Diversity Done Right - Tyronne Stoudemire - E-Book

Diversity Done Right E-Book

Tyronne Stoudemire

0,0
19,99 €

-100%
Sammeln Sie Punkte in unserem Gutscheinprogramm und kaufen Sie E-Books und Hörbücher mit bis zu 100% Rabatt.
Mehr erfahren.
Beschreibung

A surprising new look at diversity, equity, and inclusion at contemporary workplaces and beyond.

In Diversity Done Right: Navigating Cultural Difference to Create Positive Change In the Workplace the Senior Vice President of Global Diversity, Equity, and Inclusion (DEI) at Hyatt, Tyronne Stoudemire, delivers an enlightening and startling look at group dynamics via case studies and interviews representing a variety of backgrounds.

In the book, you’ll learn how to use proven and tested frameworks and tools to assess, develop, and demonstrate cross cultural competence and humility in each chapter. You’ll also discover:

  • Strategies for developing humility and understanding of organizational and societal group dynamics.
  • Real-world examples of situations in which individuals were offended or harmed through the misbehavior of others.
  • The consequences of the collision of different world views

Perfect for managers, executives, directors, and other business leaders, Diversity Done Right will also prove invaluable to human resources professionals and DEI leaders seeking to make their workplaces more just places.

Sie lesen das E-Book in den Legimi-Apps auf:

Android
iOS
von Legimi
zertifizierten E-Readern

Seitenzahl: 320

Veröffentlichungsjahr: 2024

Bewertungen
0,0
0
0
0
0
0
Mehr Informationen
Mehr Informationen
Legimi prüft nicht, ob Rezensionen von Nutzern stammen, die den betreffenden Titel tatsächlich gekauft oder gelesen/gehört haben. Wir entfernen aber gefälschte Rezensionen.



Table of Contents

Cover

Table of Contents

Title Page

Copyright

Dedication

Acknowledgments

About the Author

1 Introduction and Overview

Why This Book Was Written

About Me

Target Audiences and How You Will Benefit

How This Book Is Structured

Notes

2 Say It Isn't So: How Bias Overrides Evidence

Welcome to the Bias Zone

Defining Bias

Bias: The Good, the Bad, and the Ugly

How Individual Bias Manifestsin the Workplace

Bias in Technology

Bias in Systemic Structures

Notes

3 Will vs. Skill

Putting Skill into Perspective

Leading DEI: Will and Skill

Technical Skill and Inclusive Leadership: Mixing Apples and Oranges

Minimizing Alternate Pathways

Intent vs. Impact: Microinequities and Pigeonholing Are Birds of the Same Feather

The Power of Networks and Partnerships

More Partnership Opportunities

Notes

4 Did You See Something? Bystanders and Allies

Being the Change

Flighty Experiences

The Bystander Effect

Go Back to Africa!

Construction Site Shenanigans

Social Identity and Group Behavior

Ally in Flight

The Power of Allyship

Psychological Safety

A Couple of Caveats

Notes

5 The Many Faces of Power and Privilege

Get to the Back of the Line!

Level Setting: Defining Power and Privilege

A Deep Dive into the Types of Power

Power Imbalances

Power in Numbers

Turning Back the Clock

Different Paradigms for Power

Empowerment

Using Our Power to Empower

A Closer Look at Privilege

Revisiting “Karen”

Notes

6 Stereotypes

The Help

Spell It out for Me

How Do Stereotypes Evolve?

The Evolution and Perpetuation of Stereotypes Through Mass Media

A Tale of Two First Ladies

Who Do Stereotypes Benefit?

Guilty by Association

Overlooked Evidence

The Impact of Stereotypes

Methods for Dismantling Stereotypes

Notes

7 Be Like Us: Adapting to Organizational Culture

The Dominance of Organizational Culture

What Is Culture?

Importance to DEI

Types of Organizational Cultures

Microcultures

How Conformance to Culture Is Achieved

Pressures to Conform

Assimilation vs. Acculturation

Minimization: Going Along toGet Along

Authenticity: A Game of Bait and Switch

Leadership and Culture Change

Notes

8 Change Starts With You!

“These Are a Few of My Favorite Things …”

Check Your Language

Activities and Demonstrations

Continuing Your Journey

Call to Action

Notes

Index

End User License Agreement

List of Illustrations

Chapter 1

FIGURE 1.1 “Ah Ha” moments framework.

Chapter 2

FIGURE 2.1 “Ah Ha” moments framework.

Chapter 3

FIGURE 3.1 Evolution of the DEI practitioner role.

FIGURE 3.2 DEI practitioner focus areas.

FIGURE 3.3 Requisite skills and behaviors for inclusive leadership.

FIGURE 3.4 The developmental model of intercultural sensitivity.

Chapter 6

FIGURE 6.1 Describe, interpret, navigate (D.I.N.) model.

Chapter 7

FIGURE 7.1 Schein's Elements of Culture.

Chapter 8

FIGURE 8.1 “Ah Ha” moments framework.

FIGURE 8.2 Johari's Window.

FIGURE 8.3 Ladder of inference.

FIGURE 8.4 Describe, interpret, navigate (D.I.N.) model.

FIGURE 8.5 The developmental model of intercultural sensitivity.

FIGURE 8.6 Emotional intelligence framework.

Guide

Cover

Title Page

Copyright

Dedication

Acknowledgments

About the Author

Table of Contents

Begin Reading

Index

End User License Agreement

Pages

i

ii

iii

iv

v

vi

vii

viii

ix

xiii

xiv

xv

xvi

1

3

4

5

6

7

8

9

10

11

12

13

14

15

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

41

43

44

45

46

47

48

49

50

51

52

53

54

55

56

57

58

59

60

61

62

63

64

65

66

67

68

69

70

71

72

73

74

75

77

79

80

81

82

83

84

85

86

87

88

89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

105

107

108

109

110

111

112

113

114

115

116

117

118

119

120

121

122

123

124

125

126

127

128

129

130

131

132

133

134

135

137

139

140

141

142

143

144

145

146

147

148

149

150

151

152

153

154

155

156

157

158

159

161

162

163

164

165

166

167

168

169

170

171

172

173

174

175

176

177

178

179

180

181

182

183

184

185

187

189

190

191

192

193

194

195

196

197

198

199

200

201

202

211

212

213

214

215

216

217

218

219

220

221

222

223

Endorsements for Diversity Done Right

In the aftermath of tragedies like the murder of George Floyd, the hanging of Sandra Bland, and the shoot-first, ask-questions-later deaths of many black men and women at the hands of officers of the law, Diversity Done Right is right on time. While it focuses on the impact of issues of diversity primarily in the workplace, when we get to the root of why corporations need DEI experts on the payroll in the twenty-first century, the reason is not much different than the reason men and women like Floyd, Bland, Breonna Taylor, and Philando Castile lost their lives at the hands of police officers who couldn't see beyond the color of their skin.

~ Ben Crump

Civil Rights Attorney

✶ ✶ ✶

Over 60 years ago, the Reverend Dr. Martin Luther King stood on the steps of the Lincoln Memorial and delivered his iconic “I Have a Dream” speech. Part of his dream? That one day, his children would be judged not by the color of their skin but by the content of their character. Our country has made some strides since then, to be sure. However, where legalized barriers once kept marginalized groups on the outskirts of achieving anything remotely close to the American dream, they have been replaced with something much more subtle and dangerous. Implicit bias impacts every facet of life. In this essential book, written by one of our nation's foremost voices on diversity, equity, and inclusion, Tyronne Stoudemire shows how implicit bias can erode diversity efforts, particularly in corporate America, and how we can overcome it. Diversity Done Right sounds the trumpet on diversity today and is a must-read for leaders and those they lead.

~ Xernona Clayton

Civil Rights Advocate, Assistant to Rev. Dr. Martin Luther King Jr.

✶ ✶ ✶

In Diversity Done Right, DEI expert Tyronne Stoudemire emphatically shows that diversity isn't just about having a balanced representation of race and gender in the halls of academia, the cubicles of corporate America, or the legislative halls of Congress. An authentic respect and embracing of diversity begin in the heart. It's something we as leaders strive to have not just to check the box but also because we want our companies and communities to accurately reflect the mosaic that is America (and, quite frankly, the kingdom of God). Diversity entails the beautiful conglomeration of voices, experiences, languages, cultures, ethnicities, and genders that represent all of us. Diversity Done Right enhances our collective well-being and the greater good.

~ Dr. Jeanne Porter King

Minister, Author, Leadership Expert, President of TransPorter Group Inc.

✶ ✶ ✶

Whether you are leading others in the workplace or you're a teacher purposed with engaging future leaders in pertinent conversations about the ongoing issues around diversity—what's working, what's not working, and what seems irrevocably broken—add this book to your repertoire. It is an engaging, thought-provoking read filled with current stats, real-life situations, and personal experiences showing why learning to be comfortable in a global family is important.

~ Andrew Young

Former U.S. Ambassador to the United Nations

Activist, Civil Servant

✶ ✶ ✶

For decades, I've watched with great pride how Tyronne Stoudemire has carried the torch of great civil rights leaders and community organizers like Dr. Martin Luther King Jr., Bishop Arthur M. Brazier, and Bishop Lawrence James London into the exclusive spaces of corporate America. Because of his leadership, creativity, and passion for DEI issues, wherever Tyronne lands, he makes those companies forerunners in fostering authentic diversity, not the kind that gives just enough. That's one reason we awarded him the MLK PUSH for Excellence Award. As a civil rights leader who has leaned into Tyronne's expertise and worked alongside him at PUSH, I am excited that corporate leaders, DEI officers in training, emerging community leaders and activists, and those who have been trying to break their way through that proverbial glass ceiling get to learn from my friend by way of this book. Diversity Done Right, which is so needed for our times, stresses that true diversity goes way beyond affirmative action. The purpose of achieving diversity, equity, and inclusion, particularly in our workplaces isn't to pacify those victimized by perpetuated bias but to rectify the sins of America's founding fathers.

~ Rev. Jesse L. Jackson, Rainbow PUSH Coalition

✶ ✶ ✶

I am thrilled to endorse Tyronne Stoudemire's groundbreaking work, Diversity Done Right. As the pastor of a mega-church in an urban community, I understand the importance of embracing diversity among leadership within our congregation and beyond. Tyronne, a leading DEI practitioner and one of our dedicated deacons, has not only understood this message but has taken it to new heights with his insightful and transformative book. He draws from his own experiences and expertise to provide a comprehensive guide to navigating the complexities of diversity in today's world and developing a deep understanding of the principles that underpin true inclusion.

~ Dr. Byron T. Brazier

Pastor, Apostolic Church of God

✶ ✶ ✶

Diversity Done Right is a must-have for every organization to see real-world examples and tools to achieve proven results for global DEI. Drawing on his decades of experience, Tyronne Stoudemire gives the reader strategies and solutions for impactful and systemic change.

~ Dr. Sheila Robinson

Chief Publishing Executive

✶ ✶ ✶

Tyronne's rare blend of candor, courage, and competence has positioned him globally as a true leader among leaders in the space of diversity, equity, and inclusion. Many people talk the talk, but Tyronne walks the walk and points the way forward in Diversity Done Right. In this book, Tyronne combines moving stories from the battlefield with timeless insights to challenge us all to be better and do better, one act of kindness at a time.

~ Dr. Nicholas Pearce, Clinical Professor of Management & Organizations, Northwestern University Kellogg School of Management

✶ ✶ ✶

Although Diversity Done Right is directed at business and corporate settings, it is of relevance to anyone who works, lives, and worships in multicultural environments. It is of great help to policymakers as well as those of us who want to be in good relationship with coworkers and neighbors. Tyronne has described a path to understanding the complexities of crossing from one culture to the next. In many situations, we may be hesitant, knowing that our lack of understanding may lead to offensive statements, behaviors, policies, and situations that disadvantage those of other cultures. These actions are often inadvertent. Yet they have considerable potential to be disruptive or even destructive to collaborations and relationships.

I have had many conversations with Tyronne about the issues discussed in this book. I am glad to see it in writing so that his wisdom will be available to all. He brings to bear his experience as Senior Vice President of Diversity and Inclusion at Hyatt Corporation, a global company whose livelihood is hospitality, and requires all employees to understand how to welcome people of diverse backgrounds. Tyronne's experience crosses North and South America, Europe, Asia, the Middle East, and Africa, giving him a broad perspective of how cultures can clash. In this book, he draws together his professional and personal experience with theory, data, and studies demonstrating the impact of cultural divides. His understanding of the cultures of the corporate world gives him many examples of how cultural misunderstanding impedes success. He challenges us to be skeptical of generalizations, and to be aware of our own biases, which may be entirely unconscious. He calls us to examine what we have been told, and may even believe, beliefs that can create misunderstandings and even offense in our relationships with those of other cultures. His insights are thought provoking and enlightening. Furthermore, he delves into social and psychological factors that contribute to cultural inequities, as well as power dynamics that encourage the powerful to maintain the status quo. The “Done Right” is a call to dig deeper, to not be satisfied with superficial diversity efforts, but to thoughtfully examine how to successfully address our differences.

I am grateful to Tyronne for the insights that he has given me in our conversations over the years. As you read this book, I pray that his knowledge and insight will be a blessing to you the reader, to your work and to your relationships.

~ Therese J McGee, PhD, Licensed Clinical Psychologist

✶ ✶ ✶

This book is a must-have for every organization to see real-world examples and tools to achieve proven results for global DEI. Drawing on his decades of experience Tyronne Stoudemire gives the reader strategies and solutions for impactful and systemic change.

~ Dr. Sheila Robinson

Publisher & CEO

Tyronne is the person to follow regarding DEIA in the corporate world. His depth of experience, and ability to read an organization's culture to identify access points to greater inclusivity is exemplary. More than that, his open heart and deep love for humanity is expressed in every page. A must read for anyone in the business.

~ Leslie Traub, Former Partner, Cook Ross Inc

diversity done right

NAVIGATING CULTURAL DIFFERENCE TO CREATE POSITIVE CHANGE IN THE WORKPLACE

 

Tyronne Stoudemire

 

 

 

Copyright © 2024 by John Wiley & Sons, Inc. All rights reserved.

Published by John Wiley & Sons, Inc., Hoboken, New Jersey.Published simultaneously in Canada.

No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 750-4470, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, or online at http://www.wiley.com/go/permission.

Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Further, readers should be aware that websites listed in this work may have changed or disappeared between when this work was written and when it is read. Neither the publisher nor authors shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages.

For general information on our other products and services or for technical support, please contact our Customer Care Department within the United States at (800) 762-2974, outside the United States at (317) 572-3993 or fax (317) 572-4002.

Wiley also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic formats. For more information about Wiley products, visit our web site at www.wiley.com.

Library of Congress Cataloging-in-Publication Data is Available:

ISBN 9781394228515 (Cloth)ISBN 9781394230723 (ePub)ISBN 9781394230709 (ePDF)

Cover Design: WileyCover Image: © mazaya /Adobe StockAuthor Photo: Courtesy of the Author

 

I dedicate this book to my parents,

Edgar and Carolyn Stoudemire,

my wife, Valerie, and daughter, Kennedy,

my in-laws, Van and Zenobia Newell,

Bishop Arthur M. Brazier and Isabel Brazier,

and Bishop Lawrence J. London.

Acknowledgments

This book has been in the making for many years and during those years I have been touched by the courage, insights, generosity, and compassion of many mentors and teachers. I would like to acknowledge and thank you all for providing me with a safe place to learn and share and for modeling excellence in all that you do.

My circle of mentors and teachers includes John W. Rogers, Jr., founder, chairman, and co-CEO of Ariel Investments, one of the largest Black-owned global asset management firms. John sits on the corporate boards of The Times, Exelon, and Nike, and serves as a trustee to the University of Chicago. Additionally, he is chairman of the Chicago Urban League. Mellody Hobson, another mentor, is president and co-CEO of Ariel Investments and the chairwoman of Starbucks Corporation. She also sits on the board of JPMorgan Chase and was chairwoman of DreamWorks, board until its sale to Comcast. My teacher and mentor, the Reverend Jesse Jackson, is a civil rights activist and current president of Operation Push. Mrs. Xernona Clayton Brady, an American civil rights leader and broadcasting executive, is also a part of my mentoring circle. During the Civil Rights Movement, she worked for the National Urban League and Southern Christian Leadership Conference, where she became involved in the work of Dr. Martin Luther King, Jr. Xernona Clayton Brady created the Trumpet Awards, a program dedicated to honoring African American achievement in the arts, science, and politics. Another mentor of mine is James H. Lowry, a business icon, strategic advisor, and nationally recognized pioneer and advocate for minority economic development. Lowry was the first African American consultant for McKinsey & Company. He later headed his own successful consulting firm for many years prior to becoming the first African American senior partner at the prestigious Boston Consulting Group. Bishop Lawrence J. London, pastor of the New Jerusalem Missionary Baptist Church in Detroit, Michigan, for 50 years, and Bishop Arthur M. Brazier, activist and author, were also great mentors to me. Bishop Brazier pastored for many decades for the Apostolic Church of God in Chicago, one of the mega churches in this city. My mentor and dear friend, Juanita Brown, has been a stable force in my life. Her spiritual guidance and courageous allyship in the workplace is unparalleled. When it was unpopular, she started one of the first Employee Resource Groups at one of my employers. She took it from an underground meet-up, that provided a safe space for Black employees, to a shining example applauded by our executives and modeled at other corporations.

I appreciate your love, care, time, and wisdom, and that all of you subscribe to the philosophy “Each one, teach one.” You helped to shape my worldview. My interactions with you were my first introduction to “empathy and compassion.”

About the Author

Tyronne Stoudemire was born in Detroit, Michigan, and was raised just blocks away from Motown's Hitsville U.S.A. In 1970, his family moved to a predominately White suburb of Detroit. At a very young age, Tyronne had to learn how to navigate through cultural differences being the only Black child in the classroom. His classmates would often mistake him as having Indian heritage and would yell, “Go back to India!” His strong faith and compassion for others helped him to navigate through his adversities. At 24, he moved to Chicago and became an active member of the Apostolic Church of God.

Tyronne's professional career spans over 35 years. He is an internationally recognized executive and speaker, experienced in advancing diversity, equity, and inclusion. He has worked and traveled extensively in several countries outside of the United States. Examples of his leadership roles include: Senior VP of Global Diversity, Equity, and Inclusion at Hyatt Hotel Corporation; Principal, Diversity & Inclusion Consulting at Mercer Consulting; Global Head of Community, Diversity & Inclusion at Aon Hewitt; and Executive Leadership Council Member and Chairman of the Board for Black Ensemble Theater.

Tyronne has been featured in countless publications and has received numerous awards for his work. He was named one of the Top Executives in Diversity by Crains Chicago and Black Enterprise magazine; and honored as one of the 50 Diversity Champions by Diversity Woman magazine. Tyronne is also the recipient of Who's Who in Black Chicago: The Inaugural Edition, Thurgood Marshall College Fund of Excellence Award, Most Influential African American People Voice, Push for Excellence Award (Dr. Martin Luther King Jr. Celebration and Scholarship Breakfast), among several other awards.

Tyronne has been nicknamed “Mr. Red Carpet,” as his networks and ability to command a seat at the table are unrivaled. The connection with and advisor role during Barack Obama's successful presidential campaign are particularly notable. He has also collaborated and worked side-by-side with other history makers including being a senior adviser to Illinois governor Pat Quinn, and Chicago mayors Richard M. Daley and Rahm Emmanuel.

Tyronne and his wife, Valerie, have one daughter, Kennedy, and are engaged in many community programs and their church.

1Introduction and Overview

Why This Book Was Written

Polarization and conflict across and within groups is often rooted in misunderstandings, miscommunication, bias, and the collision of different worldviews. These cognitive and social drivers lead to mistrust and behaviors that would shock and surprise many. Examples of interactions in which individuals are offended or harmed verbally or physically have been pervasive in the media. Yet those unaffected often question their veracity.

This book will shine a light on group dynamics (organizational and societal) that contribute to polarization and the erosion of cross-cultural interactions. I will leverage the power of storytelling with the intent to appeal to both your head and your heart. While many readers may be dismayed with the sobering reality that surrounds interactions across demographic groups, it is my intent to raise general awareness and provide tools that individuals and organizations can use to move forward.

I am writing this book in 2023. This time is one in which it seems America can barely catch its breath. The changes our society has been and lived through in the last five years have been exhausting. We have experienced a pandemic, staggering changes in legislation, natural disasters including wildfires and destructive hurricanes, global warming, and other destabilizing events. One might think that many of these horrific and unpredicted events would unite us as a people, as a society. They have, to some extent as we search for applicable remedies. But during this same time, we have heard of just as many inhumane acts perpetrated by individuals. There have been mass shootings (almost daily), hate-based assaults, and xenophobic reactions to immigration policies.

While there appear to be a proliferation of incidents that cause divisiveness within society and within organizations, many of these are rebirths of issues from the past. They are more prevalent now given the almost real-time exposure we have via social media. Would we even know about the murder of George Floyd had it not been recorded on the cell phone of a 17-year-old female African American, our Rosa Parks of today. This technology was not available to capture the many lynchings, human trafficking, and hate crimes from the past—crimes like the despicable torture and murder of Emmett Till. And for every Emmett Till, there are probably numerous others whose stories were never told. On the one hand, our survival and push for social justice after these events speaks to the strength of the human spirit. On the other hand, the fear and hatred that motivates these tragic acts speaks to our civilization's frailty and opportunity to grow.

I am highlighting these egregious acts and violation of human rights within our society for their shock value. Yes, I said it—for their shock value—as I believe, as Benjamin Franklin so vehemently expressed, “Justice will not be served until those who are unaffected are as outraged as those who are.” For many, these acts are not shocking; for those to whom they are, my goal is to raise awareness, stir emotions, and sound the trumpet for empathy and action. This, in my experience, is the critical pathway for change. Our capacity to advocate for social justice has implications for the workplace. We spend one-third of our lives in the workplace, and what happens outside of it has a significant impact on the state of mind we bring to work.

We need courageous and competent champions in both the public and corporate domain to speak out against social injustices and leverage their resources and their base to create change. We can reflect upon and take a lesson from the many champions that came forward over the course of our nation's history. As an example, this year (2023) marks the 60-year anniversary of the March on Washington, in which more than a quarter million individuals, from all races and ethnicities, flocked to the nation's capital to take a stand for jobs and freedom. There they witnessed the Reverend Dr. Martin Luther King, Jr. making his famous “I have a Dream” speech. Dr. King was a pivotal champion of civil rights, but not the first and certainly not the last. “Harriet Tubman led so that Rosa Parks could sit, so that Martin Luther could walk, so that Barack Obama could run, and so that Ketanji Brown Jackson could rule.”

About Me

My hope is that you as a reader will benefit from the blended, inclusive, and diverse background that I bring to this book. As a senior executive, I can share my insights on the conversations and expectations of leadership as well as the hurdles I have had to navigate to make it to this echelon. As a diversity, equity, and inclusion practitioner, I have become well entrenched in identifying and applying numerous frameworks, strategies, and tools that have had an impact in shaping an organization's culture into one that is inclusive, promotes equity, and values continuous improvement. I have leveraged this skill, along with my insights and strategic networks, to reengineer and turn around underperforming business units and organizations within the space of diversity, equity, and inclusion.

I have over 30 years of professional experience and am recognized internationally for advancing diversity, equity, and inclusion. In the course of my work, I have traveled extensively in several countries, giving me the opportunity to immerse myself in cultures different than the United States. I've noticed where there are stark differences in expectations and customs, and where we align. In every country I've traveled to, I've noted leading practices we can glean from as well as opportunities for growth. I am humbled by how vast our world is and that there's always something new to learn.

I was given the nickname “Mr. Red Carpet” by a colleague as I have grown an expansive network and run into people whom I know, or who know me. Everywhere I go, many have asked, “Who are you?” and “How do you know so many people?” This has enabled me access to many exclusive venues. I say all of this not to brag, but to share that I did not grow up with the privilege that many of my White colleagues have. I have earned a seat at the table through my competence, my diligence in nurturing relationships, by being authentic, by demonstrating curiosity, and through a willingness to learn from those with a different point of view. I believe it's the power of our worldviews that shapes our beliefs and our behaviors.

I mention my vast circle of mentors and teachers in the Acknowledgments section of this book, where I honor their positions and accomplishments. This group includes John W. Rogers, Jr., Mellody Hobson, Reverend Jesse Jackson, Mrs. Xernona Clayton Brady, James H. Lowry, Bishop Lawrence J. London, Bishop Arthur M. Brazier, and Juanita Brown. The list of individuals only scratches the surface of those who have influenced my life positively. I appreciate their love, care, time, and wisdom, and that all these individuals subscribed to the philosophy “Each one, teach one.” These relationships introduced me to, and reinforced for me, the impact of demonstrating compassion.

I am a family man. My wife and daughter (a recent college graduate from HBCU Hampton University) are my motivation for getting up every morning and navigating the unstable waters of corporate America. They are also my anchors and they keep me grounded, lest I get too intoxicated by all my accomplishments. And trust me, we all need these anchors.

I have been very active in the community and have sat on and led many nonprofit boards, including the Chicago Urban League and chairman of the board for the Black Ensemble Theater. My values align with the vision and mission of the community organizations in which I participate. These missions range from advocating for arts and culture to eradicating systemic racism.

As a Black man living in America, I can share my more than 60 years of lived experience in a historically marginalized group and all the rage, fear, hope, and joy that comes with that. Although I currently reside in Chicago, I was born and raised in Detroit, just blocks away from Motown's Hitsville U.S.A. Detroit is famous for its distinctive Motown music sound from the 1960s. Long known as the automobile capital of the world, Detroit is home to a rich mix of people from various ethnic backgrounds, including citizens of Italian, English, German, Polish, Irish, Mexican, Middle Eastern, African, and Greek descent.

At a very young age I had to learn how to navigate through cultural differences, being the only Black child in the classroom of all White teachers and students. My classmates often mistook me as having Indian heritage and would constantly taunt me, yelling “Go back to India!” The largest single immigrant group in metro Detroit comes from India. Of the 41,000 people of Indian heritage living in the region's four main counties, about half live in Oakland County, with 11,000 in Wayne County and the rest in Macomb and Washtenaw counties.

As an adult, I have also experienced microaggressions and blatant offenses as many of us have. What I believe is more notable is that my deep faith, perseverance, and capacity to employ self-empowerment strategies has enabled me to advance to the highest levels in both the corporate sector and in the community.

My pathway to leadership was not a traditional one and I will expand on this in later chapters. I have experienced both the highs and the lows associated with being an executive, from enjoying VIP access when flying and staying at five-star luxury hotels privileges to being racially targeted while simply driving, walking, or sitting still minding my own business. From all my experiences I have gained wisdom, empathy, and insights I hope to pass on to those of you reading this book.

Teachable Moments

As a diversity, equity, and inclusion (DEI) practitioner, I regularly share stories and examples that can be leveraged as teachable moments. For example, in my role as adjunct faculty at Northwestern University's Kellogg School of Management, I created an experiment to demonstrate how bias manifests. I asked one Black student and one White student to walk down Michigan Avenue in Chicago with a cane and dark glasses to represent someone who is visually impaired. They were asked to do so in a manner that would suggest they might need help and were at risk of possibly harming themselves. What we discovered from this exercise was that the majority of bystanders who were willing to help did so for the White student. These bystanders were both White and people of color. Far less support was given to the Black student. In fact, the Black student, pretending to be blind, was often treated aggressively. People would nudge and push him to the side and make demeaning remarks to suggest that he was trying to take advantage of others or faking his blindness. The students in my class were quite surprised at this discrepancy.

This experiment is just one of many scenarios that help create “Ah Ha” moments of the manifestation of bias. I am a strong believer that Ah Ha or “Light Bulb” moments are the fuel for behavior and systemic change. A favorite framework of mine that I share with leaders is that Ah Ha moments and feedback lead to self-correction, which leads to the ability to influence others and subsequently the ability to influence systems (see Figure 1.1).

FIGURE 1.1 “Ah Ha” moments framework.

I will speak more about how I have observed this phenomenon and leveraged this framework in various chapters of this book.

Target Audiences and How You Will Benefit

The intended audience for this book is varied. For leaders of organizations and other influencers within the community, it provides a framework for looking at DEI and understanding individual and group dynamics that drive hostile and/or discriminatory behaviors. Additionally, this book will provide leaders with tested approaches and tools for creating change.

For individuals who come from a privileged background, this book will provide a glance into some of the egregious behaviors that are often supported systemically. I will offer an interpretation of these behaviors through the lenses of diversity, equity, inclusion, neuroscience, history, and social psychology. I will speak about allyship and the role you can play in advancing equity and inclusion.

For individuals from marginalized groups, this book speaks to the reality you may very well know and experience and provides insightful approaches for self-empowerment.

Additionally, this book will provide relevant cases, theories, and applications useful within academia.

How This Book Is Structured

Each chapter will focus on a different topic relevant to inclusion and equity. I will share my experiences and the stories of others to highlight how outlandish behaviors are pervasive despite the advances we have made in the corporate and public sectors. In fact, we are seeing a trend toward reversing civil rights and social justice progress through legislation, policy reform, and organized efforts like the January 6, 2021, insurrection at the U.S. Capitol. These events highlight the desire by those with historical power and privilege to turn back to the “good ole days.” To this end I will highlight historical milestones related to equity and inclusion as well as historical adversities. I am a strong believer that if we don't know our history, we are doomed to repeat it.

Well-known frameworks and tools for assessing, developing, and demonstrating cross-cultural competence and humility will be presented and integrated into each chapter. The objective of each chapter is to provoke thought, spark courageous and informed conversations, as well as to inspire action that creates impact.

In Chapter 2, Say It Isn't So: How Bias Overrides Evidence, I will cover the topic of bias and how our biases, both conscious and unconscious, override the evidence that is often right in front of us. As humans, we all have bias. If you have a brain, you have bias. Our biases can be a protective mechanism, but they can also lead to decisions and actions that harm and exclude others. Understanding our biases is the first step for managing them and changing our behaviors. I say it is a first step, because our inner child will go kicking and screaming to avoid change. While an oxymoron, it's often said that there are only two things people dislike: the way things are—and change; or, as DEI guru Dr. Mary-Frances Winters says it best, “only wet babies like change!”1

In this chapter I will also talk about systemic bias—how bias is embedded in our institutions and other macro systems. This type of bias has serious implications for a marginalized group's ability to make advances within society and to experience equitable outcomes. Systemic bias colludes with other isms—systemic racism, systemic sexism, systemic ableism. Take your pick.

Along with societal illustrations, I will share examples in this chapter of how bias manifests in the workplace, primarily in the talent acquisition, management, and development space.

In Chapter 3, Will vs. Skill, I will juxtapose intentions against impact, or will against skill and how this can either thwart or facilitate efforts to create equitable and inclusive workplaces. In a nutshell there are many individuals who perceive their intentions as commendable, yet the results are formidable. What is missing in the equation is often the skill, competency, or awareness needed to explore situations through a new lens and apply strategic solutions.

This chapter will address the benefit that organizations can gain by expanding their partnerships to engage individuals and groups with different life experiences and the professional expertise needed to identify new solutions. This requires organizations to move beyond being insular to being curious enough to explore new approaches. In my experience, this is where transformative change can begin.

Too many of us have missed an opportunity to take a stand when we have seen an injustice. Chapter 4, Did You See Something? Bystanders and Allies



Tausende von E-Books und Hörbücher

Ihre Zahl wächst ständig und Sie haben eine Fixpreisgarantie.