Rethinking Organizational Diversity Equity and Inclusion

<p>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. </p><p>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. </p><p>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. </p><p>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. </p><p>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. </p><p>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.</p> <p>Preface....................................................................................................ix<br>Acknowledgments....................................................................................xv<br>About the Editors and Contributing Authors...............................................xvii<br>Advance Organizer....................................................................................xxv</p><p>PART I ESTABLISHING THE FOUNDATION FOR DE&I</p><p>Overview: What’s in a Name?...................................................................... 3</p><p>WILLIAM BRENDEL</p><p>PART II A STEP-BY-STEP APPROACH TO IMPLEMENTING A DE&I EFFORT</p><p>1 Facilitating Transformative Learning.........................................13</p><p>WILLIAM BRENDEL</p><p>2 Step 1: Defining Your Organization’s Culture............................35</p><p>PHILLIP L. EALY</p><p>3 Step 2: Clarifying the Role of Diversity, Equity, and </p><p>Inclusion in Shaping Culture......................................................45</p><p>NORM J. JONES</p><p>4 Step 3: Clarifying Who Has the Authority to Change Culture..... 57</p><p>S. RON BANERJEE</p><p>5 Step 4: Identifying and Defining the Pipeline...........................73</p><p>CATHERINE HAYNES</p><p>6 Step 5: Developing Talent...........................................................87</p><p>MICHELE MCBRIDE</p><p>7 Step 6: Navigating Emotions and Other Relational</p><p>Dynamics..................................................................................107</p><p>MARIE CARASCO</p><p>8 Step 7: Showcasing Your Organization’s Talent........................123</p><p>MARIE CARASCO</p><p>9 Step 8: Promoting Your Organization’s Talent.........................141</p><p>BARBARA R. HOPKINS</p><p>10 Step 9: Developing Employee Resource Groups....................... 151</p><p>WAYNE GERSIE</p><p>11 Step 10: Evaluating Your Processes.......................................... 171</p><p>CHRISTINA PETTEY</p><p>PART III FUTURE TRENDS IN DE&I</p><p>12 Trends in Diversity, Equity, and Inclusion...............................193</p><p>JAMIE CAMPBELL</p><p>PART IV RESOURCES TO SUPPORT</p><p>IMPLEMENTATION OF A DE&I EFFORT</p><p>Appendix A: Glossary......................................................................209</p><p>Appendix B: Diversity, Equity, and Inclusion (DE&I) Audit...........211</p><p>WILLIAM J. ROTHWELL</p><p>Appendix C: Resources for Diversity, Equity and Inclusion</p><p>(DE&I)............................................................................................. 215</p><p>Appendix D: Frequently Asked Questions (FAQs) about</p><p>Diversity, Equity, and Inclusion......................................................223</p><p>JAMIE CAMPBELL, PHILLIP L. EALY, AND WILLIAM J. ROTHWELL</p><p>Appendix E: Tools to Guide Implementation..................................229</p><p>PHILIP L. EALY AND WILLIAM J. ROTHWELL</p><p>Index...............................................................................................243</p>