{"product_id":"innovating-for-diversity-9781119909897","title":"Innovating for Diversity","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003cp\u003eForeword xxv\u003c\/p\u003e \u003cp\u003eIntroduction xxix\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 Why Are We (Still) Here? 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Brief History of Diversity in the U.S. Labor Workforce 2\u003c\/p\u003e \u003cp\u003eThe Current United States Labor Workforce 2\u003c\/p\u003e \u003cp\u003eExamining Labor Workforce Dimensions 3\u003c\/p\u003e \u003cp\u003eThe Murder of George Floyd, the Rise of the Black Lives Matter Movement, and the Corporate Response 7\u003c\/p\u003e \u003cp\u003eWhy Haven’t We Made More Progress? 9\u003c\/p\u003e \u003cp\u003eFixed Practices: Reluctance to Let Go of Entrenched Formulas 13\u003c\/p\u003e \u003cp\u003eFixed Attitudes: Continued Pervasiveness of Ingrained Personal Ideas and Beliefs 14\u003c\/p\u003e \u003cp\u003eThe COVID- 19 Pandemic: DEI Response to Long- term Structural Impacts 15\u003c\/p\u003e \u003cp\u003eWhy Diversity Matters 18\u003c\/p\u003e \u003cp\u003eThe Business Case for Diversity 19\u003c\/p\u003e \u003cp\u003eThe Moral and Ethical Imperative for Diversity 20\u003c\/p\u003e \u003cp\u003eWhat Got Us Here Won’t Get Us There: The Diversity- Innovation Paradigm 21\u003c\/p\u003e \u003cp\u003eConclusion 22\u003c\/p\u003e \u003cp\u003eSummary 22\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 Defining Diversity, Equity, and Inclusion 23\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Do Diversity, Equity, and Inclusion Actually Mean? 23\u003c\/p\u003e \u003cp\u003eWhat Is Diversity? 24\u003c\/p\u003e \u003cp\u003eWhat Is Equity? 24\u003c\/p\u003e \u003cp\u003eEquity ≠ Equality 24\u003c\/p\u003e \u003cp\u003eEquity \u0026gt; Compensation 25\u003c\/p\u003e \u003cp\u003eWhat Is Inclusion? 26\u003c\/p\u003e \u003cp\u003eInclusion, Explained Further 26\u003c\/p\u003e \u003cp\u003eDiversity Can’t Thrive Without Equity and Inclusion 27\u003c\/p\u003e \u003cp\u003eWhat Is a Diversity, Equity, and Inclusion (DEI) Initiative? 27\u003c\/p\u003e \u003cp\u003eHow Leaders Shortchange DEI 28\u003c\/p\u003e \u003cp\u003eCommon DEI Pitfalls 28\u003c\/p\u003e \u003cp\u003eNo Overarching Strategy 28\u003c\/p\u003e \u003cp\u003eNo Commitment from Leadership 29\u003c\/p\u003e \u003cp\u003eDEI Work as a Checklist 29\u003c\/p\u003e \u003cp\u003eDEI Work as a Human Resources Function Only 29\u003c\/p\u003e \u003cp\u003eIgnoring Intersectionality 30\u003c\/p\u003e \u003cp\u003eNot Establishing (The Right) Metrics 30\u003c\/p\u003e \u003cp\u003eDEI as a Marketing Campaign 30\u003c\/p\u003e \u003cp\u003eIneffective Recruiting Practices 31\u003c\/p\u003e \u003cp\u003eIneffective Diversity Training 31\u003c\/p\u003e \u003cp\u003eIneffective Talent Development Programs 32\u003c\/p\u003e \u003cp\u003eNo Accountability 32\u003c\/p\u003e \u003cp\u003eNo or Low Compensation and Recognition for DEI Work 33\u003c\/p\u003e \u003cp\u003eNot Listening to Employees 33\u003c\/p\u003e \u003cp\u003eNo Transparency 34\u003c\/p\u003e \u003cp\u003e“Copying and Pasting” DEI Initiatives from Other Organizations 34\u003c\/p\u003e \u003cp\u003eGoing Alone 34\u003c\/p\u003e \u003cp\u003eThe Consequences of Ineffective DEI Initiatives 35\u003c\/p\u003e \u003cp\u003eConclusion 35\u003c\/p\u003e \u003cp\u003eSummary 36\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 The Virtuous Cycle of Innovation and Diversity 37\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Power of Innovation 38\u003c\/p\u003e \u003cp\u003eWhy Companies Get Stuck 39\u003c\/p\u003e \u003cp\u003eInnovation Is Simply Not Prioritized 39\u003c\/p\u003e \u003cp\u003eInertia Is the Mortal Enemy of Original Thinking 40\u003c\/p\u003e \u003cp\u003eThe Power of Humility Is Overlooked and Undervalued 40\u003c\/p\u003e \u003cp\u003eDiversity Drives Innovation 42\u003c\/p\u003e \u003cp\u003eInnovation Principles 45\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Courage 46\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eRisk- Taking 48\u003c\/p\u003e \u003cp\u003eTrust 49\u003c\/p\u003e \u003cp\u003eCollaboration 52\u003c\/p\u003e \u003cp\u003eLeadership 53\u003c\/p\u003e \u003cp\u003eConclusion 58\u003c\/p\u003e \u003cp\u003eSummary 58\u003c\/p\u003e \u003cp\u003eInnovating the Apprenticeship Model to Advance Diversity in Tech 59\u003c\/p\u003e \u003cp\u003eThe problem: Recruiting and retaining more tech talent from diverse and military backgrounds 60\u003c\/p\u003e \u003cp\u003e“It’s time to get creative!” 60\u003c\/p\u003e \u003cp\u003e“We can do better” 62\u003c\/p\u003e \u003cp\u003eWhat Needed to Change? 64\u003c\/p\u003e \u003cp\u003eThe Solution 66\u003c\/p\u003e \u003cp\u003eAdding Structure 66\u003c\/p\u003e \u003cp\u003eEngaging Partners 68\u003c\/p\u003e \u003cp\u003eImproving the Apprenticeship Selection Process 69\u003c\/p\u003e \u003cp\u003eFirst Pilot Outcomes 70\u003c\/p\u003e \u003cp\u003eThe Importance of Consistency to a Good Start 70\u003c\/p\u003e \u003cp\u003eThe Role of Battle Buddies 71\u003c\/p\u003e \u003cp\u003eThe Citi Salutes Impact 71\u003c\/p\u003e \u003cp\u003eGlitches Along the Way 73\u003c\/p\u003e \u003cp\u003eUnsuccessful Recruitment Choices 73\u003c\/p\u003e \u003cp\u003eSupervisor Limitations 74\u003c\/p\u003e \u003cp\u003eSkill Mismatches 74\u003c\/p\u003e \u003cp\u003eTwo- Year Outcomes at Citi 78\u003c\/p\u003e \u003cp\u003eFrom Pilot to Operationalizing: Expanding Irving Success across Citi 78\u003c\/p\u003e \u003cp\u003eConclusion 82\u003c\/p\u003e \u003cp\u003eSummary 83\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Creating High-Impact Mentoring Programs 85\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCoca- Cola’s Journey to DEI Success 86\u003c\/p\u003e \u003cp\u003eThe Costs of Inaction and Not Listening to Employees 87\u003c\/p\u003e \u003cp\u003ePositivity from Turmoil 88\u003c\/p\u003e \u003cp\u003eMeasurable Results 89\u003c\/p\u003e \u003cp\u003eMoving on from the Past 91\u003c\/p\u003e \u003cp\u003eMentoring Innovation at Zendesk 93\u003c\/p\u003e \u003cp\u003eZendesk’s Women Mentorship Program: Initial Pilot Program 95\u003c\/p\u003e \u003cp\u003eApplication and Matching Process 95\u003c\/p\u003e \u003cp\u003eSupport 96\u003c\/p\u003e \u003cp\u003eMeasurements for Success and Feedback 96\u003c\/p\u003e \u003cp\u003ePilot Observations: What Worked and What Didn’t 96\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Improving on Success 97\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMeasurable Results 97\u003c\/p\u003e \u003cp\u003eConclusion 99\u003c\/p\u003e \u003cp\u003eSummary 99\u003c\/p\u003e \u003cp\u003eLooking Beyond Traditional Talent Sources for “Hard to Find” Roles 101\u003c\/p\u003e \u003cp\u003eNorthrop Grumman and Tessco: Shifting Long- Standing Perceptions of Who Can Succeed 102\u003c\/p\u003e \u003cp\u003eNorthrop Grumman: Focus on Novel Thinking and New Talent 103\u003c\/p\u003e \u003cp\u003eRoadblocks and Pathways 105\u003c\/p\u003e \u003cp\u003eShared Values Shaped by Common Experiences— and a “Secret Mission” 106\u003c\/p\u003e \u003cp\u003eSelecting the Right Talent 107\u003c\/p\u003e \u003cp\u003eOnboarding and Upskilling: “Building Software Engineers” 108\u003c\/p\u003e \u003cp\u003e“Relentless Focus on Culture” 110\u003c\/p\u003e \u003cp\u003eWeek 12: The Beginning of a New Employment Pathway 113\u003c\/p\u003e \u003cp\u003eHow Success Ultimately Looked 114\u003c\/p\u003e \u003cp\u003eTessco: Reinstalling the First Rung of a Career Ladder 115\u003c\/p\u003e \u003cp\u003eThe IT Helpdesk Solution 116\u003c\/p\u003e \u003cp\u003eA Career with Upward Mobility 117\u003c\/p\u003e \u003cp\u003eBuilding a Successful Talent Incubator 118\u003c\/p\u003e \u003cp\u003eConclusion 123\u003c\/p\u003e \u003cp\u003eSummary 124\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Innovations for DEI in Small Business 125\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Challenge for Small Businesses Implementing DEI Programs 126\u003c\/p\u003e \u003cp\u003eDEI - Not Impossible for Small Businesses 128\u003c\/p\u003e \u003cp\u003eSetbacks and Progress: Online Optimism’s DEI Journey 129\u003c\/p\u003e \u003cp\u003eTurning Point: Developing a Deeper Appreciation for DEI 130\u003c\/p\u003e \u003cp\u003eBlackout Tuesday: Paving the Road for Meaningful DEI Innovation 131\u003c\/p\u003e \u003cp\u003eToday’s Outcomes, Leading to Future Impact 133\u003c\/p\u003e \u003cp\u003eFrom Concept to Realization: Creating DEI for Small Businesses 136\u003c\/p\u003e \u003cp\u003eConclusion 139\u003c\/p\u003e \u003cp\u003eSummary 140\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 Rethinking Retention Through the Lens of DEI 141\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUnderstanding Employee Retention and Turnover 142\u003c\/p\u003e \u003cp\u003eContributing Factors for Recent Turnover Trends 143\u003c\/p\u003e \u003cp\u003eCompensation 144\u003c\/p\u003e \u003cp\u003eLimited Career Development or Advancement 145\u003c\/p\u003e \u003cp\u003eInflexible Workplaces 145\u003c\/p\u003e \u003cp\u003eRetention, Turnover, and DEI 146\u003c\/p\u003e \u003cp\u003ePromoting Diverse, Mid- Career Talent 147\u003c\/p\u003e \u003cp\u003ePromoting from Within: Target Engineering Manager Immersion Program 150\u003c\/p\u003e \u003cp\u003eRetaining and Promoting Women in Engineering 151\u003c\/p\u003e \u003cp\u003eOutcomes: Increased Representation of Women and Focus on Other Groups 152\u003c\/p\u003e \u003cp\u003eThe Positive Impact of Remote Work for DEI 153\u003c\/p\u003e \u003cp\u003eWhat’s Needed for Hybrid and Remote Work Success 156\u003c\/p\u003e \u003cp\u003eCompensation: Innovate with Employee Benefits Programs 159\u003c\/p\u003e \u003cp\u003eConclusion 163\u003c\/p\u003e \u003cp\u003eSummary 163\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 The Inescapable, Undeniable Role of Executive Leaders 165\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWords and Actions: Do Behaviors Match the Script? 166\u003c\/p\u003e \u003cp\u003eA Focus on Systems Thinking 168\u003c\/p\u003e \u003cp\u003eNational Hockey League: DEI as a Movement, Not a Moment 169\u003c\/p\u003e \u003cp\u003eEmployment: Building an NHL Talent Strategy to Reflect Local Communities 170\u003c\/p\u003e \u003cp\u003eYouth Participation: Diversity as a Growth Mindset 172\u003c\/p\u003e \u003cp\u003eSystems as a Movement- Making Innovation 173\u003c\/p\u003e \u003cp\u003eWorld Wide Technology: The Power of Successfully Scaling Culture 174\u003c\/p\u003e \u003cp\u003eThe Story of WWT’s Culture and Values Begins with its Founders 174\u003c\/p\u003e \u003cp\u003eCodifying and Scaling Culture at WWT 176\u003c\/p\u003e \u003cp\u003eKey Business Concepts 177\u003c\/p\u003e \u003cp\u003eHow the Principles of WWT’s Culture Supports Innovation for Diversity 178\u003c\/p\u003e \u003cp\u003eTraining as Innovation 179\u003c\/p\u003e \u003cp\u003eRadical Listening as an Innovation Pathway 180\u003c\/p\u003e \u003cp\u003eCreating Career Pathways for All Employees 181\u003c\/p\u003e \u003cp\u003eConclusion 185\u003c\/p\u003e \u003cp\u003eSummary 186\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 Final Thoughts and Next Steps 187\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLessons in Innovating for Diversity 188\u003c\/p\u003e \u003cp\u003eRevisiting the Virtuous Cycle of Innovation and Diversity 192\u003c\/p\u003e \u003cp\u003eApplying Innovation Principles in Your Organization 194\u003c\/p\u003e \u003cp\u003eIndex 197\u003c\/p\u003e","brand":"John Wiley \u0026 Sons Inc","offers":[{"title":"Default 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