Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Newark
John Wiley & Sons, Incorporated
2023
|
| Ausgabe: | 1st ed |
| Online-Zugang: | HWR01 |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (286 Seiten) |
| ISBN: | 9781394177110 |
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| 505 | 8 | |a Cover -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- Myth 1 Of Course I Support Black Lives Matter. Why Are You Asking If I Have Any Black Friends? -- Who Are Your Friends? -- Guess Who the Baby Is? -- We All Have Biases -- How to Start Building Cross-Cultural Relationships -- Stop Thinking Having "One Friend" from Another Community Is Enough -- Finally, Start Building and Investing in Relationships -- Myth 2 I Always Allow Everyone to Speak in Meetings. Of Course I Am an Inclusive Leader. -- Do You Know What It Feels Like to Be Excluded? -- Start by Providing Access -- Amplify Voices -- Allow the Space for All Voices to Be Heard -- Give Individuals Credit for Their Work -- Actively Facilitate -- Be an Advocate -- Ask How You Can Help -- Ensure Equitable Distribution of Office Work -- "Say My Name When I Am Not in the Room" -- Myth 3 It's Time to Have Some Courageous Conversations on Race. Let's Ask Our Employees of Color to Lead Them. -- Who Is Actually Being Courageous, During a Courageous Conversation on Race? -- When's the Last Time You Had a Courageous Conversation on Race? -- How Can You Reach Out to Colleagues Who Have Experienced Trauma or Pain? -- The one-on-one Check-in Message: How Are You Doing Today? -- The Team Check-in -- Entering a one-on-one Conversation as an Ally -- Myth 4 I'm All for Diverse Talent. As Long as They Are Good. -- Do You Believe There Is a Limited Pool of Black Talent to Recruit From? -- It's Time to Bust the Pipeline Myth -- Remember That Language Matters -- Finally, Here's How We Can Partner with Recruiting to Make Impact -- 1. How Can You Get Access to Diverse Pipelines? -- 2. How Can You Help Create Fair and Inclusive Interviewing Experiences? -- 3. How Do We Evaluate Talent? -- Myth 5 We Protect the A-holes Because Our Businesses Wouldn't Run Without Them. -- What Is Harassment? | |
| 505 | 8 | |a What Is Bullying? -- Enact a Zero-Tolerance Policy -- Dismantle Your Performance Review Process -- Address Conflicts of Interest -- Reimagine Your Investigation Process -- Treat Your Exit Interviews Like Customer Reviews -- When You See Something, Say Something -- Intervene in the Moment -- Intervene after the Incident Occurs -- Check-in with Your Colleague -- Support Your Colleague in Reporting the Incident -- Watch out for Retaliation -- Continue to Check-in on Your Colleague -- Myth 6 Why Are You Asking for a Raise? You and Your Husband Make More Than Enough Money. -- 1. Communicate Your Pay Equity Measures -- 2. Challenge Leaders on Who They Reward -- 3. Consider a No-Negotiating Salary Policy -- 4. Ensure Mothers Aren't Penalized -- 5. Address Women's Concerns Before They Resign -- 6. Finally, Don't Be So Quick to "Celebrate" Equal Pay Day -- Myth 7 We Need More People of Color in Leadership. Let's Launch a Mentorship Program! -- What Makes a Sponsorship Program Work -- What Does a Sponsorship Pairing Look Like? -- What's the Role of the Sponsor? -- What Is the Role of The Rising Star? -- How Do You Select Sponsorship Pairings? -- Myth 8 Of Course We Support Women! We Just Extended Maternity Leave. -- 2. Do You Really Have Equitable Internal Promotion Processes? -- Target Diverse Slates for Promotion -- Forget Mentors -- Be a Career Sponsor -- Focus on Leadership Performance, Not Potential -- Utilize Gender Appointment Ratio -- 3. Do You Consistently Ask Women What Support They Want and Need? -- Myth 9 These DEI Efforts Don't Benefit Me. My Voice as a White Man Doesn't Count Anymore. -- 1. Let's Stop Shaming and Blaming White Men -- 2. Help Educate White Men on the Statistics -- 3. Create Spaces for White Men to Learn and Grow Together -- 4. Show White Men the Benefits of Diversity, Equity, and Inclusion Efforts -- The Business Case | |
| 505 | 8 | |a The Case for Attracting and Retaining Talent -- The Case for Being a DEI Champion -- 5. Give White Men Concrete Ways to Help -- Myth 10 No One Can Question Our Support of the LGBTQ+ Community. Look at How Much Money We Invest in June Pride Month! We Aren't Diversity Washers. -- Do You Understand the Issues Facing the Community? -- Have You Asked Your Employees How They Feel? -- Is Your Brand or Company the Right Ally? -- Why Don't You Just Sit This One Out? -- Myth 11 Our Ad Wasn't Racist. It Was Simply a Mistake. -- Accept What You Have Done -- Immediately Reach Out to Your Employees -- Then Treat This as a Crisis -- Educate Yourself on Why This Was Racist -- Watch Out For Diversity Propping And Diversity Dressing -- What Is Diversity Propping? -- What Is Diversity Dressing? -- Finally, Listen to the Whispers, They Are the Loudest -- Understanding Why Consumers Call Out Content and Products for Being Racist -- 1. "Romanticizing Slavery" -- 2. "Popularizing Shackles" -- 3. "Propagating Blackface" -- 4. "Dehumanizing Black People with Use of Monkeys" -- 5. "Reinforcing the Myth of the Mammy" -- 6. "Reinforcing the Myth of Tom" -- 7. Propagating Colorism: Lighter Is Better -- 8. Using Language Tied to Slavery and Segregation -- 9. Misrepresenting Black Families -- Myth 12 We Aren't Apologizing. People Need to Stop Being So Sensitive. -- 1. Why Should I Apologize? -- 2. How Should I Apologize? -- 3. What Should I Say When Apologizing? -- How to Help Your Company Apologize -- Be Timely -- Be Specific -- Be Prepared to Rebuild Trust, and Build It Again -- Myth 13 We Can Work from Home Now. The Future of Work Is Inclusive. -- How Will You Ensure the Ways in Which Employees Work With Each Other Is Inclusive? -- 1. Build Everything You Do Putting Remote First. -- 2. Ensure Someone Is Overseeing How Your Organization "Works." | |
| 505 | 8 | |a 3. Finally, Ensure Hybrid Work Stays Inclusive for All -- Conclusion: Now That We Have Debunked 13 Myths, Here's What Comes Next. -- Notes -- Acknowledgments -- About the Author -- Index -- EULA. | |
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Datensatz im Suchindex
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| contents | Cover -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- Myth 1 Of Course I Support Black Lives Matter. Why Are You Asking If I Have Any Black Friends? -- Who Are Your Friends? -- Guess Who the Baby Is? -- We All Have Biases -- How to Start Building Cross-Cultural Relationships -- Stop Thinking Having "One Friend" from Another Community Is Enough -- Finally, Start Building and Investing in Relationships -- Myth 2 I Always Allow Everyone to Speak in Meetings. Of Course I Am an Inclusive Leader. -- Do You Know What It Feels Like to Be Excluded? -- Start by Providing Access -- Amplify Voices -- Allow the Space for All Voices to Be Heard -- Give Individuals Credit for Their Work -- Actively Facilitate -- Be an Advocate -- Ask How You Can Help -- Ensure Equitable Distribution of Office Work -- "Say My Name When I Am Not in the Room" -- Myth 3 It's Time to Have Some Courageous Conversations on Race. Let's Ask Our Employees of Color to Lead Them. -- Who Is Actually Being Courageous, During a Courageous Conversation on Race? -- When's the Last Time You Had a Courageous Conversation on Race? -- How Can You Reach Out to Colleagues Who Have Experienced Trauma or Pain? -- The one-on-one Check-in Message: How Are You Doing Today? -- The Team Check-in -- Entering a one-on-one Conversation as an Ally -- Myth 4 I'm All for Diverse Talent. As Long as They Are Good. -- Do You Believe There Is a Limited Pool of Black Talent to Recruit From? -- It's Time to Bust the Pipeline Myth -- Remember That Language Matters -- Finally, Here's How We Can Partner with Recruiting to Make Impact -- 1. How Can You Get Access to Diverse Pipelines? -- 2. How Can You Help Create Fair and Inclusive Interviewing Experiences? -- 3. How Do We Evaluate Talent? -- Myth 5 We Protect the A-holes Because Our Businesses Wouldn't Run Without Them. -- What Is Harassment? What Is Bullying? -- Enact a Zero-Tolerance Policy -- Dismantle Your Performance Review Process -- Address Conflicts of Interest -- Reimagine Your Investigation Process -- Treat Your Exit Interviews Like Customer Reviews -- When You See Something, Say Something -- Intervene in the Moment -- Intervene after the Incident Occurs -- Check-in with Your Colleague -- Support Your Colleague in Reporting the Incident -- Watch out for Retaliation -- Continue to Check-in on Your Colleague -- Myth 6 Why Are You Asking for a Raise? You and Your Husband Make More Than Enough Money. -- 1. Communicate Your Pay Equity Measures -- 2. Challenge Leaders on Who They Reward -- 3. Consider a No-Negotiating Salary Policy -- 4. Ensure Mothers Aren't Penalized -- 5. Address Women's Concerns Before They Resign -- 6. Finally, Don't Be So Quick to "Celebrate" Equal Pay Day -- Myth 7 We Need More People of Color in Leadership. Let's Launch a Mentorship Program! -- What Makes a Sponsorship Program Work -- What Does a Sponsorship Pairing Look Like? -- What's the Role of the Sponsor? -- What Is the Role of The Rising Star? -- How Do You Select Sponsorship Pairings? -- Myth 8 Of Course We Support Women! We Just Extended Maternity Leave. -- 2. Do You Really Have Equitable Internal Promotion Processes? -- Target Diverse Slates for Promotion -- Forget Mentors -- Be a Career Sponsor -- Focus on Leadership Performance, Not Potential -- Utilize Gender Appointment Ratio -- 3. Do You Consistently Ask Women What Support They Want and Need? -- Myth 9 These DEI Efforts Don't Benefit Me. My Voice as a White Man Doesn't Count Anymore. -- 1. Let's Stop Shaming and Blaming White Men -- 2. Help Educate White Men on the Statistics -- 3. Create Spaces for White Men to Learn and Grow Together -- 4. Show White Men the Benefits of Diversity, Equity, and Inclusion Efforts -- The Business Case The Case for Attracting and Retaining Talent -- The Case for Being a DEI Champion -- 5. Give White Men Concrete Ways to Help -- Myth 10 No One Can Question Our Support of the LGBTQ+ Community. Look at How Much Money We Invest in June Pride Month! We Aren't Diversity Washers. -- Do You Understand the Issues Facing the Community? -- Have You Asked Your Employees How They Feel? -- Is Your Brand or Company the Right Ally? -- Why Don't You Just Sit This One Out? -- Myth 11 Our Ad Wasn't Racist. It Was Simply a Mistake. -- Accept What You Have Done -- Immediately Reach Out to Your Employees -- Then Treat This as a Crisis -- Educate Yourself on Why This Was Racist -- Watch Out For Diversity Propping And Diversity Dressing -- What Is Diversity Propping? -- What Is Diversity Dressing? -- Finally, Listen to the Whispers, They Are the Loudest -- Understanding Why Consumers Call Out Content and Products for Being Racist -- 1. "Romanticizing Slavery" -- 2. "Popularizing Shackles" -- 3. "Propagating Blackface" -- 4. "Dehumanizing Black People with Use of Monkeys" -- 5. "Reinforcing the Myth of the Mammy" -- 6. "Reinforcing the Myth of Tom" -- 7. Propagating Colorism: Lighter Is Better -- 8. Using Language Tied to Slavery and Segregation -- 9. Misrepresenting Black Families -- Myth 12 We Aren't Apologizing. People Need to Stop Being So Sensitive. -- 1. Why Should I Apologize? -- 2. How Should I Apologize? -- 3. What Should I Say When Apologizing? -- How to Help Your Company Apologize -- Be Timely -- Be Specific -- Be Prepared to Rebuild Trust, and Build It Again -- Myth 13 We Can Work from Home Now. The Future of Work Is Inclusive. -- How Will You Ensure the Ways in Which Employees Work With Each Other Is Inclusive? -- 1. Build Everything You Do Putting Remote First. -- 2. Ensure Someone Is Overseeing How Your Organization "Works." 3. Finally, Ensure Hybrid Work Stays Inclusive for All -- Conclusion: Now That We Have Debunked 13 Myths, Here's What Comes Next. -- Notes -- Acknowledgments -- About the Author -- Index -- EULA. |
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| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
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| id | DE-604.BV049409663 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T23:05:38Z |
| indexdate | 2024-07-10T10:06:19Z |
| institution | BVB |
| isbn | 9781394177110 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-034736747 |
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| physical | 1 Online-Ressource (286 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | John Wiley & Sons, Incorporated |
| record_format | marc |
| spelling | Mallick, Mita Verfasser aut Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace 1st ed Newark John Wiley & Sons, Incorporated 2023 ©2024 1 Online-Ressource (286 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Cover -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- Myth 1 Of Course I Support Black Lives Matter. Why Are You Asking If I Have Any Black Friends? -- Who Are Your Friends? -- Guess Who the Baby Is? -- We All Have Biases -- How to Start Building Cross-Cultural Relationships -- Stop Thinking Having "One Friend" from Another Community Is Enough -- Finally, Start Building and Investing in Relationships -- Myth 2 I Always Allow Everyone to Speak in Meetings. Of Course I Am an Inclusive Leader. -- Do You Know What It Feels Like to Be Excluded? -- Start by Providing Access -- Amplify Voices -- Allow the Space for All Voices to Be Heard -- Give Individuals Credit for Their Work -- Actively Facilitate -- Be an Advocate -- Ask How You Can Help -- Ensure Equitable Distribution of Office Work -- "Say My Name When I Am Not in the Room" -- Myth 3 It's Time to Have Some Courageous Conversations on Race. Let's Ask Our Employees of Color to Lead Them. -- Who Is Actually Being Courageous, During a Courageous Conversation on Race? -- When's the Last Time You Had a Courageous Conversation on Race? -- How Can You Reach Out to Colleagues Who Have Experienced Trauma or Pain? -- The one-on-one Check-in Message: How Are You Doing Today? -- The Team Check-in -- Entering a one-on-one Conversation as an Ally -- Myth 4 I'm All for Diverse Talent. As Long as They Are Good. -- Do You Believe There Is a Limited Pool of Black Talent to Recruit From? -- It's Time to Bust the Pipeline Myth -- Remember That Language Matters -- Finally, Here's How We Can Partner with Recruiting to Make Impact -- 1. How Can You Get Access to Diverse Pipelines? -- 2. How Can You Help Create Fair and Inclusive Interviewing Experiences? -- 3. How Do We Evaluate Talent? -- Myth 5 We Protect the A-holes Because Our Businesses Wouldn't Run Without Them. -- What Is Harassment? What Is Bullying? -- Enact a Zero-Tolerance Policy -- Dismantle Your Performance Review Process -- Address Conflicts of Interest -- Reimagine Your Investigation Process -- Treat Your Exit Interviews Like Customer Reviews -- When You See Something, Say Something -- Intervene in the Moment -- Intervene after the Incident Occurs -- Check-in with Your Colleague -- Support Your Colleague in Reporting the Incident -- Watch out for Retaliation -- Continue to Check-in on Your Colleague -- Myth 6 Why Are You Asking for a Raise? You and Your Husband Make More Than Enough Money. -- 1. Communicate Your Pay Equity Measures -- 2. Challenge Leaders on Who They Reward -- 3. Consider a No-Negotiating Salary Policy -- 4. Ensure Mothers Aren't Penalized -- 5. Address Women's Concerns Before They Resign -- 6. Finally, Don't Be So Quick to "Celebrate" Equal Pay Day -- Myth 7 We Need More People of Color in Leadership. Let's Launch a Mentorship Program! -- What Makes a Sponsorship Program Work -- What Does a Sponsorship Pairing Look Like? -- What's the Role of the Sponsor? -- What Is the Role of The Rising Star? -- How Do You Select Sponsorship Pairings? -- Myth 8 Of Course We Support Women! We Just Extended Maternity Leave. -- 2. Do You Really Have Equitable Internal Promotion Processes? -- Target Diverse Slates for Promotion -- Forget Mentors -- Be a Career Sponsor -- Focus on Leadership Performance, Not Potential -- Utilize Gender Appointment Ratio -- 3. Do You Consistently Ask Women What Support They Want and Need? -- Myth 9 These DEI Efforts Don't Benefit Me. My Voice as a White Man Doesn't Count Anymore. -- 1. Let's Stop Shaming and Blaming White Men -- 2. Help Educate White Men on the Statistics -- 3. Create Spaces for White Men to Learn and Grow Together -- 4. Show White Men the Benefits of Diversity, Equity, and Inclusion Efforts -- The Business Case The Case for Attracting and Retaining Talent -- The Case for Being a DEI Champion -- 5. Give White Men Concrete Ways to Help -- Myth 10 No One Can Question Our Support of the LGBTQ+ Community. Look at How Much Money We Invest in June Pride Month! We Aren't Diversity Washers. -- Do You Understand the Issues Facing the Community? -- Have You Asked Your Employees How They Feel? -- Is Your Brand or Company the Right Ally? -- Why Don't You Just Sit This One Out? -- Myth 11 Our Ad Wasn't Racist. It Was Simply a Mistake. -- Accept What You Have Done -- Immediately Reach Out to Your Employees -- Then Treat This as a Crisis -- Educate Yourself on Why This Was Racist -- Watch Out For Diversity Propping And Diversity Dressing -- What Is Diversity Propping? -- What Is Diversity Dressing? -- Finally, Listen to the Whispers, They Are the Loudest -- Understanding Why Consumers Call Out Content and Products for Being Racist -- 1. "Romanticizing Slavery" -- 2. "Popularizing Shackles" -- 3. "Propagating Blackface" -- 4. "Dehumanizing Black People with Use of Monkeys" -- 5. "Reinforcing the Myth of the Mammy" -- 6. "Reinforcing the Myth of Tom" -- 7. Propagating Colorism: Lighter Is Better -- 8. Using Language Tied to Slavery and Segregation -- 9. Misrepresenting Black Families -- Myth 12 We Aren't Apologizing. People Need to Stop Being So Sensitive. -- 1. Why Should I Apologize? -- 2. How Should I Apologize? -- 3. What Should I Say When Apologizing? -- How to Help Your Company Apologize -- Be Timely -- Be Specific -- Be Prepared to Rebuild Trust, and Build It Again -- Myth 13 We Can Work from Home Now. The Future of Work Is Inclusive. -- How Will You Ensure the Ways in Which Employees Work With Each Other Is Inclusive? -- 1. Build Everything You Do Putting Remote First. -- 2. Ensure Someone Is Overseeing How Your Organization "Works." 3. Finally, Ensure Hybrid Work Stays Inclusive for All -- Conclusion: Now That We Have Debunked 13 Myths, Here's What Comes Next. -- Notes -- Acknowledgments -- About the Author -- Index -- EULA. Erscheint auch als Druck-Ausgabe Mallick, Mita Reimagine Inclusion Newark : John Wiley & Sons, Incorporated,c2023 9781394177097 |
| spellingShingle | Mallick, Mita Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace Cover -- Title Page -- Copyright Page -- Table of Contents -- Introduction -- Myth 1 Of Course I Support Black Lives Matter. Why Are You Asking If I Have Any Black Friends? -- Who Are Your Friends? -- Guess Who the Baby Is? -- We All Have Biases -- How to Start Building Cross-Cultural Relationships -- Stop Thinking Having "One Friend" from Another Community Is Enough -- Finally, Start Building and Investing in Relationships -- Myth 2 I Always Allow Everyone to Speak in Meetings. Of Course I Am an Inclusive Leader. -- Do You Know What It Feels Like to Be Excluded? -- Start by Providing Access -- Amplify Voices -- Allow the Space for All Voices to Be Heard -- Give Individuals Credit for Their Work -- Actively Facilitate -- Be an Advocate -- Ask How You Can Help -- Ensure Equitable Distribution of Office Work -- "Say My Name When I Am Not in the Room" -- Myth 3 It's Time to Have Some Courageous Conversations on Race. Let's Ask Our Employees of Color to Lead Them. -- Who Is Actually Being Courageous, During a Courageous Conversation on Race? -- When's the Last Time You Had a Courageous Conversation on Race? -- How Can You Reach Out to Colleagues Who Have Experienced Trauma or Pain? -- The one-on-one Check-in Message: How Are You Doing Today? -- The Team Check-in -- Entering a one-on-one Conversation as an Ally -- Myth 4 I'm All for Diverse Talent. As Long as They Are Good. -- Do You Believe There Is a Limited Pool of Black Talent to Recruit From? -- It's Time to Bust the Pipeline Myth -- Remember That Language Matters -- Finally, Here's How We Can Partner with Recruiting to Make Impact -- 1. How Can You Get Access to Diverse Pipelines? -- 2. How Can You Help Create Fair and Inclusive Interviewing Experiences? -- 3. How Do We Evaluate Talent? -- Myth 5 We Protect the A-holes Because Our Businesses Wouldn't Run Without Them. -- What Is Harassment? What Is Bullying? -- Enact a Zero-Tolerance Policy -- Dismantle Your Performance Review Process -- Address Conflicts of Interest -- Reimagine Your Investigation Process -- Treat Your Exit Interviews Like Customer Reviews -- When You See Something, Say Something -- Intervene in the Moment -- Intervene after the Incident Occurs -- Check-in with Your Colleague -- Support Your Colleague in Reporting the Incident -- Watch out for Retaliation -- Continue to Check-in on Your Colleague -- Myth 6 Why Are You Asking for a Raise? You and Your Husband Make More Than Enough Money. -- 1. Communicate Your Pay Equity Measures -- 2. Challenge Leaders on Who They Reward -- 3. Consider a No-Negotiating Salary Policy -- 4. Ensure Mothers Aren't Penalized -- 5. Address Women's Concerns Before They Resign -- 6. Finally, Don't Be So Quick to "Celebrate" Equal Pay Day -- Myth 7 We Need More People of Color in Leadership. Let's Launch a Mentorship Program! -- What Makes a Sponsorship Program Work -- What Does a Sponsorship Pairing Look Like? -- What's the Role of the Sponsor? -- What Is the Role of The Rising Star? -- How Do You Select Sponsorship Pairings? -- Myth 8 Of Course We Support Women! We Just Extended Maternity Leave. -- 2. Do You Really Have Equitable Internal Promotion Processes? -- Target Diverse Slates for Promotion -- Forget Mentors -- Be a Career Sponsor -- Focus on Leadership Performance, Not Potential -- Utilize Gender Appointment Ratio -- 3. Do You Consistently Ask Women What Support They Want and Need? -- Myth 9 These DEI Efforts Don't Benefit Me. My Voice as a White Man Doesn't Count Anymore. -- 1. Let's Stop Shaming and Blaming White Men -- 2. Help Educate White Men on the Statistics -- 3. Create Spaces for White Men to Learn and Grow Together -- 4. Show White Men the Benefits of Diversity, Equity, and Inclusion Efforts -- The Business Case The Case for Attracting and Retaining Talent -- The Case for Being a DEI Champion -- 5. Give White Men Concrete Ways to Help -- Myth 10 No One Can Question Our Support of the LGBTQ+ Community. Look at How Much Money We Invest in June Pride Month! We Aren't Diversity Washers. -- Do You Understand the Issues Facing the Community? -- Have You Asked Your Employees How They Feel? -- Is Your Brand or Company the Right Ally? -- Why Don't You Just Sit This One Out? -- Myth 11 Our Ad Wasn't Racist. It Was Simply a Mistake. -- Accept What You Have Done -- Immediately Reach Out to Your Employees -- Then Treat This as a Crisis -- Educate Yourself on Why This Was Racist -- Watch Out For Diversity Propping And Diversity Dressing -- What Is Diversity Propping? -- What Is Diversity Dressing? -- Finally, Listen to the Whispers, They Are the Loudest -- Understanding Why Consumers Call Out Content and Products for Being Racist -- 1. "Romanticizing Slavery" -- 2. "Popularizing Shackles" -- 3. "Propagating Blackface" -- 4. "Dehumanizing Black People with Use of Monkeys" -- 5. "Reinforcing the Myth of the Mammy" -- 6. "Reinforcing the Myth of Tom" -- 7. Propagating Colorism: Lighter Is Better -- 8. Using Language Tied to Slavery and Segregation -- 9. Misrepresenting Black Families -- Myth 12 We Aren't Apologizing. People Need to Stop Being So Sensitive. -- 1. Why Should I Apologize? -- 2. How Should I Apologize? -- 3. What Should I Say When Apologizing? -- How to Help Your Company Apologize -- Be Timely -- Be Specific -- Be Prepared to Rebuild Trust, and Build It Again -- Myth 13 We Can Work from Home Now. The Future of Work Is Inclusive. -- How Will You Ensure the Ways in Which Employees Work With Each Other Is Inclusive? -- 1. Build Everything You Do Putting Remote First. -- 2. Ensure Someone Is Overseeing How Your Organization "Works." 3. Finally, Ensure Hybrid Work Stays Inclusive for All -- Conclusion: Now That We Have Debunked 13 Myths, Here's What Comes Next. -- Notes -- Acknowledgments -- About the Author -- Index -- EULA. |
| title | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_auth | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_exact_search | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_exact_search_txtP | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_full | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_fullStr | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_full_unstemmed | Reimagine Inclusion Debunking 13 Myths to Transform Your Workplace |
| title_short | Reimagine Inclusion |
| title_sort | reimagine inclusion debunking 13 myths to transform your workplace |
| title_sub | Debunking 13 Myths to Transform Your Workplace |
| work_keys_str_mv | AT mallickmita reimagineinclusiondebunking13mythstotransformyourworkplace |