{"product_id":"its-time-to-talk-about-race-at-work-isbn-9781119790877","title":"It's Time to Talk about Race at Work","description":"\u003cp\u003e\u003cb\u003eIt's time the business world got the actionable, impactful, no-cost strategies needed to increase diversity and inclusion in the workplace \u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMany white leaders want to create change but don't know how to do so appropriately and effectively. How do you know where the blind spots are that can create obstacles for people of color? Your intentions may be sincere and heartfelt, but intentions aren't enough.\u003c\/p\u003e \u003cp\u003eIn \u003ci\u003eIt's Time to Talk about Race at Work\u003c\/i\u003e, acclaimed speaker and bestselling author Kelly McDonald delivers a much-needed roadmap for business people. This book will help you successfully create a fair and equitable workplace that recognizes diverse talent and fosters productive and constructive conversations in your organization. \u003ci\u003eIt's Time to Talk about Race at Work\u003c\/i\u003e does not approach diversity from the standpoint of social activism or an HR perspective. Instead, this book shows you exactly what to do and how to do it so that you can make real progress on diversity and inclusion, regardless of the size of your organization. The author's clear, \"real talk\" style makes it easy to learn:\u003c\/p\u003e \u003cul\u003e \u003cli\u003eThe costs and risks you're incurring if your organization lacks diversity\u003c\/li\u003e \u003cli\u003eHow people who don't consider themselves to be racist may still have diversity blind spots\u003c\/li\u003e \u003cli\u003eHow to start the hard conversations you may not know how to approach\u003c\/li\u003e \u003cli\u003eThe STARTING Method—an eight-step framework that shows you how to ensure your diversity and inclusion efforts are effective\u003c\/li\u003e \u003cli\u003eHow to recognize the excuses people use to avoid taking action on diversity and inclusion\u003c\/li\u003e \u003cli\u003eHow to address the issues and comments that come up when employees feel nervous, resentful, or uncomfortable as you make headway on diversity in your organization\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003ePerfect for executives, managers, and leaders in organizations of all types and sizes, \u003ci\u003eIt's Time to Talk about Race at Work \u003c\/i\u003eis also for employees who want to improve their organization by leading by example.\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART I If You’re Not Racist, What’s the Problem? The Biggest Mistakes People (and Businesses) Make\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 This Book Is for Everyone, but Especially White Readers\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMost White people would rather not talk about race\u003c\/p\u003e \u003cp\u003eWho this book is for (I’m betting you fall into one of these categories)\u003c\/p\u003e \u003cp\u003eWhat this book is—and isn’t (Hint: It’s not a book about activism or social injustice)\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 You’re Not Racist, but You Have Blind Spots\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eBias can lead to blind spots\u003c\/p\u003e \u003cp\u003eDon’t be defensive: we all have bias—even babies have bias \u003c\/p\u003e \u003cp\u003eThe weird things we do to justify our business decisions\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 The High Cost of Bias: Why All-White or Mostly White Businesses Make Less Money\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow one of the biggest (and almost all-White) industries lost customers and revenue—and how they fixed the problem\u003c\/p\u003e \u003cp\u003eSigns that your business may be missing out on opportunities\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 The Business Case for Diversity\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDiscover diversity’s “secret sauce”—the one monumental ingredient that makes diversity rock\u003c\/p\u003e \u003cp\u003eAnd what happens when that ingredient is missing\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 The Excuses People Use tAvoid Doing Anything about Diversity\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e“We can’t find any qualified diverse candidates”\u003c\/p\u003e \u003cp\u003e“We hire for quality, not for color”\u003c\/p\u003e \u003cp\u003e“It would be unfair to more qualified candidate”\u003c\/p\u003e \u003cp\u003e“We already know a very good candidate in our network”\u003c\/p\u003e \u003cp\u003e“We hired\/promoted a diverse person once and they failed”\u003c\/p\u003e \u003cp\u003e“Our customers won’t be comfortable with a diverse person”\u003c\/p\u003e \u003cp\u003e“Our competitors aren’t diverse either, so it’s not a problem”\u003c\/p\u003e \u003cp\u003e“We looked into diversity—it’s too expensive to implement”\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Well-Intentioned Things White People Say That Are Hurtful or Offensive to Others\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e“I don’t see color\/I don’t care what color you are”\u003c\/p\u003e \u003cp\u003e“I treat everyone the same”\u003c\/p\u003e \u003cp\u003e“I’m not racist or biased”\u003c\/p\u003e \u003cp\u003eThree better ways to express that you value diversity and aren’t racist\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Why Your Diversity, Equity, and Inclusion Efforts Haven’t Done the Job \u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eFive big reasons\u003c\/p\u003e \u003cp\u003eAt work, the subject of racism has been taboo\u003c\/p\u003e \u003cp\u003eSpecific ways to start conversations about race with colleagues\u003c\/p\u003e \u003cp\u003eIn one-on-one conversations\u003c\/p\u003e \u003cp\u003eIn a meeting\u003c\/p\u003e \u003cp\u003eCorporate America gets real and acknowledges failures\u003c\/p\u003e \u003cp\u003eWhy we have to stop singing “We Are the World”—and be brave enough to use the word racism\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART II How to Talk about Race at Work\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 How to Talk about Race in Helpful and Positive Ways: Do’s and Don’ts \u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEEK! Why is this hard?\u003c\/p\u003e \u003cp\u003eSincerity matters\u003c\/p\u003e \u003cp\u003eDon’t apologize for being White, but acknowledge that people of color are often treated differently than Whites in our society\u003c\/p\u003e \u003cp\u003eStart small: six ways to start the conversation on the right foot\u003c\/p\u003e \u003cp\u003eWhat to say, what NOT to say—and why\u003c\/p\u003e \u003cp\u003eHow to handle friction or conflict in constructive ways\u003c\/p\u003e \u003cp\u003eHow to recover when you’ve blown it unintentionally\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9   Answers to Tough Employee Questions and Racist Remarks \u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e“Shouldn’t we just hire the most qualified person?”\u003c\/p\u003e \u003cp\u003e“All this talk about race—we’re all one race, the human race!”\u003c\/p\u003e \u003cp\u003e“I came from nothing and pulled myself up by my bootstraps. None helped me. Why do we need to do something special for minorities?”\u003c\/p\u003e \u003cp\u003eWhat to do if an employee makes a racist statement online\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 Where to Start When You Don’t Know Where to Start: Eight Steps to Making Progress on\u003c\/b\u003e \u003cb\u003eDE\u0026amp;I\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEverything you feel comfortable doing is something you had to learn—you can learn how to do this, too\u003c\/p\u003e \u003cp\u003eThe STARTING Method: Sincerity, Transparency, Acknowledgment, Respect, Tools, Investment, Nurturing Talent, Goals\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART III Making Diversity, Equity, and Inclusion Real\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11 How to Build Business Relationships with People Different Than You\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA brewery serves “diversity on tap”—and makes its mark in a non-diverse community\u003c\/p\u003e \u003cp\u003eWhat if I don’t know any people of color? \u003c\/p\u003e \u003cp\u003eTruth breeds trust—be upfront and honest about your diversity issues and goals\u003c\/p\u003e \u003cp\u003eShow up and help first before you ask for help\u003c\/p\u003e \u003cp\u003ePersonal contact, interaction, and conversations bring about more behavior and attitude change than training\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 12 What to Do If You See or Hear Casual Racism or Sexism at Work\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDoing nothing creates one of two kinds of guilt\u003c\/p\u003e \u003cp\u003ePersonal guilt\u003c\/p\u003e \u003cp\u003eCollective guilt—this one is worse\u003c\/p\u003e \u003cp\u003eThe bystander effect\u003c\/p\u003e \u003cp\u003eFive effective tactics tuse, whether you’re the target or a bystander\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 13 Recruiting and Interviewing Diverse Candidates\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEliminate inherent bias\u003c\/p\u003e \u003cp\u003eStop “picturing” your ideal candidate\u003c\/p\u003e \u003cp\u003eRewrite your job descriptions to remove bias\u003c\/p\u003e \u003cp\u003eDo’s and don’ts for writing more inclusive job descriptions\u003c\/p\u003e \u003cp\u003eHow to find diverse talent—six effective no-cost\/low-cost tactics\u003c\/p\u003e \u003cp\u003eHow to interview diverse candidates—six best practices\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 14 Mentoring, Networking, and Checking In: Three Big Ways You Can Help Your Diverse Employees Succeed \u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIt’s not coddling—it’s your job\u003c\/p\u003e \u003cp\u003eTheir success is your success\u003c\/p\u003e \u003cp\u003eYour support is not favoritism: four reasons why it’s fair\u003c\/p\u003e \u003cp\u003eYour advocacy can be a game-changer\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART IV Lead Your Colleagues, Customers, Partners, and Employees\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 15 The Leader’s Role: Guiding and Setting the Example\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIf you are a White male in a leadership role, you can have a greater impact than anyone\u003c\/p\u003e \u003cp\u003eYour views on diversity are seen as “neutral” and credible (not so for women and minorities)\u003c\/p\u003e \u003cp\u003eHere’s your chance to make a real difference\u003c\/p\u003e \u003cp\u003eLead by example—walk the talk\u003c\/p\u003e \u003cp\u003eIt starts with naming the elephant in the room—if you can’t do it, who can?\u003c\/p\u003e \u003cp\u003eFoster safe discussion of touchy issues by modeling how to address them head-on\u003c\/p\u003e \u003cp\u003eWhat to say when horrific and racist things happen in the world—eight do’s and don’ts\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 16 Reducing Tokenism and Bias: Give Your Diverse Employees and Suppliers a Genuine Seat\u003c\/b\u003e \u003cb\u003eat the Table\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eFive do’s and don’ts for avoiding tokenism in hiring\u003c\/p\u003e \u003cp\u003eTwo key steps to avoid tokenism in professional development and promotions\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 17 Dealing with Naysayers and Derailers\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThree ways to deal with naysayers\u003c\/p\u003e \u003cp\u003eThe different types of derailers and their motivations\u003c\/p\u003e \u003cp\u003eYou can change the people—or “change the people”\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 18 You’re Not Finished. Keep Trying. Keep Evolving.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWorst thing you can do: “launch and abandon”\u003c\/p\u003e \u003cp\u003eDo’s \u0026amp; don’ts for maintaining traction\u003c\/p\u003e \u003cp\u003eAssess progress\/address problems\u003c\/p\u003e \u003cp\u003eDon’t be afraid to refine it along the way\u003c\/p\u003e \u003cp\u003eExpect to educate\/and repeat\/and repeat\u003c\/p\u003e \u003cp\u003eKeep your ear to the ground\/listen to the hallway chatter\u003c\/p\u003e \u003cp\u003eCelebrate success\u003c\/p\u003e \u003cp\u003eSet new goals and strategies to strengthen ongoing efforts\u003c\/p\u003e \u003cp\u003eAppendix    Helpful Terms and Resources\u003c\/p\u003e \u003cp\u003eHelpful Terms\u003c\/p\u003e \u003cp\u003eBIPOC\u003c\/p\u003e \u003cp\u003eDE\u0026amp;I\u003c\/p\u003e \u003cp\u003eDefinitions of Diversity, Equity, and Inclusion\u003c\/p\u003e \u003cp\u003eLGBTQ+\u003c\/p\u003e \u003cp\u003ePOC\u003c\/p\u003e \u003cp\u003eStructural Racism\u003c\/p\u003e \u003cp\u003eSystemic Racism\u003c\/p\u003e \u003cp\u003eWhite Privilege\u003c\/p\u003e \u003cp\u003eHelpful Resources\u003c\/p\u003e \u003cp\u003eBest Job Boards for Diversity and Inclusion\u003c\/p\u003e \u003cp\u003eHBR’s 10 Must Reads on Diversity\u003c\/p\u003e \u003cp\u003eLinkedIn’s Diversity Recruiting Guide\u003c\/p\u003e \u003cp\u003eEnergetic Awakenings\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eKELLY M\u003csmall\u003eC\u003c\/small\u003eDONALD \u003c\/b\u003eis a professional speaker and expert on diversity in business. She’s authored three bestselling books on marketing, the customer experience and leadership, all from the standpoint of working with people “not like you”.   \u003c\/p\u003e\u003cp\u003eIncreasing diversity and inclusion in the modern workplace requires more than avoiding the most overt racism and sexism. It entails acknowledging the very real blind spots that are preventing your organization from reaping proven benefits of diversity: increased sales and profit, employee engagement and productivity, a competitive edge, and more. \u003c\/p\u003e\u003cp\u003eIn \u003ci\u003eIt’s Time to Talk about Race at Work\u003c\/i\u003e, diversity and business trends expert and bestselling author Kelly McDonald delivers an essential roadmap for businesspeople who want to create a fair and equitable workplace but struggle with where to start.This book is ideal for people who have good intentions and realize that good intentions aren’t enough. It avoids racial theory and activism and approaches diversity from a practical perspective. Kelly McDonald tells you exactly what you need to do and how to do it in order to make actual progress in your organization. \u003c\/p\u003e\u003cp\u003eYou’ll learn the STARTING Method, an eight-step framework that delivers diversity and inclusion results, and why even people who consider themselves non-racist may have diversity blind spots that need to be addressed. You’ll learn what to say, what NOT to say (and why), how to avoid tokenism, and how to reach out to diverse communities and recruit effectively—and sincerely. Finally, you’ll find out why failing to meet your diversity and inclusion benchmarks can be extremely costly and can lead to your company missing out on easy opportunities. \u003c\/p\u003e\u003cp\u003ePerfect for leaders, managers, and executives in companies of all types and sizes, \u003ci\u003eIt’s Time to Talk about Race at Work \u003c\/i\u003ewill also benefit any employee who wants to lead by example in their own organization and help achieve a more diverse and inclusive workplace.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989483536613,"sku":"NP9781119790877","price":26.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781119790877.jpg?v=1761784283","url":"https:\/\/k12savings.com\/es\/products\/its-time-to-talk-about-race-at-work-isbn-9781119790877","provider":"K12savings","version":"1.0","type":"link"}