How organizations can foster diversity, equity, and inclusion: taking action to address and prevent workplace bias while centering women of color. Few would disagree that inclusion is both the right thing to do and good for business. Then why are we so terrible at it? If we believe in the morality and the profitability of including people of diverse and underestimated backgrounds in the workplace, why don't we do it? Because, explains Ruchika Tulshyan in this eye-opening book, we don't realize that inclusion takes awareness, intention, and regular practice. Inclusion doesn't just happen; we have to work at it. Tulshyan presents inclusion best practices, showing how leaders and organizations can meaningfully promote inclusion and diversity. Tulshyan centers the workplace experience of women of color, who are subject to both gender and racial bias. It is at the intersection of gender and race, she shows, that we discover the kind of inclusion policies that benefit all. Tulshyan debunks the idea of the “level playing field” and explains how leaders and organizations can use their privilege for good by identifying and exposing bias, knowing that they typically have less to lose in speaking up than a woman of color does. She explains why “leaning in” doesn't work—and dismantling structural bias does; warns against hiring for “culture fit,” arguing for “culture add” instead; and emphasizes the importance of psychological safety in the workplace—you need to know that your organization has your back. With this important book, Tulshyan shows us how we can make progress toward inclusion and diversity—and we must start now.
Incorporating Diversity and Inclusion into Trauma-Informed Social Work incorporates discussions of leadership, racism and oppression into a new understanding of how trauma and traumatic experience play out in leadership and organizational cultures. Chapters unpack ideas about the intersections of self, trauma and leadership, bridging the personal and professional, and illustrating the relationship between employees and leaders. Discussion questions and reflections at the end of each chapter offer the opportunity for the reader to understand their own vulnerabilities in relation to the subject matter. This book reconceptualizes cultural competency, trauma and leadership in the context of the 2020 COVID-19 pandemic and views theories and practices through a lens of diversity and inclusivity. Incorporating Diversity and Inclusion into Trauma-Informed Social Work is an expansive guide for students in social work, one that explores and explains how trauma and difference manifest in how we communicate, lead and work with each other.
A diverse workplace isn’t necessarily an inclusive one. An inclusive workplace doesn’t just feature employees from a variety of backgrounds; it ensures that all those employees are treated with respect. In “Building Blocks of Workplace Inclusion,” Evelina Silveria and Jill Walters take you through the process of creating and implementing an inclusion strategy. This issue of TD at Workshares best practices for employee-friendly workplaces. Then, it discusses some of the roadblocks and challenges you may encounter and how to surmount them. This issue includes: • reasons why workplace inclusion is important • sample mission, vision, and value statements • guidance for workplace inclusion committees • tips for successful mentoring programs • a checklist of employee-friendly workplace practices.
"The population of many nations around the world are becoming increasingly diverse (Stone-Romero, Stone, & Salas, 2003). For example, recent reports estimate that by 2060 the U. S. will become a majority minority nation (i.e., ethnic minorities including African-Americans and Hispanic-Americans will represent the majority of the population) (U. S. Bureau of Census, 2019). As a result, many U. S. and worldwide organizations will employ large number of ethnic minority group members, and will face numerous challenges associated with attracting, motivating, and retaining employees who are culturally diverse. In view of the growing cultural diversity in worldwide organizations, the primary goals of this issue are to (a) advance theory and research on diversity and inclusion in organizations, (b) present new theoretical frameworks to foster future research, and (c) consider a variety of diversity-related issues that have key implications for research and practice. It includes twelve very interesting articles that focus on an array of diversity-related issues including multiculturalism, gender, stereotypes of racial minorities, effect sizes in diversity research, diversity training, LGBT issues, age, and racial harassment, etc. For example, the first article by Dianna Stone, James Dulebohn, and Kimberly Lukaszewski discusses how differences in the cultural values of four U. S. ethnic minority groups (e.g., African-Americans, Hispanic-Americans) will influence HR policies and practices. The second article by George Dreher, Aarti Ramaswami, and Thomas Dougherty focuses on a very important issue, and considers the extent to which a life partner can act as a career catalyst (or inhibitor) and contribute to women's career attainment. The next article by Eugene Stone-Romero, Dianna Stone, Mark Hartman, and Megumi Hosoda examines the stereotypes of six ethnic groups (e.g., African-American, Mexican-American, Native American, etc.). Their results are intriguing and revealed that Anglo-Americans, Chinese-Americans, Native-Americans, and East Indian Americans were viewed most positively whereas African-American and Mexican American were viewed most negatively"--
The agenda of respectful workplaces is no more urgent than in the context of workplace bullying, emotional abuse and harassment. This becomes even more significant in the face of mistreatment linked to social identity and national culture. The chapters constituting Section 1 speak to the spectrum of primary, secondary and tertiary prevention undertaken within and beyond workplaces to tackle workplace bullying, emotional abuse and harassment. As well as organizational-related mechanisms, therapy, collective action and legislation are described. Normative angles, the challenges of actual practice and the contours of effectiveness are pinpointed. The increasing recognition of the conflation between category-based harassment and workplace bullying and the burgeoning cross-cultural lens of the substantive area are captured through the chapters of Section 2. Identities revolving around gender, sexuality, disability, caste and ethnicity serve as markers for mistreatment, underpinning the need to explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing that though misbehaviour is universal, it has country-specific characteristics.
Practising Social Inclusion presents what we know about what works, and why, in promoting social inclusion and practising in a socially inclusive way. Contributing to the growing debates on social inclusion, this book moves beyond discussion of who it is that is socially excluded and the processes of exclusion. It draws on research and reflective practice to answer the vital question of how to actually work towards inclusion and includes five sections looking at different arenas for practice: policy; programme design; service delivery; community life; and research. Relevant to all those working to promote, or researching, human health and wellbeing, this book is especially suitable for practitioners, students and scholars in health promotion, social work, social policy, public health, disability studies, occupational therapy and nursing.
Diversity at Work: The Practice of Inclusion How can organizations, their leaders, and their people benefit from diversity? The answer, according to this cutting-edge book, is the practice of inclusion. Diversity at Work: The Practice of Inclusion (a volume in SIOP’s Professional Practice Series) presents detailed solutions for the challenge of inclusion—how to fully connect with, engage, and empower people across all types of differences. Its editors and chapter authors—all topic experts ranging from internal and external change agents to academics—effectively translate theories and research on diversity into the applied practice of inclusion. Readers will learn about the critical issues involved in framing, designing, and implementing inclusion initiatives in organizations and supporting individuals to develop competencies for inclusion. The authors’ diverse voices combine to provide an innovative and expansive model of the practice of inclusion and to address its key aspects at the individual, group, and organizational levels. The book, designed to be a hands-on resource, provides case studies and illustrations to show how diversity and inclusion operate in a variety of settings, effectively highlighting the practices needed to benefit from diversity. This comprehensive handbook: Explains how to conceptualize, operationalize, and implement inclusion in organizations. Connects inclusion to multiple dimensions of diversity (including gender, race, ethnicity, nationality, social class, religion, profession, and many others) in integrative ways, incorporating specific and relevant examples. Includes models, illustrations, and cases showing how to apply the principles and practices of inclusion. Addresses international and multicultural perspectives throughout, including many examples. Provides practitioners with key perspectives and tools for thinking about and fostering inclusion in a variety of organizational contexts. Provides HR professionals, industrial-organizational psychologists, D&I practitioners, and those in related fields—as well as anyone interested in enhancing the workplace—with a one-stop resource on the latest knowledge regarding diversity and the practice of inclusion in organizations. This vital resource offers a clear understanding of and a way to navigate the challenges of creating and sustaining inclusion initiatives that truly work.
Much of the discussion about new technologies and social equality has focused on the oversimplified notion of a "digital divide." Technology and Social Inclusion moves beyond the limited view of haves and have-nots to analyze the different forms of access to information and communication technologies. Drawing on theory from political science, economics, sociology, psychology, communications, education, and linguistics, the book examines the ways in which differing access to technology contributes to social and economic stratification or inclusion. The book takes a global perspective, presenting case studies from developed and developing countries, including Brazil, China, Egypt, India, and the United States. A central premise is that, in today's society, the ability to access, adapt, and create knowledge using information and communication technologies is critical to social inclusion. This focus on social inclusion shifts the discussion of the "digital divide" from gaps to be overcome by providing equipment to social development challenges to be addressed through the effective integration of technology into communities, institutions, and societies. What is most important is not so much the physical availability of computers and the Internet but rather people's ability to make use of those technologies to engage in meaningful social practices.
Shortlisted for the Financial Times and McKinsey Business Book of the Year Award A Financial Times Best Business Book of the Year A Times Higher Education Book of the Week Best Business Book of the Year, 800-CEO-READ Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions. “Bohnet assembles an impressive assortment of studies that demonstrate how organizations can achieve gender equity in practice...What Works is stuffed with good ideas, many equally simple to implement.” —Carol Tavris, Wall Street Journal “A practical guide for any employer seeking to offset the unconscious bias holding back women in organizations, from orchestras to internet companies.” —Andrew Hill, Financial Times
The focus of this ambitious reference work is social inclusion in health and social care, with the aim of offering a good understanding of matters that include or exclude people in society. Social inclusion stems from the ideal of an inclusive society where each individual can feel valued, differences between individuals are respected, needs of each person are met, and everyone can live with dignity as “the norm” (Cappo 2015). Community participation and interpersonal connections' dynamics that accommodate access to positive relationships, resources, and institutions can lead to social inclusion (Tua & Barnerjee 2019: 110). Social inclusion can explain why some individuals are situated at the centre of society or at its margins, as well as the consequences of the social layer in society (Allman 2015). Closely related to the concept of social inclusion is social exclusion. Social exclusion refers to “the process of marginalising individuals or groups of a particular society and denying them from full participation in social, economic and political activities” (Tancharoenathien et al. 2018: 3). Social exclusion is marked by unequal access to capabilities, rights, and resources. It is “a multi-dimensional process driven by unequal power relationships across four dimensions – economic, political, social and cultural” (Taket et al. 2014: 3-4). It engages at the individual, household, community, nation, and global levels. Social exclusion renders some individuals or groups to social vulnerability. Thus, these individuals or communities are unable to prevent negative situations that impact their lives. Methodologically, to promote social inclusion and reduce social exclusion, inclusive research methodologies must be embraced. Inclusive research refers to a “range of approaches and methods and these may be referred to in the literature as participatory, emancipatory, partnership and user-led research – even peer research, community research, activist scholarship, decolonizing or indigenous research” (Nind 2014: 1). Terms such as collaborative research and community-based participatory action research (CBPR) have also been referred to as inclusive research methodology. As Nind (2014) suggests, the term inclusive research can be adopted across disciplines and research fields within the paradigm of social inclusion. Hence, research and examples that are classified as inclusive research methods are included in this reference. This reference work covers a wide range of issues pertaining to the social inclusion paradigm. These include the theoretical frameworks that social inclusion can be situated within, research methodologies and ethical consideration, research methods that enhance social inclusion (PAR and inclusive research methods), issues and research that promote social inclusion in different communities/individuals, and programs and interventions that would lead to more social inclusion in society. The aims and scope of the reference are to provide discussions about: social inclusion and social exclusion in different societies; theories that are linked to social inclusion and exclusion; research methodologies that enhance social inclusion; inclusive research methods that promote social inclusion in vulnerable and marginalised groups of people; discussions about issues and research with diverse groups of vulnerable and marginalised individuals and communities; discussions regarding programs and interventions that can lead to more social inclusion in vulnerable and marginalised people. The reference work is divided into seven sections to cover the field of social inclusion comprehensively. Each section is dedicated to a particular perspective relating to social inclusion as covered by the aims and scope above. Handbook of Social Inclusion: Research and Practices in Health and Social Care should be an invaluable resource for professors, students, researchers, and scholars in public health, social sciences, medicine, and health sciences, as well as those at research institutes, government, and industry, on the concepts and theories of social inclusion/exclusion, and the research methodologies and programs/interventions that can enhance social inclusion in different population groups. Examples from the research are included to show the real-life situations that can promote social inclusion in different groups that readers can adopt in their own work and practice.
