In today's increasingly diverse, global, interconnected business world, diversity and inclusion (D&I) is no longer just "the right thing to do," it is a core leadership competency and central to the success of business. Working effectively to combat unconscious bias across differences such as gender, culture, generational, race, and sexual orientation not only leads to a more productive, innovative corporate culture but also to a better engagement with customers and clients. The Inclusion Dividend provides a framework to tap the bottom-line impact that results from an inclusive culture. Most leaders have the intent to be inclusive, however translating that intent into a truly inclusive outcome with employees, customers, and other stakeholders requires a focused change effort. The authors explain that challenge and provide straightforward advice on how to achieve the kind of meritocracy that will result in a tangible dividend and move companies ahead of their competition.

The summary of The Inclusion Dividend – Why Investing in Diversity and Inclusion Pays Off presented here include a short review of the book at the start followed by quick overview of main points and a list of important take-aways at the end of the summary. The Summary of I'm not trying to be sexist; it's just that all of the leading candidates are men. "I don't believe in quotas. Shouldn't you hire the person who is the best fit for the job, regardless of the colour of their skin?" If you've ever had thoughts like these, The Inclusion Dividend will challenge the assumptions you've made about the world . It presents a guide to transforming your workplace for the better and explains how diversity and inclusion actually boost the productivity and business success of any company. In addition, it explains how diversity and inclusion actually boost the business success of any company. The Inclusion Dividend summary includes the key points and important takeaways from the book The Inclusion Dividend by Mark Kaplan and Mason Donovan. Disclaimer: 1. This summary is meant to preview and not to substitute the original book. 2. We recommend, for in-depth study purchase the excellent original book. 3. In this summary key points are rewritten and recreated and no part/text is directly taken or copied from original book. 4. If original author/publisher wants us to remove this summary, please contact us at [email protected].

In today's increasingly diverse, global, interconnected business world, diversity and inclusion is no longer just the right thing to do, it is a core leadership competency and central to the success of business. Working effectively across differences such as gender, culture, generational, race, and sexual orientation not only leads to a more productive, innovative corporate culture, but also to a better engagement with customers and clients. The Inclusion Dividend provides a framework to tap the bottom line impact that results from an inclusive culture. Most leaders have the intent to be inclusive, but translating that into a truly inclusive outcome with employees, customers and other stakeholders requires a focused change effort. The authors provide straightforward advice on how to achieve the kind of meritocracy that will result in a tangible dividend and move companies ahead of the competition. This Revised edition provides updated studies/stats and introduces additional concepts.

This book discusses policies to achieve inclusive growth in India and realise the demographic dividend, which will end by 2040 when India will become an aging society. India is the world's fastest growing large economy, but jobs are not growing equally rapidly. The size of India's youth workforce is worrying, and the largely informal workforce is not covered by social insurance. Universal elementary education, despite the Right to Education Act 2009, is yet to be achieved. Health outcomes have improved only slowly over the years. Furthermore, sanitation still remains a very serious problem. As an economist and former policy-maker, the author discusses specific policies to address these problems, well beyond what is currently being practised. The book also deals with the governance issues that need to be addressed before inclusive growth can be attained.

One of the biggest challenges for organizations over the past forty years has been integrating inclusiveness into practical day-to-day leadership. In the authors' first book, The Inclusion Dividend, they made the case for inclusive leadership as a measurable asset to an organization; it shows up in the bottom line and in other measurable results. In SET for Inclusion, Donovan and Kaplan take that one step further by guiding leaders through the application of a framework to lead inclusively. The authors discuss the current research on unconscious bias and insider-outsider dynamics and focus on how to translate that current research into best practice for leaders. SET for Inclusion follows the stories of three diverse characters in a large modern organization, a top executive, a middle manager, and an individual contributor. Each of these characters is working to make inclusiveness real, to provide tangible benefits for them as individuals and for the organization. These characters, and their stories, reflect the authors' 45 years of experience in working with middle and senior level managers in a variety of Fortune 1000 companies. The characters' experiences going from self-awareness to action will be very familiar to leaders in large domestic and global organizations. They will provide an important, step-by-step template for leaders who are interested in creating and leveraging diversity and inclusion within their organizations.

Reliance on natural resource revenues, particularly oil, is often associated with bad governance, corruption, and poverty. Worried about the effect of oil on Alaska, Governor Jay Hammond had a simple yet revolutionary idea: let citizens have a direct stake. The Governor's Solution features his first-hand account that describes, with brutal honesty and piercing humour, the birth of the Alaska Permanent Fund dividend, which has been paid to each resident every year since 1982. Thirty years later, Hammond's vision is still influencing oil policies throughout the world. This reader, part of the Center for Global Development's Oil-to-Cash initiative, includes recent scholarly work examining Alaska's experience and how other oil-rich societies, particularly Iraq, might apply some of the lessons. It is as a powerful reminder that the combination of new ideas and determined individuals can make a tremendous difference --even in issues as seemingly complex and intractable as fighting the oil curse.

We know why diversity is important, but how do we drive real change at work? Diversity and inclusion expert Jennifer Brown provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone can thrive. Human potential is unleashed when we feel like we belong. That's why inclusive workplaces experience higher engagement, performance, and profits. But the reality is that many people still feel unable to bring their true selves to work. In a world where the talent pool is becoming increasingly diverse, it's more important than ever for leaders to truly understand how to support inclusion. Drawing on years of work with many leading organizations, Jennifer Brown shows what leaders at any level can do to spark real change. She guides readers through the Inclusive Leader Continuum, a set of four developmental stages: unaware, aware, active, and advocate. Brown describes the hallmarks of each stage, the behaviors and mind-sets that inform it, and what readers can do to keep progressing. Whether you're a powerful CEO or a new employee without direct reports, there are actions you can take that can drastically change the day-to-day reality for your colleagues and the trajectory of your organization. Anyone can—and should—be an inclusive leader. Brown lays out simple steps to help you understand your role, boost your self-awareness, take action, and become a better version of yourself in the process. This book will meet you where you are and provide a road map to create a workplace of greater mutual understanding where everyone's talents can shine.

Diversity in the Workforce is a comprehensive, integrated teaching resource providing students with the tools and methodologies they need to negotiate effectively the multicultural workplace, and to counter issues of discrimination and privilege. Written from an American perspective, the book not only covers the traditional topics of race, gender, ethnicity and social class, but moves beyond this to explore emerging trends around ‘isms’ (racism, sexism), as well as transgender issues, spirituality, intergenerational workforce tensions, cross-cultural teams, physical appearance stigmatizing, visible and invisible disabilities, and racial harassment. The book: Presents theoretical models to help students think critically about the issues that emerge from workforce diversity Includes a historical perspective that explains the roots of the issues in the workplace today Covers potential legal and ethical issues Introduces a social justice paradigm to encourage social action Illustrates strategies organizations are using to leverage diversity effectively With end of chapter questions encouraging students to engage in difficult conversations, and case studies to stimulate students’ awareness of the real problems and issues that emerge from diversity, this book will help students develop the critical, analytical, problem solving and decision making skills they need to mediate or resolve diversity issues as future professionals.

Political turmoil surrounding immigration at the federal level and the inability of Congress to pass comprehensive immigration reform have provided an opening for state and local governments to become more active in setting their own immigration-related policies. States largely dictate the resources, institutions, and opportunities immigrants can access: who can get a driver’s license or attend a state university, what languages are spoken in schools and public offices, how law enforcement interacts with the public, and even what schools teach students about history. In States of Belonging, an interdisciplinary team of immigration experts – Tomás R. Jiménez, Deborah J. Schildkraut, Yuen J. Huo, and John F. Dovidio – explore the interconnections among immigration policies, attitudes about immigrants and immigration, and sense of belonging in two neighboring states – Arizona and New Mexico – with divergent approaches to welcoming newcomers. Arizona and New Mexico are historically and demographically similar, but they differ in their immigration policies. Arizona has enacted unwelcoming policies towards immigrants, restricting the access of immigrants to state resources, social services, and public institutions. New Mexico is more welcoming, actively seeking to protect the rights of immigrants and extending access to state resources and institutions. The authors draw on an original survey and in-depth interviews of a cross-section of each state’s population to illustrate how these differing approaches affect the sense of belonging not only among immigrants, but among the U.S.-born as well. Respondents in Arizona, regardless of whether they were foreign- or native-born or their ethno-racial background, agreed that the state is unwelcoming to immigrants, and they pointed to Arizona’s restrictive policies as the primary factor. The sense of rejection perceived by Latinos in Arizona, including the foreign-born and the U.S.-born, was profound. They felt the effects of administrative and symbolic exclusions of the state’s unwelcoming policies as they went about their daily lives. New Mexico’s more welcoming approach had positive effects on the Latino immigrant population, and these policies contributed to an increased sense of belonging among U.S.-born Latinos and U.S.-born whites as well. The authors show that exposure to information about welcoming policies is associated with an improved sense of belonging across most population groups. They also find that the primary dividing line when it came to reactions to welcoming policies was political, not ethno-racial. Only self-identified Republicans, Latino as well as white, showed reduced feelings of belonging. States of Belonging demonstrates that welcoming policies cultivate a greater sense of belonging for immigrants and other state citizens, suggesting that policies aimed at helping immigrants gain a social, economic, and political foothold in this country can pay a broad societal dividend.