Building an Inclusive Organization

Leveraging the Power of a Diverse Workforce

Stephen Frost,Raafi-Karim Alidina

• Editorial: Kogan Page
• Año: 2019
• ISBN:
  9780749484293
• Edición: 1
• Categoría: Business
• Categoría: Human Resource Management

FINALIST: Business Book Awards 2020 - An Exceptional Book That Promotes Diversity Category
LONGLISTED: CMI Management Book of the Year 2020 - Society Transformed Category A diverse workforce is a business imperative. Without it, companies are made up of employees who come from the same background and have the same skills and, therefore, the same blind spots. A diverse workforce brings together different strengths, a variety of experiences, a huge breadth of knowledge and a wealth of creative problem-solving techniques. However, in order to leverage the benefits of this diverse workforce, businesses must be inclusive. Inclusion ensures that employees feel supported, are treated fairly and are therefore happier, more engaged and more productive. Building an Inclusive Organization is a practical guide to creating an environment of real inclusion. It explains how to remove unconscious bias from company processes including recruitment and selection, how to make the case for diversity and inclusion to all stakeholders and how to embed inclusion into an organization's culture and overall business strategy.Packed with case studies from organizations including KPMG, Uber, Salesforce, Harvard University and the UK National Health Service (NHS), Building an Inclusive Organization shows how to implement robust processes and policies to foster diversity and inclusion in organizations of any size, and in all sectors, including the creative industry, finance, tech, and academia and foundations. Guidance and advice is also provided on how to use 'nudges' to change behaviours and overcome bias, how to achieve transparency and accountability, and how to measure, review and evaluate inclusion.

Index

NB: endnotes and ‘takeaways’ are indexed as such page numbers in italic indicate figures or tables

Adediran, R 152

Alidina, R-K 38, 43, 54–55, 56, 59, 179, 215

Appendix 1: example D&I plan 223–26

Appendix 2: additional resources (and/for) 227–46 see also further reading and tech apps

helpful organizations for inclusive procurement 232

inclusive customer and service delivery 233

supporting employee resource groups and building inclusion around specific diversity characteristics (for) 234–40

age 238

disability 237

flexible working 239–40

gender 234–35

LGBT+ 234

parenting 239

race 235–36

religion 238

social mobility 236–37

Ariely, D 125

Arif, I 152–53

Banaji, M 242

Bank of England 168, 212 see also diversity, cognitive

Bauder, M 159 see also Master of the Universe (documentary)

Bendick Jr, M 27

bias, explicit 69 see also Black

Black see also Obama, B and Trump, D

Americans 236

being 199, 219

bias against 195

bias towards 145–46, 194

and black–white achievement gap in US 241

and geography 219

leaders 58

and misclassifying black offenders 62

non-rational beliefs about 69

offenders 181, 241

stereotyping 56–57

students 197

pay of 108

US intelligence tests for 10

Blindspot: The hidden biases of good people 242 see also Banaji, M and Greenwald, A

Bock, L 245

Bohnet, I 202, 243–44

Brexit 9–11 see also reports

and the Chartered Institute of Personnel and Development (CIPD) 9

Brin, S 57, 245

Buchanan, E (Plastiq) 184–85

Burch, N 72

and the Ladder of Conscious Competence 72–25 see also Kahnemann, D

1. bias is naturally occurring 73–74

2. bias is personal 74

3. negative bias can be reduced 74–75

Chakraverty, J (founder of Rungway) 171

Cheese, P (CEO, CIPD) 84

Chinwala, Y (co-founder New Financial) 162–63

Christiansen, O K 121 see also Lego

Choi, D (Plastiq) 184

Clinton, H 46

Coe, S 27

cognitive diversity 42–43, 46, 48, 104, 162, 168–70, 173, 175

Couch, L (Head of Diversity and Inclusion, Wellcome) 205

creating knowledge inclusively: building inclusive organization in academia and foundations (and) 193–209

academia and foundations 193–95

current state of D&I, and res...