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In So You’ve Been Sent to Diversity Training, Chadwick Moore meets everyday workers from across the country who have one thing in common: they’ve all been forced to undergo diversity, equity, and inclusion (DEI) training on the job. Speaking to police officers, fighter jet repairmen, oil rig workers, secretaries, retail managers, and IT specialists, Moore presents a unique, funny, and piercing dispatch exposing a corrupt political ideology that has infected nearly all areas of American life. Bizarre theories on race, sexuality, and gender are no longer confined to the ivory tower; they’re now an integral part of the workplace. One of the few writers with unflinching insight into the psyche of the left, Moore takes on the sinister and ridiculous dogma of DEI and asks, How did we get here? Who benefits from this? And is there a way out?
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.
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
Billions of dollars have been spent on the wrong solution to the complex, sensitive and emotionally charged issue of discrimination and harassment in the workplace. Companies originally invested in diversity training in order to meet Affirmative Action and Equal Employment Opportunity requirements, to reduce litigation costs, and to buy social peace. The result was often more social conflict—divisiveness, hostility, backlash, and an increase in litigation. This book offers a new, simple and effective solution to organizations that include the need to: establish, publish and enforce a zero-tolerance policy against discrimination and harassment; develop standards which define unacceptable professional workplace behaviors; and provide the relationship skills training necessary for all employees to meet the company's behavioral standards. Diversity training failed because of its focus on awareness, understanding and appreciating differences rather than teaching basic skills to help employees relate more effectively with each other regardless of their differences. Companies have the right to require professional behavior from their employees. They do not have the right to ask their employees to change ther personal values and belief systems. This book provides a blueprint for a skills-based solution to the elimination of discrimination and harassment. It emphasizes the development of professional relationship skills to help employees work more effectively with their bosses, their peers, their team members, their customers, and all those individuals different from themselves. For all business executives, leaders, managers, supervisors, human resource specialists, trainers, consultants, entrepreneurs, and employees.
"So You've Been Sent to Diversity Training digs into the nefarious, rampant business of diversity, equity, and inclusion training in the workplace. In So You've Been Sent to Diversity Training, Chadwick Moore meets everyday workers from across the country who have one thing in common: they've all been forced to undergo diversity, equity, and inclusion (DEI) training on the job. Speaking to police officers, fighter jet repairmen, oil rig workers, secretaries, retail managers, and IT specialists, Moore presents a unique, funny, and piercing dispatch exposing a corrupt political ideology that has infected nearly all areas of American life. Bizarre theories on race, sexuality, and gender are no longer confined to the ivory tower; they're now an integral part of the workplace. One of the few writers with unflinching insight into the psyche of the left, Moore takes on the sinister and ridiculous dogma of DEI and asks, How did we get here? Who benefits from this? And is there a way out?" -- Cover.
Acknowledgements Section 1. Foundations 3 Chapter 1. Introduction: How to Use this Manual.. ................... Chapter 2. How Do We Understand Difference?. ...................... 17 Section 2. Dimensions of Difference: Culture, Socioeconomic Status, Race, Ethnicity, Language, and Parental Partnership 29 Chapter 3. Cultural Values and Worldview.. ............................ Chapter 4. Socioeconomic Status.. ....................................... 4 1 ............................................ 5 1 Chapter 5. Race and Ethnicity.. Chapter 6. Language in the Classroom.. .................................. 67 Chapter 7. Working with Diverse Families: Parental Partnership in Education.. ........................................ 8 1 viii Table of Contents Section 3 . Dimensions of Difference: Gender Chapter 8 . Gender ............................................................ Chapter 9 . Sexual Orientation and Youth ................................. Section 4 . Other Challenges to Diversity Chapter 10 . Bullying in Schools ............................................. Chapter 1 1 . Creating Community through Classroom Management .. Chapter 12 . Child Abuse and Resilience .................................. Section 5 . Understanding Exceptional Microcultures Chapter 13 . Exceptional Microcultures: Dealing with Trauma ...... Chapter 14 . Exceptional Microcultures: Youth with Emotional Disturbance- Childhood Depression. Eating Disorders .................. Chapter 15 . Exceptional Microcultures: How to Make a Referral .. Section 6 . Conclusion Chapter 16 . Conclusion: The Multicultural Educator .................. Selected Bibliography ...................................................... Glossary of Terms ........................................................... Appendix A . Sample Course Syllabus .................................... Appendix B . Educational Intervention Proposal Paper ................. Index ............................................................................ Diversity Training for Classroom Teaching: A Manual for Students and Educators is an excellent guide for preparing responsive teachers, capable of exploring the roots of a wide variety of types of diversity and acting with knowledge and sensitivity to improve student learning and self-efficacy.
Nonprofit leadership is messy Nonprofits leaders are optimistic by nature. They believe with time, energy, smarts, strategy and sheer will, they can change the world. But as staff or board leader, you know nonprofits present unique challenges. Too many cooks, not enough money, an abundance of passion. It’s enough to make you feel overwhelmed and alone. The people you help need you to be successful. But there are so many obstacles: a micromanaging board that doesn’t understand its true role; insufficient fundraising and donors who make unreasonable demands; unclear and inconsistent messaging and marketing; a leader who’s a star in her sector but a difficult boss… And yet, many nonprofits do thrive. Joan Garry’s Guide to Nonprofit Leadership will show you how to do just that. Funny, honest, intensely actionable, and based on her decades of experience, this is the book Joan Garry wishes she had when she led GLAAD out of a financial crisis in 1997. Joan will teach you how to: Build a powerhouse board Create an impressive and sustainable fundraising program Become seen as a ‘workplace of choice’ Be a compelling public face of your nonprofit This book will renew your passion for your mission and organization, and help you make a bigger difference in the world.
Grounded in research but firmly linked to best-practice strategies, this new edition is fully updated and includes student-friendly pedagogy and a wide range of international case studies. It provides a comprehensive real-world perspective of diversity in competitive organizations and is an ideal course companion for all students.
Make DEI Training Foundational in Your Organization When done well, diversity, equity, and inclusion (DEI) training creates space for courageous conversations that acknowledge hard truths around systemic inequities and explores topics that touch on people’s vulnerabilities in all facets of their lives. For those of you who do this work, there has not been a clear path to follow for making progress. As a DEI trainer, you have forged your own way and learned as you went. With Diversity, Equity, and Inclusion for Trainers: Fostering DEI in the Workplace, the need for DEI trainers to go at it alone comes to an end. Expert facilitator Maria Morukian provides the guidance you need to develop the knowledge and skills required for DEI training. Morukian covers the historical underpinnings and rationale for DEI work; takes you through the process of organizational assessment, design, and delivery; and offers strategies for embedding DEI and promoting sustainability through collaborative practices and dialogues, allowing you to develop and understand your own identity lenses and biases. Reflection questions and worksheets are included in every chapter.