One of Time Magazine's Must-Read Books of 2019 An award-winning journalist shows how workplace diversity initiatives have turned into a profoundly misguided industry--and have done little to bring equality to America's major industries and institutions. Diversity has become the new buzzword, championed by elite institutions from academia to Hollywood to corporate America. In an effort to ensure their organizations represent the racial and ethnic makeup of the country, industry and foundation leaders have pledged hundreds of millions of dollars to commission studies, launch training sessions, and hire consultants and diversity czars. But is it working? In Diversity, Inc., award-winning journalist Pamela Newkirk shines a bright light on the diversity industry, asking the tough questions about what has been effective--and why progress has been so slow. Newkirk highlights the rare success stories, sharing valuable lessons about how other industries can match those gains. But as she argues, despite decades of handwringing, costly initiatives, and uncomfortable conversations, organizations have, apart from a few exceptions, fallen far short of their goals. Diversity, Inc. incisively shows the vast gap between the rhetoric of inclusivity and real achievements. If we are to deliver on the promise of true equality, we need to abandon ineffective, costly measures and commit ourselves to combatting enduring racial attitudes

The Diversity Training Activity Book addresses such fundamental issues as change, communication, gender at work, and conflict resolution. Filled with activities, role playing exercises, sample icebreakers, and case studies, this book will help all employees create a more harmonious, open workplace no matter what their cultural background.

Description of the foundations of organizing and managing diversities, and multidisciplinary, intersectional and critical analyses on key issues.

In The Future of Diversity , distinguished academic leaders, heads of universities and foundations as well as faculty with valuable research and personal experience, discuss the next stage in the pursuit of democratic diversity and excellence on our campuses across the country.

Includes learning objectives, facilitator guidance, and reproducible materials. Training objectives: illustrate how cultural differences may impact behavior; increase awareness of the impact of culture; demonstrate skills for managing a culturally diverse workplace; address issues of gender in the workplace. Includes: icebreakers; participative exercises; role-plays; etc. Each 15 to 45 minutes.

The current volume, the fourth in the series, provides a broad look at the meaning and understanding of diversity and inclusion in organizations. The contributors to this book look toward the future of D&I in organizations and the scholarship of these phenomena. This future focus references not only the content of the chapters-- which we hoped would offer new ideas, emphases, theories, and predictions-- but also to the contributors, emerging scholars who are the future of the field. Indeed, the chapters in this volume offer new perspectives on diversity in organizations, problematize existing perceptions and practices, and offer potential directions for change. Together, the questions and ideas offered these chapters generate a path forward for a thoughtful and nuanced view of D&I in future organizational science. In spite and because of their critiques of the status quo, the scholars and scholarship highlighted here provide hope for positive change.

Examines systemic issues contributing to inequities in early childhood, with ways faculty, teachers, administrators, and policymakers can work to disrupt them.

If you are the CEO of a large corporation, you know there is a workforce crisis that mandates better workforce education. You also recognize that traditional education programs aren't working. Enter C-Spark. It outlines the first CEO-led strategic approach to workforce education, which will help you seize the opportunity to generate revenue; ensure business agility; recruit and retain the best talent; move the needle on diversity, equity and inclusion; advance authentic corporate citizenship and create industry-leading brands. When ignited, the C-Spark ushers in the Age of And, an age marked by not just one, but many "ANDs" - business AND social impact, the employee AND learner, the customer AND the community, the shareholder AND society, the good fiduciary AND the good citizen, doing well AND doing good.