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This LibGuide is a collection of various books and e-books (under two separate tabs below) that are available through the John E. Robbins Library about diversity and inclusion in the workplace, especially in higher education.
These books reflect a variety of perspectives, from hiring to managing diverse workforces in various work environments and with case studies from different countries.
Opening Doors to Diversity in Leadership by
Call Number: HD57.7. S58O64 2021
Publication Date: 2021
What accounts for the lack of diversity in leadership positions?
Looking carefully at how current leaders view the relationship between top tier management and diverse groups, Opening Doors to Diversity in Leadership examines recruitment selection, performance evaluation, workplace succession, working conditions, and corporate culture and how they impact hiring, promotion, and retention of diverse groups.
Using a psychological, organizational, and cultural framework Opening Doors to Diversity in Leadership will help businesses integrate a more diverse presence in leadership, Emphasizing the interlocking relationship between our thoughts and actions, this book stresses the importance of organizational review and self-reflection as well as the pivotal role of removing unconscious biases from the workplace and identifying the systemic biases embedded in many aspects of human resources management practices.
Hiring Right: Conducting Successful Searches in Higher Education by
Call Number: LB2331.67. S44H63 2007 (Education Collection - First Floor)
Publication Date: 2007
This book is a practical guide for anyone involved with hiring in higher education. It is written for busy faculty, staff, and administrators who want to conduct more efficient, fair, and effective searches, but who don't have time to investigate the large body of research on employment selection and communication or search through multiple sources to uncover recommendations established and proven through the years. This book is useful for campus leaders, search committee chairs, and committee members who want to increase their ability to accurately predict a candidate's success at their institution.
Conducting an Institutional Diversity Audit in Higher Education by
Call Number: LB2341. C54548C66 2019
Publication Date: 2019
Implementing systematic diversity transformation requires embracing all aspects of diversity--gender, sexual orientation, disability, gender identification, and other salient characteristics of difference--as well as race and ethnicity. This book lays out a framework for a systematic and sustained diversity process that first recognizes that too many diversity initiatives have generated more statements of intent than actual change, and that audits conducted by outside bodies frequently fail to achieve buy-in or long-term impact, and are costly endeavors. The authors' framework identifies nine dimensions that need to be addressed to achieve a comprehensive audit that leads to action, describes the underlying research-based practices, and offers guidance on ensuring that all relevant voices are heard. The process is designed to be implemented by and within the institution, saving the considerable expense of outside consulting and design. In addition, it offers flexibility in the timing and sequence of implementation, and provides the means for each institution to interrogate its unique circumstances, context, and practices. This book provides a concrete process for data gathering, analysis, and evaluation of institution-wide diversity efforts through a progressive, modular approach to diversity transformation. It gives campuses the ability to audit, evaluate, and analyze diversity progress on the nine dimensions and prioritize areas of focus. Its systematic, research-based approach supports continuous improvement and proactively addresses accreditation criteria. The book is designed as a collaborative tool that will enable every constituency on campus--from boards of trustees, presidents, provosts, executive officers, diversity officers, deans, department heads and chairs, administrators, HR officers, faculty senates and staff councils, diversity taskforces, multicultural centers, faculty, and researchers--to identify processes and relationships that need to change and implement practices that value and support the diversity on their campuses, and undertake the transformation necessary for institutional success in a changing world. The questions and guidelines set out in this book will enable all stakeholders to: * Audit the progress on each diversity dimension * Identify gaps between research-based practices and current approaches * Tie diversity benchmarks to accreditation frameworks and strategic plans * Chart the organization's overall progress in the development of comprehensive diversity initiatives leading toward Inclusive Excellence * Prioritize institutional diversity initiatives based upon a comparison of the current state and the desired state, availability of resources, and the importance of each dimension in relation to institutional diversity goals * Create a long-term strategy for diversity transformation that provides a concrete, research-based method for auditing progress and future planning
Hiring for Diversity: The Guide to Building an Inclusive and Equitable Organization by
Call Number: HF5549.5. M5W647 2021
Publication Date: 2021
You want to build a more diverse organization, but how will you shift your hiring practices? Learn the playbook from the world's top talent executives and the global leader in diversity recruiting. Hiring for Diversity: The Guide to Building an Inclusive and Equitable Organization brings together the most cutting-edge practices for implementing a diversity hiring strategy that leaves your organization with a comprehensive view and an actionable plan. Using the author's research-backed Equal Hiring Index ® and work with hundreds of leading employers, the book offers readers the most actionable examples of the policies and practices that inclusive hiring leaders employ today. You'll learn: How to take stock of your existing hiring and retention practices to identify the most urgent and high impact opportunities Where to enact tactical changes to your hiring practices and policies that will reduce bias and improve accessibility How to develop a comprehensive diversity sourcing strategy by building a holistic understanding of underrepresented communities How to shift the mindset and behavior of people in your organization to collectively advance your diversity hiring efforts How to measure your progress and report your impact in your diversity hiring Perfect for human resources professionals, managers, executives, and board members, and existing and aspiring leaders passionate about diversity, Hiring for Diversity will also earn a prominent spot on the bookshelves of anyone interested in making the company they work in more inclusive, fair, and equitable.
Diversity in the Workplace: Eye-opening Interviews to Jumpstart Conversations About Identity, Privilege, and Bias by
Call Number: HF5549.5. M5W55 2020
Publication Date: 2020
Contemporary and compassionate teachings for building true workplace diversity In order to create an inclusive working environment, it is important for companies to understand the experiences that diverse employees face in the workplace. Diversity in the Workplace is a guided tour of what it means to be a minority in today's labor force. Containing 25 real-life interviews, including stories of trailblazers fighting inequality, you'll be exposed to a slice of life you may not have been privy to. This book explores real world issues in a modern workday dynamic for members of marginalized communities and managers looking to equalize an imbalance. Diversity in the Workplace includes: Exploring intersectionality--Learn about the diversity identities shaping disparity at work: Race, Gender, LGBTQ+, Age & Ability, and Religion & Culture. Key takeaways--Each section is followed by summaries that encourage reflection and action. Deep dive--Learn tips on how to have progressive conversations with colleagues, and build awareness with key terms such as "unconscious bias." Move toward a more fair and bias-conscious future with Diversity in the Workplace.
The Color Bind: Talking (And Not Talking) About Race at Work by
Call Number: HV40.8. U6F65 2014
Publication Date: 2014
Since the 1960s, the dominant model for fostering diversity and inclusion in the United States has been the "color blind" approach, which emphasizes similarity and assimilation and insists that people should be understood as individuals, not as members of racial or cultural groups. This approach is especially prevalent in the workplace, where discussions about race and ethnicity are considered taboo. Yet, as widespread as "color blindness" has become, many studies show that the practice has damaging repercussions, including reinforcing the existing racial hierarchy by ignoring the significance of racism and discrimination. In The Color Bind, workplace experts Erica Foldy and Tamara Buckley investigate race relations in office settings, looking at how both color blindness and what they call "color cognizance" have profound effects on the ways coworkers think and interact with each other. Based on an intensive two-and-a-half-year study of employees at a child welfare agency, The Color Bind shows how color cognizance--the practice of recognizing the profound impact of race and ethnicity on life experiences while affirming the importance of racial diversity--can help workers move beyond silence on the issue of race toward more inclusive workplace practices. Drawing from existing psychological and sociological research that demonstrates the success of color-cognizant approaches in dyads, workgroups and organizations, Foldy and Buckley analyzed the behavior of work teams within a child protection agency. The behaviors of three teams in particular reveal the factors that enable color cognizance to flourish. While two of the teams largely avoided explicitly discussing race, one group, "Team North," openly talked about race and ethnicity in team meetings. By acknowledging these differences when discussing how to work with their clients and with each other, the members of Team North were able to dig into challenges related to race and culture instead of avoiding them. The key to achieving color cognizance within the group was twofold: It required both the presence of at least a few members who were already color cognizant, as well as an environment in which all team members felt relatively safe and behaved in ways that strengthened learning, including productively resolving conflict and reflecting on their practice. The Color Bind provides a useful lens for policy makers, researchers and practitioners pursuing in a wide variety of goals, from addressing racial disparities in health and education to creating diverse and inclusive organizations to providing culturally competent services to clients and customers. By foregrounding open conversations about race and ethnicity, Foldy and Buckley show that institutions can transcend the color bind in order to better acknowledge and reflect the diverse populations they serve.
Managing Diversity: Toward a Globally Inclusive Workplace by
Call Number: HF5549.5. M5M67
Publication Date: 2005
This book synthesizes the US based focus on its' role as a haven for multicultural immigrants with the European based focus on resistance to immigration and worker migration. Inclusion-exclusion is used as an organizing construct to examine problems and solutions in a global context. offers up-to-date information on the new realities of the workforce, including demographics, legislation, and social policy trends around the world not found in other texts analyzes the causes and consequences of workforce exclusion, highlighting the groups commonly excluded in various countries to underscore experiences both different and similar to those in the US for a greater understanding of the issues provides a comprehensive model of the inclusive workplace based on research and experience as a consulting expert to help implement effective new polices, procedure, and programs.
Inclusive Talent Management: How Business can Thrive in an Age of Diversity by
Publication Date: 2016
Organizations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the right place to drive operational success. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear. Featuring case studies from internationally recognised brands such as Goldman Sachs, Unilever, KPMG, Hitachi, Oxfam and the NHS, Inclusive Talent Management shows that to achieve business objectives and gain the competitive advantage, it is imperative that organizations take an inclusive approach to talent management. It puts forward a compelling and innovative case, raising questions not only for the HR community but also to those in senior management positions, providing the practical steps, global examples and models for incorporating diversity and inclusion activities into talent management strategy.
Diversity in the Workplace: Multi-Disciplinary and International Perspectives by
Publication Date: 2012
Most regions and countries in the world are experiencing increasingly diverse populations and labour markets. While the causes may vary, the challenges businesses face due to a heightened awareness of this diversity are often similar. Internally, organisations promote diversity and manage increasingly heterogeneous workforces, accommodate and integrate employees with different value and belief systems, and combat a range of different forms of discrimination with organisational and also societal consequences. Externally, organisations have to manage demands from government, consumer, and lobbying sources for the implementation of anti-discrimination policies and laws. This has generated demand for appropriate higher level teaching programmes and for more diversity-focused research. Diversity in the Workplace responds to the increasing social and political debate and interest in diversity throughout Europe. The contributors discuss the concept of diversity in different social and legal contexts and from the perspectives of different academic disciplines including sociology, anthropology, psychology, philosophy and organizational theory. The book includes a European view and the makings of a conceptual framework to literature on diversity that hitherto has tended to be US orientated and overwhelmingly practice focused. It will stimulate fruitful exchanges of ideas about different approaches to the challenges faced by businesses and organisations of all kinds. With chapters by authors involved in research into diversity issues at leading academic institutions across Europe, this book offers much that will interest academics, researchers and higher level students, as well as practitioners wanting to understand managing workforce diversity; affirmative action programmes; and anti-discriminatory policy and practice in a wider context.
The 99 Day Diversity Challenge: Creating an Inclusive Workplace by
Publication Date: 2019
Is it really possible for an individual or an organization to develop an inclusion and diversity mindset within the proverbial 99 days? Award-winning social entrepreneur Dr Saundarya Rajesh, one of India's most prominent diversity strategists who is credited with having ushered in the ‘second-career'revolution for women professionals, believes it is. In an engaging, gentle, often light-hearted way, Dr Rajesh demystifies this vast subject of Diversity & Inclusion (D&I) for the business leader, the diversity enthusiast and even the young professional who is curious about this topic. Over a set of 99 stories, anecdotes and thought blogs, this book sequentially uncovers what inclusion and diversity means and how this can be absorbed by just about everyone. At the core of The 99 Day Diversity Challenge is the belief that the organizational practice of inclusion actually results in us becoming better human beings. For when we break down differences and create greater connectedness between people, we are building a better world. What is The 99 Day Diversity Challenge? • A never-before account of the nascent experiences of implementing the culture of D&I at the Indian workplace • A precise explanation on the different strands of diversity, how to leverage each strand and the future of the D&I thought • A handy guide to set organizational inclusion goals, design a methodology to accomplish them and track your progress • An interesting ‘user manual'to unlock the diverse human potential at your workplace.
The New Talent Acquisition Frontier: Integrating HR and Diversity Strategy in the Private and Public Sectors and Higher Education by
Publication Date: 2013
For HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace. The authors' point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services. As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today's rapidly shifting national and global realities.Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them. Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations - the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) - to illustrate the dynamic intersection between HR and diversity practices.
Management and Diversity: Thematic Approaches by
Publication Date: 2017
International Perspectives on Equality, Diversity and Inclusion examines the complex nature of equality, diversity and inclusion in the world of work through interdisciplinary, comparative and critical perspectives. Authors are encouraged to provide cross-national and multi-dimensional insights through comparative analysis and to bring insights from across the disciplines of social sciences and humanities. The series elicits critical scholarship through its focus on structures of inequality in relations of power in exploring issues of EDI at work.
Putting Diversity to Work: How to Successfully Lead a Diverse Workforce by
Publication Date: 2004
Employing people from different backgrounds can give your organization an edge, both internally and in the international arena. Putting Diversity to Work will help you integrate diversity into your search for highly skilled and multi-talented employees. This book will show what you can do to recruit the best people and build a creative, flexible, inclusive workplace. You will also learn ways to communicate effectively, create rapport, and manage conflict, as well as how to work together as a team. Doing business in the global marketplace means that you have a consumer base that is expanding as well as your employee base. Reach out to every area of your business to improve your diversity practices from your stakeholders to your supply chain to better serve all of your markets.
Beyond Race and Gender: Unleashing the Power of Your Total Work Force by Managing Diversity by
Call Number: Currently unable to access- will find out why
Publication Date: 1991
The ability to manage this diversity successfully has become a basic strategy for corporate survival. Beyond Race and Gender supplies a sorely needed Action Plan, extensive case studies, and a series of tough questions and answers to get readers thinking deeply about what elements are blocking the full use of the human talent available. In this visionary work, R. Roosevelt Thomas, Jr., rouses organizations to face the facts and embrace the challenges--because it is the only efficient way for America to compete and prosper.
Leading Diversity in the 21st Century by
Publication Date: 2017
The Leader-Member Exchange (LMX) model of leadership has shown that effective leader-follower relationships predict employee well-being and performance. Less research, however, addressed how diversity variables may affect the development of leader-member exchange and outcomes. This book moves the field forward by addressing the 21st century challenges of how diversity may impact the development of effective working relationships. Key trends in the workforce suggest that the impact of diverse employees will challenge a leader's ability to develop effective working relationships with all direct reports. New frameworks are needed to understand how various groups such as women, Hispanics, African Americans, Millennials, LGBTQ, and persons with Autism Spectrum Disorder develop effective working relationships with their supervisors This edited volume will bring together the top scholars in the field to address these segments of the workforce and offer practical advice for managers. This book will be used in college undergraduate and/or graduate level leadership classes. It might also be adopted for courses in managing diversity. Scholars will find the book a useful reference work. In addition, practicing managers will be interested in the implications of developing effective working relationships in diverse leader-member dyads.
Gender Diversity and Non-Binary Inclusion in the Workplace: The Essential Guide for Employers by
Publication Date: 2018
Helping to create inclusive work environments for non-binary people, this book builds knowledge of non-binary identities and provides practical solutions to many of the basic workplace problems this group face. Working with and including non-binary people in the workplace is beneficial for both employer and employee, as it attracts and retains younger and non-binary workers by helping promote an inclusive brand, as well as satisfying equality obligations. Based on novel research of non-binary inclusion within businesses, it provides a basic overview of non-binary people, a business case for inclusion, a brief description of how non-binary people fit into current equality laws and likely future developments in the area. An ideal introduction for companies wishing to embrace all genders in the workplace.
Working Together: How Workplace Bonds Strengthen a Diverse Democracy by
Publication Date: 2003
The typical workplace is a hotbed of human relationships--of friendships, conflicts, feuds, alliances, partnerships, coexistence and cooperation. Here, problems are solved, progress is made, and rifts are mended because they need to be - because the work has to get done. And it has to getdone among increasingly diverse groups of co-workers.At a time when communal ties in American society are increasingly frayed and segregation persists, the workplace is more than ever the site where Americans from different ethnic, religious, and racial backgrounds meet and forge serviceable and sometimes lasting bonds. What do these highlystructured workplace relationships mean for a society still divided by gender and race?Structure and rules are, in fact, central to the answer. Workplace interactions are constrained by economic power and necessity, and often by legal regulation. They exist far from the civic ideal of free and equal citizens voluntarily associating for shared ends. Yet it is the very involuntarinessof these interactions that helps to make the often-troubled project of racial integration comparatively successful at work. People can be forced to get along-not without friction, but often with surprising success.This highly original exploration of the paradoxical nature--and the paramount importance--of workplace bonds concludes with concrete suggestions for how law can further realize the democratic possibilities of working together. In linking workplace integration and connectedness beyond work, Estlundsuggests a novel and promising strategy for addressing the most profound challenges facing American society.