Inclusion, Inc.

Inclusion, Inc.

by Sara Sanford
Released May 2022
Publisher(s): Wiley
ISBN: 9781119849766

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Book description

Design systemic equity and diversity into your organization

Inclusion, Inc: How to Design Intersectional Equityinto the Workplace moves beyond having tough conversations to deliver an innovative and proven approach to organizational diversity. Eschewing the “mindset-first” approach taken by many diversity, equity, and inclusion (DEI) programs, author and GEN founder Sara Sanford focuses on countering the systemic barriers that abet inequity by adjusting “cultural levers” to facilitate organization-wide change.

Inclusion, Inc offers sustainable and cost-effective solutions that yield real, measurable returns, supported by:

  • Data from thousands of surveys and interviews with executive-level changemakers.
  • Case studies from GEN-certified organizations.
  • Innovations drawn directly from the latest in behavioral economics and design-centered thinking.

Perfect for business leaders, human resources and DEI professionals, and scholars and students of business, Inclusion, Inc will also prove invaluable to underrepresented employees and their allies seeking real, evidence-based solutions to the dilemma they frequently face: assimilate, or leave.

Table of contents

  1. Cover
  2. Title Page
  3. Copyright
  4. Dedication
  5. Language Guide
    1. Black
    2. DEI
    3. Intersectionality
    4. Neurodivergent
    5. Underestimated
    6. Note
  6. PART 1: Equity—It's Not Personal, It's Systemic
    1. CHAPTER 1: Beyond Good Intentions
      1. Good Intentions, Few Results
      2. The DEI Overwhelm
      3. Stop the Trainings
      4. A Perspective Shift: From Changing Mindsets to Changing Mechanics
      5. GEN Certification: Discovering the Equity Trim Tabs
      6. Is This Book for Me?
      7. Beyond Good Intentions to Meaningful Impact
      8. A Quick Guide to the Rest of This Book
      9. Notes
    2. CHAPTER 2: “But We've Always Done It This Way…”
      1. But the Bias—Is It Really That Bad?
      2. Lean In: The Self-Empowerment Paradox
      3. Leaning In to a Double-Bind
      4. The $8 Billion Training Trap
      5. Diversity Trainings: Issuing Moral Licenses
      6. Beyond Moral Licensing
      7. Attending Trainings While Underestimated
      8. Finding Affinity: Employee Resource Groups
      9. Notes
    3. CHAPTER 3: Why Should We Care?
      1. The Future of Work
      2. DEI: In Demand
      3. Invoicing Exclusion: The High Cost of Underestimating Employees
      4. The Myth of Meritocracy
      5. The Best Person for the Job
      6. The Meritocracy Paradox
      7. Baseball Biases and the Power of the Collective
      8. From Baseball to Business
      9. Lehman…Siblings?
      10. Beyond Diversity to Inclusion
      11. Notes
    4. CHAPTER 4: Shifting to a Systemic Perspective
      1. Designing Some In, Others Out
      2. Size: Male, Style: White
      3. Cultural Levers: Disrupting Bias
      4. Charting Paths of Least Resistance
      5. Check. Check. Check.
      6. Out from Under the Overwhelm
      7. Make DEI Boring Again
      8. Notes
    5. CHAPTER 5: Inclusion at the Intersections
      1. Frameless
      2. Minorities in the Margins
      3. The Costs of Trickle-Down Exclusion
      4. Beyond Thin-Slicing
      5. Designing Policy: Gathering Intersectional Perspectives
      6. Implementing Policy
      7. Evaluating Policy Impact
      8. Notes
    6. Summary of Part 1
      1. Chapter 1: Beyond Good Intentions
      2. Chapter 2: “But We've Always Done It This Way…”
      3. Chapter 3: Why Should We Care?
      4. Chapter 4: Shifting to a Systemic Perspective
      5. Chapter 5: Inclusion at the Intersections
  7. PART 2: Adjusting Cultural Levers
    1. CHAPTER 6: Help Wanted—Inclusive Recruiting
      1. Debiasing the Job Description
      2. Help Wanted: Highly Qualified Job Ads
      3. Who Is Seeing You?
      4. Go In Blind
      5. Notes
    2. CHAPTER 7: The Best Person for the Job—Merit-Based Hiring
      1. Debiasing the Interviewing and Scoring Process
      2. Prepping for the Interview
      3. During the Interview
      4. After the Interview
      5. Testing, Testing
      6. Notes
    3. CHAPTER 8: It's Who You Know—Protégés and Professional Development
      1. The Seniority Gap
      2. Different Mentors, Different Impact
      3. Matching with Meaning
      4. Meeting: Quality over Quantity
      5. Mentoring After #MeToo
      6. Mentoring Outside Your Circle
      7. From Mentorship to Sponsorship
      8. Choosing a Sponsee
      9. Just One
      10. Different Inboxes, Different Opportunities
      11. Networking That Works
      12. What Gets Measured Matters
      13. Notes
    4. CHAPTER 9: Exceed Expectations—The Performance Evaluation
      1. Rate My Professor
      2. Beyond the Ivory Tower
      3. What Gets Measured Matters
      4. Closing the “Open Box”
      5. What Are the Criteria for Criteria?
      6. Pre- and Post-Evaluation
      7. Notes
    5. CHAPTER 10: The Physiology of Pay
      1. Pay Does Not Exist in a Vacuum
      2. The Referral
      3. The Offer
      4. Separate Self-Evaluations from Pay (and Promotion) Decisions
      5. Defining the Pay Gap: Equity vs. Equality
      6. Not All Analyses Are Created Equal
      7. You Found a Gap—Now What?
      8. So, How Do We Talk About This?
      9. Pay Equity Is Not One-and-Done
      10. Notes
    6. CHAPTER 11: Family Matters
      1. The Mommy Track
      2. Paid Leave—Not Just for Mothers
      3. Non-Parents Also Need Leave
      4. Destigmatize Taking Leave
      5. Give Remote a Chance
      6. Notes
    7. CHAPTER 12: Leadership Material
      1. The Confidence-Competence Trap
      2. Transparency: Not Just for Pay
      3. Which Came First: The Target or the Leader?
      4. One Is Not Done
      5. Reaching Critical Mass: The Art of Setting Targets
      6. Identifying Leaders: Start at the Beginning
      7. The Application and the Nudge
      8. Notes
    8. CHAPTER 13: Blueprints for Inclusive Workspaces
      1. From Open Plans to Closed-Off Realities: The Inclusive Office Design Trend That Wasn't
      2. Return to Work: A Chance to Reimagine the Open Office Space
      3. Role Models Matter
      4. A Safer Workplace
      5. Notes
    9. Summary of Part 2
      1. Chapter 6: Help Wanted—Inclusive Recruiting
      2. Chapter 7: The Best Person for the Job—Merit-Based Hiring
      3. Chapter 8: It's Who You Know—Protégés and Professional Development
      4. Chapter 9: Exceed Expectations—The Performance Evaluation
      5. Chapter 10: The Physiology of Pay
      6. Chapter 11: Family Matters
      7. Chapter 12: Leadership Material
      8. Chapter 13: Blueprints for Inclusive Workspaces
  8. PART 3: Zooming Back Out—The Big Picture
    1. CHAPTER 14: AI Won't Save Us (Unless We Save It First)
      1. Bias for—and in—Action
      2. Algorithmic Attrition
      3. The Half-Life of Encoded Bias
      4. The Fairness Standards
      5. Who (or What) Is Missing?
      6. Who Is Creating the Model?
      7. Are You Evaluating Impact Through an Equity Lens?
      8. Debiasing Your Data
      9. Transparency
      10. Notes
    2. CHAPTER 15: DEI Principles to Live By
      1. Stage 1: Creating Your DEI Strategy
      2. Stage 2: Implementing Strategy
      3. Stage 3: Communicating Your Strategy
      4. Notes
    3. CHAPTER 16: Hold the Door
      1. Walking Away
      2. Beacons
      3. The First—and Last—Cultural Lever
    4. Summary of Part 3
      1. Chapter 14: AI Won't Save Us (Unless We Save It First)
      2. Chapter 15: DEI Principles to Live By
      3. Chapter 16: Hold the Door
  9. Acknowledgments
  10. About the Author
  11. Index
  12. End User License Agreement

Product information

  • Title: Inclusion, Inc.
  • Author(s): Sara Sanford
  • Release date: May 2022
  • Publisher(s): Wiley
  • ISBN: 9781119849766