Working together practicing the science of diversity, equity, and inclusion
Section 1: the what and why of working together -- What is diversity? -- The realistic imperative of diversity -- The financial imperative of diversity -- The moral imperative of diversity -- Are there downsides to diversity? -- Section 2: biases that hold us back from working together -- Psychologi...
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| Weitere Verfasser: | , |
|---|---|
| Format: | UnknownFormat |
| Sprache: | eng |
| Veröffentlicht: |
New York, NY
Oxford University Press
2024
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| Schlagworte: |
Personalmanagement
> Diversity Management
> Soziale Integration
> Diversity in the workplace
> Interpersonal relations
> Personnel management
> Discrimination in employment
> Prevention
> BUSINESS & ECONOMICS / Human Resources & Personnel Management
> PSYCHOLOGY / Social Psychology
> Personalmanagement, HRM
> Personnel & human resources management
> SOCIAL SCIENCE / Sociology / General
> Social, group or collective psychology
> Sociology
> Sozialpsychologie
> Soziologie
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| Online Zugang: | Cover Inhaltsverzeichnis |
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| Zusammenfassung: | Section 1: the what and why of working together -- What is diversity? -- The realistic imperative of diversity -- The financial imperative of diversity -- The moral imperative of diversity -- Are there downsides to diversity? -- Section 2: biases that hold us back from working together -- Psychological explanations for bias -- Individual-level discrimination -- Organization-level discrimination -- Section 3: strategies to help us work together -- What can individual targets of discrimination do? -- What can allies do? -- What can organizations do? -- Section 4: must do's for leading a diverse workforce together -- The attraction - selection - attrition (ASA) model applied to working together -- Increasing DEI in employee attraction -- Enhancing DEI in employee selection -- Reducing employee attrition -- Final reflections on working together. The racial and gender reckonings exemplified by the #BLM and #MeToo Movements shine light on biases that affect every part of life, including the workplace. An unspoken truth underlying the terrible events that fuel these movements-the deaths of George Floyd and Breonna Taylor, acts of xenophobia against Asian people during the COVID-19 pandemic, the sexual violence perpetrated by Harvey Weinstein- is that people are being harassed, stereotyped, demeaned, and victimized in the context of work. Police officers and movie producers are perpetrators of terrible actions while they are working. What is happening in the American workplace to allow these events to unfold? And, of critical importance, what can leaders do to make lasting change?In this critical moment in our nation's history, organizational leaders have the opportunity and obligation to build strategy and practice in support of diversity, equity, and inclusion. This book will help all leaders rise to the challenge by describing state-of-the art science and practice. Expert scholars and professionals blend descriptions of case studies with large-scale robust evidence to help leaders recognize the imperative of diversity, equity, and inclusion in organizations, identify their own personal barriers and those of their organizations, and specify strategies for achieving positive and persistent change by working together "We were prompted to write this book based on three recurring questions from our various audiences, who range from undergraduates to executive MBA students, from entry-level workers to seasoned professionals, and from the general public to the C-suites of organizations"-- |
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| Beschreibung: | Includes bibliographical references and index |
| Beschreibung: | x, 215 Seiten Illustrationen |
| ISBN: | 9780197744383 978-0-19-774438-3 9780197744413 978-0-19-774441-3 |