Sara Sanford - Inclusion, Inc.

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SARA SANFORD

HOW TO DESIGN INTERSECTIONAL EQUITY INTO THE WORKPLACE

Copyright © 2022 by Sara Sanford. All rights reserved.

Published by John Wiley & Sons, Inc., Hoboken, New Jersey.

Published simultaneously in Canada.

No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 646-8600, or on the Web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, or online at http://www.wiley.com/go/permissions.

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Library of Congress Cataloging-in-Publication Data

Names: Sanford, Sara, author.

Title: Inclusion, inc : how to design intersectional equity into the workplace / Sara Sanford.

Description: Hoboken, New Jersey : Wiley, [2022] | Includes bibliographical references and index.

Identifiers: LCCN 2021062103 (print) | LCCN 2021062104 (ebook) | ISBN 9781119849766 (cloth) | ISBN 9781119850038 (adobe pdf) | ISBN 9781119850021 (epub)

Subjects: LCSH: Intersectionality (Sociology) | Work environment.

Classification: LCC HM488.5 .S26 2022 (print) | LCC HM488.5 (ebook) | DDC 305.3—dc23/eng/20220119

LC record available at https://lccn.loc.gov/2021062103LC ebook record available at https://lccn.loc.gov/2021062104

Cover Image: Wiley

Cover Design: Wiley

For my parents, for always believing.

And for anyone who's ever been underestimated.

Readers will come to this book with varying levels of diversity, equity, and inclusion (DEI) vocabulary. The dialogue around DEI is continuously evolving, and words can have different meanings for different people. This brief guide provides a common language framework for the rest of the book. It is not intended as a glossary, but rather to clarify how DEI language is being used in Inclusion, Inc .

Why is “Black” capitalized in this book, but not “white,” when referring to race?

In July 2020, the New York Times announced that, after a month of discussion, they would capitalize Black when describing people and cultures of African descent. 1 Hundreds of news organizations, including the Associated Press, made the same choice in the spring and summer of 2020. Most news organizations have declined to capitalize “white” because it is an identifier of skin color, rather than of shared experience.

For the reasons stated by these organizations, I have chosen to capitalize “Black” and not “white” when referring to race in Inclusion, Inc .

The term “DEI” stands for diversity, equity, and inclusion. In this book, it is used to refer to the field of work that focuses on ensuring that employees of all backgrounds—especially underestimated backgrounds—are included, treated fairly, and given the same opportunities to advance as their peers.

Diversity . The presence of individuals who differ from one another in a range of ways, such as socioeconomic status, age, gender identity, ethnicity, race, language, and religion.

Equity . Fairness of treatment for employees of all backgrounds. The distinction between equity and equality is important: Equity does not mean equal treatment, but rather creating equal access to opportunities through equitable practices.

Inclusion . Moving beyond recruiting underestimated individuals to involving them in decision-making and valuing and rewarding their contributions. One of my favorite definitions of inclusion came from DEI expert Verna Myers: “Diversity is being asked to the party. Inclusion is being asked to dance.”

How class, race, age, gender, sexual orientation, and other aspects of identity “intersect” with one another or overlap. For example, the experiences of being Latinx or being a woman are not the same as being Latinx and a woman. Certain biases are only experienced when living at the intersection of these two identities.