Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

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And I think you can look at the companies that took action in 2020 and almost directly tie back that action to the efficacy of the Black employee resource group or the DEI council or whatever Black employees were advocating for at the time. But there's a particular concept I talk about in, now I'm forgetting which chapter I talk about it in, but there's a particular concept in my book that I bring from the sort of social science, cultural psychology work. I love this author and how they bring the reflection but also actions and a lot of substantial resources to help us improve our work around Diversity, Equity and Inclusion in organizations. And to get to your question of what stakeholder group is best to put together, I'm not sure if that's the right question.

Nothing less than this is required to scale DEI from interpersonal teeth-pulling to true systemic change. You could say, "Okay, let's try to start a movement with these employees that raises the visibility of the challenge of the inequity with the goal of that movement being to make more people understand how that policy's broken.If we understand each piece’s role in creating a status quo, we can work effectively to create different results by reshaping and rearranging those pieces. I was asked to read this as a leader of an employee resource group, but, even though I learned a lot, I think it is better suited to someone who has an HR background. For example, they broach the topic of compensating ERG leaders for their work but fall short of actually imploring businesses to think of the double burden of ERG leadership and provide monetary compensation to said burden-holders.

There's no reason why we can't be sharing some of these specific tools that we've developed in the industry that are proven to work with anyone, with everyone. I found the few chapters focused on the different forms of power and the different roles of DEI proponents to be the most tedious in the book.Lily also explains different terms and gives great statistics to reinforce the effectiveness of different interventions.

DEI can often be a lofty subject without real answers, but Lily Zheng truly breaks down key DEI factors and gives realistic and practical advice in assessing them. I particularly appreciated Zheng’s focus on trust as the key ingredient for organizational change, laying out different paths for high-trust, medium-trust and low-trust environments. I instead encourage the folks I work with to see each tactic as setting up the conditions for another tactic.Zheng is just one of many voices in this field and they uplift others and invite in people at every level to advance and deepen their understanding of where we are and where we want to go. Most purchases from business sellers are protected by the Consumer Contract Regulations 2013 which give you the right to cancel the purchase within 14 days after the day you receive the item. To calculate the overall star rating and percentage breakdown by star, we don’t use a simple average. Educators use movement-related information to increase the ability of stakeholders at different stages in their learning journeys to make change.