Diversity, equality, equity and inclusion Books

Book SynopsisSHORTLISTED FOR THE FT MCKINSEY BUSINESS BOOK OF THE YEAR 2021 FT BEST BOOKS OF THE YEAR 2021Racial divisions play out as starkly in the workplace as they do in wider society. What can YOU do to eradicate the bias and create a more diverse, inclusive and equitable environment?A one-stop resource for anyone wanting to understand the causes and manifestations of racism, to examine their own biases - and know what works to advance racial equity at work. - FT ________________ Racial equity is achievable. But the honest conversations we need to have to foster that change can be uncomfortable - and are all too often avoided. Drawing together years of academic research from the fields of psychology, sociology, management, and behavioural economics, Robert Livingston has created the ultimate solutions-oriented guide for those who want to transform the social order, but are unsure of how to go about it.Trade ReviewThe Conversation is an extraordinarily timely book. Just as companies and organizations in the U.S. and around the world are focusing anew on the entrenched bias in their culture, The Conversation comes along to offer a path forward. Livingston has digested his authoritative understanding of the science into a remarkably approachable volume, one that is animated by his storytelling and voice on the page. The Conversation is a major achievement, one that is poised to play a significant role in improving our understanding about bias and addressing systemic racism in the workplace * Robin J. Ely, Diane Doerge Wilson Professor of Business Administration, Harvard Business School *Social justice is a long game, and it has to start with awareness of the problem. Dr. Livingston's book, just like his live presentations, is one of the most compelling articulations of the problems of racism and discrimination that I have encountered. As I've seen in my work with organizations like Airbnb, when a company is prepared to do serious work, the results can be extraordinary. This wonderful book is the place to start. The Conversation manages to be both intellectually compelling and substantive while also being infused with warmth and humor, just like Robert. I highly recommend it * Laura W. Murphy, civil rights activist, consultant, and former director, ACLU Washington Legislative Office *As a product and business innovator, I like to think about how to design globally and execute locally. This maxim is just as true when it comes to a company's culture. Candid conversations are among the best ways to dispel myths and false narratives around diversity that hold us back, but we needfactual information and a framework. The Conversation offers exactly that. This book should be required reading for leaders and all those who share the goal of a more equitable future * William P. Gipson, retired Chief Diversity & Inclusion Officer, Procter & Gamble *I met Dr. Livingston in 2013 when he made the first of many trips to Asheville to educate our county and city leaders on how racism shows up in organizations. His presentation awakened us to what was possible if we had the courage and commitment to do the work. Fast forward to today and the progress that Asheville and Buncombe County have made toward reparations and greater racial equity, and you can see Robert's handprint in shaping this change. The Conversation is a testament to Dr. Livingston's storytelling skill as he deftly weaves research with vivid examples to make the case for how and why change is possible. This book is a must read * Lisa Eby, Former Human Resources and Community Engagement Director, Buncombe County Government *After devoting decades of his life working to end systemic racism, Livingston speaks not only with authority but with a refreshing optimism. The thousands of hours he has spent with community leaders across the country have shown that when conversations are candid and respectful, Americans can indeed come together * David Gergen, CNN Political Analyst, Adviser to Four US Presidents, and Professor of Public Service at the Harvard Kennedy School *Systematic racism is a part of our past, sadly part of our present and will be part of our future if we don't educate ourselves on its realities. We all need to seek the truth and be willing to have the uncomfortable conversations necessary to transform ourselves and our organizations. Livingston's thoughtful and instructive book will help us all start these important conversations * Mike Kaufman, CEO, Cardinal Health *Robert Livingston makes an absolutely critical contribution to the much needed efforts to understand and combat racism in the corporate realm. This is compulsory reading for all serious leaders and people who aspire to lead -- Nels Abbey, author of Think Like A White ManA one-stop resource for anyone wanting to understand the causes and manifestations of racism, to examine their own biases - and know what works to advance racial equity at work * Financial Times *

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Book SynopsisThis textbook explores the reasons for intercultural differences and their effects on the behavior of individuals and organizations within the context of management. The text embraces the presence of ambiguity and complexity and encourages critical thinking when it comes to intercultural relations in order to avoid ethnocentrism, stereotyping and prejudice, as well as overly simplistic solutions. Integrating findings from management, but also the humanities and social sciences, as well as politics and popular culture, intercultural management is understood as a phenomenon that transcends disciplinary boundaries and includes questions around identity constructions, power relations, and ethics. This makes intercultural management a fascinating and rewarding subject to study. Throughout, the author encourages an analytical approach to intercultural management built upon strong methodological foundations, and draws on examples from a wide range of different contexts and cultures to help reflectively translate research and concepts into practice in a way that is lively and engaging. This textbook is essential reading for students taking university courses related to intercultural management. Lecturers can visit the companion website to access a Teaching Guide and PowerPoint slides that can be adapted and edited to suit teaching needs. Dirk Holtbrügge is Professor of International Management at the School of Business, Economics and Society, Friedrich-Alexander-University Erlangen-Nürnberg, Germany.Trade ReviewIntercultural Management is a detailed, up-to-date contribution to management literature. Through illustrative cases from a wide variety of cultures, the book provides a captivating angle on the most recent research in the field. It makes the reader reflect and demonstrates the importance of cultural understanding in intercultural management. Through systematic composition and comprehensive figures, the book shines a light on aspects such as communication, psychology, and history. Intercultural Management is well suited to give students increased cultural understanding and knowledge of international business. -- Ilan AlonThis book is very timely and well written. There is a coherent golden thread in the book and the chapters build on each other consistently and logically. It contains the most extensive collection of relevant theories and concepts I have ever seen in one place. The examples provided are carefully selected and very helpful to add currency to the theoretical claims. They offer opportunity for students to better understand what the content means for the real world and organizations. I also very much appreciate that the book is informed by the state-of-the-art literature in international business and management and that everything is backed up with substantial academic reference and evidence. -- Benjamin BaderIntercultural Management is the textbook I have been waiting on for a long time. It starts where many other textbooks about this topic end. Instead of mainly repeating the obvious, the book contains many interesting and relevant aspects that are new even to experts in the field. The well-founded text mixes perfectly with sound practical examples, exercises, and references to videos and online resources. Students and managers alike will enjoy reading the book as it opens up new perspectives and stimulates critical reflection. -- Nicola BergDigitalization has increased the possibilities and necessities to establish and maintain productive collaboration between people of different race, cultural backgrounds, and ethical attitudes. In addition, companies active on global markets have to adjust their value proposition to customers from different cultures. Intercultural Management by Dirk Holtbrügge is an easy to master step-by-step guide on how to develop intercultural competencies at individual, group, and organizational levels, and how to use these competencies in intra-organizational and inter-organizational collaboration. I also must stress that unlike many ‘do-it-yourself’ guides, the book is deeply rooted in academic research. -- Igor GurkovThis book provides an excellent overview of intercultural management. It not only covers the major frameworks one would expect, but also broadens the discussion to less-commonly covered disciplines, such as geography, economic and political systems, and biology. In addition, it has a strong research focus, providing research-based critiques of frameworks and describing challenges of conducting intercultural research. The historical lens is unusual and insightful, and the inclusion of recent research and concepts in intercultural management makes the text timely. Finally, there are several practical examples drawing from many cultures and countries across the world, which are interesting and successfully illustrate concepts from the text. With Intercultural Management, students will gain an understanding of intercultural management concepts, recognize its complexity, and find themselves reflecting on ideas. In brief, the broad interdisciplinary approach, strong research-orientation, historical perspective, inclusion of recent topics, and use of several diverse examples make this a well-rounded, thoughtful, and relevant intercultural management text that will spur student learning. -- Davina VoraTable of ContentsChapter 1: Relevance of Intercultural Management Chapter 2: Definitions, Manifestations, Delineations, and Functions of Culture Chapter 3: Intercultural Management Research: Conceptual and Methodological Issues Chapter 4: Concepts of Culture Chapter 5: Cultural Differences and Cultural Similarities Chapter 6: Intercultural Communication and Negotiation Chapter 7: Intercultural Management of Individuals, Teams and Organizations Chapter 8: Intercultural Competence Chapter 9: Intercultural Training

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Book Synopsis''A must read for anyone interested in the 4-day week'' - Heejung Chung, professor at the University of Kent and author of The Flexibility Paradox''This invaluable book offers a clear way forward: we don''t need to burn ourselves out, we can work less and get more done'' - Rebecca Seal, author of SOLO: How To Work Alone (And Not Lose Your Mind)The 4-day week is no longer just an idea. Following successful trials in countries as far apart as New Zealand and the United Kingdom (where nearly all companies involved opted to continue beyond the pilot), research now shows that a shorter workweek benefits both companies and employees, increasing productivity, wellbeing and staff retention.Work Less, Do More offers a practical framework for making the 4-day week a reality in your business, whatever its sector and size. Top expert and Silicon Valley-based consultant Alex Pang helps you:-Identify the best pattern for yoTrade ReviewThe way we work is changing at an incredible pace. This invaluable book offers a clear way forward: we don't need to burn ourselves out, we can work less and get more done, and we can all, wherever we are in our careers, get our lives back. * Rebecca Seal, author of SOLO: How To Work Alone (And Not Lose Your Mind) *Read this book, stop with the long hours and get a life! * Henry Stewart, author of The Happy Manifesto and Founder and Chief Happiness Office at Happy *A must read for anyone interested in the 4 day week. Not only does the book provide detailed accounts of how the 4-day-week was implemented across a wide range of companies across sectors and across countries, the book also provides answers to any doubts you may have about whether implementing a 4 day week is realistic. The answer is yes. * Heejung Chung, professor at the University of Kent and author of The Flexibility Paradox *

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Book Synopsis‘Powerful and perceptive . . . belongs on the shelves – and in the hearts and minds – of leaders everywhere’ – Daniel H. Pink, bestselling author of To Sell is Human From Kim Scott, author of the revolutionary New York Times bestseller Radical Candor, comes Just Work: How to Confront Bias, Prejudice and Bullying to Build a Culture of Inclusivity – that will help you recognize, attack and eliminate workplace injustice – and transform our careers and organizations in the process. We – all of us – consistently exclude, underestimate and under-utilize huge numbers of people in the workforce even as we include, overestimate and promote others, often beyond their level of competence. Not only is this immoral and unjust, it’s bad for business. Just Work is the solution. Just Work by Kim Scott reveals a practical framework for both respecting everyone’s individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect.Trade ReviewIn this powerful and perceptive book, Kim Scott offers a bold vision – a workplace where respect and collaboration prevail over domination and conformity. Just Work is a sparkling combination of moral courage and practical solutions. It belongs on the shelves – and in the hearts and minds – of leaders everywhere -- Daniel H. Pink, #1 New York Times bestselling author of When and DriveIn debates over workplace inequality, we don’t talk enough about the ‘how’ – how to respond to a boss or co-worker who acts unfairly, how exactly that person should change their behaviour. Just Work helps answer the how. Kim Scott provides actionable, effective ways for fighting discrimination and harassment with engagement, collaboration and respect -- Sheryl Sandberg, COO of Facebook and founder of LeanIn.Org and OptionB.OrgScott’s experiences leading teams at Google and Apple led to this book, which espouses a workplace culture where leaders care deeply about their employees and challenge them to be their best selves -- Jeff Kinney, author of the bestselling Diary of a Wimpy Kid series * New York Times *Just Work left me optimistic that we can create just workplaces. Kim Scott carefully explains how bias, prejudice and bullying undermine all organizations--even those with the best of intentions?and provides an actionable system for countering each. Her acknowledgment that none of us?herself included?are free of this behavior marks an important starting point for a difficult but necessary conversation. -- Henry Louis Gates, Jr., Alphonse Fletcher University Professor and Director of the Hutchins Center for African and African American Research, Harvard UniversityPacked with stories from Scott’s career, Just Work offers a solutions-focused perspective on #MeToo, acknowledging that gender injustice doesn’t exist in a vacuum and broadening the frame to consider diversity and inclusion writ large. Each of us has an important role in creating a fair and reasonable workplace. When we play that role and create the conditions for others to do the same, we can create real change today in the place where most of us spend most of our time--at work. -- Darren Walker, President of the Ford FoundationIf you've been wringing your hands or hiding your head in the sand about the issues of injustice in your workplace (yes, yours!), this is the book to read. You will learn how to recognize and eradicate the bias, bad behavior and discrimination that is holding back your team and company from succeeding at the highest levels possible. -- Sarah Kunst, Managing Director of Cleo CapitalUrgent and actionable, this passionate manifesto will be a welcome addition to any leader’s desk. -- Publishers Weekly Just Work [is] presented with thoughtful clarity and sensitivity. … Scott’s advice is rooted firmly in common sense, with a nod to the realities of human nature. -- BooklistIt's about time someone tackled this thorny subject. Bravo! Many workplaces get tangled up or ignore the issues when dealing with bias and difference. Thank goodness for Kim Scott and her dose of candor, offering us not just the words, but the courage and compassion required to deal with conflicting points of view. Just Work holds our hands, kicks our butts and shows us how. -- Beth Comstock, author, Imagine It Forward, and former Vice Chair, GEMany books describe how to create a better workplace. What makes Just Work exceptionally interesting and valuable is that Kim Scott vividly describes specific situations: experiences she went through herself or saw happen to people around her; actions she did—or didn’t—take, both as an employee and as a boss; and conversations she regrets having or not having. From lessons she learned the hard way, Kim Scott presents a practical framework for how to make work more just." -- Gretchen Rubin, New York Times bestselling author of The Happiness Project

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Book SynopsisHow to ‘do’ EDI…Unless you’re consciously including people, you’re almost certainly unconsciously excluding people. Discover 99 decisions and 5 simple habits for creating more inclusive organisations, inside and out.Rather than top-down change initiatives involving huge teams, Catherine Garrod advocates for combining skill and will to guide people in their everyday thinking. Then developing reporting to create social accountability and track departmental progress.When every voice is heard, every person is empowered and everybody takes action, the outcomes are extraordinary.This is the ‘how to’ book of EDI*.Catherine led Sky to become the most inclusive employer in the UK, with 80% of teams increasing their diversity. Now as the Founder of Compelling Culture she blends the power of listening and data to transform the organisations she works with, collaborating with leaders and their teams to define the practical actions they can implement today, tomorrow and the day after.…one decision at a time.*Equity, Diversity, InclusionTrade ReviewThe time for taking comprehensive action on Equity, Diversity and Inclusion is already upon us. If you are looking for a place to start or are looking for some advanced moves, I would highly recommend picking up the book and using it as a checklist that you can cross off over time as many decisions as you could. * LinkedIn *It's the book I want everyone who works with teams and people to read and it’s the book that makes diversity, equity and inclusion programmes feel achievable! * LinkedIn *Really good book, I suspect it will become essential reading in the HR / DEI / Responsible Business space * Amazon *Simple to understand, clear examples and inspirational actions. Highly recommend for anyone looking to learn and do more around this important topic. * Amazon *Really instils belief that we can all make a huge difference in the quest for inclusion. Very practical read, packed full of ideas to apply in business and everyday life. * Amazon *It’s honest, authentic, practical and makes a vast subject feel manageable whether you’re starting your inclusion journey or you’ve been going for a while. * LinkedIn *I’ve just finished this absolutely brilliant book from Catherine Garrod. What an insightful read. It's packed with experience, anecdotes and practical ways to create long-term, sustainable change....I feel considerably more informed about this important topic having read this book. * LinkedIn *Table of ContentsPart 1: Why is EDI so hard?The language of inclusion often gets mixed upWe inherited a world that doesn’t work for everyoneThe scale of the task feels overwhelmingPart 2: What are the traps to avoid?Fear, blame, compliance, and insincerityAccountability in the wrong placeThe illusion of inclusionPart 3: How to create an inclusive cultureBuild solid foundationsLead with courage and vulnerabilityChallenge automatic (biased) thinkingSupercharge employee networksShare the spotlight and unite peoplePart 4: How to embed inclusion into policies and processUse data to unlock sustainable progressEvolve people policies to be human centredBe flexible and religion friendlyShrink pay & benefit gapsPart 5: How to address overrepresentationBe specific about who you want to attractUpdate your approach to hiringBe deliberate about career progressionDiversify the Board of DirectorsPart 6: How to operate inclusivelyProvide buildings that welcome everyoneProvide friendly technologyReflect the world in your investmentsBoost your wider world impactPart 7: Your impact on the worldFive simple habits to guide you everydayCreate your 12-month roadmapBe braveLearning libraryReferencesA-Z IndexAbout the author

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Book SynopsisWhy is gender equality essential?June Sarpong proves why eradicating sexism is key to our personal development, and social and economic progress. With new chapters on reclaiming power over women's bodies and their safety, this updated edition is a comprehensive guide to promoting inclusivity.Because the truth is, equality benefits us all. Praise for June Sarpong's Diversify:June Sarpong examines the research behind diversity and discrimination while grounding them in personal narratives, highlighting our common humanity.' Kofi Annan, co-recipient of the Nobel Peace PrizeI am so glad June Sarpong is working on this matter of diversity.' Desmond TutuA passionately written polemic You MagazineAn engaging read with lots of important and good ideas' StylistMay prove to be our handbook to negotiate these troubled times' PsychologiesTrade ReviewPraise for Diversify ‘Engaging and informative … June Sarpong examines the research behind diversity and discrimination while grounding them in personal narratives, highlighting our common humanity.’ Kofi Annan, co-recipient of the Nobel Peace Prize ‘I am so glad June Sarpong is working on this matter of diversity. We don't seem to know how to handle differences. When will we learn that we share one common humanity as Shakespeare's Shylock declared so eloquently?’ Desmond Tutu ‘My experiences during the Holocaust has led me on a lifetime mission to promote the benefits of diversity … telling my story and that of my step-sister Anne Frank and why civil society must do all it can to protect and celebrate our diversity. Diversify helps us take the first steps on the journey to tolerance.’ Eva Schloss MBE “A passionately written polemic” You Magazine ‘How boring would life be without diversity? A case of the bland leading the bland. Life would be pretty … dull without [my autistic son’s] literal, lateral, tangential take on the world … Mozart, Orwell, Van Gough, Warhol and many other amazing artists, scientists and musicians were on the autistic spectrum. And yet only 15% of autistic people are in the workforce. If only we would learn to think outside the neurotypical box’ Kathy Lette ‘An engaging read with lots of important and good ideas’ Stylist ‘May prove to be our handbook to negotiate these troubled times’ Psychologies

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Book SynopsisHumans aren''t a resource to be bought, used and discarded - they are the point of the workplace, the life essence of innovation, growth and success.From the bestselling author of Purple Cow and This Is Marketing comes an urgent manifesto for leaders facing unprecedented challenges in a rapidly-changing workplace.The workplace has undergone a massive shift. Remote work and economic instability have depressed innovation and left us disconnected and disengaged. Paychecks no longer buy loyalty, happiness, and effort. Quiet quitting runs rampant, and people show up without truly showing up. Alarmed managers are doubling down on keystroke surveillance, productivity tracking and back-to-the-office mandates, when what they should be doing is the opposite - affording employees the dignity necessary to inject purpose and motivation into their work.In The Song of Significance, legendary author and business thinker Seth Godin posits a new vie

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Book SynopsisFrom Kim Scott, author of the revolutionary New York Times bestseller Radical Candor, comes Just Work – how we can recognize, attack and eliminate workplace injustice – and transform our careers and organizations in the process.'Powerful and perceptive . . . belongs on the shelves – and in the hearts and minds – of leaders everywhere.' – Daniel H. Pink, bestselling author of To Sell is Human We – all of us – consistently exclude, underestimate and under-utilize huge numbers of people in the workforce even as we include, overestimate and promote others, often beyond their level of competence. Not only is this immoral and unjust, it’s bad for business. Just Work is the solution. In Just Work Kim Scott reveals a practical framework for both respecting everyone’s individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect.Trade ReviewIn this powerful and perceptive book, Kim Scott offers a bold vision – a workplace where respect and collaboration prevail over domination and conformity. Just Work is a sparkling combination of moral courage and practical solutions. It belongs on the shelves – and in the hearts and minds – of leaders everywhere -- Daniel H. Pink, #1 New York Times bestselling author of When and DriveIn debates over workplace inequality, we don’t talk enough about the ‘how’ – how to respond to a boss or co-worker who acts unfairly, how exactly that person should change their behaviour. Just Work helps answer the how. Kim Scott provides actionable, effective ways for fighting discrimination and harassment with engagement, collaboration and respect -- Sheryl Sandberg, COO of Facebook and founder of LeanIn.Org and OptionB.OrgScott’s experiences leading teams at Google and Apple led to this book, which espouses a workplace culture where leaders care deeply about their employees and challenge them to be their best selves -- Jeff Kinney, author of the bestselling Diary of a Wimpy Kid series * New York Times *Just Work left me optimistic that we can create just workplaces. Kim Scott carefully explains how bias, prejudice and bullying undermine all organizations--even those with the best of intentions?and provides an actionable system for countering each. Her acknowledgment that none of us?herself included?are free of this behavior marks an important starting point for a difficult but necessary conversation. -- Henry Louis Gates, Jr., Alphonse Fletcher University Professor and Director of the Hutchins Center for African and African American Research, Harvard UniversityPacked with stories from Scott’s career, Just Work offers a solutions-focused perspective on #MeToo, acknowledging that gender injustice doesn’t exist in a vacuum and broadening the frame to consider diversity and inclusion writ large. Each of us has an important role in creating a fair and reasonable workplace. When we play that role and create the conditions for others to do the same, we can create real change today in the place where most of us spend most of our time--at work. -- Darren Walker, President of the Ford FoundationIf you've been wringing your hands or hiding your head in the sand about the issues of injustice in your workplace (yes, yours!), this is the book to read. You will learn how to recognize and eradicate the bias, bad behavior and discrimination that is holding back your team and company from succeeding at the highest levels possible. -- Sarah Kunst, Managing Director of Cleo Capital

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Book SynopsisYour gender stats are tumbling, women aren’t advancing, their feedback is poor, and too many are leaving. What’s going on?Women navigating a traditionally male-dominated technical sector too frequently feel invisible, frustrated, and undervalued in the workplace. Lauren Neal has been there, and she’s developed tried-and-tested approaches that male-dominated organizations can take to motivate and retain women. Because only a truly empowered, diverse workforce can drive the best business outcomes and innovations.Inspired by real-life stories, Valued at Work gives you the tools to take control and drive real change without alienating any of the workforce!Lauren Neal is an award-winning chartered engineer and chartered project professional in the energy industry. Having worked with men and women offshore, onshore and onsite on multimillion-dollar projects across the globe since 2005, she is a sought-after speaker and writer championing gender equity within STEM.Trade ReviewA must-read book for any gender equality advocate who wants to transform workplace culture and inspire more successful stories Maria Kalli AMIChemE - The Chemical Engineer.comLively and engaging. Neal deftly communicates the insidious nature of many of the factors leading women to exit STEM and sets out achievable ways for organisations to ensure that all of their employees are heard and valued. Penny Horwood - ComputingLauren takes us through with various cases dissecting real life scenarios and how we could react to them - and do the right thing to let our teams flourish and thrive. I recommend this book for all professionals who want to reach a higher level of people management. – AmazonAlthough this book is aimed at the STEM industry, it is applicable across all areas of industry, and a lot of lessons can be learned from it...this book is a real eye-opener for both men and women and a great resource for brining about positive change and moving forward in the best way possible. Very enjoyable and inspiring! – AmazonA must-read for anyone hoping to work in or create the best culture at work and to succeed in business but also to succeed at looking after colleagues. – Amazon(A) great insight or spotlight for the problems and situations women deal with in STEM. However, I think everyone will see a familiar situation they have been in or witnessed at work. The message to managers to get to know all their team members or employees and that making everyone feel seen and appreciated is extremely important. - AmazonTable of ContentsForeword Preface Note to the reader Acknowledgements Introduction Part 1: Recognize your Organization’s Behaviors Chapter 1: Introduction Chapter 2: Acknowledging disrespect in the workplace Chapter 3: Inauthenticity holds people back Chapter 4: Promoting psychological safety Chapter 5: Conclusion Part 2: Include the Necessary Technical Skills and Performance Chapter 1: Introduction Chapter 2: Office housework crowds out the best work Chapter 3: Feedback is a gift Chapter 4: Inclusion of those from a different path Chapter 5: Conclusion Part 3: Empower your Future Leaders Chapter 1: Introduction Chapter 2: Ethical and Moral Leadership Chapter 3: Walking the Talk as Leaders Chapter 4: When No One is Looking… Chapter 5: Conclusion Conclusion Call to Action About the Author Bibliography / Further Reading List Appendices Index

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Book SynopsisTakesWhite Fragility to the next level, placing emotional conversations about race squarely in the realm of employment discrimination lawexploring how implicit bias and diversity trainings are insufficient tools for battling inequality in the workplace. Racial Emotion at Work is an invitation to understand our own emotions and associated behaviors around raceand much more. With this surprising and timely book, Tristin K. Green takes us beyond diversity trainings and other individualized solutions to discrimination and inequality in employment, calling for sweeping changes in how the law and work organizations treat and shape racial emotions. Green provides readers with the latest research on racial emotions in interracial interactions and ties this research to thinking about discrimination and disadvantage at work. We see how our racial emotions can result in discrimination, and how our institutionsthe law and work organizationsvalue and skew our racial emotions in ways that plac

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Book SynopsisThe impact of individual appearance on career success, either positive or negative, often remains unspoken or even unconscious within the world of work. Appearance has been shown to influence decisions regarding renumeration, recruitment and promotion through biases such as size and gender discrimination. For women especially, there appears to be a delicate balance between achieving the right look and being perceived as professional. Such issues require a critical examination of the relationship between appearance and careers. Through a sharp intersectional lens honed by experts from across the globe, The Emerald Handbook of Appearance in the Workplace focuses on both internal and external influences that may complicate issues of workplace appearance and further impact the development and progression of individuals’ occupations. Thoughtfully structured to consider both theoretical and applied points of view, chapters examine topics such as body art, hair textures, lookism and ageism across a variety of industry sectors and levels of employment. The first of its kind in addressing appearance and careers with varying approaches and across a diverse range of concepts, this Handbook provides an essential overview of the unspoken impact that personal presentation and assumptions can have on how employees are perceived and ultimately progress in their careers.Table of ContentsIntroduction; Adelina Broadbridge Chapter 1. Appearance as Carnal Capital and Symbolic Violence: An Intersectional Approach; Mustafa Özbilgin, Marios Samdanis, and Pelin Arsezen Chapter 2. Is Curly Hair Viewed as Professional? Examining Hair Bias Against White Women with Curly Hair; Joy V. Peluchette and Katherine A. Karl Chapter 3. Examining Hair Choices of Black Women in Academia; Katherine A. Karl, Joy V. Peluchette, and Gail Dawson Chapter 4. Body Weight Discrimination Against Women in Customer-Facing Roles: A Systematic Literature Review; Sharon Grant, Toby Mizzi, and Elly O’loghlen Chapter 5. Ageism, Sexism, and Appearance: Navigating Workplace Discrimination in Later Life; Laura Hurd Chapter 6. The Price of ‘Extra Layers’: British Muslim Women’s Work and Career; Sajia Ferdous Chapter 7. Dress Codes in a “Singular They” World: Gender Nonbinary Identity and Expression and Employer Appearance Policies; Todd Brower Chapter 8. Dressing to Be(Come) a Business School Dean: Autoethnographic Accounts; Gina Grandy, Sharon Mavin, and Elise Gagnon Chapter 9. Appearance Matters: Appearance Management in Political Careers; Minita Sanghvi and Nancy Hodges Chapter 10. Status Effects of Attractiveness at Work; Tonya K. Frevert, Tarya Bardwell, and Lisa Slattery Walker Chapter 11. Lookism Knows No Age: Aesthetic Labour in Women’s Careers; Marjut Jyrkinen, Mira Karjalainen, and Linda McKie Chapter 12. Appearance Discrimination In Hiring: Challenges and Dilemmas for Managers in the United States; Bahaudin G. Mujtaba , Frank J. Cavico , and Tipakorn Senathip Chapter 13. Legislating Against Lookism in Australia; Chris Warhurst, Richard Hall, and Diane Van Den Broek Chapter 14. Appearance in the Workplace: Impact on Career Development; Peter Waring Chapter 15. Advising Clients on Appearance: Ethical Tensions and Positive Conversations; Julia Yates Chapter 16. The Visibility of Invisibility: Exploring Criminal History Appearance and Implications to Careers; Nicole C. Jones Young and Kemi S. Anazodo Chapter 17. The Impact of Workers’ Tattoos and Piercings on Employment: Suggestions for Pragmatic Career Planning; Leonidas Efthymiou, Yianna Orphanidou, and Achilleas Karayiannis Chapter 18. A Tattooed Workforce – Still a Liability?; Beth Wood and Adelina Broadbridge Chapter 19. Tattoos and The Social Psychology of Stigma: Implications for Career Development; Terence Chia and Andrew R. Timming Conclusion; Adelina Broadbridge

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Book SynopsisBringing together international authors, this edited collection addresses the need for greater inclusivity within organizational policy and practice, in order to tackle both visible and invisible inequalities amongst employees. Evidence suggests that more positive employment relationships can be brought about by tackling diversity issues, yet there are still ‘grey areas’ existing in the current legislative framework. Volume I explores the way that these hidden inequalities can be used to identify an individual as ‘other,’ and how this ultimately affects their wellbeing and welfare at work. Analysing social justice and stigma, as well as nuanced issues within the workplace, this book is a thought-provoking read for scholars of HRM, practitioners and policy-makers.Table of Contents1. Inequality and Organisational Practice: Work and Welfare; Stefanos Nachmias, Valerie Caven, and Amairisa Kouki2. The Legal Framework on Diversity and Equality; Stefanos Nachmias, Maranda Ridgway and Valerie Caven3.Expert Leadership and Hidden Inequalities in Community Projects; Christine Mortimer and Brendan Paddison4. Mentoring and the Older Worker in Contemporary Organisations: The Australian Case; Julie Nyanjom5. Non-binary Gender Identities in Legislation, Employment Practices and HRM Research; Catherine J. Abe and Louise Oldridge6. Gender-based Favouritism in Workplace Training; Fotios Mitsakis7. Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination; Ilaria Boncori, Luigi Maria Sicca and Davide Bizjak8. Avoiding Hidden Inequalities in Challenging Times: Can Talent Management Help?; Muteb Alamri, Merlin Stone, Eleni Aravopoulou, Luisa Weinzierl, Guglielmo Calvini and Lakshmipriya Maheswaran9. Managing Asperger Syndrome in the Workplace: Considerations for Line Managers; Anne Cockayne10. The Business Case for Gender Diversity in the Indian Information Technology Industry; Shreyashi Chakraborty11. Examining Disability and Work in Small Island Developing States; Jacqueline H. Stephenson12. Tackling Race Inequalities in Career Progression in UK Organisations; Jill Miller

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Book SynopsisAdministrators and faculty in medical, nursing and health science programs are witnessing a substantial increase in the number of students with disabilities entering their programs. Concurrently, the benefits of diversity in healthcare are becoming increasingly apparent and important. Provider-patient concordance is a known mechanism for reducing health care disparities. By developing a workforce that mirrors the patient population, we can appropriately inform disability care, reducing health care disparities while embracing the tenets of the Americans With Disabilities Act (ADA), namely equal opportunity, full participation, independent living, and economic self-sufficiency for qualified individuals with disabilities. One in five individuals will experience disability at some point in their lives, making this the largest minority in the US. A commitment to disability inclusion for qualified students should be a high-level goal of nursing, medical, and other health science programs. To support this goal, leaders in these areas must develop robust programs and an understanding of the best practices for inclusion. This first-of-its-kind title is designed to help deans, program directors, faculty, student affairs personnel and disability resource professionals thoughtfully plan for the growing population of health-care professionals with disabilities. The content helps stakeholders contextualize disability inclusion in health-care education as a function of social justice and a mechanism of reducing health care disparities for patients. It offers pragmatic advice, grounded in research, best practice, and case law to address the highly nuanced approach to determining and implementing accommodations in a high-stakes clinical environment. Disability as Diversity connects the moving parts necessary to ensure equal access for qualified students and provides a blueprint for crafting policy, proactive messaging, improving climate, adhering to accreditation standards, addressing licensing and board exams, responding to student failure, all while remaining compliant with the Americans with Disabilities Act (ADA), and applicable Federal regulations. This text provides educators with the perspectives and skills they need to bring disability inclusion to the forefront of health education. Table of ContentsForewordIntroductionChapter 1: Frameworks for InclusionChapter 2: Healthcare Disparities for Individuals with DisabilityChapter 3: Intersectional IdentitiesChapter 4: Creating a program within a culture of inclusionChapter 5: Wellness and disabilityChapter 6: Realizing Academic Success within the Health Science Learning EnvironmentChapter 7: Increasing Accessibility Through Inclusive Instruction and DesignChapter 8: Health Professionals and the Law Chapter 9: Technical StandardsChapter 10: Clinical Accommodations and SimulationChapter 11: When Students Fail: Remediation and Dismissal in Nursing and MedicineChapter 12: Physician Licensing, Career and PracticeChapter 13: Licensing, Career and Practice in Nursing

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Book SynopsisWhat all of us can do to fight the pervasive human tendency to enable wrongdoing in the workplace, politics, and beyondIt is easy to condemn obvious wrongdoers such as Elizabeth Holmes, Harvey Weinstein, and the Sackler family. But we rarely think about the many people who supported their unethical or criminal behavior. In each case there was a supporting cast of complicitors: business partners, employees, investors, news organizations, and others. And, whether we're aware of it or not, almost all of us have been complicit in the unethical behavior of others. In Complicit, Harvard Business School professor Max Bazerman confronts our complicity head-on and offers strategies for recognizing and avoiding the psychological and other traps that lead us to ignore, condone, or actively support wrongdoing in our businesses, organizations, communities, politics, and more. Complicit tells compelling stories of those who enabled the Theranos and WeWork scandals, the opioid crisis, the sexual abTrade Review"Bazerman’s catalog of complicity is sobering. His explanations for why it happens are convincing, and toward the book’s end he attempts to set out what we can do to counter it."---Julian Baggini, Wall Street Journal

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Book SynopsisDespite extensive and costly diversity initiatives, little progress has been made in recent years in ending workplace gender inequality. Beyond Bias presents a compelling explanation of the reasons for this failure. Current diversity initiatives focus primarily on teaching people to be less biased and more inclusive. But this is the wrong focus. As Beyond Bias make clear, workplace gender inequality is a systemic problem caused largely by the (unintended) discriminatory operation of personnel systems, policies, and practices. Beyond Bias presents the four-prong PATH program for directly attacking this structural discrimination-and with it, individuals'' discriminatory conduct: Prioritize Elimination of Exclusionary Behavior Adopt Bias-free Methods of Decision-Making Treat Inequality in the Home as a Workplace Problem Halt Unequal Performance Evaluations and Leadership Development OpportunitiesTrade ReviewBeyond Bias offers a curated introduction to the literature on workplace gender bias, and many concrete steps organizations can take to interrupt bias by providing more structure in their business systems. -- Joan C. Williams, Author of Bias Interrupted: Creating Inclusion for Real and for Good, Harvard Business Review Press, 2021Beyond Bias's actionable best practices equip leaders with the tools to create an equitable and more productive workplace that allows everyone to thrive. The "must read" for every leader who is serious about positioning their organization for success in the 21st century! -- David G. Smith, PhD, Johns Hopkins University & W. Brad Johnson, PhD, U.S. Naval Academy, authors of Good Guys and Athena RisingFinally, a book that tackles workplace gender inequality at the root of the problem. Grounded in solid research, this book is a must for leaders determined to improve business results by fostering deeper engagement from both men and women. -- Carol Frohlinger, President, Negotiating Women, Inc.Beyond Bias is a timely, powerful, and compelling book. In it, Kramer and Harris provide a clear and do-able PATH to create a business climate where people feel trusted and appreciated; one where DE&I is more than hope-it becomes a reality. -- Andi Simon, Ph.D. Corporate Anthropologist and CEO Simon Associates Management ConsultantsHere it is! We've long been in pursuit of creating a bias-free workplace-what is needed to unlock so much potential and profit for our businesses. Yet so many companies have put in place huge efforts that have failed. Through their PATH program, Andie and Al show us how big goals are met through small wins. Focus on the seemingly small practices they outline that compound over time, and you and your organization will reach the goal we all seek. -- Lee Caraher, CEO, Double Forte, Author of Millennials & Management and The Boomerang Principle, and host of Everything Speaks

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Book SynopsisePDF and ePUB available Open Access under CC-BY-NC-ND licence. The Nordic countries are regarded as frontrunners in promoting equality, yet women’s experiences on the ground are in many ways at odds with this rhetoric. Putting the spotlight on the lived experiences of women working in tech-driven research and innovation areas in the Nordic countries, this volume explores why, despite numerous programmes, women continue to constitute a minority in these sectors. Contributors flesh out the differences and similarities across different Nordic countries and explore how the shifts in labour market conditions have impacted on women in research and innovation. This is an invaluable contribution to global debates around the mechanisms that maintain gendered structures in research and innovation, from academia to biotechnology and IT.Table of Contents1. Introduction - Gabriele Griffin 2. Research and Innovation in the Academy: A Precarious Business - Gabriele Griffin 3. Navigating Career Imaginaries in Academia: A View from Women Researchers in Biotechnology - Oili-Helena Ylijoki 4. Unconventional Routes into ICT Work: Learning from Women's own Solutions for Working Around Gendered Barriers - Hilde G. Corneliussen and Gilda Seddighi 5. Changes in Funding and the Intensification of Gender Inequalities in Research and Innovation - Marja Vehviläinen, Hanna-Mari Ikonen and Päivi Korvajärvi 6. Promoting Gender Equality in STEM-oriented Universities: Institutional Policy Measures in Sweden, Finland and Norway - Charlotte Silander, Ida Drange, Maria Pietilä, Liza Reisel 7. Uniformity Dressed as Diversity? Reorienting Female Associate Professors - May-Linda Magnussen, Rebecca W. B. Lund and Trond Stalsberg Mydland 8. "Should I Stay or Should I Go?" How Early Career Researchers Imagine the (Im)Possible Future in Academia - Siri Øyslebø Sørensen and Guro Korsnes Kristensen 9. "If It Had Been Only Me, It Would Not Have Worked Out": Women Negotiating Conflicting Challenges of ICT Work and Family in Norway - Gilda Seddighi and Hilde G. Corneliussen 10. Co-creative Platforms for Societal Impact of Research on Gender Issues: A Comparative Study of the Gender Academy and Gender Contact Point - Malin Lindberg, Ulf Mellström and Paula Wennberg 11. The Discourse of Rurality in Women’s Professional-life Narratives: Gender and ICT in Rural Norway - Hilde G. Corneliussen, Gilda Seddighi, and Carol Azungi Dralega

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Book SynopsisA Wall Street Journal BestsellerIn a world of unrelenting change and unprecedented challenges, we need organizations that are resilient and daring.Unfortunately, most organizations, overburdened by bureaucracy, are sluggish and timid. In the age of upheaval, top-down power structures and rule-choked management systems are a liability. They crush creativity and stifle initiative. As leaders, employees, investors, and citizens, we deserve better. We need organizations that are bold, entrepreneurial, and as nimble as change itself. Hence this book.In Humanocracy, Gary Hamel and Michele Zanini make a passionate, data-driven argument for excising bureaucracy and replacing it with something better. Drawing on more than a decade of research and packed with practical examples, Humanocracy lays out a detailed blueprint for creating organizations that are as inspired and ingenious as the human beings inside them.Critical building blocks include:Motivation: Rallying colleagues to the challenge of busting bureaucracyModels: Leveraging the experience of organizations that have profitably challenged the bureaucratic status quoMindsets: Escaping the industrial age thinking that frustrates progressMobilization: Activating a pro-change coalition to hack outmoded management systems and processesMigration: Embedding the principles of humanocracy—ownership, markets, meritocracy, community, openness, experimentation, and paradox—in your organization's DNAIf you've finally run out of patience with bureaucratic bullshit . . .If you want to build an organization that can outrun change . . .If you're committed to giving every team member the chance to learn, grow, and contribute . . .. . . then this book's for you.Whatever your role or title, Humanocracy will show you how to launch an unstoppable movement to equip and empower everyone in your organization to be their best and to do their best. The ultimate prize: an organization that's fit for the future and fit for human beings.Trade ReviewNamed one of "The 10 Best Business Books of 2021" by ForbesSilver Medal Winner for Best Business Commentary Book in the 2021 Axiom Business Book AwardsNamed one of the "Top Ten Technology Books Of 2020" — ForbesNamed one of the "Best books of 2020: Critics' Picks" by the Financial TimesNamed one of the "Best Business Books 2020: Strategy" by strategy+businessNamed one of 16 New Business Books You Need to Read in 2020 by Inc. magazine"The authors skillfully leave little doubt that industrial age bureaucratic organizations are not structurally equipped to meet the unrelenting change and challenges of today." — School Administrator (AASA, American Association of School Administrators)"Anyone trying to reinvent a "legacy" business should read Humanocracy… Gary Hamel and Michele Zanini set out a practical view on how to address the transformation challenges many companies are dealing with. Humanocracy highlights a lesson that has never been more important: businesses are all about people, and the more human we make them, the better." — Ana Botín, Executive Chairman, Santander"…Messrs Hamel and Zanini may be onto something. Too many people feel dissatisfied with their jobs. A Gallup survey of American employees in 2019 found that less than a quarter said they were expected to be innovative in their job; only one in five felt their opinions mattered at work. Unleash their creativity, and productivity will improve, job satisfaction will increase and workers in supposedly "low-skilled" jobs will be free to demonstrate their abilities. If so, the future of work needn't be gloomy after all." — The Economist"The authors present a fascinating new blueprint for organizational design that captures the few necessary benefits of bureaucracy, while avoiding the penalties. They also take readers inside exemplary businesses that have managed to upend the traditional bureaucratic model. This well-reasoned concept is fully developed around the authors' principles of humanocracy, and includes practical details on how to achieve revolutionary goals with evolutionary means." — Library JournalAdvance Praise for Humanocracy:"Rarely has the case for dismantling bureaucracy been made as effectively, passionately, and comprehensively. The time to start is now, and the book to read is Humanocracy, Hamel and Zanini's practical guide to creating work environments that give everyone the opportunity to flourish. This is essential to revitalizing our organizations and reinvigorating our economies." — Bengt Holmstrom, Paul A. Samuelson Professor of Economics, Massachusetts Institute of Technology; 2016 Nobel laureate in Economics"Hamel and Zanini have achieved two remarkable feats. They've produced one of the most cogent critiques of bureaucracy that I've ever read—explaining the many ways that bureaucratic organizations undermine human autonomy, resilience, and creativity. And they've issued a stirring call to do better—to build organizations that liberate the everyday genius of the people inside them. Packed with keen insights and practical guidance, Humanocracy is an essential book." — Daniel H. Pink, #1 New York Times bestselling author, Drive and To Sell Is Human"Humanocracy provides the reader with a road map to helping organizations unleash creativity, energy, and resiliency through leveraging the core of every organization—humans." — Gen. Stanley McChrystal, US Army, Ret.; New York Times bestselling author, Team of Teams"Humanocracy is the most important management book I have read in a very long time. This is not just another book about the power of purpose or the joys of empowerment. Rather, it's a detailed, well-researched, data-driven, compellingly argued expose on the massive costs of bureaucracy in society. Hamel and Zanini offer an equally compelling argument for why it doesn't have to be this way, complete with a practical guide for creating organizations that really work." — Amy Edmondson, professor, Harvard Business School; author, The Fearless Organization"If an organization has ever crushed your hopes and dreams, this book just might help to rejuvenate you. It's hard to imagine a better guide to busting bureaucracies and building workplaces that live up to the potential of the people inside them." — Adam Grant, New York Times bestselling author, Originals and Give and Take; host, TED WorkLife podcast"Humanocracy makes the case for replacing chain of command with chain of trust and radical transparency. It's a prescription for unlocking game-changing innovation and the value of every individual." — Marc Benioff, founder, Chairman, and Co-CEO, Salesforce; New York Times bestselling author, Trailblazer"Humanocracy is a must-read to survive and prosper in the future. The book is a tour de force." — Vijay Govindarajan, Coxe Distinguished Professor, Tuck School of Business at Dartmouth; author, The Three-Box Solution"Humanocracy thoughtfully outlines why the time has come for organizations to abandon their bureaucratic ways and bring humanity back into the workplace. I found myself nodding throughout the book and thinking 'YES! This is it. This is the new management paradigm we've been needing for decades. Hamel and Zanini have done it!'" — Jim Whitehurst, President, IBM; author, The Open Organization"Humanocracy is the most insightful, instructive book for this new, purpose-driven decade and should be mandatory reading for all organizations seeking to thrive, survive, and, more importantly, make the human impact their teams long for." — Angela Ahrendts, former CEO, Burberry; former Senior Vice President, Apple

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Book SynopsisEveryone deserves to feel a sense of respect and belonging. And we all want our coworkers to feel safe, heard, and free to be their authentic selves at work. But being an inclusive colleague doesn't always come naturally.This book will teach you how to be more empathetic, accepting, and socially aware, so you can create a more inclusive work environment—starting with yourself.This volume includes the work of: Ella F. Washington DDS Dobson-Smith Selena Rezvani Stacey A. Gordon How to be human at work. The HBR Emotional Intelligence Series features smart, essential reading on the human side of professional life from the pages of Harvard Business Review. Each book in the series offers proven research showing how our emotions impact our work lives, practical advice for managing difficult people and situations, and inspiring essays on what it means to tend to our emotional well-being at work. Uplifting and practical, these books describe the social skills that are critical for ambitious professionals to master.

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Book SynopsisSince the term "workforce diversity" was first coined in the 1990s, the topic has received consistent and increasing attention by researchers. Over the last 30 years, a body of theory and research has amassed which recognizes diversity as an important work unit characteristic and explored its influence on organizational functioning and performance. Despite these advancements, the field is at a critical juncture where new ideas, emphases, theories, predictions and approaches are needed to propel our understanding of the meaning, import and functioning of diversity in organizations. Accordingly, this volume looks to the future of diversity work, both with regard to the content of the chapters and to the contributors. We endeavored to give a voice to emerging scholars who are the future of our field and can help to set a future research agenda to push our understanding of diversity in organizations. The scholars raise new and provocative questions about race in organizations that deliberate on the state of our science, our understanding of complex experiences of race, and a more nuanced view of race in terms of intersectionalities. Overall, each of these chapters provokes the status quo and, in so doing, offers a fresh perspective on the study of diversity in general and race and racism more specifically. We believe the end result is a more comprehensive exploration of the phenomenon and the development of an exciting future research agenda.

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Book SynopsisSince the term "workforce diversity" was first coined in the 1990s, the topic has received consistent and increasing attention by researchers. Over the last 30 years, a body of theory and research has amassed which recognizes diversity as an important work unit characteristic and explored its influence on organizational functioning and performance. Despite these advancements, the field is at a critical juncture where new ideas, emphases, theories, predictions and approaches are needed to propel our understanding of the meaning, import and functioning of diversity in organizations. Accordingly, this volume looks to the future of diversity work, both with regard to the content of the chapters and to the contributors. We endeavored to give a voice to emerging scholars who are the future of our field and can help to set a future research agenda to push our understanding of diversity in organizations. The scholars raise new and provocative questions about race in organizations that deliberate on the state of our science, our understanding of complex experiences of race, and a more nuanced view of race in terms of intersectionalities. Overall, each of these chapters provokes the status quo and, in so doing, offers a fresh perspective on the study of diversity in general and race and racism more specifically. We believe the end result is a more comprehensive exploration of the phenomenon and the development of an exciting future research agenda.

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Book SynopsisExamining a range of under-explored work-life interface issues as they affect different stages of a worker’s life, the authors share new insights into complex issues that affect us all. Topics explored include the wellbeing of students who work, solo-living staff, those on complex fertility journeys, perinatal mental health, chronic illness, menopause, and retirement. Work-Life Inclusion: Broadening perspectives across the life-course will be primarily useful for two main audiences: 1) Academics and students in the fields of work and employment, gender studies, and those interested in health and wellbeing 2) People management practitioners and employers.Trade ReviewThis book will be a very valuable tool to help HR professionals and organisations to take their health and wellbeing strategy to the next level. To optimise its impact, a strategy should be based on the health risks and needs of its workforce throughout the employee ‘life course’. The CIPD fully supports the notion that employers need to consider the whole person if they are to be effective in reducing work-life conflict and supporting their health and wellbeing as they journey through work and life. The book provides an excellent narrative of how this needs to include the multidimensional nature of people’s identity and experiences. The different chapters cover a range of key life-stage events, such as menopause transition, that individuals can encounter through the employee lifecycle and which can understandably impact on health and work. The book is a welcome clarion call to breakdown the silence and taboo that persists in many workplaces around broader wellbeing issues that affect so many, so that people can receive empathy, support and understanding. -- Rachel Suff, Senior Policy Advisor, CIPDI am delighted to provide an endorsement for this handbook edited by Dr Krystal Wilkinson and Dr Helen Woolnough. Through a series of well-informed empirical chapters, they respond to the call to broaden understandings of the work-life interface to consider a range of challenges for different groups across the life-course. Many of the chapters highlight topics that have previously been underexplored in work-life literatures, and are highly topical, such as social class in Chapter 2, the earliest stages of working lives (Chapter 3 and 4) solo-living for women (Chapter 5), menopause (Chapter 12), apprenticeship (Chapter 9) and male perspectives on parenthood (Chapter 11). The ground-breaking work is carried in the middle of the book with chapters 6 to 8 on topics that are historically missing from academic agendas; bound by the development of theory on the connection between fertility treatment, miscarriage and perinatal mental illness respectively. These chapters successful illuminate silenced and taboo topics, bringing them into mainstream workplace narratives to the benefit of readers. Strength and depth are added by intersectional empirical studies with reflections on work-life complexities from older workers (Chapter 13), ethnic minority female workers that manage chronic illness (Chapter 10) and older ethnic workers (Chapter 14). Taken as a whole, authors draw on a range of theoretical frames and lenses including the work-life interface; equality, diversity and inclusion, career theory, empowerment, training and wellbeing. The book is pitched to appeal to both academics and practitioners through its accessible credible approach. The style is provocative and critical; it challenges our assumptions as researchers or organisation practitioners to think creatively and be more work-life inclusive. All chapters conclude with implications for practice. Thanks to insightful guidance and analysis from Drs. Wilkinson and Woolnough, their book plants a stake in the sand that others in the field will need to observe. -- Professor Carol Woodhams, Professor of Human Resource Management, Surrey Business School:Taking an inclusive approach to the work-life issues employees face at different stages of the life-course should be part of an organization’s overarching inclusion strategy. This book is a welcome step forwards in deepening our understanding of the multi-faceted nature of people’s lived experiences of the work-life interface. Feeling included at work has a positive impact on employees’ engagement, productivity and wellbeing. This book is a call to action for organisations to go further in cultivating inclusive cultures by shining a light on some of the under-explored and ‘hidden’ issues employees face when navigating their working life and personal experiences. A highly informative and valuable read which will help readers think more creatively about how people experience the work-life interface. -- Craig Oddy, Head of Talent and People Experience, Novuna Financial ServicesTable of ContentsChapter 1. Introduction: Exploring the Under-Explored; Krystal Wilkinson and Helen Woolnough Chapter 2. Work-Life Balance and Social Class; Samantha Evans and Madeleine Wyatt Chapter 3. Parallel Lives: Exploring the Experiences of Students Who Work; Marilena Antoniadou, Mark Crowder, and Eileen Cunningham Chapter 4. Empowering Generation Z: Achieving a Healthy Work-Life Interface; Fabio Rizzi, Jérôme Chabanne-Rive, and Marc Valax Chapter 5. Questing the Work-Life Challenges Faced by Solo-Living Women Academics: Can There Be a “Life” for Us?; Grace Gao, Linna Sai, and Mengyi Xu Chapter 6. Navigating Fertility Treatment Alongside Work and Employment: The Work-Fertility Interface; Krystal Wilkinson and Clare Mumford Chapter 7. The Intersect of Miscarriage and Work: Concealment, Minimisation and Discriminatory Practice; Katy Schnitzler Chapter 8. Perinatal Mental Health and Employment: Exploring the Work-Illness Intersection in the Context of UK Policing; Krystal Wilkinson, Sarah-Jane Lennie, and Keely Duddin Chapter 9. Are Training Opportunities Another Work-Life Challenge?: The Experiences of Combining Apprenticeship Training with Working Split Shifts in Hospitality Roles; Gail Hebson and Clare Mumford Chapter 10. Managing Work and Life with an Unseen Chronic Illness; Humera Manzoor Chapter 11. Muted Voices of Invisible Men: The Impact of Male Childlessness; Robin A. Hadley Chapter 12. Menopause and Workplace Well-being; Carol Atkinson, Fiona Carmichael, and Jo Duberley Chapter 13. Ageing and Work-Life Complexities in Retirement; Katrina Pritchard, Rebecca Whiting, and Cara Reed Chapter 14. Ageing Migrants' Work-Life Interface across 'Transnational' Life-Courses; Sajia Ferdous Chapter 15. Conclusion; Helen Woolnough and Krystal Wilkinson

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Book SynopsisThe current volume, the fifth in the series, focuses on race and racism in organizations. Seventeen experts and trailblazers for building a science around race at work respond to prompts that align with the volume's goal of building understanding and kindling new directions. These giants on whose shoulders new scholarship stands describe their paths to this area of work and the products of which they are most proud before sharing advice and inspiration for scholars and research in the future. Together, these reflections represent poignant examples of why scholarship on race continues to be of critical importance to management science.

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Book SynopsisThe current volume, the fifth in the series, focuses on race and racism in organizations. Seventeen experts and trailblazers for building a science around race at work respond to prompts that align with the volume's goal of building understanding and kindling new directions. These giants on whose shoulders new scholarship stands describe their paths to this area of work and the products of which they are most proud before sharing advice and inspiration for scholars and research in the future. Together, these reflections represent poignant examples of why scholarship on race continues to be of critical importance to management science.

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Book SynopsisMuch of the research and writing on faculty of color and persistence in the Academy speaks to mentoring, recruitment, retention, job satisfaction, and the Imposter Syndrome. Yet, in spite of the significance (though we are small in numbers) and necessity of faculty of color in the Academy, there is no literature to describe or explain our experiences with regards to our holistic (body, mind, and spirit) existence and persistence in the Academy.Some questions that persist for faculty of color include: How do I continue to persist in the professoriate either in the tenure-track or as a tenured professor? How can I just be me and still be a successful professor? Do I have to check certain parts of me at the door or can I bring all of who I am into the Academy? How can I teach, research, and serve with my whole self and still have my work valued and accepted? Do I have to do safe research/work or can I do the work that I am passionate about? This collection of chapters are the personal stories from faculty of color who have persisted in the Academy despite the sometimes very steep climb.

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Book SynopsisMuch of the research and writing on faculty of color and persistence in the Academy speaks to mentoring, recruitment, retention, job satisfaction, and the Imposter Syndrome. Yet, in spite of the significance (though we are small in numbers) and necessity of faculty of color in the Academy, there is no literature to describe or explain our experiences with regards to our holistic (body, mind, and spirit) existence and persistence in the Academy.Some questions that persist for faculty of color include: How do I continue to persist in the professoriate either in the tenure-track or as a tenured professor? How can I just be me and still be a successful professor? Do I have to check certain parts of me at the door or can I bring all of who I am into the Academy? How can I teach, research, and serve with my whole self and still have my work valued and accepted? Do I have to do safe research/work or can I do the work that I am passionate about? This collection of chapters are the personal stories from faculty of color who have persisted in the Academy despite the sometimes very steep climb.

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Book SynopsisThis book provides students with a concise introduction to test bias from a psychometric point-of-view without statistics. It uses easy to understand graphs to explain complex technical approaches to test bias giving readers a highly sought-after knowledge enabling them to be better consumers of tests.Studies performed by the Society for Human Resource Management (SHRM) consistently show that selection is a key competency for Human Resource (HR) professionals. Knowledge of test bias is a key component to effectively and legally performing this highly valued HR function. Unfortunately, test bias is rarely covered in HR classes or is presented in a highly technical manner geared to individuals with strong statistical and mathematical backgrounds. This book, requiring no previous statistical or mathematical knowledge, can be used as a supplemental textbook for any class that deals with selection, staffing, or measurement at the undergraduate or graduate level.Table of ContentsChapter 1: Introduction to Tests and Test Bias.- Chapter 2: Linear Regression.- Chapter 3: Differential Test Prediction.- Chapter 4: Measurement Variance.- Chapter 5: Differential Item Functioning.- Chapter 6: The 4/5ths Rule.- Chapter 7: Case Studies.- Glossary.

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Book SynopsisDemonstrating how librarianship has been and continues to be a practice of pushing beyond definitions and preconceptions, the inspiring and informative histories in this volume chronicle library workers and users who strived towards making libraries more diverse, equitable, and inclusive. What does it mean for a library to be without borders? This remarkable collection of essays, drawn from the Library History Seminar sponsored by the Library History Round Table (LHRT), explores the roles that libraries have played in the communities they serve, well beyond the stacks and circulation desk. The research contained in these pages shows how librarians and users can not only reach beyond the border separating professionals from patrons, but also across institutional boundaries separating different specializations within the profession, and outside traditional channels of knowledge acquisition and organization. Delving into a variety of goals, approaches, and practices, all with the intention of fostering community and providing information, this collection's fascinating topics include: a critique of library history as it is currently conducted, pointing out the borders of habit, familiarity, and bias that thwart diversity within library and information studies; stories of the community-based activism that has been key to battling the “epistemicide” that can undermine collective understandings about the world and the interests of African American library users; profiles of current Indigenous library practitioners who are both documenting and creating library history; a grassroots movement to create a comprehensive collection related to the theology and practice of the Society of Mary at the time of great ecclesiastical and liturgical changes; histories of the innovations which led to the Association of Bookmobile and Outreach Services and the Instruction Section of ACRL; using the “due date” as a lens for understanding how patrons and the general public feel about the role of libraries and their rules in the lives of average Americans; how the federal Foreign Agents Registration Act influenced the work of research libraries that collected materials from the Communist Bloc; and a primer on conducting research in library history that will allow readers to explore how libraries in their own communities have affected the lives of their users. Table of ContentsPart I Community Formation and Centers of LiteracyChapter 1 Locating Activism and Memory: Reimagining 1960s Civil Rights Familial Communities in a Library and Information Context LaVerne Gray, Beth J. H. Patin, Tyler Youngman, and Rachael NuttChapter 2 “Thank You, Father, for Your Grand Cooperation”: Outreach and the Founding of the Marian Library Henry HandleyPart II Library Outreach beyond BordersChapter 3 Uncharted Waters: A History of the Bibliographic Instruction Movement and Its Administrative Context Kelly HangauerPart III Boundary-Setting and Conflicts in Library HistoryChapter 4 Better Late Than Never: Stories of Long-Overdue Books John DeLooperChapter 5 Defining the Boundaries of Propaganda: Informational Materials Subject to the Foreign Agents Registration Act in American Research Libraries Emily D. SpunauglePart IV The Practice of Library HistoryChapter 6 Getting Started: Research in the History of American Libraries Tom GlynnChapter 7 Illuminating Diversity in History Research and Education: A Shared Past, Present, and Future Loriene Roy and Rea N. Simons

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Book SynopsisNamed to the shortlist for the 2021 Outstanding Works of Literature (OWL) Award in the Women in Business CategoryAddressing gender alone won't help women rise to the top.Although women come from widely diverse backgrounds, they share a common assumption upon entering the workforce: "I have a chance." Along the way, however, they discover that people question their authority, challenge their intelligence, and discount their ideas. And while gender is a common denominator among these women, race and class are often wedges between them.In Our Separate Ways, Ella Bell Smith and Stella M. Nkomo take an unflinching look at the surprising differences between Black and White women's trials and triumphs on their way to the top. Based on groundbreaking research, the book compares and contrasts the experiences of 120 Black and White female managers in America. Powerful stories bring to life the women's often difficult journeys from childhood to professional success, highlighting the roles that gender, race, and class played in their development.Now with an updated preface and epilogue, the book provides candid discussions of the continuing challenge of achieving race and gender equality in the midst of deep political and ideological divides. You'll discover how White women have—perhaps unwittingly—aligned themselves more often with White men than with Black women and how systemic racism and biases still exist in organizations. But you’ll also learn what to do to leverage the talents of all women and eliminate systemic racism for good.Whether you lead an organization or simply want to better understand the dynamics at play in business today, you'll discover provocative ideas for creating a better workplace and encouraging equality for everyone.Trade ReviewShortlisted for the Outstanding Works of Literature (OWL) Award in the Women in Business CategoryAdvance Praise for Our Separate Ways:"A groundbreaking account of Black and White professional women's formation of identities, relationships, and career breakthroughs. A must-read for any leader who seeks to advance true equity and inclusion in the workplace." — Laura Morgan Roberts, Professor of Practice, University of Virginia Darden School of Business; coeditor, Race, Work, and Leadership"A stark look at the corporate world through the lens of race and gender equity. This book should be on the desk of not only every CEO and HR manager but anyone wanting to build a successful workplace." — Mika Brzezinski, cohost, Morning Joe; founder, Know Your Value"Our Separate Ways reinforces what we've seen for years: that industry has been muting the voices of BIPOC women. Smith and Nkomo remind us to hold ourselves accountable in ushering in an era of radical change." — Moj Mahdara, cofounder and CEO, BeautyCon Media"An urgent read to answer the growing calls for gender equality and an end to systemic racism." — David A. Thomas, President, Morehouse College; coeditor, Race, Work, and Leadership"Our Separate Ways builds a critical framework for executing the structural and cultural shifts that will allow all women to thrive." — Gwyneth Paltrow, founder and CEO, goop"Smith and Nkomo have given us permission to build a shared vision for change. Refreshingly honest and inspiring, Our Separate Ways is the book every leader needs." — Daisy Auger-Domínguez, Chief People Officer, VICE Media Group

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Book SynopsisOffering proven strategies alongside recommended action points in each chapter, this resource guides managers and administrators through developing and maintaining a more engaged and diverse workplace.Table of Contents IntroductionChapter 1 Leadership and Management Chapter 2 Trust Chapter 3 Recognition and Praise Chapter 4 Feedback and Performance Evaluation Chapter 5 Teamwork and Collaboration Chapter 6 Diversity Equity, and InclusionIndex

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Book SynopsisInside Out provides a road map for organizational change. Written for leaders championing diversity, equity, inclusion, and belonging in their workplace, its adaptive approach outlines the crucial steps towards dismantling institutional racism. An invaluable resource packed with practical tools and strategies.Trade ReviewThis book picks up where many workshops end and offers a plan for sustained [diversity, equity, inclusion, and belonging] work. Containing important strategies for leaders who are making long-term efforts to dismantle their own institutional racism, this is highly recommended. —Library Journal, starred review Caprice Hollins brings years of experience and nuance to her work guiding a wide range of organizations towards greater racial equity. In this practical and engaging handbook, she shares her expertise, taking readers from preparation to follow-up, at the personal, group, and institutional levels. In so doing, Dr. Hollins provides organizations an invaluable resource. —Dr. Robin DiAngelo, author, White Fragility: Why It's So Hard For White People To Talk About Racism A brilliant tool! Dr. Hollins' masterful instructional style gives us the necessary insight, wisdom, and compelling information to influence our understanding, shift organizational behavior, and inform our path to racial healing. —Debra Robinson Baker, MA, organizational development practitioner, equity and social justice instructor This is an excellent resource for anyone engaged in trying to move an organization towards equity and justice. The practical advice, examples, suggestions, and guidelines provide a toolkit for organizational and community change. Do the exercises, learn from the examples and you'll have what you need to jump right into the work. As Hollins writes "this work… is about learning so we can take action to make change." This book is essential for your racial equity work. —Paul Kivel, educator, activist, and author, Uprooting Racism: How White People Can Work for Racial Justice This book is filled with wisdom and a wealth of information born out of years of extensive, hard-earned experience. I couldn't think of a more qualified author than Dr. Caprice Hollins. A practical resource and foundational toolkit, Inside Out is for every person committed to the work of racial justice, equity, and inclusion. It is a must-read for anyone who is tired of organizations "pimping diversity" and is ready to do the real work of dismantling institutional racist practices so all people can thrive. I highly recommend it! —Dr. Brenda Salter McNeil, author, Becoming Brave: Finding the Courage to Pursue Racial Justice Now Dr. Hollins has created an invaluable resource for those seeking knowledge and skills on how to actively engage in the field of social justice. The book is accessible, personal, engaging, and informative. Those committed to social change will leave the book invigorated and better prepared for the vital work Hollins calls us all to do. —Eddie Moore Jr., PhD, Founder/President, The Privilege Institute An accessible, practical, and generous guide, Inside Out takes the guesswork out of building an anti-racist organization. —Michelle MiJung Kim, award-winning author, The Wake Up: Closing the Gap Between Good Intentions and Real Change This is a great guidebook for anyone engaging in anti-oppression work. Caprice shares how her personal experiences have led her to this work and uses past research to help readers understand the ways that structural inequities exist in the United States. Inside Out provides a plethora of strategies to navigate barriers and challenges that arise when engaging in DEIB work, and invites readers to develop a necessary framework to guide them in anti-oppression work. —Janice Gassam Asare, PhD, anti-racism consultant, writer, educatorTable of ContentsForeword Preface Introduction Section I: Preparing to Lead 1. What's Your Why? 2. See Yourself as a Part of the Work 3. Why We Don't Know How to Talk About Race 4. Establish Your Foundational Beliefs Section II: Finding a Framework to Guide You 5. Be Aware of Yourself as a Racialized Being 6. Develop Knowledge of Others as Racialized Beings 7. Gain Skills to Effectively Engage across Cultures 8. Take Action and Advocate for Change 9. Plan for the Journey, Not an Event 10. Be Mindful of the Language You Use Section III: Practicing Strategies for Engaging in Race Conversations 11. PoC Fatigue — When to Walk Away and When to Engage 12. Taking a Collective, Universal, or Individual Approach 13. Adopt Norms for Engaging in Courageous Conversations 14. Strategies for Engaging When You Offend 15. Strategies for Engaging when Someone Offends You 16. Strategies for Engaging when You Witness an Offense 17. I'm Not Passionate, I'm Angry! Section IV: Gaining Commitment and Institutionalizing Change 18. Bring Decision-Makers on Board 19. Establish an Equity Team to Maintain the Work 20. Determine Your Organization's Stage of Multicultural Development Section V: Sustaining Yourself While Maintaining Your Commitment 21. Radical Self-Care Appendix: Antiracist Leadership Practices Acknowledgments References, Readings, and Resources Notes Index About the Author About New Society Publishers

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Book SynopsisA soulful re-envisioning of what work and leadership can be, from the visionary mind of renowned author and thought leader, Seth GodinTheSongof Significance is a rousing contemplation on work: why it is the way it is, why it?s gotten so bad, what all of us?especially leaders?can do to make it better.Economic instability and the rise of remote work have left us disconnected and disengaged. Alarmed managers are responding with harsh top-down edicts, layoffs, surveillance and mandatory meetings. Workers are responding by quiet quitting and working their wage. But it doesn''t have to be this way.Through 144 provocative stanzas, legendary business author Seth Godin gets to the heart of what ails us; he shows what?s really at the root of these trends, and challenges us to do better in ways that matter.The choice is simple. We can endure the hangover of industrial capitalism, keep treating people as disposable, and join in the AI-fueled race to the bottom. Or we come together to build a significant organization that enrolls, empowers, and trusts everyone to deliver their best work, no matter where they are.This is a book to share with bosses and co-workers, to discuss and put to action. No matter what our role, it?s within our power to change. Because, as Godin writes, ?Humans aren?t a resource. They are the point.?

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Book SynopsisThis book examines the processes for the inclusion of women, and the role of women employees in Nepal’s forestry bureaucracy. The book adopts a “gender lens” drawn from feminist institutionalism and is framed around the following four objectives: evaluating the effectiveness of current legislative and policy frameworks for the inclusion of women in the Nepalese forest bureaucracy; examining the dynamics of organizational culture, formal and informal institutions, and structure and agency in and around forest bureaucracy in Nepal; assessing power relations in forestry institutions focusing on influential participation of women forestry professionals in the bureaucratic structure; and gaining insights about the alternative space of feminist institutionalism in connection with women inclusive forest bureaucracy.Findings in the book inform and extend feminist institutionalism perspectives by applying it to a context which remains under explored, providing insights on the efficacy of public sector cultural change, especially as it relates to those areas within bureaucracies less in a position to adopt the changes mandated by society and principles of good governance.Table of Contents1. Introduction.2. Gender perspective in forestry and feminist institutionalism.3. The history of Nepalese forest management and the roles of women.4. Methodological Insights into Forestry experiences.5. An analysis of legislative measures on gender equality and women’s inclusion.6. Forestry experiences and Feminist Institutionalism.7. Extending on Feminist Institutionalism.8. Conclusion.

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