Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Newark
John Wiley & Sons, Incorporated
2024
|
| Ausgabe: | 1st ed |
| Online-Zugang: | DE-2070s |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (337 Seiten) |
| ISBN: | 9781394259175 |
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| 505 | 8 | |a Cover -- Title Page -- Copyright Page -- Contents -- Acknowledgments -- Introduction -- What Is Change? -- Embrace the Revolution -- Chapter 1 Your Inclusion Ambitions -- Get on the Balcony -- Your Mindset Matters -- Hold Up a Mirror on Bias -- Create a Road Map for Change -- What We Feel -- What We Wonder -- The Belonging Effect -- Your Road Map to Revolution -- Chapter 2 Build the Best Teams, Period -- Help Underrepresented Talent Envision Themselves at Your Company -- Confronting Privilege in the Hiring Process -- Metrics for Hiring Success -- Set Bold Goals -- Tackling the Fear of Reverse Discrimination -- Incentivize Goal Achievement -- Your Road Map to Revolution -- Chapter 3 Overhaul Your Recruitment -- Stop Using Résumés as Gatekeepers -- Emphasize the Cover Letter or a Creative Pitch -- Use a Q& -- A Platform as Part of Your Application Process -- Try a Skills Test or Neuroscience-Based Brain Games -- Give a Work Sample Test -- Stop the Friends and Family Program -- Attract Diverse Talent Like You Mean It -- Change the Spec -- Go Where the Talent Is! -- Your Road Map to Revolution -- Chapter 4 Make Better Hiring Decisions -- The Right Hire or the White Hire? -- Push for More . . . More Candidates, More Interview Prep, More Accountability -- Combat Bias with Consistency -- Don't Interview for "Fit" -- Interview for Function, Potential, and Culture Add -- Ask Better Interview Questions -- Standardize How You Debrief and Decide -- Your Road Map to Revolution -- Chapter 5 Nurture a People-First Culture -- Lead from the Beginning -- Create an Inclusive Onboarding Experience -- Facilitate Stronger Connections -- Build Empathy Muscles -- Raise Your Awareness -- Don't Be Afraid to Name It -- Your Road Map to Revolution -- Chapter 6 Set Psychological Safety in Motion -- Your Words Matter -- Foster Speak Up Culture -- Thread Allyship | |
| 505 | 8 | |a Mitigate Microaggressions -- Kick Covering to the Curb -- Your Road Map to Revolution -- Chapter 7 Tune into the Whispers and the Screams (and Everything in Between) -- Be an Inclusion Truth Seeker -- A Sample Discussion Guide -- Get Smart with Surveys -- Allow for Anonymity and Maintain Multiple Reporting Systems -- Act on What You Hear -- Repair Damage When It Happens -- Your Road Map to Revolution -- Chapter 8 No Talent Left Behind -- Step 1: Get to Know Your Team -- Step 2: Remove Bias from Performance Evaluations -- Step 3: Ensure Transparency in the Goal-Setting and Promotion Process. -- Step 4: Create Individual Growth Plans -- Step 5: Provide Feedback-Always -- Step 6: Pay Fairly -- Your Road Map for Revolution -- Chapter 9 Build Support Scaffolding -- 1. Give Out Decoder Rings -- How to Be More Supportive: Revolutionize Your Employee Handbook -- 2. Foster Peer Relationships -- How to Be More Supportive: Champion ERGs (Employee Resource Groups) -- 3. Widen Your Network, Expand Others' -- How to Be More Supportive: Create Valuable Connections -- 4. Mentorship and Sponsorship -- How to Be More Supportive: Start Mentoring -- How to Be More Supportive: Stick Your Neck Out for Your Team -- How to Be More Supportive: Launch a Mentorship Program Focused on Specific Pain Points -- How to Be More Supportive: Build Mentorship Programs That Can Evolve into Sponsorships -- 5. External Advisors -- Your Road Map to Revolution -- Chapter 10 Get to the Heart of Accountability -- Engage the Uncommitted -- Goals Are at the Heart of Accountability -- Be Accountable to Yourself -- Be Accountable to Your Consumers, Users, and Audience, Too -- Measure Effectiveness, Always -- Accelerate What's Right, Demand Your Leaders Lead -- Your Road Map to Revolution -- Chapter 11 Persist -- Making Belonging, Equity, and Inclusion Stick -- What's Available on the Other Side | |
| 505 | 8 | |a Persist When You Make a Mistake (or Are Afraid To!) -- Persist When You Face Resistance -- Persist When You Feel Fatigued -- Persist by Fighting for "Us," All of Us -- Notes -- Bibliography -- About the Author -- Index -- EULA. | |
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Datensatz im Suchindex
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| author_facet | Auger-Domínguez, Daisy |
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| contents | Cover -- Title Page -- Copyright Page -- Contents -- Acknowledgments -- Introduction -- What Is Change? -- Embrace the Revolution -- Chapter 1 Your Inclusion Ambitions -- Get on the Balcony -- Your Mindset Matters -- Hold Up a Mirror on Bias -- Create a Road Map for Change -- What We Feel -- What We Wonder -- The Belonging Effect -- Your Road Map to Revolution -- Chapter 2 Build the Best Teams, Period -- Help Underrepresented Talent Envision Themselves at Your Company -- Confronting Privilege in the Hiring Process -- Metrics for Hiring Success -- Set Bold Goals -- Tackling the Fear of Reverse Discrimination -- Incentivize Goal Achievement -- Your Road Map to Revolution -- Chapter 3 Overhaul Your Recruitment -- Stop Using Résumés as Gatekeepers -- Emphasize the Cover Letter or a Creative Pitch -- Use a Q& -- A Platform as Part of Your Application Process -- Try a Skills Test or Neuroscience-Based Brain Games -- Give a Work Sample Test -- Stop the Friends and Family Program -- Attract Diverse Talent Like You Mean It -- Change the Spec -- Go Where the Talent Is! -- Your Road Map to Revolution -- Chapter 4 Make Better Hiring Decisions -- The Right Hire or the White Hire? -- Push for More . . . More Candidates, More Interview Prep, More Accountability -- Combat Bias with Consistency -- Don't Interview for "Fit" -- Interview for Function, Potential, and Culture Add -- Ask Better Interview Questions -- Standardize How You Debrief and Decide -- Your Road Map to Revolution -- Chapter 5 Nurture a People-First Culture -- Lead from the Beginning -- Create an Inclusive Onboarding Experience -- Facilitate Stronger Connections -- Build Empathy Muscles -- Raise Your Awareness -- Don't Be Afraid to Name It -- Your Road Map to Revolution -- Chapter 6 Set Psychological Safety in Motion -- Your Words Matter -- Foster Speak Up Culture -- Thread Allyship Mitigate Microaggressions -- Kick Covering to the Curb -- Your Road Map to Revolution -- Chapter 7 Tune into the Whispers and the Screams (and Everything in Between) -- Be an Inclusion Truth Seeker -- A Sample Discussion Guide -- Get Smart with Surveys -- Allow for Anonymity and Maintain Multiple Reporting Systems -- Act on What You Hear -- Repair Damage When It Happens -- Your Road Map to Revolution -- Chapter 8 No Talent Left Behind -- Step 1: Get to Know Your Team -- Step 2: Remove Bias from Performance Evaluations -- Step 3: Ensure Transparency in the Goal-Setting and Promotion Process. -- Step 4: Create Individual Growth Plans -- Step 5: Provide Feedback-Always -- Step 6: Pay Fairly -- Your Road Map for Revolution -- Chapter 9 Build Support Scaffolding -- 1. Give Out Decoder Rings -- How to Be More Supportive: Revolutionize Your Employee Handbook -- 2. Foster Peer Relationships -- How to Be More Supportive: Champion ERGs (Employee Resource Groups) -- 3. Widen Your Network, Expand Others' -- How to Be More Supportive: Create Valuable Connections -- 4. Mentorship and Sponsorship -- How to Be More Supportive: Start Mentoring -- How to Be More Supportive: Stick Your Neck Out for Your Team -- How to Be More Supportive: Launch a Mentorship Program Focused on Specific Pain Points -- How to Be More Supportive: Build Mentorship Programs That Can Evolve into Sponsorships -- 5. External Advisors -- Your Road Map to Revolution -- Chapter 10 Get to the Heart of Accountability -- Engage the Uncommitted -- Goals Are at the Heart of Accountability -- Be Accountable to Yourself -- Be Accountable to Your Consumers, Users, and Audience, Too -- Measure Effectiveness, Always -- Accelerate What's Right, Demand Your Leaders Lead -- Your Road Map to Revolution -- Chapter 11 Persist -- Making Belonging, Equity, and Inclusion Stick -- What's Available on the Other Side Persist When You Make a Mistake (or Are Afraid To!) -- Persist When You Face Resistance -- Persist When You Feel Fatigued -- Persist by Fighting for "Us," All of Us -- Notes -- Bibliography -- About the Author -- Index -- EULA. |
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| dewey-full | 658.30089 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
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| dewey-sort | 3658.30089 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
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| isbn | 9781394259175 |
| language | English |
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| spelling | Auger-Domínguez, Daisy Verfasser aut Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace 1st ed Newark John Wiley & Sons, Incorporated 2024 ©2024 1 Online-Ressource (337 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Cover -- Title Page -- Copyright Page -- Contents -- Acknowledgments -- Introduction -- What Is Change? -- Embrace the Revolution -- Chapter 1 Your Inclusion Ambitions -- Get on the Balcony -- Your Mindset Matters -- Hold Up a Mirror on Bias -- Create a Road Map for Change -- What We Feel -- What We Wonder -- The Belonging Effect -- Your Road Map to Revolution -- Chapter 2 Build the Best Teams, Period -- Help Underrepresented Talent Envision Themselves at Your Company -- Confronting Privilege in the Hiring Process -- Metrics for Hiring Success -- Set Bold Goals -- Tackling the Fear of Reverse Discrimination -- Incentivize Goal Achievement -- Your Road Map to Revolution -- Chapter 3 Overhaul Your Recruitment -- Stop Using Résumés as Gatekeepers -- Emphasize the Cover Letter or a Creative Pitch -- Use a Q& -- A Platform as Part of Your Application Process -- Try a Skills Test or Neuroscience-Based Brain Games -- Give a Work Sample Test -- Stop the Friends and Family Program -- Attract Diverse Talent Like You Mean It -- Change the Spec -- Go Where the Talent Is! -- Your Road Map to Revolution -- Chapter 4 Make Better Hiring Decisions -- The Right Hire or the White Hire? -- Push for More . . . More Candidates, More Interview Prep, More Accountability -- Combat Bias with Consistency -- Don't Interview for "Fit" -- Interview for Function, Potential, and Culture Add -- Ask Better Interview Questions -- Standardize How You Debrief and Decide -- Your Road Map to Revolution -- Chapter 5 Nurture a People-First Culture -- Lead from the Beginning -- Create an Inclusive Onboarding Experience -- Facilitate Stronger Connections -- Build Empathy Muscles -- Raise Your Awareness -- Don't Be Afraid to Name It -- Your Road Map to Revolution -- Chapter 6 Set Psychological Safety in Motion -- Your Words Matter -- Foster Speak Up Culture -- Thread Allyship Mitigate Microaggressions -- Kick Covering to the Curb -- Your Road Map to Revolution -- Chapter 7 Tune into the Whispers and the Screams (and Everything in Between) -- Be an Inclusion Truth Seeker -- A Sample Discussion Guide -- Get Smart with Surveys -- Allow for Anonymity and Maintain Multiple Reporting Systems -- Act on What You Hear -- Repair Damage When It Happens -- Your Road Map to Revolution -- Chapter 8 No Talent Left Behind -- Step 1: Get to Know Your Team -- Step 2: Remove Bias from Performance Evaluations -- Step 3: Ensure Transparency in the Goal-Setting and Promotion Process. -- Step 4: Create Individual Growth Plans -- Step 5: Provide Feedback-Always -- Step 6: Pay Fairly -- Your Road Map for Revolution -- Chapter 9 Build Support Scaffolding -- 1. Give Out Decoder Rings -- How to Be More Supportive: Revolutionize Your Employee Handbook -- 2. Foster Peer Relationships -- How to Be More Supportive: Champion ERGs (Employee Resource Groups) -- 3. Widen Your Network, Expand Others' -- How to Be More Supportive: Create Valuable Connections -- 4. Mentorship and Sponsorship -- How to Be More Supportive: Start Mentoring -- How to Be More Supportive: Stick Your Neck Out for Your Team -- How to Be More Supportive: Launch a Mentorship Program Focused on Specific Pain Points -- How to Be More Supportive: Build Mentorship Programs That Can Evolve into Sponsorships -- 5. External Advisors -- Your Road Map to Revolution -- Chapter 10 Get to the Heart of Accountability -- Engage the Uncommitted -- Goals Are at the Heart of Accountability -- Be Accountable to Yourself -- Be Accountable to Your Consumers, Users, and Audience, Too -- Measure Effectiveness, Always -- Accelerate What's Right, Demand Your Leaders Lead -- Your Road Map to Revolution -- Chapter 11 Persist -- Making Belonging, Equity, and Inclusion Stick -- What's Available on the Other Side Persist When You Make a Mistake (or Are Afraid To!) -- Persist When You Face Resistance -- Persist When You Feel Fatigued -- Persist by Fighting for "Us," All of Us -- Notes -- Bibliography -- About the Author -- Index -- EULA. Erscheint auch als Druck-Ausgabe Auger-Domínguez, Daisy Inclusion Revolution Newark : John Wiley & Sons, Incorporated,c2024 9781394259151 |
| spellingShingle | Auger-Domínguez, Daisy Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace Cover -- Title Page -- Copyright Page -- Contents -- Acknowledgments -- Introduction -- What Is Change? -- Embrace the Revolution -- Chapter 1 Your Inclusion Ambitions -- Get on the Balcony -- Your Mindset Matters -- Hold Up a Mirror on Bias -- Create a Road Map for Change -- What We Feel -- What We Wonder -- The Belonging Effect -- Your Road Map to Revolution -- Chapter 2 Build the Best Teams, Period -- Help Underrepresented Talent Envision Themselves at Your Company -- Confronting Privilege in the Hiring Process -- Metrics for Hiring Success -- Set Bold Goals -- Tackling the Fear of Reverse Discrimination -- Incentivize Goal Achievement -- Your Road Map to Revolution -- Chapter 3 Overhaul Your Recruitment -- Stop Using Résumés as Gatekeepers -- Emphasize the Cover Letter or a Creative Pitch -- Use a Q& -- A Platform as Part of Your Application Process -- Try a Skills Test or Neuroscience-Based Brain Games -- Give a Work Sample Test -- Stop the Friends and Family Program -- Attract Diverse Talent Like You Mean It -- Change the Spec -- Go Where the Talent Is! -- Your Road Map to Revolution -- Chapter 4 Make Better Hiring Decisions -- The Right Hire or the White Hire? -- Push for More . . . More Candidates, More Interview Prep, More Accountability -- Combat Bias with Consistency -- Don't Interview for "Fit" -- Interview for Function, Potential, and Culture Add -- Ask Better Interview Questions -- Standardize How You Debrief and Decide -- Your Road Map to Revolution -- Chapter 5 Nurture a People-First Culture -- Lead from the Beginning -- Create an Inclusive Onboarding Experience -- Facilitate Stronger Connections -- Build Empathy Muscles -- Raise Your Awareness -- Don't Be Afraid to Name It -- Your Road Map to Revolution -- Chapter 6 Set Psychological Safety in Motion -- Your Words Matter -- Foster Speak Up Culture -- Thread Allyship Mitigate Microaggressions -- Kick Covering to the Curb -- Your Road Map to Revolution -- Chapter 7 Tune into the Whispers and the Screams (and Everything in Between) -- Be an Inclusion Truth Seeker -- A Sample Discussion Guide -- Get Smart with Surveys -- Allow for Anonymity and Maintain Multiple Reporting Systems -- Act on What You Hear -- Repair Damage When It Happens -- Your Road Map to Revolution -- Chapter 8 No Talent Left Behind -- Step 1: Get to Know Your Team -- Step 2: Remove Bias from Performance Evaluations -- Step 3: Ensure Transparency in the Goal-Setting and Promotion Process. -- Step 4: Create Individual Growth Plans -- Step 5: Provide Feedback-Always -- Step 6: Pay Fairly -- Your Road Map for Revolution -- Chapter 9 Build Support Scaffolding -- 1. Give Out Decoder Rings -- How to Be More Supportive: Revolutionize Your Employee Handbook -- 2. Foster Peer Relationships -- How to Be More Supportive: Champion ERGs (Employee Resource Groups) -- 3. Widen Your Network, Expand Others' -- How to Be More Supportive: Create Valuable Connections -- 4. Mentorship and Sponsorship -- How to Be More Supportive: Start Mentoring -- How to Be More Supportive: Stick Your Neck Out for Your Team -- How to Be More Supportive: Launch a Mentorship Program Focused on Specific Pain Points -- How to Be More Supportive: Build Mentorship Programs That Can Evolve into Sponsorships -- 5. External Advisors -- Your Road Map to Revolution -- Chapter 10 Get to the Heart of Accountability -- Engage the Uncommitted -- Goals Are at the Heart of Accountability -- Be Accountable to Yourself -- Be Accountable to Your Consumers, Users, and Audience, Too -- Measure Effectiveness, Always -- Accelerate What's Right, Demand Your Leaders Lead -- Your Road Map to Revolution -- Chapter 11 Persist -- Making Belonging, Equity, and Inclusion Stick -- What's Available on the Other Side Persist When You Make a Mistake (or Are Afraid To!) -- Persist When You Face Resistance -- Persist When You Feel Fatigued -- Persist by Fighting for "Us," All of Us -- Notes -- Bibliography -- About the Author -- Index -- EULA. |
| title | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_auth | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_exact_search | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_full | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_fullStr | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_full_unstemmed | Inclusion Revolution The Essential Guide to Dismantling Racial Inequity in the Workplace |
| title_short | Inclusion Revolution |
| title_sort | inclusion revolution the essential guide to dismantling racial inequity in the workplace |
| title_sub | The Essential Guide to Dismantling Racial Inequity in the Workplace |
| work_keys_str_mv | AT augerdominguezdaisy inclusionrevolutiontheessentialguidetodismantlingracialinequityintheworkplace |