Diversity, equality, equity and inclusion Books

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

Read more less

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

Read more less

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

Read more less

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

Read more less

Book Synopsis

Read more less

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

Read more less

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.?

Read more less

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

Read more less

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

Read more less

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

Read more less

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

Read more less

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

Read more less

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

Read more less

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

Read more less

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.

Read more less

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.

Read more less

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.

Read more less

Book Synopsis

Read more less

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

Read more less

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

Read more less

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)

Read more less

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

Read more less

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

Read more less

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

Read more less

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

Read more less

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.

Read more less

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.

Read more less

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.

Read more less

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.

Read more less

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.

Read more less

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.

Read more less