BookJoan C. Williams.
Summary: "A cutting edge, objective, relentless approach to inclusion. American companies spend close to billion annually on diversity efforts, with remarkably few results. Too often diversity efforts rest on the assumption that all that's needed is an earnest conversation about "privilege." That's not enough. To truly make progress with diversity, equity and inclusion, we must focus less on documenting the problem and more on just stopping the transmission of it. In Bias Interrupted, Joan C. Williams shows how it's done, and reassuringly, how easy it is to get started. Leaders just need to use standard business systems and standard business tools-data and metrics-to interrupt the bias that is constantly transmitted through formal systems like performance appraisals and the informal systems that control access to opportunities, like mentoring programs. The book presents fresh evidence based on Williams's research and work with companies, in that interrupting bias helps every group-including white men. Comprehensive, though compact and straightforward, Bias Interrupted delivers real, practical value in as efficient and accessible manner as possible to an audience that has never needed it more. It's possible to interrupt bias. Here's where you start"-- Provided by publisher.
Contents:
What's the path forward?
Is bias training worthless?
We're a meritocracy; are you asking us to change that?
Why do some groups need to be politically savvier to succeed?
Are you saying that white men have it easy? I don't feel privileged
We cherish our culture; can we retain that and still achieve DEI goals?
Can we make progress on DEI without getting all rigid and bureaucratic?
Many women's priorities change after they have kids. Are you saying I should deny that fact of life?
Isn't it natural-and inevitable-that people who work harder go further?
If we hire more women and people of color, won't the DEI problem take care of itself?
What does the CEO need to do to finally deliver on DEI goals?
How can a company change who gets access to opportunities? (Hint: only the CEO can)
How can CDOs and HR get buy-in-and deliver-on DEI goals?
How can HR and DEI departments work together to interrupt bias in basic business systems?
How can individual managers help move the needle-and manage more effectively?
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