Hardback

Embrace Diversity and Thrive As An Organization In the rapidly changing business landscape, harnessing the power of diversity and inclusion is essential for the very viability and sustainability of every organization. Talent who feel fully welcomed, valued, respected, and heard by their colleagues and their organizations will fuel this growth. We will only succeed in this transformation if those in leadership pivot from command and control management styles to reinvent how we look at people, every organization's greatest asset. It's also critical that we build systems that embrace diversity in all its forms, from identity and background to diversity of thought, style, approach, and experience, tying it directly to the bottom line. Inclusion: Diversity, the New Workplace & the Will to Change stands up and embraces what true diversity and inclusion represent to any organization in any industry-an opportunity. Open your heart and prepare to be inspired as award-winning entrepreneur, dynamic speaker, and respected diversity and inclusion expert Jennifer Brown shares proven strategies to empower members of your entire organization to utilize all of their talents and potential to drive positive organizational change and the future of work.

Paperback

Promoting Cultural Sensitivity in Supervision: A Manual for Practitioners provides a roadmap for practicing and experienced supervisors to promote and integrate cultural sensitivity into the core of their work. This book is organized into four seamless, interrelated sections that are essential to developing a Multicultural Relational Perspective (MRP) in supervision: conceptual, structural, strategies and techniques, and evaluation tools. The Conceptual section provides an overview of the theory that underpins a MRP, and the Structural section provides the reader with two specific strategies for concretizing the conceptual framework. The Strategies and Techniques section includes a variety of chapters which provide supervisors and supervisees with hands-on tools for navigating difficult diversity-related conversations in supervision and beyond, as well as an array of exercises that supervisors can employ to enhance cultural sensitivity. The Evaluation Tools section provides sample instruments that can be implemented to evaluate the objectives of the entire supervisory process. For the convenience of readers, additional photocopiable supervisory resources have also been included at the end of the manual. This manual is intended for supervisors, trainers, clinicians, and trainees.

Paperback

Effective dialogue across different dimensions of diversity, such as race, gender, age, religion, or sexual orientation, fosters a sense of belonging and inclusion, which in turn leads to greater productivity, performance, and innovation. Whether in the workplace, faith communities, or educational settings, our differences can tear us apart rather than bring us together if we do not know how to communicate. Recognizing our collective responsibility to earnestly address our differences and increase understanding and empathy will not only enhance organizational goals but will also lead to a healthier, kinder, and more compassionate world. Award-winning diversity, equity, and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. In this book she offers specific dialogue strategies to foster greater understanding on the following topics: • Recognizing the importance of creating equity and sharing power • Dealing with the "fragility" of dominant groups--their discomfort in engaging with historically subordinated groups • Addressing the exhaustion historically marginalized groups feel from constantly explaining their different lived experience • Exploring how to build trust and create psychologically safe spaces for dialogue This guide is comprehensive for anyone who wants to break down the barriers that separate us and facilitate discussions on potentially polarizing topics.

Paperback

Diversity in the Workplace gathers firsthand accounts of minority experiences in the workplace. The book explores a wide range of distinguishers, including race, gender, age, ability, religion, and LGBTQ. While many diversity books focus on singular identities, Diversity in the Workplace gives a nod to intersectionality and the differences of experience involved in belonging to multiple minority groups. The book provides space for reflection at the end of each section, as well as tips for carrying out constructive conversations about inclusion with colleagues.

Paperback

Taking a more scientific approach than many other inclusion books, The 4 Stages of Psychological Safety breaks the act of building empowering environments into four phases. Once employees feel included at work, they will gradually feel safe to learn and make mistakes, speak their minds, and eventually, push back against authority in ways that lead to organizational innovation and growth. Timothy Clark outlines the actions leaders can take to nurture these conditions and achieve psychological safety for all employees.

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Blindspot is one of the best selling diversity books in recent years. Psychologists Mahzarin R. Banaji and Anthony G. Greenwald explore the subject of unconscious biases, examining how experiences and ideas subtly shape ways of thinking. Relying on scientific methods such as the Implicit Association Test, the authors show how to spot and confront preconceptions. The book frames bias as a human characteristic rather than an individual character flaw, making it easier for readers to accept the truth of their own prejudice. Blindspot argues that not only “bad people,” hold secret biases. Rather, every person must analyze their assumptions, stop hiding behind good intentions, and aim to be more open and supportive of those unlike themselves.

Hardback

The Leader’s Guide to Unconscious Bias is one of the best diversity books for managers. Since managers have such great influence over hiring decisions and working environments, it is especially important for them to understand potential prejudices. By exploring the neuroscience behind bias and championing a more mindful approach, the book teaches leaders how to recognize and overcome internal influences. The book also includes exercises and reflection spaces so readers can practice best practices. The Leader’s Guide to Unconscious Bias is a useful tool for team managers. By challenging subtle preconceived notions, leaders can improve company culture, cultivate connections among colleagues, form more dynamic diverse teams, and empower underrepresented employees to excel.

Paperback

Race, religion, and politics are sensitive subjects. Many folks steer clear of these topics at work altogether rather than risk offending or upsetting colleagues. However, ignoring the issues is not always the answer. We Can’t Talk about That at Work! makes the case for talking about these subjects with tact rather than skirting the subject. Mary-Frances Winters argues that it is not what we talk about, but how we talk about it that matters. We Can’t Talk about That at Work! is a guide for starting productive, inclusive conversations that respect differences, find common ground, and take the first steps towards healing invisible divides in the work world.

Hardback

The Loudest Duck is one of the most popular workplace diversity books on the market. The book advocates for a meaningful approach to diversity. For example, by urging leaders not only to hire distinctive candidates, but to recognize and appreciate the strengths in those differences. Laura Liswood illustrates the scope of diversity in the workplace and suggests actionable steps to build inclusive organizations. The Loudest Duck offers a set of practical tools to help managers and colleagues understand and respect different viewpoints. The author challenging readers to notice subtle inequities and overturn ingrained ways of thinking. Notable Quote: “Companies are ultimately looking for increased creativity, better ideas, and multiple perspectives, so they will in fact benefit from diversity. However, we will see that achieving this takes much more effort than merely assembling a workplace that looks like Noah’s ark.”