Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

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And The lessons are larger than "just" DEI related, but rather, I think, a framework to look at and change certain elements in a workplace. Lily Zheng brings a very important and game-changing twist to this important work: Intentions are nice, but only outcomes matter. LILY ZHENG: Oftentimes when I speak with leaders who are skeptical, they're actually pretty aware of what type of person does DEI. Sure, we want equity and equal pay, but if we don’t think bigger than this, how will we ever really push the envelope beyond the demands listed in Dolly’s “9 to 5”?

I am also an executive coach, helping leaders become more effective by creating clarity and acting with focus. And I've often thought if we could not even use the words DEI in anything and speak about it completely separately from that, that we would get more traction, that we would get a more productive conversation with people. The way they explain all these subjects made it very easy for me to think about which people and orgs I know fall into which categories, and the questions at the end of each chapter are thought-provoking deep considerations to ponder.And that DEI competencies are embedded within manager evaluations, like all sorts of things like that. Educators use movement-related information to increase the ability of stakeholders at different stages in their learning journeys to make change. This was a clear and readable introduction to DEI work with practical and meaningful advice on how to achieve impact from DEI interventions, rather than just hoping for results based on good intent.

Those with formal power might play the roles of backers, builders or reformers, while those with informal power can fit into other roles without necessarily being the fire-breathing advocate e. We don’t share your credit card details with third-party sellers, and we don’t sell your information to others. And yet, despite the lack of progress, they remain optimistic that “people can change and grow, that systems can adapt to undo inequity rather than perpetuate it, and that we can both build and fight our way to a better world.If you don't have an expert, you need to bring in a third party advisor or make sure that their name comes up for consideration before that group's been established.

Because when we look at how change happens in organizations, everything sort of depends on everything else happening and the tactics that apply best in context to depend on what's happened before. So a very simple theory of change for that might be you start from a state of no one thinking that there's any challenge, no one thinking that there's a problem, maybe a few employees being pissed off, but they're not loud enough. To me it's extremely cutting edge, and your book is going to be a wonderful addition to the bookshelves. This includes designing recruitment processes that prioritize authenticity over aspirational marketing, engaging with communities to provide real value, and standardizing hiring processes to interrupt bias. There is very little discussion of a lot of buzzwords associated with DEI, and as such the book truly boils down a lot of topics into interpersonal dynamics.It's when there is a really big event, when there's something that shakes the foundations of the corporate world, I think we need to recognize that outrage by itself is not enough to change systems. And I've deleted the whole thing and been like, I can replace this with one paragraph saying this thing is broken. The next section of the book provides a detailed exploration of specific steps organizations can take in their DEI initiatives. In conclusion, "DEI Deconstructed" emphasizes that achieving true diversity, equity, and inclusion requires a concentrated effort, tailored strategies, and a commitment to embedding DEI into all aspects of an organization.

How can we start another movement or another employee generated thing to make sure that that continues?The pressure is getting intense and the hierarchies are so old, they're so ancient, and they have not really been revisited, challenged.