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Leadership Reinvented: Chapter 2 - Inclusion and Diversity Challenges in…

- - - - This forms the precondition for active inertia
  - - - Diversity of thought leads to better, more creative, more innovation problem solving
- - - - Fewer connections
      - Bias and discrimination
        
        Companies who aren't addressing these issues will suffer from a lack of diversity, and therefore a lack of innovation
      - Old stereotypes
      - Lack of flexibility balancing
- - - - after 65 years, 88% of Fortune Global 500 companies were dissolved, went bankrupt, or got acquired.
        
        The bleak truth about organizations: Most of them fail.
- - - - Face yourself - Raise your filters. There is a Implicit Association Test online where you could take to get an idea of what your biases are.
      - Face your board - Diversity in an organization starts from the top. The board members have their own biases and could have an affect your decisions. Thus, don't be afraid to challenge them.
      - Face your processes - Are your recruitment and promotion processes leans toward having you surrounded with people who are different from you?
      - Face your team - Seek workshops that can help you get rid of unwanted behaviors in the workplace.
  - - - Give someone the ability to coordinate a project - You might ask a person to take over a project to see how they would approach it.
      - Give someone the ability to change a process - You might ask a person for their advice on improving a running project.
      - Give someone the ability to manage people - You might ask a person to become your mentor or coach for some potential interns.
- - - - This led to the NFL partnering with influential Black artists to bring awareness to current and new demographics of fans.
    - - Despite these pledges, "all the nominees were white" (Khan, 113) at the next Academy Awards Ceremony.
        
        Both organizations failed, but the NFL bounced back better due to it's focus on INCLUSION, as opposed to a blanket term of 'diversity'.
  - - - People differ culturally, and some activities or things normal to one person may be offensive to another person. Remember "the Platinum Rule... Treat people how they wish to be treated." (Khan, 116)
  - - - The key to creating an inclusive workplace is to make it a consistent, not a once a year thing, like "Rainbow-Washing" (when companies profit from Pride while still supporting people who discriminate).
        
        Ensure your company isn't directly or indirectly discriminated against any identifies, like the University Michigan's social identity wheel.
      - The benefits of asking ourselves this about your organization, and creating a diverse workplace can lead to "95 percent higher returns on equity" (Khan, 116).
  - - - Focus on what they did, not who they are - don't attack character.
      - Do it in person, eliminate the loss of presence of a phone call, email, text, etc.
      - When it's you, accept the constructive criticism(s).
      - "Set the tone for the conversation" (Khan, 118), and create clear emphasis on why this meeting is happening
  - - - Integrity by activists have allowed for change on the other sides of the isle, united influential people together to highlight and enact social justice change.