**Book Title: Think Again**
**Author: Adam Grant**
**Insights from Chapter 6: "Bad Blood on the Diamond: Diminishing Prejudice by Destabilizing Stereotypes"**
**Big Three Takeaways:**
1️⃣ **Challenging Perceptions and Stereotypes**:
- In Chapter 6, we explore how fallacies in our perceptions of others can lead to damaging stereotypes, eroding trust, and hindering productivity. This includes the harmful "us versus them" mentality we sometimes encounter in various settings.
2️⃣ **Empathy and Perspective**:
- Learn how empathy and gaining a broader perspective can be effective tools in reducing bias, fostering inclusive communities, and bridging divides.
3️⃣ **Promoting Diversity and Inclusion**:
- Discover how we can actively promote diversity and inclusion by destabilizing stereotypes and fostering more open-minded conversations.
Challenge your preconceptions and work toward breaking down barriers. Gain insights from "Bad Blood on the Diamond" in Adam Grant's "Think Again."
#ThinkAgain#ChallengingStereotypes#Empathy#Inclusion#TheClarkCommunique#BookWisdom
Celebrating Influential Authors & Scholars on Juneteenth
On Juneteenth, we honor the profound significance of freedom. As an immigrant, I am deeply moved by the contributions of diverse authors & scholars who have enriched our understanding of the world & inspired meaningful change.
Shaka Senghor : An author& speaker, Senghor’s powerful work on racial justice and prison reform has shed light on the complexities of the criminal justice system. His memoir, “Writing My Wrongs: Life, Death, and Redemption in an American Prison,” is a testament to the transformative power of redemption and resilience. Senghor’s advocacy continues to inspire and drive progress towards a more just society.
Dr. Tina O. : A professor & thought leader in the fields of diversity, equity, and inclusion, Dr. Opie has made significant strides in fostering inclusive workplaces. Her book, “Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at Work,” offers a roadmap for confronting biases and embracing diversity as a strength. Dr. Opie’s dedication to creating equitable environments is a beacon of hope and progress.
Tsedal Neeley : As a professor at Harvard Business School, Neeley has been a leading voice on global teamwork, digital transformation, organizational change. Her book, “Remote Work Revolution: Succeeding from Anywhere,” has been particularly relevant in navigating the challenges of the modern workplace, especially during the rapid shift to remote work. Neeley’s insights provide invaluable guidance for building effective & inclusive teams in a digital age.
Denise Hamilton : A renowned advocate for workplace diversity and inclusion, Denise Hamilton’s work as the founder and CEO of WatchHerWork has been instrumental in supporting and mentoring women of color in their professional journeys. Her book, “WatchHerWork: A Guide to Building Your Career and a Life You Love,” provides practical advice and inspiration for navigating career challenges and achieving success. Hamilton’s commitment to empowerment and equity continues to make a significant impact in the corporate world.
As we commemorate Juneteenth, let us engage with the works of these remarkable individuals. Let us learn from their insights, be inspired by their courage, use their wisdom to guide our actions and decisions.
Note: Apologies for the late post, as I was on a long transit from Delhi to New York. Some nostalgia from my deep connects with these authors and guides on clubhouse ( remember that app- our go to app during the pandemic)
Persistent Systems
Last week, I had the privilege of sitting in on a truly inspiring Lunch and Learn featuring the remarkable Ruben Cantu, the Executive Director of the Office of Inclusion, Innovation, and Entrepreneurship at The University of Texas at Austin. 🌟🧡
As someone who tries their best to commit to the values of inclusivity and diversity, I couldn't have asked for a more impactful discussion.
During the session, I had the opportunity to pose a question that I often ponder: "What is the one most important thing a person or organization can do to support underrepresented people in the communities they serve?"
Ruben's response really resonated with me. He emphasized that the most important thing we can do is to "speak the truth." 🗣️
In a world filled with complexities and challenges, speaking the truth becomes a guiding light.
It's about addressing issues head-on, acknowledging disparities, and fostering change through open and honest dialogue.
It's also about giving a voice to those whose narratives may have been overlooked or silenced.
For me, this affirmation from Mr. Cantu reinforces my commitment to always speak the truth both in my personal and professional life.
By doing so, I hope to contribute to positive change in the world and do the most good I can in the effort to create a more equitable and inclusive society. 💪🌍
Thank you, Ruben Cantu, for your enlightening words and the inspiration they provide.
It's important to realize that sometimes the greatest impact we can have is simply speaking the truth. ✨
#Inclusivity#Diversity#SpeakTheTruth#PositiveChange
Since we never got to share this book recommendation last year, we're doing it now! 😊
Demanding More: Why Diversity and Inclusion Don't Happen and What You Can Do About it - By Sheree Atcheson
"In Demanding More, we start from the start, clearly explaining what diversity and inclusion are, why they cannot exist without one another and what we can all do to make the world a fairer, more equitable place."
Besides the main focus lying on diversity and inclusion, Sheree also dedicates a big chunk to diving deeper into what privilege means.
Sheree describes a clear picture of all the different nuances in privilege, and that it is not only reserved for straight white men. Through a simple exercise included in the book you can learn to understand your personal privilege and that of others.
Throughout the book you'll discover several best practices to help you improve diversity, equity and inclusion in your organisation. Often preceded by an interview with a influential leader, sharing how they’ve embedded inclusion in their businesses, whilst prioritising diversity.
Why we think you should read this
To be part of a movement that pushes for a systemic change in Diversity, Equity and Inclusion, we first need to understand our own privilege in this world and the different nuances of privilege in our society. This book is a great way to help you get started and to improve the role you can play in diversity and inclusion.
#dei#diversityequityinclusion#diversity#inclusion#equality#privilege#womenintech#womenwhocode#underrepresented#bookrecommendation#mustreadbooks#mustread
Subscribe to our monthly newsletter to discover more reading material on similar topics, community updates and more: https://lnkd.in/eRVn6DRC
⁉ Have you ever taken a moment to ask yourself, what is diversity? 🤔💬
Check out my latest blog post to dive into the essence of diversity and its authentic definition.
Are we limiting it to superficial features? How can we embrace a more holistic approach?
🚀 In my book, "Beyond Comfort Zones: The Real-Talk Approach to Diversity, Equity, and Inclusion," I explore pitfalls organizations face, like the trap of focusing solely on visible differences. Together, let's challenge traditional notions!
🤝 What's your take on diversity? Share your thoughts and join the conversation. Read the full post here: https://lnkd.in/gq-eKcW4#DiversityandInclusion#Authenticity#BeyondComfortZones#DEI#InclusionMatters#OpenHeartInclusion
Have you heard of the praise deficit?
“While managers regularly affirm the potential of early-career workers who belong to a majority group, they often subject workers from historically underrepresented groups to more scrutiny and give them less recognition for demonstrated success.”
We see this pattern play out time and time again in our work at Empowered EDI, and it plays a significant role in hampering #equitydiversityinclusiona progress.
Read on below and be sure to sign up for Karen Catlin’s insightful newsletter on #allyship
Creating more inclusive workplaces, one ally at a time
In the Harvard Business Review article "Where Does DEI Go from Here?," Laura Morgan Roberts, Ph.D., a researcher in positive psychology and diversity and inclusion, addresses the economic uncertainty, corporate belt-tightening, and court rulings and legislation that have impacted diversity and inclusion initiatives. To keep moving forward, she recommends focusing on a broader goal than DEI. Specifically, she wants organizations to create the conditions for all workers to flourish. I couldn’t agree more.
Roberts explores four freedoms that generate flourishing at work:
- Being our authentic selves.
- Becoming our best selves.
- Occasionally fading into the background.
- Failing in ways that help us and our teams learn.
(Read about them all here: https://lnkd.in/dv7vJYc4)
Reviewing these from an allyship lens, I found an important point. Roberts wrote, “Research has shown that those in marginalized groups are exposed to a ‘praise deficit’: Black and brown children receive far fewer compliments and more disciplinary action at school than their white peers do, for example.”
Unfortunately, this continues in the workplace. “While managers regularly affirm the potential of early-career workers who belong to a majority group, they often subject workers from historically underrepresented groups to more scrutiny and give them less recognition for demonstrated success.”
Praise comes in many forms. A congratulatory comment in the hallway. A supportive remark in an online forum. A peer recognition bonus. A formal recommendation letter. A simple thank you.
Consider who you have recently praised. Then reflect on who you _haven’t_ praised.
What steps will you take to disrupt the “praise deficit” for your coworkers?
—
This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe to get it delivered to your inbox every Friday: https://lnkd.in/gEb7xAGQ#BetterAllies#Allyship#InclusionMatters#Inclusion#DEI#Diversity#Allies 🙏
Experienced physician executive with a commitment to improving clinical outcomes and a passion for addressing healthcare disparities| Host of Crossing the Chasm, DEI podcast
"Erik Larson’s firm, Cloverpop, helps companies make and learn from decisions. When Mr. Larson and his research team compared the decision quality of individuals versus teams, they found that all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time. If you’ve ever called a grandparent for advice or tested an idea with a skeptical teenager, you get what this research was trying to quantify. We often learn the most from people who think most differently from us."
Many challengers to DEI attempt to distract by suggesting the approach is hypocritical by forcing people to think one way - one that is politically correct. The true role of diversity, equity, and inclusion and why it has a meaningful place in corporate, healthcare and academic discussions is that these challenging dialogues, including different perspectives - including lived experience from those who don't look like us - is to help propel organizations to a different level - BETTER - level of performance. #DEI#diversityequityinclusion
What are the barriers to inclusion?
Gena Cox, the author of Leading Inclusion, discusses her book, these barriers, and how to build a real Culture of Engagement.
Is belonging the right word for culture? Gena gives her perspective on this as well.
LISTEN HERE: https://smpl.is/7ly7r#BookSmartsBusinessPodcast#INMAuthor#LeadershipDevelopment
.Part two of our engaging discussion with Joanne Kinya Baker for the Portraits Series and 50 - 30 Challenge delves even deeper into the pervasive issue of bias and the societal pressures that often accompany the pursuit of standard Canadian education and work credentials. We explore the intricate nuances of bias, touching upon the complexities of name bias and culture bias that individuals face. Bias, in its various forms, can heavily influence decision-making processes, whether through unconscious biases or deeply ingrained systemic biases within educational and professional settings.
Our insightful conversation with Joanne sheds light on the intricate web of bias and societal pressures that permeate the realms of education and work credentials. It highlights the importance of embracing diversity and fostering inclusion to build a more equitable and just society for all individuals, irrespective of their backgrounds or circumstances. Embracing diversity not only enriches our communities but also paves the way for a more harmonious and inclusive future.
Follow us for more Portraits series clips and head to the link https://buff.ly/3T6w4nL for the full interview.
● #LeadtheChange50_30
● #EquityInAction
● #GenderEquality
● #CooperativeLeadership
