Dr. Shirley Davis - Diversity, Equity & Inclusion For Dummies

8 Part 4: Sustaining DEI in Your Organization Chapter 15: Understanding Implicit Bias and Its Impact in the Workplace An Important Word on Bias Tracing the Origins of Biases and How They’re Reinforced Identifying Ways Biases Show Up in Everyday Life Distinguishing among the Various Biases Describing the Ways Biases Affect Decision Making in the Workplace Reprogramming Your Brain to Make Less Biased Decisions Chapter 16: Moving from Unconscious Bias to Inclusive Leadership Realizing the Benefits of Becoming an Inclusive Leader Honing the Competencies and Key Traits of an Inclusive Leader Avoiding the Pitfalls of Ineffective Leadership Being Inclusive Everyday: Microbehaviors Leaders Often Overlook Chapter 17: Enhancing Cultural Competence Understanding What Cultural Competence Is (And What It Isn’t) Distinguishing between Cultural Humility and Cultural Intelligence Knowing How Cultures Differ: Seven Dimensions of Culture Mapping Your Own Cultural Orientation Assessing Your Cultural Competence — Tools You Can Use Employing the Most Important Attributes of Cultural Competence Chapter 18: Cultivating a Culture of Inclusion, Equity, and Belonging Understanding Company Culture and How It’s Established Introducing the Culture Spectrum Exploring the Characteristics and Implications of Toxic Workplaces Implementing a Sustainable Culture Transformation Measuring the Impact of a Culture of Inclusion, Equity, and Belonging

9 Part 5: The Part of Tens Chapter 19: Ten Common Myths about Diversity and Inclusion When We Check This Box, We Can Move on to Other Priorities Isn’t Focusing on Diversity Just Reverse Discrimination? DEI Work Has No Place for Straight, White Men “Diversity” Is Just Code for “Race What We’re Really After Is Diversity of Thought I Support Diversity; I Just Don’t Want to Lower Our Standards If We Can Achieve Diversity, Inclusion Will Follow All Bias Is Bad Succeeding as a DEI Practitioner Will Put Me out of a Job Is All This DEI Work Really Necessary When People Seem Happy Here? Chapter 20: Ten Ways That Boards Can Influence DEI in the Organization Develop a DEI Statement and Center It in Your Business Strategy Commit to Diversifying Your Board Cultivate a Culture of Inclusion on Your Board Establish Clear Board Roles and Responsibilities Ensure Your Board Chair and CEO Are DEI Champions Provide Education on DEI-Related Topics Embrace an Equity Mindset Accept Responsibility Get Comfortable Being Uncomfortable Measure Your Success Chapter 21: Ten Things Underrepresented Talent Wish Leaders Knew Everyone Has Different Needs in the Workplace Representation Equals Diversity, Equity, AND Inclusion Intent Doesn’t Equal Impact Diversity, Equity, and Inclusion Are More Than Just “Race” Don’t Tokenize Me Because I’m the Only One Do Your Own Work; Walk the Talk Stop with the Overly Complimentary Language Don’t Interpret Silence as Consent or Agreement Ask for My Perspective and Input Even Though I’m Different from You Your Staff Is Watching You

10 Index

11 About the Author

12 Advertisement Page

13 Connect with Dummies

14 End User License Agreement

1 Chapter 7TABLE 7-1 Common Microaggressions and the Messages They Send

2 Chapter 13TABLE 13-1 Marketing and Branding Faux Pas

3 Chapter 15TABLE 15-1 Fast Brain versus Slow BrainTABLE 15-2 Eleven Common BiasesTABLE 15-3 Sourcing, Testing, and Validating Biases

4 Chapter 16TABLE 16-1 The Six Cs of Inclusive Leadership

1 Chapter 1FIGURE 1-1: Just like an iceberg, most diversity traits are below the surface. FIGURE 1-2: Equality versus equity.

2 Chapter 3FIGURE 3-1: What values motivate you the most?

3 Chapter 6FIGURE 6-1: Global Diversity, Equity, and Inclusion Benchmarks.

4 Chapter 18FIGURE 18-1: The Culture Spectrum.

1 Cover

2 Title Page

3 Copyright

4 Table of Contents

5 Begin Reading

6 Index

7 About the Author

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