Rethinking Organizational Diversity Equity and Inclusion A Step by Step Guide for Facilitating Effective Change 1st Edited By William Rothwell, Phillip Ealy, Jamie Campbell ISBN 1032027282  978-1032027289

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ISBN 10: 1032027282
ISBN 13: 978-1032027289
Author:  William Rothwell, Phillip Ealy, Jamie Campbell 

Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue.

Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging.

Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization’s diversity and inclusion — it is grounded in research-based literature on diversity and OD principles.

Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually―and often across borders.

But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts―or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced.

This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.

Rethinking Organizational Diversity Equity and Inclusion A Step by Step Guide for Facilitating Effective Change 1st Table of contents:

1. Introduction

   • Why Diversity, Equity, and Inclusion Matter Now
   • The Importance of Re-thinking DEI Approaches
   • Key Definitions and Concepts
   • How This Guide Can Help You Facilitate Change

2. Chapter 1: Understanding Diversity, Equity, and Inclusion

   • Defining Diversity: Beyond Demographics
   • Equity vs. Equality: What’s the Difference?
   • Inclusion: Building a Culture Where Everyone Belongs
   • The Intersections of DEI and Organizational Success

3. Chapter 2: Assessing Your Organization’s Current DEI Landscape

   • Conducting a DEI Audit
   • Gathering Data: Surveys, Interviews, and Focus Groups
   • Identifying Key Gaps and Opportunities for Improvement
   • Understanding the Role of Leadership in DEI Assessment

4. Chapter 3: Building a DEI Vision and Strategy

   • Setting Clear, Actionable DEI Goals
   • Aligning DEI with Organizational Values and Mission
   • Crafting a DEI Strategy for Short-Term and Long-Term Change
   • Engaging Stakeholders and Building Buy-In

5. Chapter 4: Developing Inclusive Leadership

   • The Role of Leaders in Fostering an Inclusive Culture
   • Inclusive Leadership Skills: Listening, Empathy, and Accountability
   • Training Leaders to Recognize and Address Bias
   • Creating a Safe Environment for DEI Discussions

6. Chapter 5: Creating Equitable Systems and Processes

   • Redesigning Recruitment and Hiring Practices
   • Developing Fair Performance Evaluation and Promotion Systems
   • Addressing Pay Gaps and Compensation Equity
   • Equitable Access to Resources and Career Development

7. Chapter 6: Promoting Inclusive Communication

   • The Power of Language in Creating Inclusion
   • Encouraging Open, Culturally Sensitive Communication
   • Overcoming Barriers to Effective Communication Across Differences
   • Creating DEI Messaging that Resonates Across the Organization

8. Chapter 7: Fostering an Inclusive Work Environment

   • Creating Safe Spaces for Dialogue and Expression
   • Building Employee Resource Groups (ERGs) and Affinity Networks
   • Ensuring Accessibility and Accommodations for All Employees
   • Addressing Microaggressions and Discrimination in the Workplace

9. Chapter 8: Educating and Training Employees on DEI

   • Designing Effective DEI Training Programs
   • Overcoming Resistance to DEI Initiatives
   • Interactive Learning and Inclusive Workshops
   • Measuring the Effectiveness of DEI Training Programs

10. Chapter 9: Measuring DEI Progress and Outcomes

    • Defining Success: What Does Progress Look Like?
    • Key Metrics and Indicators for DEI Success
    • Using Qualitative and Quantitative Data to Track Change
    • Reporting on DEI Outcomes to Stakeholders

11. Chapter 10: Addressing Challenges and Setbacks

    • Recognizing and Managing DEI Fatigue
    • Navigating Backlash and Resistance
    • Overcoming Common Pitfalls in DEI Implementation
    • Lessons from Organizations that Have Struggled with DEI

12. Chapter 11: Sustaining DEI Change

    • Embedding DEI into Organizational Culture and Values
    • Continuous Learning and Improvement in DEI Efforts
    • The Role of Mentorship and Sponsorship in Sustaining Change
    • Long-Term Strategies for Maintaining Momentum

13. Conclusion

    • The Future of DEI in Organizations
    • The Role of Individual and Collective Effort in Creating Lasting Change
    • Final Thoughts and Call to Action

14. Appendices

    • DEI Resources for Further Learning
    • Tools and Templates for DEI Planning and Implementation
    • Sample DEI Surveys and Feedback Forms

15. References

    • Recommended Readings and Research
    • Cited Works and Scholarly Articles

16. Index

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