Diversity, equality, equity and inclusion Books

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 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 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 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 SynopsisMost organisations today strive for goals such as employee diversity, inclusive leadership and younger and fresher ideas. But how do we get there?In her trailblazing Reverse Mentorship program, world-renowned executive coach and personal development advocate Patrice Gordon creates a safe and engaging culture by having senior leaders learn from junior employees. While typical mentoring programs arrange for a senior manager to teach the more junior employee, Reverse Mentoring is the opposite: it''s all about a leader leaning into their vulnerability, forming a relationship with an underrepresented employee, and amplifying the voice of marginalised people within the company.Reverse Mentoring offers various tips to make reverse mentorship work. Gordon explores the power of uncomfortable and awkward moments becoming key points of transformation when people have to pause, reflect and assess their past behaviours and current assumptions which are at odds with the topic at hand. She ultimately reveals how bringing more humanity into our organisations allows us to see one another and ourselves in a radically new light.''You can''t help but be excited about what the future will look like, if all businesses embrace Patrice''s passion for reverse mentorship; her passion for a world in which all businesses are 100% diverse, inclusive and equitable shines through on every page'' -from the Foreword by Holly Branson, Chief Purpose and Vision Officer of Virgin GroupTrade ReviewWhat stands out about Reverse Mentoring is how relentlessly practical it is. As you read it you become excited at what might be possible; when you finish it you know exactly how to turn possibility into reality -- Drew Dudley, author of the Wall Street Journal bestseller This is Day OnePatrice Gordon reveals how a positive work culture only happens when real people - with all their flaws and attributes - change from the inside out. Reverse Mentoring shows how any business can better represent the communities, customers and employees they serve -- Dan Schawbel, New York Times bestselling author of Back to Human, Promote Yourself and Me 2.0Patrice Gordon provides a human road map to challenge policies that create un-level playing fields for non-dominant groups and subtly advantage dominant groups. Reverse Mentoring is a book full of wisdom and teachings that should be an essential part of any organisation's efforts in their strategic goals of diversity, equity and inclusion -- Laura Liswood, author of The Loudest Duck and The Elephant and the MousePatrice's work on Reverse Mentoring is the most exciting development in this space in the past decade. She makes a powerful case that every senior leader should learn from junior colleagues-and even entry-level employees should have the opportunity to teach those above them -- Adam Grant

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Book SynopsisManaging Workplace Diversity, Equity, and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity, equity, and inclusion by presenting an applied psychological perspective.Using foundational ideas in the field of diversity, equity, and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace.Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with research-based and practical, real-world applTrade Review"Professor Hays-Thomas deftly blends the conceptual background that practitioners need with the practical applications to which academics often have limited exposure. Without a doubt, this is the go-to textbook for the next generation of diversity, equity, inclusion and accessibility professionals."Marc Bendick, Jr., Bendick and Egan Economic Consultants, Inc."Hays-Thomas’s Managing Workplace Diversity, Equity, and Inclusion is an essential resource for understanding how DEI is conceptualized and measured by both organizations and researchers. It takes an evidence-based approach to covering topics such as privilege, inequity, identity, as well as what is currently known about stereotypes, prejudice, and discrimination. All of this is artfully integrated with not only legal concepts related to DEI, but also with what organizations can do to build diversity and diversity competence throughout their workforce. This is a "must read" for students, scholars, and practitioners alike!"Deborah E. Rupp, PhD, Professor at the Department of Psychology, George Mason University, USA Table of ContentsPart I. Basic Concepts, Tools and Information 1. Diversity, Equity and Inclusion in Organizations: Basic Concepts 2. Conceptualizing and Measuring Difference Part II. People and Organizations: Structure and Process 3. Privilege, Social Construction, Attribution and Fairness 4. Organizational Structure and the Problem of Pay In-Equity 5. Identities: Who We Are, and Why That Matters 6. The Big Three: Stereotypes, Prejudice, Discrimination Part III. Applications 7. Diversity, Equity and Inclusion and the Law 8. Managing Diversity in Teams 9. Gender/Sex and Work 10. Race, Ethnicity and Work 11. Sexual Orientation and Work 12. Ability, Appearance, Weight Age; Religion, Social Class, and Work Part IV. Finding Solutions 13. Building Diversity Competence for Individuals 14. Building Organizational Diversity Competence through Organization Development

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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 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 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 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 SynopsisLeveraging academic research and case studies, knowledge as a business leader and diversity practitioner, and personal experience, Karen Loon examines how successful culturally diverse leaders at work resolve the contradictions and tensions of their identities within organisations. What can we learn from those leaders who have thrived and smashed the bamboo ceiling'? Moreover, are there other factors holding organisational change back?The book proposes research-based recommendations for aspiring leaders and corporate practitioners whilst revealing the potential inhibitors to progress. Split into three sections, Loon examines current research on identities in multicultural nations and organisations, delves into the career progression of successful Asian-Australian leaders to explore how they negotiate identity in the workplace, and provides a roadmap of actions for business leaders looking to create more inclusive and diverse cultures in their organisations.Written for Trade Review"Fostering Culturally Diverse Leadership in Organisations provides a unique road map for fostering meaningful cultural diversity developing of leaders. The reader is invited to engage with her model for understanding diversity from the "inside-out" in order to orchestrate and leverage/harvest meaningful cultural diversity."Professors Erik van de Loo and Roger Lehman, INSEAD"Karen Loon documents stories of Asian-Australian company leaders, noting their successes and struggles along the way. Taking a deep look at organisational culture, she draws together lessons for both aspiring company leaders and organisations attempting to navigate the shifting grounds of cultural diversity. An enlightening read for all who wish to understand more about moving towards cultural inclusion in work organisations."Professor Susan Long, Director of Research and PhD Lead, NIODA"A treasure trove of contemporary research and evidence based practical tips from Karen Loon’s lived experience and interviews with respected business leaders and partners of leading professional services firms. Supercharge your career by learning how to change your mindset and action behaviours that will help break through the bamboo ceiling and lead to increased success. A must-read for Asian-Australian professionals, D+I practitioners and enlightened leaders who wish to promote greater cultural diversity in their workplaces."Katrina Rathie, Non-Executive Director and former Partner in Charge, King & Wood Mallesons Sydney"Karen Loon’s book elegantly blends a leadership manual with a collection of personal stories of leaders who smashed barriers and succeeded because they were different. It is a must-read for organisations seeking to build truly inclusive cultures and high-performing teams."Philipp Ivanov, Chief Executive Officer, Asia Society Australia"This book is an important addition to the small number of writings on cultural diversity in leadership in Australia. Grounded in real life experiences of culturally diverse leaders, I particularly like Karen’s roadmap for culturally diverse talent, which provides an excellent practical guide to inspire the next generation in Australia and beyond."Jon Terry, Former PwC Global Financial Services People Leader"Few Australians with an Asian cultural background have found their way into leadership positions in Australia. Karen Loon dissects the challenges in a captivating book that offers practical advice grounded in lived experience for leaders and organisations that aspire to change."Andrew Parker, Partner, Asia Practice Leader, PwC Australia"In this unique and meticulously researched book, Karen Loon analyses the real-life experiences of culturally diverse leaders who against the odds, made it to the top - and distils their insights into a practical guide for the next generation. Recommended reading for modern leaders."Mike Sum, Strategy Consulting Partner & Executive Sponsor for Cultural Diversity & Inclusion, KPMG Australia"Grounded in real experiences and lessons, this book delves into the inner mechanics that drive inclusion and diversity to reveal how each of us has a vital role to play. The roadmap is a great starting point for any aspiring leader."Ainslie van Onselen, Chartered Accountants Australia and New Zealand"Passionate, provocative, practical yet personal, this book shines a light on the missed opportunities in Australia due to the ongoing failure to cultivate Asian leaders. Importantly it provides evidence-based tools for both individuals and organisations on how to do better."Antoinette Lattouf, Co-Founder, Media Diversity Australia"This is a book with a purpose – a timely reminder of Australia’s progress in breaking the bamboo ceiling, the tasks ahead to advance Asian-Australian representation and the steps we all must take for Australia to become the gold standard in inclusive leadership. Karen Loon’s own experiences and those she has highlighted is essential reading for Asian-Australians aspiring to reach their leadership potential and for organisations and institutions wanting to tap into that potential."Jieh-Yung Lo, Director, Centre for Asian-Australian Leadership, Australian National University"As cultural diversity moves up the business agenda, Fostering Culturally Diverse Leadership in Organisations weaves together lived experience, meticulous research and practical advice for leaders to deliver a much-needed roadmap for fostering diverse and inclusive organisations."Penny Burtt, past CEO, Asialink and co-founder of the Asian-Australian Leadership Summit"Pragmatic and actionable, a must have book for organisations and professionals seeking a blueprint to unleash the potential of authentic leadership from the richness of cultural diversity."Suet Koon Lai, Executive CoachTable of Contents1. Introduction Part I – Laying the Foundations 2. Who Am I? The Influences on Our Identity 3. The Current State of Culturally Diverse Leadership in Organisations Part II – Lessons from Those Who Smashed the Bamboo Ceiling 4. Familial Ties – How Families Shape Culturally Diverse Leaders 5. Thriving at Work – What Culturally Diverse Leaders Do to Win in the Workplace 6. Navigating the Maze – How Culturally Diverse Leaders Manage Their Journey to Leadership 7. How Organisations Influence Us at Work 8. The Patterns of Life – Why Our Career Experiences Differ Part III – A Roadmap for Fostering Culturally Diverse Leadership in Organisations 9. For Individuals – A Roadmap to Super-Charge Your Career at Work 10. For Organisations – A Roadmap for Increasing the Cultural Diversity of Your Leadership 11. Linking It Together – The Steps We Must All Take

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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 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 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 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 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 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 SynopsisThe Perfect Guide for Successful Business Women"What a gift to Black women in the workplace!…For those committed to challenging stereotypes and enhancing workplace inclusion, this book is a must-read." —Dana Brownlee, Forbes Careers senior contributor#1 New Release in Business Mentoring, Women in Business, and Coaching and Workplace CultureI’m Not Yelling provides a strategy for savvy black business women navigating a predominantly white corporate America. It empowers black women to find their voices in toxic work environments and succeed. Statistical and anecdotal evidence guide the way. Explore the data and hear the accounts of Black women in business who face, work through, and rise above workplace discrimination.Find your voice as a women entrepreneur. Successful business women use their voice to become strong Black leaders who instill positive change in the workplace culture. Inside I’m Not Yelling find: Evidence to support the experiences of racial inequity and discrimination at work for Black business women. A narrative study of possible pitfalls, such as microaggressions, lack of mentoring, and pay inequity (pitfall impacts are explored to provide context to the misogynoir Black female entrepreneurs experience). Strategies and recommendations to give successful business women a framework for racial trauma healing, emotional support, and business success. If you enjoyed business coaching books for successful business women like We Should All Be Millionaires, The Light We Carry, White Women, or Your Next Level Life, then you’ll love I'm Not Yelling: A Black Woman’s Guide to Navigating the Workplace.Trade Review"Elizabeth Leiba is the voice first-generation Caribbean immigrant professional women have been patiently waiting for!! She has answers for the overachievers who are scared to ask questions because they are expected to have all the answers. Whew, this one hits different! Everyone talks about authenticity, but Elizabeth is showing how using your authentic voice and ditching the code switching can be a path to freedom and achievement. I AM YELLING, LOL—IF YOU NEED A SIGN TO READ THE BOOK, HERE IT IS !"—Sue-Ann Robinson, Esq., lead counsel for Ben Crump Law in Ft. Lauderdale "Leiba's work is a strategic tool for Black women navigating corporate America and their allies working to create supportive environments. I'm Not Yelling is the guide you mark with highlights and get out of your purse at work to address difficult conversations. It’s the literary sister circle you need to find the strength to get back up on the days you feel unsupported and alone. Personally, I look forward to reading her book and applying the ideas to tackle systems of injustice."—Qaadirah Abdur-Rahim, Chief Equity Officer, City of Atlanta "What a gift to Black women in the workplace! Leiba's work elevates and amplifies a conversation that is long overdue. With fierce, unapologetic vulnerability, Leiba unpacks the complexity and nuance of this sometimes debilitating trope impacting so many Black women. For those committed to challenging stereotypes and enhancing workplace inclusion, this book is a must-read."—Dana Brownlee, Forbes Careers senior contributor"In I'm Not Yelling, Elizabeth Leiba sheds light on some of the common, and troubling challenges Black women face in the workplace. She offers actionable steps that we, as Black women, can take to beat the odds stacked against us. This guide will support us in obtaining long-term success and peace."—Aiko Bethea, Esq., author and founder of RARE Coaching & ConsultingTable of ContentsContents Preface/Introduction Chapter 1: How It Began Chapter 2: Fight the Power Chapter 3: Imposter Syndrome Chapter 4: Codeswitching and Other Survival Techniques Chapter 5: Afros, Locs, Twists, Braids, and the Politics of Natural Hair Chapter 6: I'm Not Yelling: The Psychology of Microaggressions Chapter 7: Opening the Door: Mentorship, Sponsorship, and Sisterhood Chapter 8: A Seat at the Table or Building Your Own Epilogue

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Book SynopsisThe Perfect Guide for Successful Business Women"What a gift to Black women in the workplace!…For those committed to challenging stereotypes and enhancing workplace inclusion, this book is a must-read." —Dana Brownlee, Forbes Careers senior contributor#1 New Release in Business Mentoring, Women in Business, and Coaching and Workplace CultureI’m Not Yelling provides a strategy for savvy black business women navigating a predominantly white corporate America. It empowers black women to find their voices in toxic work environments and succeed. Statistical and anecdotal evidence guide the way. Explore the data and hear the accounts of Black women in business who face, work through, and rise above workplace discrimination.Find your voice as a women entrepreneur. Successful business women use their voice to become strong Black leaders who instill positive change in the workplace culture. Inside I’m Not Yelling find: Evidence to support the experiences of racial inequity and discrimination at work for Black business women. A narrative study of possible pitfalls, such as microaggressions, lack of mentoring, and pay inequity (pitfall impacts are explored to provide context to the misogynoir Black female entrepreneurs experience). Strategies and recommendations to give successful business women a framework for racial trauma healing, emotional support, and business success. If you enjoyed business coaching books for successful business women like We Should All Be Millionaires, The Light We Carry, White Women, or Your Next Level Life, then you’ll love I'm Not Yelling: A Black Woman’s Guide to Navigating the Workplace.Trade Review"Elizabeth Leiba is the voice first-generation Caribbean immigrant professional women have been patiently waiting for!! She has answers for the overachievers who are scared to ask questions because they are expected to have all the answers. Whew, this one hits different! Everyone talks about authenticity, but Elizabeth is showing how using your authentic voice and ditching the code switching can be a path to freedom and achievement. I AM YELLING, LOL—IF YOU NEED A SIGN TO READ THE BOOK, HERE IT IS !"—Sue-Ann Robinson, Esq., lead counsel for Ben Crump Law in Ft. Lauderdale "Leiba's work is a strategic tool for Black women navigating corporate America and their allies working to create supportive environments. I'm Not Yelling is the guide you mark with highlights and get out of your purse at work to address difficult conversations. It’s the literary sister circle you need to find the strength to get back up on the days you feel unsupported and alone. Personally, I look forward to reading her book and applying the ideas to tackle systems of injustice."—Qaadirah Abdur-Rahim, Chief Equity Officer, City of Atlanta "What a gift to Black women in the workplace! Leiba's work elevates and amplifies a conversation that is long overdue. With fierce, unapologetic vulnerability, Leiba unpacks the complexity and nuance of this sometimes debilitating trope impacting so many Black women. For those committed to challenging stereotypes and enhancing workplace inclusion, this book is a must-read."—Dana Brownlee, Forbes Careers senior contributor"In I'm Not Yelling, Elizabeth Leiba sheds light on some of the common, and troubling challenges Black women face in the workplace. She offers actionable steps that we, as Black women, can take to beat the odds stacked against us. This guide will support us in obtaining long-term success and peace."—Aiko Bethea, Esq., author and founder of RARE Coaching & ConsultingTable of ContentsContents Preface/Introduction Chapter 1: How It Began Chapter 2: Fight the Power Chapter 3: Imposter Syndrome Chapter 4: Codeswitching and Other Survival Techniques Chapter 5: Afros, Locs, Twists, Braids, and the Politics of Natural Hair Chapter 6: I'm Not Yelling: The Psychology of Microaggressions Chapter 7: Opening the Door: Mentorship, Sponsorship, and Sisterhood Chapter 8: A Seat at the Table or Building Your Own Epilogue

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Book Synopsis

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Book SynopsisEvery person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person’s disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers’ efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management™ Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated. For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs.Trade ReviewThis book describes solutions to support employee engagement with colleagues with disabilities through a management strategy that focuses on the development of healthy relationships that lead to creating more inclusive work environments. It addresses the process of changing stereotypical biases through different stages of hiring and employment of people with disabilities, from application for a position, through the interview process, accepting a job, and the early stages of employment. It discusses the definition of disabilities, the concepts of inclusion and respect, culture change through changing perceptions, dealing with perceptions of fairness and threat, using transformational learning, and implementing learning structures for culture change, including informal forums for joint exploration, teams with shared accountability, networks for mutual learning, and feedback-reflection solutions. Examples are provided throughout. -- Annotation ©2019 * (protoview.com) *Table of ContentsPart 1. Respecting DisAbilities? Chapter 1. Defining DisAbilities Chapter 2. Inclusion and Respect Part 2. Culture Change = Mind Change Chapter 3. The Inclusive Management Strategy - Engineering Culture Change Part 3. Fairness and Threat - The Gatekeepers Chapter 4. The Fairness Dilemma Chapter 5. Equity, the Gateway to Engaging in Change Chapter 6. Reduce Threats by Hiring Strengths Part 4. The Transformational Learning Structure = A Mind-Change Mechanism Chapter 7. Learning, the Most Empowering Tool Chapter 8. Change Leaders: Addressing Biases During Unfreezing Part 5. Empowering Learning Structures Chapter 9. Learning that Opens Doors to Mind-Change Chapter 10. Learning Conversations Chapter 11. Who is on this TEAM? Chapter 12. Networks for Mutual Learning Part 6. Conclusion Chapter 13. Make Change Stick

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Book SynopsisEvery person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person’s disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers’ efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management™ Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated. For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs.Trade ReviewThis book describes solutions to support employee engagement with colleagues with disabilities through a management strategy that focuses on the development of healthy relationships that lead to creating more inclusive work environments. It addresses the process of changing stereotypical biases through different stages of hiring and employment of people with disabilities, from application for a position, through the interview process, accepting a job, and the early stages of employment. It discusses the definition of disabilities, the concepts of inclusion and respect, culture change through changing perceptions, dealing with perceptions of fairness and threat, using transformational learning, and implementing learning structures for culture change, including informal forums for joint exploration, teams with shared accountability, networks for mutual learning, and feedback-reflection solutions. Examples are provided throughout. -- Annotation ©2019 * (protoview.com) *Table of ContentsPart 1. Respecting DisAbilities? Chapter 1. Defining DisAbilities Chapter 2. Inclusion and Respect Part 2. Culture Change = Mind Change Chapter 3. The Inclusive Management Strategy - Engineering Culture Change Part 3. Fairness and Threat - The Gatekeepers Chapter 4. The Fairness Dilemma Chapter 5. Equity, the Gateway to Engaging in Change Chapter 6. Reduce Threats by Hiring Strengths Part 4. The Transformational Learning Structure = A Mind-Change Mechanism Chapter 7. Learning, the Most Empowering Tool Chapter 8. Change Leaders: Addressing Biases During Unfreezing Part 5. Empowering Learning Structures Chapter 9. Learning that Opens Doors to Mind-Change Chapter 10. Learning Conversations Chapter 11. Who is on this TEAM? Chapter 12. Networks for Mutual Learning Part 6. Conclusion Chapter 13. Make Change Stick

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Book SynopsisBusiness Book Awards 2023 Finalist'Read this and be the change that’s needed' Prof Helen Pankhurst CBE'Here, at last, is a book that aims to change the narrative and fix the system. Every boss should have a copy.' Kate Bassett, Financial Times'Joy clearly articulates the benefits of diversity and the systemic reasons it has proven elusive, but this book's power lies in its tangible and practical solutions.' Nathan Coe, CEO, Auto Trader Group PlcStruggling to find ways to retain and reward women and meet your diversity targets? Wondering why your female-led diversity initiatives are not working?Don’t Fix Women reveals how achieving gender balance at work isn’t about ‘fixing’ the women, it’s about changing the system. Packed with simple, practical recommendations, this book provides a route-map to improve gender equality in your organization, develop a truly diverse, modern leadership culture, and reap the rewards that this brings. Be informed: Learn from over 100 senior business leaders and CEOs about what they are doing to accelerate progress towards gender equality. Be ahead of the game: Access research data, new tools and frameworks for your leadership kitbag. Be the change: Discover practical actions to help you make change happen in your organization today.As a ‘curator of confidence’, and with over 70 articles published on Forbes.com, Joy Burnford has inspired thousands of women across the globe to find their confidence. But this is only one side of the equation. Her research makes it clear that making women more confident isn’t enough: we also need to change the organizations they work for to clear the path for true gender equality.Trade ReviewThis book is exactly what it says it is: a very practical guide to the structural issues in workplaces and society that have blocked women’s progress and a toolkit with ideas for fixing them. * Financial Times *Table of ContentsTable of Contents / Book structureEndorsementsForeword – Denise Wilson OBE, Chief Executive, FTSE Women Leaders Review (formerly Hampton Alexander Review) – pending approvalIntroduction – How to retain, return and reward women\[Including C-Suite insights from: AutoTrader, Coutts, National Grid, Waitrose, London Stock Exchange, GSK Healthcare, Royal Bank of Canada, East of England Co-op, McKinsey]Part 1 – Cultural frameworks – preparing the ground for greater gender equality1. Flexibility – personalization, job sharing, alternative ways of working (eg compresesd hours), don’t do networking in eves etc2. Allyship – context – why we need male allies (unconscious bias), sponsorship, reciprocal mentoring, employee resource groups3. Coaching – creating a coaching culture to build confidence and employee resource groups.Part 2 – Removing the obstacles that women face whilst on the path to leadership 1. Confidence challenges – enabling women to have confidence to progress in their careers, imposter syndrome, speaking up, visibility.2. Hormonal challenges – the 4 Ms – monthlies, miscarriage, maternity, menopause.3. Caring responsibilities – childcare, eldercare and self-care (wellbeing and resilience, managing mental load). Boundaries and avoiding out of hours networking etc.Next steps: Navigating your routeSmall must-have steps your organization can take to make big change happen, no matter where you are on the journey.GlossaryFurther resourcesAcknowledgementsEnd notesAbout the author

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Book SynopsisYour business needs you to be brave when it comes to inclusion.David McQueen has coached leaders across all sectors to step up to inclusive leadership, transforming their processes, policies and ways of working to support diversity and reap the rewards.Many leaders are terrified of doing the wrong thing, so they do nothing. That is not an option. Discover how to think strategically about problem-solving and decision-making so that you embed inclusivity in your organization, no matter the pace of change you face, and future-proof your talent management, product development, customer experience and more.David McQueen is a leadership coach, international speaker and facilitator. He is the cofounder of professional development company Q Squared Ltd, the host of the David McQueen Podcast podcast and a blogger on all things leadership and culture change.Trade ReviewIt’s lucky for all of us the legend in his own lifetime, David McQueen has written the book on (leadership). I rate David so much I bought multiple copies, one for my daughter’s future bookshelf and more for my team, mentees and a spare for myself. Whether it’s the desperate need to know what to do in response to tragedies on our screens, or urge to be a better citizen in our cities or just to make a bit of a dent on where we work, Dave’s got inspiration and tools for action. And while, I’m lucky to consider him a friend, he doesn’t know I bought have a dozen books or am posting this, I just finished reading it so bought more and wanted to share. - Sam Conniff, author of Be More Pirate, LinkedInServes as a beacon for those navigating the complexities of modern leadership...McQueen's expert blend of theory and practical application makes this book a must-read for anyone committed to making inclusivity a reality in their leadership practice. - LinkedInWhat is brilliant about this is the fact that here we have a book that goes against the norm, is easy to read and is relatable. Lots of great pieces of information that will help me in my own leadership journey! - Amazon 5*A book that will reframe our perception of what makes a true leader and teach us all to lead like he does so effortlessly. - LinkedInA "doing" book for those who are Brave enough to do the work, on themselves, within organisations, within their family. - LinkedInTable of ContentsForewordIntroductionPart 1: WHAT Chapter 1. Defining Leadership & FollowershipChapter 2. What is inclusive leadershipChapter 3. The BRAVE Model™Part 2: WHY Chapter 4. Decision Making & Problem SolvingChapter 5. Strategic Thinking as PracticeChapter 6. Leadership as a systemPart 3: HOW Chapter 7. Mapping InclusionChapter 8. The Coaching Advantage odels and tools to help leaders across the organisationChapter 9. Lead by ExampleChapter 10. Team Building & ResistanceChapter 12. Measuring ImpactConclusionEndmatter (bibliography, appendices, notes/references, about the author, acknowledgements)

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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 SynopsisExclusion is the process by which some people are out-grouped, or the state experienced by those alienated and/or marginalised. Lived Experiences of Exclusion in the Workplace shares the emotional expressions of those who have faced alienation and marginalisation — from subtle to traumatic. Their stories reveal an abundance of factors which lead to exclusion and offer insights for the reader into instances of systemic-, organisational- and personal exclusion, as well as providing guidance on how to trigger belonging and inclusion through various, often simple measures. The presence of greater diversity in our organisations, as well as growing demands for equity, inclusion and social justice, compel us to address stumbling blocks. These findings collectively place remedial responsibilities in the hands of institutions, organisations, leaders, managers and employees who form the powerful/privileged in-group, as well as those who are excluded.Trade ReviewThey say that the first step in making a dream come true is to wake up. If we are ever to realise the dream of true inclusion, we must first be honest about the range of levels of exclusion that exist today. Reading this book is a starting point. With both science and stories, it thoughtfully opened my eyes to the challenges to inclusion, made me feel seen and heard in my own exclusion experiences, and provided useful approaches for leaders to be more ‘human’ at work. It’s an inspiring read. -- Lisa BodellIt is a practical and a ‘must read’ book for everyone in the workplace. It can help individuals, especially current and aspiring leaders, to understand, recognise, and stop exclusion, in order to create diverse and inclusive organisations, strengthen interpersonal relationships, and enhance leadership competencies. -- Dr. Ying ZhouExperiences of inclusion are key to enhancing the productivity and wellbeing of individuals and organisations. This book captures the many experiences of inclusion and exclusion among individuals with different identities. The critical research undertaken by April, Dharani and April advances our understanding of how organisational policies, legislation, and everyday manager and coworker interactions can promote a sense of inclusion among different individuals. -- Prof. Eddy NgKurt April, Babar Dharani and Amanda April ‘s new book, Lived Experiences of Exclusion in the Workplace: Psychological and Behavioral Effects, is expansive and honest, grounded both in extensive scholarship as well as the recognisable and personal voices of employee interviews across levels and organisations. By defining diversity so inclusively – going beyond explicitly protected classes -- they help us not only recognise, but also truly feel, the costs of exclusion and the values of inclusion– both personally and organisationally. And most usefully, they offer actionable remedies and pathways to inclusive leadership, and by doing so, inspire us to use them. -- Prof. Mary C. GentileAn important exploration into the factors and sub-factors that lead to exclusion, and all that it entails on the people that it impacts the most. -- Simone PoundThis book provides a unique, holistic and at times confronting insight into the effects of exclusion through the lived experiences of respondents. The research is timely and provides a practical framework for courageous leaders, employees and organisations committed to fundamental and systemic change in the modern world of work. -- Lawrence CupidoThis is an important book that highlights not only the greater need for inclusion due to the growing diversity in organisations, but also […] that the responsibility for inclusion lies with us all. Inclusion cannot be achieved by legislation alone but requires institutions, organisations, leaders and managers, as well as employees, to take responsibility. -- Dr. Joana VassilopoulouWell done, Kurt, Barbar and Amanda, on your must-read book. At a time where [there is a] need to make working environments more inclusive and conscious, your book’s findings help inform that goal. -- Dr. Abdelraheem AbualbasalInclusion wins and exclusion loses. Having worked myself in five different sectors and global companies, I value this book as an excellent and very realistic analysis of how exclusion can lead to dramatic underperformance in organisations. I also strongly believe that it is the role of senior organisational leaders to create a culture of inclusivity to yield gains in the four critical areas of innovation, productivity, profitability and talent. Written by authors with high credibility and based on personal experiences, I recommend it to everybody who is still doubtful about the negative consequences of exclusion at the workplace, or wants to improve their organisational culture. -- Dr. Frank WaltmanThis is a comprehensive book that promotes inclusive workplaces from the lens of exclusion and discrimination, with potential solutions for practitioners on leadership for inclusivity. I highly recommend this book to scholars, learners, and practitioners who aspire to create a more inclusive business and society. -- Prof. Yuka FujimotoOne of the most important books of our time for employers and employees, and those interested in advancing true inclusion in the workplace. This publication examines the roots and modern day causes of exclusion, with the objective of helping advance diversity, equality and inclusive leadership. -- Jyoti ChopraLived Experiences of Exclusion in the Workplace: Psychological & Behavioural Effects by Kurt April, Babar Dharani and Amanda April is a tour de force. Its analysis of what causes exclusion – and its impacts – is unflinching. It draws on rigorous research and provides gripping examples. It then presents a new framework to address the many ways we exclude and are excluded. The inclusive leadership framework, based on seven constructs, provides practical and aspirational guidance for us to become more inclusive at work and beyond. -- Dr. Ann ArmstrongUnderstanding that the need to belong is at the heart of human existence enhances our ability to consider the high cost of exclusion, both in personal and professional life. Yet, the manner in which these experiences are manifested in the workplace and the ways of dealing with them have yet to be fully explored. The book Lived Experiences of Exclusion in the Workplace: Psychological and Behavioural Effects analyses the various ways in which exclusionary and discriminatory experiences are manifested within the workplace based on race, ethnicity, appearance, gender, age, sexuality, language, dialect, political views and education. It explores the stories of research respondents who share their experiences of feeling excluded, alienated, marginalised and discriminated against, and probes into the psychological, behavioural and organisational effects of these experiences. It also discusses the means of addressing exclusion and discrimination in organisational environments through affirmative action, empowerment, and leadership skills. The book's strength and merit lie in its capacity to encompass a pressing social phenomenon in workplaces and to offer both a conceptual and a practical means of establishing working relationships based on human dignity and respect, while also demonstrating how historical and legal changes are manifested in the contemporary business environment. -- Dr. Shlomit Aharoni LirThere can never be enough books concerning exclusion at the workplace. We are experiencing a leadership crisis when it comes to meaningfully connecting to the workforce to understand its real needs, expectations and frustrations. This book comes in at a timely moment and will undoubtedly provide the work environment the missing link of sustainability. -- Eddy M. JolicoeurThis critical research has deftly provided a voice and agency to employees who feel adversely excluded and discriminated against in the workplace, encouraging leaders and organisations to actively facilitate dialogue, and intentionally respond to their recommendations for inclusionary practices. The study highlights that there is a compelling leadership and organisational mandate to cultivate workplaces characterised by inclusive cultures, in which all employees thrive and flourish. -- Nkulu MadonkoThis book brings deep insights and a thorough approach – based on rigorous research – that will help better remove obstacles to exclusion and provide opportunities to further promote inclusion from all levels of the organisation. -- Antoine TirardThe book provides a platform for timely discussion on the ‘lived experiences of exclusion’ in the workplace. Each of the chapters takes you through a journey that is rich with information and ways to move your thinking forward. It is evident that this book has been written with compassion, energy and drive, which permits the reader to be active and reflective with the content. The work is compelling and makes a significant contribution to our insights into the psychological and behavioural effects when excluded from the workplace. The book, therefore, has the potential to improve efforts to encourage more inclusive approaches to supporting the recruitment and advancement of those from less traditional backgrounds. April et al.’s book should be acquired by scholars who work in the area of social justice. -- Dr. Victoria ShowunmiLived Experiences of Exclusion in the Workplace: Psychological and Behavioural Effects is a well referenced guide for leaders, managers, and stakeholders of organisations to implement an inclusive leadership. Thanks to many examples from research respondents, the reader will have a greater understanding of various DEI notions, such as stereotypes, biases, exclusion, discrimination, emotional maturity, credibility, mental models, diversity policies, affirmative action, to name a few. This book is simply an eye-opener to consider diversity, equity and inclusion as an integral part of nowadays business and organisational life. -- Stéphanie SimpsonProgress towards diversity and inclusiveness, to uphold the very principles of an individual basic (psychological) right of dignity, of equality, of respect and well-being is still being fought around the globe. This book is both timely and essential to help leaders, who have an outsized ability to influence their employees’ perceptions and experiences to truly make a difference in their organisation. -- Ruslan IslahudinSocietal discourse on discrimination, exclusion or non-inclusiveness is shifting greatly over the past years, especially with a new generation of young people demanding more of leaders and institutions, communities and systems. Yet, true knowledge, true understanding and a non-institutional, but human-centred understanding of the experiences is still vague. The workplace is where people spend more time than anywhere else besides their homes, and identifying the dynamics that cut deep inside team and organisational structures are critical to either enable those who want to support change or respond with more precision to situations where change is opposed. In their book Lived Experiences of Exclusion in the Workplace, April, Dharani and April dive under the surface of the challenge and merge science with practical experience and application to paint an important outline of interpersonal and systematic threats to inclusive and safe workplaces. For organisational leaders, policymakers or activists, this provides an important perspective to shape their actions. -- Jonas Baer-HoffmanA clarion call – using powerful lived experiences to chart a much-needed path for greater inclusion in the world. -- Paul NormanThis book is a must read for anyone interested in addressing exclusion in the workplace. The authors were very wise to address such a range of topics, ranging from sexuality to disabilities in the workplace as well. The book also points out the glaring inequities that the COVID-19 pandemic highlighted for many marginalised communities. This book is especially useful for undergraduate and graduate students studying Policy, Human Resources Management and Human Rights. -- Prof. Richard Greggory Johnson IIIThis book is a must read for leaders who have a real desire to drive inclusion within organisations. It offers some incredibly powerful insights, supported by practical solutions and ideas to effect lasting change. An important work from real thought leaders. -- Anthony BurnettThe ability to address our greatest, most urgent challenges, from the climate crisis to the threat of new pandemics, is undercut by the growing polarisation of people. If we are to address the faultlines in society, we must start by examining structural exclusion and its impacts in our communities. Lived Experiences of Exclusion in the Workplace is necessary reading for those working at environmental and social development organisations. -- Jyot ChadhaTable of ContentsForeword; Mustafa Özbilgin Introduction Chapter 1. Exclusion Chapter 2. Discrimination Chapter 3. Addressing Exclusion Through Confrontation Chapter 4. Contextualised Discrimination Chapter 5. Affirmative Action & Empowerment Chapter 6. Leadership for Inclusivity Conclusion References Conclusion

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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 SynopsisGeneration A is the half-million individuals with Autism Spectrum Disorder (ASD) who will reach adulthood in the next decade and be ready to enter the workforce. Generation A: Research on Autism in the Workplace is the first volume in the Emerald Studies in Workplace Neurodiversity Series. The book brings together scholars, practitioners, and educators to share their research on Autism in the workplace with a particular emphasis on Generation A. This book explores ways that researchers can help facilitate finding and maintaining employment for individuals with ASD by focusing on the transition, work, and career experiences of Generation A. This volume offers researchers, educators, and practitioners several avenues for smoothing the transition from educational settings into the workplace for a generational cohort who are poised to enter the labor market, eager to work, and wish to achieve positive work and life outcomes. This book provides several contributions to both the disability literature and research on neurodiversity in the workplace, has the potential to reduce the stigma associated with ASD, change image norms surrounding ASD, and facilitate integrating individuals with ASD into the workforce. This book will be a valuable resource for individuals with ASD, organizations interested in obtaining the benefits of hiring people with ASD, and advocacy groups supporting the transition and employment needs of individuals with ASD.Table of ContentsPart I. Individual and Organizational Interventions to Help Support Generation A in the Workplace Chapter 1. Workplace Training for Employees with Autism Spectrum Disorder; Karen R. Johnson and Kasha Williams Chapter 2. Organizational Knowledge Creation: The Autism Enigma; Jillian Saylors Chapter 3. Fit and Work Opportunities for Individuals with Autism Spectrum Disorder: Individual and Organizational Recommendations for Opening the Workplace; Nadia Bhuiyan, Margaret Young, and Daniel J. Svyantek Part II. The Legal and Functional Environment and Research on Employing Generation A Chapter 4. Investigating Recommended Jobs for Generation A Individuals with High Functioning Autism to Enhance Person-Job Fit; Gundars Kaupins Chapter 5. The Failures and Promise of the Workforce Innovation and Opportunity Act (WIOA); Tara Cunningham Chapter 6. Evaluating Data for Assessing Post-Secondary Schooling and Career Outcomes of Generation A; Melissa J. Bjelland and Susanne M. Bruyere Chapter 7. Creating Opportunity Through Workforce Development Innovation; Meaghan Timko

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Book SynopsisDiversity in Action: Managing Diverse Talent in a Global Economy examines one of the most important and topical issue related to diversity management, namely implementing effective strategies for managing diverse talent groups. Highlighting both theoretical issues regarding diversity management and their practical implications, Marina Latukha’s wide ranging collection investigates how different management practices focusing on diverse talent groups are realised in order to provide systematic assessments on existing diversity challenges. Diversity in Action uniquely features diversity within diversity as the main topic within its analysis. Content covers different types of employees in its focus of diversity management practices in global economies. Groups explored in relation to human resource and talent management practices include but not limited to management of different generations and migrants and diaspora’ representatives employed in modern organizations. There is also discussion of gender-focused initiatives to present the dialog about female talent management and the way it influences organizational results. Diversity in Action highlights the latest development in relation to strategies and practices on diversity management, providing specific examples of how different talent diverse groups should be involved in organizational business processes and effectively managed.Table of ContentsChapter 1. Introduction; Marina Latukha Part 1. Gender Diversity in Research and Organizational Realities Chapter 2. Careers of women in Japan: Different identities, work attitudes, and career paths; Fabian Jintae Froese, Azusa Hitosuyanagi-Hansel, and Alara Yaman Chapter 3. Stigmatization of women in the workplace: Sources of stigma and its consequences at the individual, organizational, and societal level; Ksenia Keplinger and Andria Smith Chapter 4. From women empowerment to gender diversity: Empirical evidence from non-Western contexts; Raushan Aman, Reem Alothmany, Maria Elo, and Julie Emontspool Part 2. Are Generations Really Different? Multiple Strategies to Manage Different Generations Chapter 5. Managerial and entrepreneurial responses to emerging market institutions: Problematizing review; Irina Mihailova Chapter 6. Intergenerational perspective of family firms’ internationalization: implications for talent management; Plakoyiannaki Emmanuella and Kryrlivetz Anna Chapter 7. Does generation matter for the use of I4.0 technologies?; Małgorzata Bartosik-Purgat, Barbara Jankowska, and Ewa Mińska-Struzik Part 3. Migrants, Returnees and Diasporas’ Inclusion: Creating Global Talent Pool Chapter 8. Language diversity - Multi-ethnic migrant and diaspora resources for international business and entrepreneurship; Maria Elo, Tanvi Kothari, and Maria Ivanova-Gongne Chapter 9. Catch 22? Technology-advanced returnee entrepreneur, home-country political relationships and challenges from increasing geopolitical tension; Wensong Bai and Pao T. Kao Chapter 10. Leveraging diaspora opportunities for destinations: The triadic bonds to global ethnic diversity analysis; Liana Rysakova and Andrei Panibratov Chapter 11. Diasporas as an international staffing option: Opportunities and threats during business internationalisation; Iris Koleša and Andreja Jaklič Part 4. Multifaceted Diversity in Global World Chapter 12. The Role of diversity in emerging circular business models; Della-Maria M. Marinova and Svetla T. Marinova Chapter 13. Talent management and HRM practices in SOEs: Review and opportunities for diversity management research; Alexey Kalinin and Daria Klishevich Chapter 14. Is there a place for neurodiversity in the talent pool?; Emily Russo, Dana L. Ott, and Miriam Moeller Chapter 15. Diversity and inclusion in cyber security early careers; Della-Maria M. Marinova and Svetla T. Marinova

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Book SynopsisAs organizations grapple with the challenges of hiring, they must also consider how they will engage with some of the most marginalized individuals in our society, such as individuals who have a criminal history. Many individuals are interested in returning to the workplace after obtaining a conviction. However, many of these individuals will encounter substantial barriers and exclusion when attempting to access employment in various occupations and industries. For our society to function, all individuals must have an opportunity to positively contribute, and organizations can no longer sit on the side-lines. Organizations have a responsibility to engage in hiring practices that encourage entry, not exclusion. Now Hiring allows readers to consider their individual biases, as well as their organizational employment practices and processes, and assess how these factors may be altered to increase hiring for individuals with a criminal history. Young encourages readers to think more broadly about the role of organizations and the responsibility that organizations have beyond their immediate stakeholders. Most importantly, Now Hiring prompts conversation and serves as a reminder that our current system is not sustainable. As we await other long overdue changes to various systemic issues, organizations must figure out how do their part. Providing entry to the workplace after a criminal history is a place to start.Table of ContentsChapter 1. The Basics: What is a Criminal History and What Does it Mean to have One? Chapter 2. Understanding Who is an Individual with a Criminal History Chapter 3. Adapting a New Inclusive Mindset in the Hiring Process Chapter 4. Addressing Employer Concerns Chapter 5. Seeking Employment from the Applicant’s Perspective Chapter 6. Evaluating Current Policies and Processes Chapter 7. Organizational Readiness: Priming Companies for Change Chapter 8. Opportunities to Shift Organizational Norms Chapter 9. Organizational Responsibility Chapter 10. Conclusion: Where Do We Go from Here?

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Book SynopsisProviding several new contributions to both the disabilities literature and research on special populations and international perspectives on Generation A, this book explores ways that researchers can help facilitate finding and maintaining employment for individuals with Autism Spectrum Disorder (ASD). The chapters included in this volume are organized and presented along two themes. The first theme, Special Populations Affected by Generation A, explores the experiences of special populations within the generational cohort of Generation A. Chapters in this section of the book explore the growth of STEM occupations and how this growth may create opportunities for the women of Generation A. Other chapters in this section examine the career and life effects of being a parent of a young adult with ASD, the role of allies in supporting the efforts of young adults with ASD to find and maintain successful employment, and the unique career experiences of individuals with ASD in the legal profession. The second theme, International Research on Generation A, explores the experiences of Generation A from an international perspective. The countries represented are India, Great Britain, Ireland, and Trinidad and Tobago. These chapters explore various ways that individuals with ASD and members of Generation A are being included in organizations in these countries. The legal issues associated with hiring individuals with ASD, as well as efforts by Non-Governmental Organizations (NGOs) to facilitate their employment, are also presented.Table of ContentsPart I Special Populations Affected by Generation A Chapter 1. Creating Career Opportunities for Women with Autism in STEM; Amy Jane Griffiths, Angel Miles Nash, Zachary D. Maupin, Raquel Rohm, and Sneha Mathur Chapter 2. Workplace Experiences of Parents of Children with ASD; Jeff Larson Chapter 3. Career Progression: Strategies used by self-advocates with ASD and their allies; Christine L. Nittrouer, Evan E. Dean, and Karrie A. Shogren Chapter 4. Stellar Evolution: Career Paths of Autistic Professionals in Corporate Law Firms; Anna Hinder Part II International Research on Generation A Chapter 5. Enabling Neurodiversity at Workplace via Inclusive Human Resource Practices; Ashley Molloy, Ashley O’Donoghue, and Na Fu Chapter 6. Autism, Generation A, and the Workplace: The Policy, Legal and Institutional Framework in Trinidad and Tobago; Natalie Persadi Chapter 7. Efficacy of anti-discrimination legislation – The case of autism spectrum disorder; Jacqueline H. Stephenson Chapter 8. Generation A: Life perspectives, potentials, challenges and future of neuro-diverse stars in India; Niranjan L R and Sumathi Annamalai

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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 SynopsisDespite the increased push for equality, diversity and inclusion (EDI) in recent years, such initiatives still remain a secondary part of many businesses’ organisational focus. However, an effective EDI strategy has the potential to create tangible long-term benefits that go beyond social media solidarity and statistical appearances, enhancing employee productivity and satisfaction, improving organisational performance and fostering the dynamism needed to think critically and creatively in today’s competitive global market. Highlighting concepts and practices across a variety of global contexts, Contemporary Approaches in Equality, Diversity and Inclusion features topics such as mindfulness, employee perceptions, Industry 4.0, bottom-up strategy, global entrepreneurship and flexible working. Rooted in strategic and technological perspectives, chapters share specific examples, proving how inclusive, digitally oriented discourses can be nurtured to create powerful change. Encouraging individuals to adapt and businesses to reshape their resources, capabilities and everyday practices, this book grounds the contemporary workplace in an EDI mindset that looks beyond temporary pressures and trends to a strong, inclusive future.Table of ContentsChapter 1. Insights into Equality, Diversity, and Inclusion; Mustafa Özbilgin and Cihat Erbil Chapter 2. Employee Perceptions Matter: The Challenges of Organizational Equality, Diversity, and Inclusion (Edi) Programmes; Sertan Kabadayi Chapter 3. Managing Differences in The Workplace: Mindfulness-Based Interventions; Meltem Yavuz Sercekman Chapter 4. Diversity at The Intersections of Global Entrepreneurship: New Approaches and Challenges; Ozlem Ozdemir Chapter 5. Reversing The Pyramid: Interactive and Bottom-Up Strategy Practices an Small and Medium Enterprises; Aylin Ates, Peter McKiernan, and Akwal Sunner Chapter 6. Cross-Cultural Management for Inclusive Global Value Chain; Damla Koroglu Chapter 7. Emerging Trends of Industry 4.0 In Equality, Diversity and Inclusion Implementations; Rifat Kamasak,Deniz Palalar Alkan, and Baris Yalcinkaya Chapter 8. Manifesting Change: Developing Change Agents an A Digitalised World; Tom Pfefferkorn, Julian Randall, and Florian Scheuring Chapter 9. Flexible Working Arrangements, Ostracism and Inequality: The Role of Lmx and Servant Leadership; Olivia Kyriakidou ,Joana Vassilopoulou, and Dimitria Groutsis

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Book SynopsisThe digital transformation of work during the COVID-19 pandemic seemed in many ways a fair treaty between employers and employees. However, realistically, its advantages have primarily benefitted white-collar workers with the ability to work from home, excluding a significant proportion of the global workforce, those responsible for providing fresh water, environmental hygiene, transportation, electricity, healthcare and food and security services, who do not have the option of conducting their jobs remotely. The pandemic has thus deepened the gap between white and blue and grey collar workers. Combining both theoretical and empirical studies, Management and Organizational Studies on Blue and Grey Collar Workers focuses on recent issues such as digitalization and migration and their implications for organizational commitment, HRM functions and strategic management processes. Acting as an examination of the changing nature of power between blue and grey collar workers and institutional hierarchies in the light of the COVID-19 pandemic, contributors foreground the importance of these roles as a cornerstone for the competitive power of industries and nations, as well as basic global infrastructure, both now and in future. Highlighting the workers who provide the essential services, maintenance and manufactured goods that power the global economy, Management and Organizational Studies on Blue and Grey Collar Workers supplies essential knowledge on an often overlooked workforce for a variety of disciplines, including human resource management, industrial relations, social psychology, labor economics, gender studies, political science, union studies and health care management.Table of ContentsForeword; Mustafa Ozbilgin and Fatih Çetin Part I. The new perspective in research on blue-collar workers Chapter 1. The Intellectual Structure of Academic Studies on Blue-Collar Workers; Caner Asbaş, Şule Tuzlukaya, Halil Eroğlu, and Erdem Kırkbeşoğlu Chapter 2. The Relationship between Negative Ties and Blue-Collar Employees’ Performance and Ethical Voice: The Mediating Effects of Personal Reputation; Amer Ali Al-Atwi, H. Cenk Sözen, and Elham Alshaibani Chapter 3. The Role of Gender in Assessments of Employees' Psychosocial Risks to Work; Hulusi Karabiber, Sena Kurt, and Yonca Deniz Gürol Chapter 4. The Role of Job Crafting In the Effect of Job Passion on Job Satisfaction; Gamze Güner Kibaroğlu, Bircan Güner, and H. Nejat Basım Chapter 5. How Can Blue Collar Workers Enhance Their Negative Social Identity?; Nurcan Kemikkıran Chapter 6. What Goes Around Comes Around: Sentiments of Couriers during Covid-19 Pandemic; Pinar Özbilen, Alev Özer Torgalöz, and Sevgin Batuk Ünlü Part II. The new perspective in research on grey-collar workers Chapter 7. Organizational Mnemonics of Grey Collar Workers: Implementing Sna, Abm, Ant; Bora Aksu and Merve Vuslat Aksu Chapter 8. Social Ties or Nature: The Effect of Social Ties on Self Leadership of Grey Collar Workers; Pınar Fayganoğlu, Koruhan Fayganoğlu, and Rukiye Can Yalçın Chapter 9. What Colour is Your Collar? Examining Grey-Collar Disabled Arts Workers; Ruth Rentschler, Ayşe Collins, Karen Williams, and Fara Azmat Part III. Blue and grey collar workers – issues and challenges Chapter 10. A Note on the Nature of Collar; Bahar Araz and Ipek Kalemci Tuzun Chapter 11. Implications of Employee Empowerment on Covid-19 Cases in High Medicaid Nursing Homes; Ferhat Devrim Zengul and Justin Lord Chapter 12.Organizational Culture, Human Resource Management Practices, and Blue And Grey Collar Worker Turnover: The Case of Underresourced Nursing Homes In The Us; Robert Weech-Maldonado, Akbar Ghiasi, Justin Lord, Ganisher Davlyatov, Larry Hearld, Ferhat Devrim Zengul, and Kent Rondeau Chapter 13. Silent Heroes of Strategy: Neglected Role of Blue and Grey Collar Workers; Mehmet Barca and Semih Ceyhan Chapter 14. Media Representation and the Worker: A Qualitative Analysis in Tv Ads; Ebru Akçay, Asli Şahinkaya Ermiş, and Gilman Senem Gençtürk Hızal Chapter 15. The Role of Creative Labor as a Value in the Creation of Perfumes; Tural Aliyev Chapter 16. Creatıvıty and Labour in Dıgıtally Drıven Market: The Case of Freelance Illustrator; Semra Ay and Kübra Canlı Chapter 17. The Importance Of The Government Role And Its Interactıon In The Sharıng Economy And Gıg Workers; Ali Ilhan

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Book SynopsisThough still a journey filled with resistance, a struggle for space and the recognition of rights, the Brazilian LGTBQIA+ population has achieved some legal and social progress. Yet transphobia in Brazilian society is one of the biggest problems for trans people; this social exclusion generates a multitude of difficulties when entering the formal labor market. Even companies that are considered LGBTQ+ friendly often focus more on "LGB" than "TQ+”. An ANTi-History about Transgender Inclusion in the Brazilian Labor Market answers repeated calls to correct the neglect of voices from the global south and the scarcity of work on gender and transgender peoples in organizational history. Luna and Barros investigate socio-political relations of actors-networks, highlighting the main mobilizations and demobilizations in the trajectory of transgender people inclusion in organizations in Brazil. (Re)assembling a version of history about transgender people's labor inclusion and introducing a network rhizome, the authors rescue memories in the transgender-society-labor market relationship, revealing the silences and broader context surrounding recent employability initiatives. Speaking to management academics and reaching beyond to inform actions, policies, and initiatives for the inclusion of trans people in the job market, An ANTi-History about Transgender Inclusion in the Brazilian Labor Market is a novel and extremely important addition to the field of Organizational Studies.Table of ContentsChapter 1. Introduction Chapter 2. Violence and Resistance: Understanding Issues Situated (Not Limited) to Brazil Chapter 3. A Discussion about Performativity, Transsexuality, and Organizations Chapter 4. The ANTi-History as Theorical Lens and Methodological Approach Chapter 5. ANTi-History and Rhizome: Unveiling a Socio Past in Layers Chapter 6. The Beginning of this Version: The Trans Body as a Material Property Conservated by the Brazilian State Chapter 7. Towards The Guarantee of Fundamental Rights: Socio-Political (Trans)Formations in Brazil Chapter 8. (Re)Assembling a Normative Course: Right to Health, Depathologization of Transsexuality and Recognition of “Employable People” Chapter 9. Mobilizations and Demobilizations of Trans Employability in Motion Chapter 10. The End of This Version: Layers of a Rhizome Network Chapter 11. Final Considerations

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Book SynopsisDrawing upon empirical research from global multinational corporations comes a two-part reference book on how to develop resilient HR initiatives for building inclusive and accessible workplaces. Including a user-friendly training manual, this book equips you with a practical resource grounded in theory. The first part systematically reviews the existing literature to identify the gaps in current practices and discusses the results of the empirical research. Building on this, the second part reveals the training manual for guiding business leaders, academicians, practitioners, and students. By positioning business practices alongside cases, you can see the benefits and drawbacks of current HR initiatives. From race and religion, to LGBTQ, gender diversity and disability, the research covers a broad spectrum of issues facing modern workplaces and provides a fresh perspective on how to improve existing HR practices. Based on research from South Asia, this work provides hypothetical cases, action-oriented role plays, and creative exercises to reflect upon how we might address the global challenges of inclusion and accessibility.Table of ContentsIntroduction and Background Part I Chapter 1. Conceptual Framework Chapter 2. Review of Literature Chapter 3. Research Methodology Chapter 4. Data Analysis and Interpretation Part II Chapter 5. Training Manual Chapter 6. Case Study Appendices

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Book SynopsisAs modern societies become more diverse and multicultural, the call for greater inclusion within organizations is getting louder. In response, many organizations have rushed to diversify, without fully understanding the implicit and explicit levels of diversity, the complexity of social identities, and the hidden and often unintended ways differences between members of in-groups and out-groups can lead to social exclusion. By providing a thorough overview of the concept of diversity, distinguishing between competing definitions and types of cultural and cognitive differences, Diversity and Organizational Development helps current and future leaders develop their diversity competency. Concepts of diversity management are explained as value-added activities that increase creativity and innovation, improve problem-solving and organizational flexibility, and aid in the recruitment and retention of top talent. Drawing upon interdisciplinary perspectives from business, economics, psychology, and sociology, this work offers a comprehensive approach to inclusive organizational development through which diversity and inclusion initiatives are supported by all facets of organizational operations and culture. Readers are shown how organizations can move toward the integrating stage of organizational development, during which members of all cultural and identity groups feel included, valued, and empowered through their contributions to organizational success. Making a case for inclusive development through organizational culture, this book further demonstrates how rituals, symbols, and language can create shared meaning among members of diverse organizations, powerfully influencing their effectiveness and strategic performance, while ultimately creating more satisfying workplaces.Table of ContentsChapter 1. Introduction Chapter 2. Diversity in Context Chapter 3. Defining Diversity Chapter 4. Cultural Diversity Chapter 5. Cognitive Diversity Chapter 6. Social Exclusion Chapter 7. Embracing Diversity Chapter 8. Inclusive Organizational Development Chapter 9. Inclusion and Organizational Culture Chapter 10. Conclusion

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Book SynopsisIt is assumed that workplaces today are the most age diverse that they have ever been, and as a result many managers report difficulties when leading intergenerational teams. Such problems can stem from several myths about generational divides in the workplace, and it is only in recent academic research that these misconceptions have begun to be dispelled. Despite these emerging perspectives, falsehoods are still perpetuated regarding generational groups. Leadership in Multigenerational Organizations is an attempt to dispel some of these inaccuracies, whilst simultaneously suggesting ways in which different generations can be influenced to work cohesively and positively to accomplish organizational goals. To achieve this, academically supported leadership strategies are examined and applied to the age-related issues that can potentially arise in the workplace. Shifting the focus from assumed generational differences alone, this book considers evidence that calls into question whether intergenerational differences truly are evident in the workplace. Implementing the approaches in Leadership in Multigenerational Organizations increases the possibility of achieving age inclusive companies with improved workplace satisfaction, and ultimately stronger organizational cultures and overall performances. Urick provides specific strategies to influence members of multiple age groups, and the ideas provided here are applicable to almost all industries and organizational types, despite the continuously evolving generational landscape.Table of ContentsPart One: Issues Related to Leading in Multigenerational Organizations Chapter 1. Introduction and Focus of the Book Chapter 2. Overview of Generations in the Workplace Chapter 3. Leadership Theories Chapter 4. Intergenerational Issues in Leadership Part Two: Strategies for Leading in Multigenerational Organizations Chapter 5. Strategies for Leading Multiple Generations Chapter 6. Focusing on the Individual Chapter 7. The Leader-Follower Dance Chapter 8. Understanding the context Chapter 9. Creating a Unified Identity Chapter 10. Conclusion

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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 SynopsisThe power of gender difference, not gender equality, is a secret source for success. Some smart businesses are starting to wake up to this fact. This book explores why and how. Properly valuing brain gender diversity in the workplace is one of the biggest and largely untapped sources of competitive advantage for modern businesses. Recent advances in neuroscience provide the key to unlocking it. Modern research shows that there are gender-based differences in the brain – it’s just not as simple as a binary between a ‘male brain’ and ‘female brain’. In fact, our brains are like a mosaic where many of the tiles are available in thousands of shades on a spectrum between pink and blue. The problem is that our workplaces tend to be governed by structures, processes and cultures that are practically pure blue. All the brains in the business that are elsewhere on the spectrum cannot thrive as they might, so sources of productivity, creativity and agility go untapped. Anyone who manages people needs to understand how the brain works and the impact it has on how people work together as teams. Anyone who wants to unlock the talent and productivity of all of their people needs to understand how recent findings around male- and female-type brains should shape the way they manage. Leading applied neuroscientists and international corporate coaches Kate Lanz and Paul Brown show you why and how to access all the brains in your business.Table of ContentsChapter 1 Brain Sex and Biological Sex.- Chapter 2 Conditions for Optimal Brain Function.- Chapter 3 Survive, Thrive and Flow.- Chapter 4 Brain-Sex Based Attention and Communication.- Chapter 5 Power, Politics and Pressure.- Chapter 6 Problem Solvers and Solution Seekers – the Difference between Intra- Compared with Inter- Neural Connectivity.- Chapter 7 The Beginnings of a New Motivational Theory, from the Engendered Brain.- Chapter 8 The Business Case for Valuing Brain Sex Difference.- Chapter 9 How to Ignite All the Brains in the Business.- Chapter 10 Exhaustion, Energy and Excellence – The Male-Female Differences.- Chapter 11 Creating the Mind of the Organisation.- Chapter 12 The New Organisational Paradigm.

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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 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 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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