Rethinking Organizational Diversity, Equity, and Inclusion : A Step-by-Step Guide for Facilitating Effective Change book cover
1st Edition

Rethinking Organizational Diversity, Equity, and Inclusion
A Step-by-Step Guide for Facilitating Effective Change




  • Available for pre-order. Item will ship after May 4, 2022
ISBN 9781032027289
May 4, 2022 Forthcoming by Productivity Press
232 Pages 33 B/W Illustrations

USD $42.95

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Book Description

Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization’s diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually—and often across borders. But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts—or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.

Table of Contents

Part I Establishing the Foundation for DE & I

Overview What’s in a Name?

By William Brendel

Part II A Step-by-Step Approach to Implementing DE & I

Chapter 1 Facilitating Transformative Learning

By William Brendel

Chapter 2 Step 1: Defining Your Organization’s Culture

By Phillip L. Ealy

Chapter 3 Step 2: Clarifying the Role of Diversity, Equity, and Inclusion in Shaping Culture

By Norm J. Jones

Chapter 4 Step 3: Clarifying Who Has the Authority to Change Culture

By Ron Banerjee

Chapter 5 Step 4: Identifying and Defining the Pipeline

By Catherine Haynes

Chapter 6 Step 5: Developing Talent

By Michele McBride

Chapter 7 Step 6: Navigating Emotions and Other Relational Dynamics

By Marie Carasco

Chapter 8 Step 7: Showcasing Your Organization’s Talent

By Marie Carasco

Chapter 9 Step 8: Promoting Your Organization’s Talent

By Barbara R. Hopkins

Chapter 10 Step 9: Developing Employee Resource Groups

By Wayne Gersie

 

Chapter 11 Step 10: Evaluating Your Processes

By Christine Pettey

Part III The Future of DE & I

Chapter 12 Trends in Diversity, Equity and Inclusion

By Jamie Campbell

Part IV Resources to Support Implementation of DE & I

Appendix A Glossary of Terms

By William J. Rothwell and Norm Jones

Appendix B Diversity, Equity and Inclusion (DE & I) Culture Audit

By William J. Rothwell

Appendix C Diversity Resources

By William J. Rothwell

Appendix D Frequently Asked Questions About Diversity, Equity and Inclusion (DEI)

By William J. Rothwell

Appendix E Tools to Guide Implementation

By William J. Rothwell and Phillip L. Ealy

Index

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Editor(s)

Biography

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is a Professor in the Masters of Professional Studies in Organization Development and Change program and also in the Ph.D. program, Organization Development emphasis, of Workforce Education and Development at The Pennsylvania State University. He can be contacted by email at [email protected] He has authored, coauthored, edited or coedited 110 books since 1987. His recent books include Innovation Leadership (Routledge, 2018), Improving Human Performance, 3rd ed. (Routledge, 2018), Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017). Phillip L. Ealy, M.P.S. is a retired United States Army Officer where he spent time integrating women into previously restricted combat arms roles. Phillip also developed US and foreign militaries, building international coalitions. He currently works as the coaching coordinator for the Children, Youth, and Families at Risk (CYFAR) grant program. In this role, Phillip trains and develops coaches that work with land-grant universities on implementing government funded programs for local communities. Phillip holds a Master of Professional Studies in Organization Development and Change and is currently finishing a Ph.D. in Workforce Education and Development with an emphasis in Human Resource Development and Organization Development from The Pennsylvania State University. He holds an undergraduate degree in Communications from West Virginia State University. You can reach him by email at [email protected] Jamie Campbell, M.Ed. serves as the Assistant Dean for Diversity Enhancement Programs at the Smeal College of Business. He has served as a panelist on topics ranging from social justice to students’ issues, as well as being a keynote speaker for various leadership programs. Jamie also serves as an advisor to several student organizations within the Smeal College of Business and continues to mentor graduates working in Fortune 500 companies. Jamie is a 1995 graduate of Morehouse College where he obtained his BA in Sociology. He obtained his M.Ed with concentrations in Adult Education and Instruction Education from Central Michigan University in 2003. Presently, Jamie is a Ph.D. student in the Workforce Education Program with concentrations in Organization Design and Human Resource Development at The Pennsylvania State University. His research focuses on Succession Planning as a form of Crisis Management.