Diversity at Work: The Practice of Inclusion (J-B SIOP Professional Practice Series Book 33)
معرفی کتاب «Diversity at Work: The Practice of Inclusion (J-B SIOP Professional Practice Series Book 33)» نوشتهٔ Ferdman, Bernardo(Editor)، منتشرشده توسط نشر Jossey-Bass در سال 2013. این کتاب در فرمت pdf، زبان انگلیسی ارائه شده است.
"This book outlines the key issues involved in framing, designing, and implementing inclusion initiatives for organizations and groups. It offers ideas for helping individuals develop competencies for inclusion. It shows how to apply the practices of inclusion and provides a unified model by employing diverse voices to address a range of related topics in multiple contexts. It also contains examples of how diversity and inclusion has worked in a variety of settings. The book is includes information from topic experts, including internal and external change agents and academics."--Publisher's website Cover......Page 1 Praise for Diversity at Work: The Practice of Inclusion......Page 3 The Professional Practice Series......Page 4 Series page......Page 5 The Professional Practice Series......Page 7 Title page......Page 9 Copyright page......Page 10 Contents......Page 11 Tables......Page 15 Figures......Page 16 Exhibits......Page 17 Foreword......Page 19 Preface and Acknowledgments......Page 23 Audience......Page 28 Overview of the Book......Page 29 Acknowledgments......Page 32 References......Page 33 The Editors......Page 35 The Authors......Page 37 Part One: Frameworks for Understanding Inclusion......Page 53 CHAPTER ONE: The Practice of Inclusion in Diverse Organizations: Toward a Systemic and Inclusive Framework......Page 55 Diversity at Work......Page 57 Inclusion as Essential to Support and Work with Diversity......Page 60 What Is Inclusion? A Multilevel Perspective......Page 64 Toward a Systemic Inclusion Framework......Page 65 Inclusion at Multiple Levels......Page 68 Conceptualizing Inclusion . . . Inclusively......Page 72 Contributions from Inclusive Education and Social Inclusion......Page 83 Elements of Inclusion at Work......Page 85 Co-Constructing Inclusion......Page 86 Elements of the Experience of Inclusion......Page 88 Elements of Inclusive Behavior......Page 90 Facing the Challenges and Paradoxes of the Practice of Inclusion......Page 95 Acknowledgments......Page 99 References......Page 100 CHAPTER TWO: Communicating About Diversity and Inclusion......Page 107 Structure of This Chapter......Page 108 Why Fact-Based Communication Is Not Enough......Page 109 Identity Models......Page 110 Head, Heart, and Hand......Page 111 Unconscious Competence......Page 112 Intercultural Sensitivity......Page 113 Other Approaches for Reducing Individual Bias and Prejudice......Page 114 Communication to Fit Organizational Stages of Development: A Generic Organization Development Diversity and Inclusion Model......Page 119 Early Stages......Page 120 Middle Stages......Page 121 Communication Addressing Facts, Feelings, and Behaviors......Page 122 Fact-Based Communication Examples......Page 123 Feelings- and Values-Oriented Communication Examples......Page 130 Behavioral “Hand”-Oriented Communication Examples......Page 134 References......Page 136 Part Two: Individual and Interpersonal Perspectives and Practices......Page 143 CHAPTER THREE: Creating Inclusion for Oneself: Knowing, Accepting, and Expressing One’s Whole Self at Work......Page 145 Embracing Our Multiple Identities: The Foundation of Inclusion......Page 147 The Self Incorporates Our Multiple Identities......Page 150 Divided Versus Integrated Selves......Page 151 Bringing One’s Whole Self to Work: What Do We Mean and Why Does It Matter?......Page 153 We Each Make Choices About How Much to Know and Be......Page 155 More Wholeness and Authenticity Are Better......Page 157 Authenticity Is Challenging and Requires Presence and Attention......Page 163 Work and Social Contexts Matter......Page 167 The Responsibility to Define and Express Ourselves......Page 171 Being Our Imperfect Selves: Embracing Diversity, Inconsistency, and Humility......Page 173 References......Page 175 CHAPTER FOUR: Strengthening Interpersonal Awareness and Fostering Relational Eloquence......Page 180 The Communication Perspective......Page 182 The Complexity of Meaning-Making in the Context of Differences......Page 183 Capacity for Complexity......Page 189 Knowing Ourselves and Each Other Through Storytelling......Page 192 Shifting to Relational Eloquence......Page 193 Frameworks and Models That Support Interpersonal Practices for Inclusion......Page 195 Emotional and Social Intelligence......Page 196 Mindfulness in the Face of Microaggressions......Page 197 Models to Support Critical Reflection......Page 200 Summary......Page 202 References......Page 203 Definitions......Page 207 Intercultural Competence......Page 209 Cognitive Competencies......Page 210 Affective Competencies......Page 211 Challenges and Opportunities in Integrating Intercultural and Inclusion......Page 212 The Developmental Model of Intercultural Sensitivity......Page 216 The Challenge and Support Model......Page 222 References......Page 224 CHAPTER SIX: The Work of Inclusive Leadership: Fostering Authentic Relationships, Modeling Courage and Humility......Page 229 The Role of Leaders in Fostering Inclusive Cultures......Page 232 Individual Level of System......Page 234 Relational Level of System......Page 237 Organizational Level of System......Page 239 Practices That Support Inclusive Leadership......Page 240 Behavioral Manifestations of Inclusive Leadership......Page 242 Conclusion......Page 243 References......Page 250 Part Three: Organizational and Societal Perspectives and Practices......Page 255 CHAPTER SEVEN: From Diversity to Inclusion: An Inclusion Equation......Page 257 Inclusion Is Harder to Achieve Than Diversity......Page 258 Developing Sustainable, Inclusive Organizational Cultures: The Inclusion Equation......Page 261 Inclusion Equation Macro Element #1: Values-Driven Culture......Page 263 Inclusion Equation Macro Element #2: Inclusive Systems and Programs......Page 266 Inclusion Equation Micro Element #1: Cultural Competence......Page 273 Inclusion Equation Micro Element #2: Emotional Intelligence (EQ)......Page 276 Summary......Page 277 References......Page 278 CHAPTER EIGHT: Inclusive Human Resource Management: Best Practices and the Changing Role of Human Resources......Page 281 From Diversity to Inclusion......Page 283 Establishing Responsibility for Diversity and Inclusion......Page 285 Creating a Supportive Organizational Culture......Page 287 Best Practices......Page 290 Developing the Pipeline......Page 291 Confronting Subtle Discrimination......Page 294 Leveraging Diversity to Increase Business Performance......Page 295 Developing Accountability Systems......Page 296 Training, Training, Training......Page 297 Persistent Problems, Potential Solutions......Page 299 Giving Honest Feedback to People Different from Oneself......Page 300 Current Economic Climate and Downsizing......Page 301 Maintaining Focus on Diversity and Inclusion......Page 302 Expanding the Global Focus......Page 303 Changing Focus Changes HR......Page 304 References......Page 307 Introduction......Page 312 The Inclusive OD Paradox......Page 314 Integrating Diversity and Inclusion into Key Organization Development Processes......Page 316 D&I and Organizational or Employee Surveys......Page 317 D&I and 360-Degree Feedback......Page 325 D&I and Performance Management......Page 330 Talent Management......Page 333 The Challenges of Doing Inclusive Organization Development......Page 335 The Importance of Senior Leadership Support......Page 336 The Importance of Training in D&I Efforts......Page 339 The Next Big Thing in D&I......Page 340 Conclusion......Page 342 References......Page 343 CHAPTER TEN: The Development of Inclusive Leadership Practice and Processes......Page 348 Inclusion, Inclusive Workplaces, and Inclusive Leadership......Page 349 Inclusive Leadership and Leadership Development......Page 351 Leader Development and Leadership Development......Page 352 The Relationship Between Leadership and Leadership Development......Page 353 The Relationship Between New Trends in Leadership Thinking and Inclusive Leadership......Page 354 Inclusive Relational-Based Leadership......Page 357 Leadership Development: Institutionalizing Inclusive Leadership Practices and Processes......Page 358 How to Fully Take Account of Inclusion in Leadership Development Systems......Page 362 A Process Model for Inclusive Leadership Development......Page 364 Assessment for Inclusive Leadership Development......Page 367 Challenge for Inclusive Leadership Development......Page 369 Support for Inclusive Leadership Development......Page 372 Conclusion......Page 373 References......Page 376 CHAPTER ELEVEN: Creating Inclusive Climates in Diverse Organizations......Page 382 Climate for Inclusion Defined......Page 383 Espoused Versus Experienced Climate for Inclusion......Page 389 Outcomes Associated with Climate for Inclusion......Page 390 Illustrative Example......Page 392 A Step-by-Step Guide to the Change Process......Page 397 Conclusion......Page 409 References......Page 410 CHAPTER TWELVE: Models of Global Diversity Management......Page 416 Concluding Remarks and the Purpose of D&I Models......Page 435 References......Page 437 CHAPTER THIRTEEN: Fostering Inclusion from the Inside Out to Create an Inclusive Workplace: Corporate and Organizational Efforts in the Community and the Global Society......Page 443 The Inclusive Workplace: Community and Society as True Stakeholders......Page 444 Expanding Inclusion Beyond the Traditional Corporate Walls......Page 447 A Proposed Three-Stage Continuum of Practices: From Philanthropy Through CSR to Corporate Inclusion Strategy......Page 449 The Inclusive Workplace Model in Practice: Global Examples of Corporate Inclusion Strategy......Page 451 Conclusion and Implications for Organizational Practice......Page 457 References......Page 460 Part Four: Key Application Issues and Domains......Page 465 CHAPTER FOURTEEN: Global Benchmarks for Diversity and Inclusion......Page 467 The Methodology......Page 469 Profile of the Seventy-Nine Expert Panelists......Page 470 Breadth and Depth of Effective Inclusion Work......Page 471 The GDIB Model......Page 472 The Five Levels That Indicate Progress......Page 474 Samples of Global Diversity and Inclusion Benchmarks......Page 475 A Suggested Comprehensive Implementation Process......Page 478 Conclusion......Page 481 References......Page 482 CHAPTER FIFTEEN: The Chief Diversity Officer’s View of the Diversity and Inclusion Journey at Weyerhaeuser......Page 483 Reasons for the Initiative: The Business Imperative......Page 485 What Was Done: The Change Management Process......Page 486 Weyerhaeuser’s Strategic Framework for Change......Page 488 Leadership Effectiveness......Page 489 Governance and Accountability......Page 491 Talent Management......Page 492 Work Climate and Culture......Page 493 Outreach......Page 494 Integration......Page 495 Inclusive Leadership: Twenty-First-Century Strategy......Page 496 Inclusive Behavior Is a Cornerstone of Effective Leadership......Page 497 The Tangible Benefits of Inclusive Leadership......Page 498 What Effective Leaders Do......Page 499 In Summary......Page 501 References......Page 502 CHAPTER SIXTEEN: Creating Diverse and Inclusive Colleges and Universities......Page 503 Definitions......Page 504 A Brief History of Diversity and Inclusion in Higher Education......Page 505 Four Key Components of Diversity and Inclusion......Page 507 Institutional Commitment......Page 508 Access and Success......Page 510 Infused Programs......Page 518 Affirming Climate......Page 521 Conflicts Between Identity Groups......Page 525 Classism......Page 526 Globalization and Its Relationship to Diversity and Inclusion......Page 527 Conclusion......Page 528 References......Page 529 CHAPTER SEVENTEEN: Fostering Inclusion from the Outside In: Engaging Diverse Citizens in Dialogue and Decision Making......Page 534 Examples of Dialogue and Deliberation......Page 537 AmericaSpeaks Meetings......Page 539 Start with an Inclusive Recruitment Process......Page 543 Essential Steps for an Outreach Strategy......Page 544 Two Broad Types of Outreach......Page 545 Five Principles for Recruiting Participants......Page 546 To Ensure Inclusive Decision Making, Meetings Require Conscious Design......Page 548 Key Principles of a 21st Century Town Meeting......Page 549 Outcomes of 21st Century Town Meetings......Page 551 From the Outside In: Implications for Other Organizations......Page 555 References......Page 556 Introducing UNAIDS......Page 558 Model of Inclusion......Page 559 Challenges and Solutions: Inclusion at UNAIDS......Page 561 Mission......Page 562 Policy......Page 563 Training......Page 567 Update......Page 569 References......Page 570 CHAPTER NINETEEN: Inclusion at Societal Fault Lines: Aboriginal Peoples of Australia......Page 572 Introduction......Page 573 Case Study: Rio Tinto Iron Ore......Page 575 RTIO: Aboriginal Community Relations......Page 577 Problem Identification......Page 579 The Intervention......Page 581 Lessons Learned......Page 591 References......Page 594 Part Five: Moving Forward......Page 599 CHAPTER TWENTY: Inclusion as a Transformational Diversity and Business Strategy......Page 601 Establish Clear Definitions with Shared Understanding, Actionable Behaviors, Processes, and Outcomes......Page 603 Balance the Business Case with the Right Thing to Do......Page 604 Develop (for Self) and Build (for Others) Cultural Competence......Page 605 Leverage Benchmark Practices......Page 607 Observations in the Field of Diversity and Inclusion......Page 608 Competing Issues......Page 609 Untapped Resources......Page 610 Lack of Inclusion......Page 611 Recommendations for Moving Forward......Page 612 References......Page 615 CHAPTER TWENTY-ONE: An I/O Psychologist’s Perspective on Diversity and Inclusion in the Workplace......Page 616 The Contents of This Volume......Page 619 What Does an I/O Psychologist Make of This?......Page 623 What Can I/O Psychologists Contribute to This Issue?......Page 625 References......Page 629 CHAPTER TWENTY-TWO: Inclusion: Old Wine in New Bottles?......Page 632 Historical Evolution of Approaches to Managing Diversity in the Workplace......Page 633 The Inclusion Paradigm......Page 636 Conclusion......Page 640 References......Page 641 CHAPTER TWENTY-THREE: Practicing Inclusion: Looking Back and Looking Ahead......Page 645 A Dynamic and Cyclical Process......Page 646 A Proactive and Never-Ending Process......Page 647 A Professional Foundation and Framework for Praxis......Page 648 Questions for the Future......Page 649 References......Page 652 Name Index......Page 653 Subject Index......Page 665
دانلود کتاب Diversity at Work: The Practice of Inclusion (J-B SIOP Professional Practice Series Book 33)
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.
A division of the American Psychological Association and established in 1945, the Society for Industrial and Organizational Psychology (SIOP) is the premier association for professionals charged with enhancing human well-being and performance in organizational and work settings. SIOP has more than 7,000 members.