiding the Common Pitfalls of Leading a Diverse Team -- Chapter 12 Tracking, Measuring, and Reporting the Progress of DEI Efforts -- Measuring What Matters -- Understanding what makes a metric good -- Considering common areas to measure -- Avoiding common metrics mistakes -- Identifying the Problems with Tracking DEI -- Developing a DEI Scorecard -- Reporting the Data to Key Leaders -- Putting it all together -- Making sure leaders use the data presented -- Chapter 13 Embedding DEI in Other Key Areas of the Organization -- Incorporating DEI Messaging into Marketing and Branding Initiatives -- Practicing inclusive marketing -- Avoiding cultural appropriation and other missteps -- Integrating DEI into Company Communications and Messaging -- Connecting DEI to Environmental Social Governance and Corporate Responsibility -- Surveying Supplier Diversity Programs -- Understanding the benefits of supplier diversity programs -- Establishing and nurturing relationships with diverse vendors and suppliers -- Exploring best practices for supplier diversity programs -- Measuring the success of a supplier diversity program</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Chapter 14 Launching DEI Councils and Employee Resource Groups -- Differentiating Between DEI Councils and Employee Resource Groups -- Understanding how diversity councils can support ERGs -- Looking at what diversity councils and ERGs can accomplish together -- Drilling down into the importance of ERGs -- Ensuring Engagement from the Top: The Importance of the Executive Sponsor -- Establishing an Effective DEI Council -- Knowing your company and finding a champion -- Establishing your mission, vision, and strategic areas of focus -- Setting goals and establishing roles and responsibilities -- Recruiting and securing DEI council members -- Developing a DEI council charter -- Offering Employee Resource Groups to Support DEI Initiatives -- Realizing the benefits of the ERGs for employees and the organization -- Identifying the various types of employee resource groups -- Deciding when to launch ERGs and which to launch first -- Recruiting ERG members and executive sponsors -- Establishing an ERG charter and measures of success -- Part 4 Sustaining DEI in Your Organization -- Chapter 15 Understanding Implicit Bias and Its Impact in the Workplace -- An Important Word on Bias -- Tracing the Origins of Biases and How They're Reinforced -- Identifying Ways Biases Show Up in Everyday Life -- Distinguishing among the Various Biases -- Describing the Ways Biases Affect Decision Making in the Workplace -- Reprogramming Your Brain to Make Less Biased Decisions -- Mitigating bias as an individual -- Managing bias within a system -- Chapter 16 Moving from Unconscious Bias to Inclusive Leadership -- Realizing the Benefits of Becoming an Inclusive Leader -- Driving financial performance -- Enhancing employer brand that attracts top talent -- Increasing employee engagement, satisfaction, and team performance -- Achieving greater innovation in products and services</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Honing the Competencies and Key Traits of an Inclusive Leader</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Inklusion</subfield><subfield code="g">Soziologie</subfield><subfield code="0">(DE-588)4696474-5</subfield><subfield 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| id | DE-604.BV048226449 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T19:50:45Z |
| indexdate | 2025-01-07T15:03:25Z |
| institution | BVB |
| isbn | 9781119824763 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-033607179 |
| oclc_num | 1286948663 |
| open_access_boolean | |
| owner | DE-2070s DE-29 DE-188 |
| owner_facet | DE-2070s DE-29 DE-188 |
| physical | 1 Online-Ressource (xiii, 331 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE_Kauf ZDB-30-PQE UER_Einzelkauf_2023 |
| publishDate | 2022 |
| publishDateSearch | 2022 |
| publishDateSort | 2022 |
| publisher | John Wiley & Sons, Incorporated |
| record_format | marc |
| spelling | Davis, Shirley Verfasser aut Diversity, equity and inclusion for Dummies by Dr. Shirley Davis Hoboken, New Jersey John Wiley & Sons, Incorporated [2022] ©2022 1 Online-Ressource (xiii, 331 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Intro -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- About This Book -- Foolish Assumptions -- Icons Used in This Book -- Beyond the Book -- Where to Go from Here -- Part 1 Getting Started with Diversity, Equity, and Inclusion -- Chapter 1 Understanding the Fundamentals of Diversity, Equity, and Inclusion -- Re-Shifting the Focus to Diversity, Equity, and Inclusion Work -- Understanding the History of Diversity and Inclusion in the Workplace -- Defining Diversity, Equity, and Inclusion -- Diversity -- Multiple dimensions of diversity -- Equity -- Inclusion -- Diversity, equity, and inclusion -- Breaking Down Other Key DEI-Related Terms -- Ability and disabilities -- Belonging -- BIPOC -- Implicit bias -- Intersectionality -- Isms and phobias -- LGBTQIA+ -- Microaggressions -- Neurodiversity -- Prejudice and stereotypes -- Privilege and power -- Getting Started: Reflection Activity -- Chapter 2 Exploring Key Demographic Trends that Are Redefining the Workplace -- Increasingly Global -- Increasingly Diverse -- Generational diversity -- Gender diversity -- Racial and ethnic diversity -- Increasingly More Flexible and Working More Virtually -- A new way of thinking about work -- The impact diversity, equity, and inclusion -- Increasingly Digital -- Considering the COVID-19 pandemic's effects on digitalization -- Examining automation's and artificial intelligence's impact on talent and DEI -- Increasingly Underskilled -- Chapter 3 Cultivating Skills and Competencies for Leading Today's Workers -- Assessing Your DEI Leadership Effectiveness -- Demonstrating emotional intelligence -- Exhibiting authenticity and transparency -- Building and maintaining trust -- Leading change -- Dealing with conflicts -- Using diplomacy and tact -- Applying an equity lens in decision making -- Exercising cultural competence Navigating workplace politics -- Developing accountability as a leader -- Promoting DEI as a Senior Executive/Board Member -- Fostering DEI as a Middle Manager or Supervisor -- Championing DEI as a Mentor or Sponsor -- Mentorship -- Sponsorship -- Chapter 4 Making the Case for DEI -- Recognizing DEI's Impact on Organizational Success -- Becoming an Employer of Choice -- Leveraging Inclusion to Drive Innovation and Creativity -- Enhancing the Safety, Health, and Wellness of Staff -- Improving the Employee Experience and Encouraging Engagement -- Creating a positive employee experience -- Seeing increased engagement -- Minimizing Employee Complaints and Lawsuits -- Avoiding the Revolving Door and Turnover of Top Performers -- Chapter 5 Hiring a Chief Diversity, Equity, and Inclusion Officer -- Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer's Role -- Knowing When It's Time to Hire a CDEIO -- Considering the Best Candidate for Your Organization -- Positioning the Role at the Right Level -- Part 2 Examining DEI in the Workplace -- Chapter 6 Assessing Your Organization's Culture -- Exploring What Culture Is -- Using Benchmarks and Other Industry Standards -- Conducting Document Reviews of Policies, Processes, and Strategies -- Conducting Leadership Assessments -- Conducting a Staff Inclusion and Engagement Survey -- Conducting Employee Focus Groups -- Chapter 7 Exposing Common Organizational Barriers to DEI -- Looking for the Culture Fit -- Resisting the Value and Need for DEI -- Handling resistance -- Overcoming fear -- Perpetuating Microaggressions, Stereotypes, and Prejudices -- Taking a closer look at microaggressions -- Sniffing out stereotypes and prejudices -- Overlooking Hidden Figures Who Are Overperforming but Undervalued -- Minimizing the experiences and contributions of underrepresented talent Relying on favorites and go-tos -- Silencing and Ignoring Employee Complaints -- Chapter 8 Positioning DEI as an Organization's Strategic Priority -- Embedding DEI into the Organization's Mission, Vision, and Values -- Creating a DEI Plan -- Starting with a vision for the future -- Taking the steps to make it happen -- Communicating the DEI Plan across the organization -- Involving leadership -- Making it relevant -- Keeping the Plan Alive -- Part 3 Implementing and Operationalizing DEI Across the Organization -- Chapter 9 Finding and Recruiting Diverse Talent -- Reviewing Your Recruitment Strategy -- Shoring up your short-term recruitment strategy -- Looking at recruitment with an eye on long-term goals -- Boosting your diversity recruitment strategy -- Casting a Wider Net to Build a Diverse Pipeline -- Building relationships and networking -- Communicating your commitment to DEI -- Writing More Inclusive Job Descriptions -- Minimizing Bias in the Selection Process -- Recognizing that everyone has biases -- Replacing gender-coded words with gender-neutral ones -- Reducing racial bias -- Curtailing bias against older workers -- Diminishing bias against disabled (differently-abled) workers -- Lessening bias against religious beliefs/spirituality/faith -- Assembling a Diverse Interview Panel -- Avoiding Illegal and Inappropriate Questions -- Chapter 10 Developing, Coaching, Promoting, and Retaining Diverse Talent -- Developing Diverse Talent -- Coaching Diverse Talent -- Assessing Your Team's Needs -- Understanding the best ways to get your team's input -- Mentoring across differences -- Customizing your leadership style to your team's diverse needs and talents -- Reviewing Performance with an Equitable and Inclusive Mindset -- Combating microaggressions and bias -- Providing feedback through an equitable lens -- Applying Retention Strategies That Work Chapter 11 Leading Diverse Teams for Maximum Performance -- Assembling a Diverse Team -- Maximizing the Benefits of a Diverse Team -- Creating opportunities for people to get to know each other -- Embracing communication style differences -- Making your meetings no-judgment zones -- Focusing on the increase in market share and serving more diverse customers -- Addressing unconscious cultural bias -- Inviting Diversity of Thought to the Table -- Scrutinizing the myth about diversity of thought -- Uncovering the truth about diversity of thought -- Mining diversity of thought at the table -- Facilitating Relationship-Building and Cultivating Trust and Belonging -- Building relationships -- Building trust -- Avoiding the Common Pitfalls of Leading a Diverse Team -- Chapter 12 Tracking, Measuring, and Reporting the Progress of DEI Efforts -- Measuring What Matters -- Understanding what makes a metric good -- Considering common areas to measure -- Avoiding common metrics mistakes -- Identifying the Problems with Tracking DEI -- Developing a DEI Scorecard -- Reporting the Data to Key Leaders -- Putting it all together -- Making sure leaders use the data presented -- Chapter 13 Embedding DEI in Other Key Areas of the Organization -- Incorporating DEI Messaging into Marketing and Branding Initiatives -- Practicing inclusive marketing -- Avoiding cultural appropriation and other missteps -- Integrating DEI into Company Communications and Messaging -- Connecting DEI to Environmental Social Governance and Corporate Responsibility -- Surveying Supplier Diversity Programs -- Understanding the benefits of supplier diversity programs -- Establishing and nurturing relationships with diverse vendors and suppliers -- Exploring best practices for supplier diversity programs -- Measuring the success of a supplier diversity program Chapter 14 Launching DEI Councils and Employee Resource Groups -- Differentiating Between DEI Councils and Employee Resource Groups -- Understanding how diversity councils can support ERGs -- Looking at what diversity councils and ERGs can accomplish together -- Drilling down into the importance of ERGs -- Ensuring Engagement from the Top: The Importance of the Executive Sponsor -- Establishing an Effective DEI Council -- Knowing your company and finding a champion -- Establishing your mission, vision, and strategic areas of focus -- Setting goals and establishing roles and responsibilities -- Recruiting and securing DEI council members -- Developing a DEI council charter -- Offering Employee Resource Groups to Support DEI Initiatives -- Realizing the benefits of the ERGs for employees and the organization -- Identifying the various types of employee resource groups -- Deciding when to launch ERGs and which to launch first -- Recruiting ERG members and executive sponsors -- Establishing an ERG charter and measures of success -- Part 4 Sustaining DEI in Your Organization -- Chapter 15 Understanding Implicit Bias and Its Impact in the Workplace -- An Important Word on Bias -- Tracing the Origins of Biases and How They're Reinforced -- Identifying Ways Biases Show Up in Everyday Life -- Distinguishing among the Various Biases -- Describing the Ways Biases Affect Decision Making in the Workplace -- Reprogramming Your Brain to Make Less Biased Decisions -- Mitigating bias as an individual -- Managing bias within a system -- Chapter 16 Moving from Unconscious Bias to Inclusive Leadership -- Realizing the Benefits of Becoming an Inclusive Leader -- Driving financial performance -- Enhancing employer brand that attracts top talent -- Increasing employee engagement, satisfaction, and team performance -- Achieving greater innovation in products and services Honing the Competencies and Key Traits of an Inclusive Leader Inklusion Soziologie (DE-588)4696474-5 gnd rswk-swf Arbeitsplatz (DE-588)4002759-4 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 Arbeitsplatz (DE-588)4002759-4 s DE-604 Erscheint auch als Druck-Ausgabe Davis, Shirley Diversity, Equity and Inclusion for Dummies Hoboken : John Wiley & Sons, Incorporated,c2022 978-1-119-82475-6 |
| spellingShingle | Davis, Shirley Diversity, equity and inclusion for Dummies Intro -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- About This Book -- Foolish Assumptions -- Icons Used in This Book -- Beyond the Book -- Where to Go from Here -- Part 1 Getting Started with Diversity, Equity, and Inclusion -- Chapter 1 Understanding the Fundamentals of Diversity, Equity, and Inclusion -- Re-Shifting the Focus to Diversity, Equity, and Inclusion Work -- Understanding the History of Diversity and Inclusion in the Workplace -- Defining Diversity, Equity, and Inclusion -- Diversity -- Multiple dimensions of diversity -- Equity -- Inclusion -- Diversity, equity, and inclusion -- Breaking Down Other Key DEI-Related Terms -- Ability and disabilities -- Belonging -- BIPOC -- Implicit bias -- Intersectionality -- Isms and phobias -- LGBTQIA+ -- Microaggressions -- Neurodiversity -- Prejudice and stereotypes -- Privilege and power -- Getting Started: Reflection Activity -- Chapter 2 Exploring Key Demographic Trends that Are Redefining the Workplace -- Increasingly Global -- Increasingly Diverse -- Generational diversity -- Gender diversity -- Racial and ethnic diversity -- Increasingly More Flexible and Working More Virtually -- A new way of thinking about work -- The impact diversity, equity, and inclusion -- Increasingly Digital -- Considering the COVID-19 pandemic's effects on digitalization -- Examining automation's and artificial intelligence's impact on talent and DEI -- Increasingly Underskilled -- Chapter 3 Cultivating Skills and Competencies for Leading Today's Workers -- Assessing Your DEI Leadership Effectiveness -- Demonstrating emotional intelligence -- Exhibiting authenticity and transparency -- Building and maintaining trust -- Leading change -- Dealing with conflicts -- Using diplomacy and tact -- Applying an equity lens in decision making -- Exercising cultural competence Navigating workplace politics -- Developing accountability as a leader -- Promoting DEI as a Senior Executive/Board Member -- Fostering DEI as a Middle Manager or Supervisor -- Championing DEI as a Mentor or Sponsor -- Mentorship -- Sponsorship -- Chapter 4 Making the Case for DEI -- Recognizing DEI's Impact on Organizational Success -- Becoming an Employer of Choice -- Leveraging Inclusion to Drive Innovation and Creativity -- Enhancing the Safety, Health, and Wellness of Staff -- Improving the Employee Experience and Encouraging Engagement -- Creating a positive employee experience -- Seeing increased engagement -- Minimizing Employee Complaints and Lawsuits -- Avoiding the Revolving Door and Turnover of Top Performers -- Chapter 5 Hiring a Chief Diversity, Equity, and Inclusion Officer -- Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer's Role -- Knowing When It's Time to Hire a CDEIO -- Considering the Best Candidate for Your Organization -- Positioning the Role at the Right Level -- Part 2 Examining DEI in the Workplace -- Chapter 6 Assessing Your Organization's Culture -- Exploring What Culture Is -- Using Benchmarks and Other Industry Standards -- Conducting Document Reviews of Policies, Processes, and Strategies -- Conducting Leadership Assessments -- Conducting a Staff Inclusion and Engagement Survey -- Conducting Employee Focus Groups -- Chapter 7 Exposing Common Organizational Barriers to DEI -- Looking for the Culture Fit -- Resisting the Value and Need for DEI -- Handling resistance -- Overcoming fear -- Perpetuating Microaggressions, Stereotypes, and Prejudices -- Taking a closer look at microaggressions -- Sniffing out stereotypes and prejudices -- Overlooking Hidden Figures Who Are Overperforming but Undervalued -- Minimizing the experiences and contributions of underrepresented talent Relying on favorites and go-tos -- Silencing and Ignoring Employee Complaints -- Chapter 8 Positioning DEI as an Organization's Strategic Priority -- Embedding DEI into the Organization's Mission, Vision, and Values -- Creating a DEI Plan -- Starting with a vision for the future -- Taking the steps to make it happen -- Communicating the DEI Plan across the organization -- Involving leadership -- Making it relevant -- Keeping the Plan Alive -- Part 3 Implementing and Operationalizing DEI Across the Organization -- Chapter 9 Finding and Recruiting Diverse Talent -- Reviewing Your Recruitment Strategy -- Shoring up your short-term recruitment strategy -- Looking at recruitment with an eye on long-term goals -- Boosting your diversity recruitment strategy -- Casting a Wider Net to Build a Diverse Pipeline -- Building relationships and networking -- Communicating your commitment to DEI -- Writing More Inclusive Job Descriptions -- Minimizing Bias in the Selection Process -- Recognizing that everyone has biases -- Replacing gender-coded words with gender-neutral ones -- Reducing racial bias -- Curtailing bias against older workers -- Diminishing bias against disabled (differently-abled) workers -- Lessening bias against religious beliefs/spirituality/faith -- Assembling a Diverse Interview Panel -- Avoiding Illegal and Inappropriate Questions -- Chapter 10 Developing, Coaching, Promoting, and Retaining Diverse Talent -- Developing Diverse Talent -- Coaching Diverse Talent -- Assessing Your Team's Needs -- Understanding the best ways to get your team's input -- Mentoring across differences -- Customizing your leadership style to your team's diverse needs and talents -- Reviewing Performance with an Equitable and Inclusive Mindset -- Combating microaggressions and bias -- Providing feedback through an equitable lens -- Applying Retention Strategies That Work Chapter 11 Leading Diverse Teams for Maximum Performance -- Assembling a Diverse Team -- Maximizing the Benefits of a Diverse Team -- Creating opportunities for people to get to know each other -- Embracing communication style differences -- Making your meetings no-judgment zones -- Focusing on the increase in market share and serving more diverse customers -- Addressing unconscious cultural bias -- Inviting Diversity of Thought to the Table -- Scrutinizing the myth about diversity of thought -- Uncovering the truth about diversity of thought -- Mining diversity of thought at the table -- Facilitating Relationship-Building and Cultivating Trust and Belonging -- Building relationships -- Building trust -- Avoiding the Common Pitfalls of Leading a Diverse Team -- Chapter 12 Tracking, Measuring, and Reporting the Progress of DEI Efforts -- Measuring What Matters -- Understanding what makes a metric good -- Considering common areas to measure -- Avoiding common metrics mistakes -- Identifying the Problems with Tracking DEI -- Developing a DEI Scorecard -- Reporting the Data to Key Leaders -- Putting it all together -- Making sure leaders use the data presented -- Chapter 13 Embedding DEI in Other Key Areas of the Organization -- Incorporating DEI Messaging into Marketing and Branding Initiatives -- Practicing inclusive marketing -- Avoiding cultural appropriation and other missteps -- Integrating DEI into Company Communications and Messaging -- Connecting DEI to Environmental Social Governance and Corporate Responsibility -- Surveying Supplier Diversity Programs -- Understanding the benefits of supplier diversity programs -- Establishing and nurturing relationships with diverse vendors and suppliers -- Exploring best practices for supplier diversity programs -- Measuring the success of a supplier diversity program Chapter 14 Launching DEI Councils and Employee Resource Groups -- Differentiating Between DEI Councils and Employee Resource Groups -- Understanding how diversity councils can support ERGs -- Looking at what diversity councils and ERGs can accomplish together -- Drilling down into the importance of ERGs -- Ensuring Engagement from the Top: The Importance of the Executive Sponsor -- Establishing an Effective DEI Council -- Knowing your company and finding a champion -- Establishing your mission, vision, and strategic areas of focus -- Setting goals and establishing roles and responsibilities -- Recruiting and securing DEI council members -- Developing a DEI council charter -- Offering Employee Resource Groups to Support DEI Initiatives -- Realizing the benefits of the ERGs for employees and the organization -- Identifying the various types of employee resource groups -- Deciding when to launch ERGs and which to launch first -- Recruiting ERG members and executive sponsors -- Establishing an ERG charter and measures of success -- Part 4 Sustaining DEI in Your Organization -- Chapter 15 Understanding Implicit Bias and Its Impact in the Workplace -- An Important Word on Bias -- Tracing the Origins of Biases and How They're Reinforced -- Identifying Ways Biases Show Up in Everyday Life -- Distinguishing among the Various Biases -- Describing the Ways Biases Affect Decision Making in the Workplace -- Reprogramming Your Brain to Make Less Biased Decisions -- Mitigating bias as an individual -- Managing bias within a system -- Chapter 16 Moving from Unconscious Bias to Inclusive Leadership -- Realizing the Benefits of Becoming an Inclusive Leader -- Driving financial performance -- Enhancing employer brand that attracts top talent -- Increasing employee engagement, satisfaction, and team performance -- Achieving greater innovation in products and services Honing the Competencies and Key Traits of an Inclusive Leader Inklusion Soziologie (DE-588)4696474-5 gnd Arbeitsplatz (DE-588)4002759-4 gnd Diversity Management (DE-588)7611361-9 gnd |
| subject_GND | (DE-588)4696474-5 (DE-588)4002759-4 (DE-588)7611361-9 |
| title | Diversity, equity and inclusion for Dummies |
| title_auth | Diversity, equity and inclusion for Dummies |
| title_exact_search | Diversity, equity and inclusion for Dummies |
| title_exact_search_txtP | Diversity, Equity and Inclusion for Dummies |
| title_full | Diversity, equity and inclusion for Dummies by Dr. Shirley Davis |
| title_fullStr | Diversity, equity and inclusion for Dummies by Dr. Shirley Davis |
| title_full_unstemmed | Diversity, equity and inclusion for Dummies by Dr. Shirley Davis |
| title_short | Diversity, equity and inclusion for Dummies |
| title_sort | diversity equity and inclusion for dummies |
| topic | Inklusion Soziologie (DE-588)4696474-5 gnd Arbeitsplatz (DE-588)4002759-4 gnd Diversity Management (DE-588)7611361-9 gnd |
| topic_facet | Inklusion Soziologie Arbeitsplatz Diversity Management |
| work_keys_str_mv | AT davisshirley diversityequityandinclusionfordummies |