An accessible, user-friendly guide showing all people how to create and sustain diversity and inclusivity in the workplace - no matter your identity, industry, or level of experience
We know that diverse teams are stronger, smarter and more profitable--and many companies are attempting to hire more diverse teams, but most struggle to create a real culture of inclusivity where people from all backgrounds feel comfortable. As clinical psychologists, as well as individuals with marginalized identities, Dr. Pinder-Amaker and Dr. Wadsworth present specific, tangible, and learnable skills for maintaining diversity and creating lasting inclusivity in the workplace.
The authors explain that employees with marginalized identities often shoulder additional and invisible burdens which can lead to conflict and burnout. They highlight the emotional and physical impact of marginalization and how that leads to a decrease in employee engagement and often job turnover.
Offering real-life accounts that illustrate common workplace occurrences, and answers to questions like, "How do I handle diversity landmines at work?" and, "What can I do when I've made a mistake?" the authors break downs ways that organizations can improve their cultural competence and become more equitable. This guide will be invaluable both for employees who come from underrepresented communities and identities, as well as for leaders of companies, supervisors, HR departments, and for those who want to understand and support diversity/equity/inclusion practices.
Autorentext
Dr. Stephanie Pinder-Amaker is a clinical psychologist and Harvard Medical School professor committed to achieving multicultural excellence in organizations. As founding director of McLean Hospital's College Mental Health Program, she has consulted with numerous institutions on diversity and inclusion. She is also the cofounder of Twin Stars Diversity Trainers, a consultation company offering diversity and identity-related trainings for organizations. Dr. Pinder-Amaker currently serves as the McLean Hospital-Harvard Medical School's chief diversity, equity, and inclusion officer.
Dr. Lauren Wadsworth is a clinical psychologist passionate about furthering diversity and inclusion efforts. She serves as a senior advisor on the Anti-Racist, Justice, and Health Equity team at McLean Hospital/Harvard Medical School. She is the founder and director of the Genesee Valley Psychology (GVP), a clinic providing evidence-based treatment to the Rochester, NY, area and specializing in OCD, trauma, DBT, and a newly launched Racial Trauma and Healing center. She is also the cofounder of Twin Stars Diversity Trainers, a consultation company offering diversity and identity-related trainings for organizations and leadership. Finally, she is a clinical senior instructor in psychiatry at the University of Rochester Medical Center.
Klappentext
An accessible, user-friendly guide for creating and sustaining diversity and inclusivity in the workplace
It is now known that diverse teams are stronger, smarter and more profitable--and many companies, both profit and nonprofit, embrace the idea that diversity is an asset. While companies are hiring more diverse teams, most struggle to maximize their potential and sustain them. As clinical psychologists, as well as individuals with marginalized identities, Dr. Pinder-Amaker and Dr. Wadsworth present specific, tangible, and learnable skills for maintaining diversity and creating lasting inclusivity in the workplace.
The authors explain that employees with marginalized identities often shoulder additional and invisible burdens which can lead to conflict and burnout. They highlight the emotional and physical impact of marginalization and how that leads to a decrease in employee engagement and often job turnover.
Offering real-life accounts that illustrate common workplace occurrences, and answers to questions like, "How do I handle diversity landmines at work?" and, "What can I do when I've made a mistake?" the authors break downs ways that organizations can improve their cultural competence and become more equitable. This guide will be invaluable both for employees who come from underrepresented communities and identities, as well as for leaders of companies, supervisors, HR departments, and for those who want to understand and support diversity/equity/inclusion practices.
Inhalt
Authors' Note
CHAPTER 1
Inclusive Teams Are Better Teams
CHAPTER 2
What's in a Name?
CHAPTER 3
"Pioneerism": The Good, the Bad, and the Painful
CHAPTER 4
Becoming "Experts"
CHAPTER 5
This Work Is Not Linear
CHAPTER 6
Moving Through the Freeze
CHAPTER 7
When You've Messed Up
CHAPTER 8
Leading by Empowering Listening
CHAPTER 9
Staying Safe: Swimming in the School
CHAPTER 10
Responding to Identity-Related Aggressions (IRAs)
CHAPTER 11
Build the Horse Before Presenting the Cart
CHAPTER 12
Sustaining Yourself
CHAPTER 13
Anti-Racism in the Workplace
CHAPTER 14
Follow the Data to the Future
Glossary and a Few Tips to Go
Acknowledgments
Notes
Reading Guide
Index