Here are 95 books that What If? Short Stories to Spark Inclusion & Diversity Dialogue fans have personally recommended if you like
What If? Short Stories to Spark Inclusion & Diversity Dialogue.
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I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
Workplaces are increasing in diversity, making it essential for workers to understand the nuances of cross-cultural relationships. This book delves into those nuances in a way that is practical, insightful, and fun. The author begins by introducing the four stages of cultural awareness, then builds by providing workbook opportunities for the reader to develop often profound insight. The author remarkably shows no bias toward one culture over another, which heightens the book's value. It’s also a terrific read for global travelers to gain an understanding and appreciation of places and people visited.
Here is the ultimate, self-instructional cross-cultural training manual. Craig Storti, author of The Art of Crossing Cultures, The Art of Coming Home, Incident at Bitter Creek and Cross-Cultural Dialogues, brings his wealth of knowledge and his creative mind to this exceptional new resource.
Figuring Foreigners Out is designed for anyone who wants to help in "figuring out" the behavior of someone from another culture. Educators, trainers and individuals will profit from this user-friendly workbook. readers can work through exercises which are vintage Storti - on their own, or in a training group.
Concepts at the heart of intercultural communication are…
I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
I wept when I learned that the author of this book passed away. That’s how much value I place on this book, and reflects how much I, or anyone with an open mind can learn from it. For anyone perplexed by the shifting lexicon of diversity, equity, and inclusion, this book is for you. The author defines diversity, discusses issues in the field, provides tools for self-awareness, and shows how to communicate effectively in diverse environments. His book is a treasure for anyone managing conflict and/or leading change in diverse organizations. A brilliant book for practitioners.
The diverse workforce is not only the future; it is here and now. And, with the help of "The Diversity Toolkit", managers of all levels can learn easily to adapt and be sensitive to the new workforce realities. The "Diversity Toolkit" features easy-to-use tips for improving communications skills, practical guidance for perfecting team relationships, and helpful suggestions for attaining leadership skills. This practical guide will ensure that readers will achieve tangible results effectively and efficiently.
I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
Four generations exist in today’s workplaces, and the attitudes, values, and beliefs of each differ greatly. For example, older workers sometimes stereotype younger workers as lazy or lacking in respect while younger workers may see older workers as overly loyal and not caring about work-life balance. For companies to succeed, understanding generational differences is vital, including communication preferences, feedback needs, motivations, priorities, and expectations. Cam’s book is packed with guidance on how to bring the generations together to attain organizational success and a healthy workplace.
Advance praise for Motivating the "What's In It For Me?" Workforce
"The information on leading and managing generations found in this book is invaluable to all executives today. The war for talent has become increasingly fierce. Attracting and retaining this talent is critical to a successful global company. This book is a masterful tool for developing the skills required for managing multigenerational teams. It is a must-have for executives at all levels who are responsible for a company's greatest asset: its people."
--Phebe Port, Vice President Global Management Strategies,The Estee Lauder Companies
I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
In the age of Black Lives Matter, and the racial, political, and structural tensions that permeate society, Mary-Frances Winters has written a gift of a book that helps us understand why polarization occurs and how to manage conversations about topics often seen as taboo. She is nothing short of brilliant in explaining how culture embeds itself in people’s perceptions and beliefs. This small yet powerful book provides everything leaders and managers need to learn to create spaces of safety and facilitate dialogue that is meaningful, insightful, and often profound. This is the book we have been waiting for!
Instead of shutting down any mention of taboo topics, Mary-Frances Winters shows how to structure intentional conversations about them, so people can safely confront biases and stereotypes and create stronger, more inclusive organizations.
Politics, religion, race - we can't talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren't handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees' sense of safety in the workplace. But you can turn that around and…
I’ve always wondered why meetings are so terrible. And, why we spend so much awful time in them. So, in my graduate studies, I decided to try to figure that out. What makes meetings good and what makes meetings bad? Then, over the course of a couple decades, I wrote what constituted about 25% of all the science on the topic of workplace meetings. It may be self-proclaimed, but I am the Meeting Doctor. Just like you go to a physician for an illness, I’m who people go to when their meetings are sick and need a cure!
Unfortunately, many of the organizations where people work and serve have allowed biases and stereotypes about people to creep in. I recommend this book because it provides leaders with the knowledge and tools to change that about your organization. To bring about inclusion among all employees in every role throughout the entire organization. As the meeting doctor, I can’t imagine a more pivotal place for inclusion than the workplace meeting, and this book gave me the information and ideas I needed to make that a reality in my organization.
In this groundbreaking new book, organizational psychologist and executive coach Gena Cox shows you how to lead an inclusive organization, from the top down, and to seek solutions to the racially based discontent that pervades many employees' experiences. Drawing on psychological science, corporate leaders, diversity, equity, and inclusion (DE&I), and her own experience in corporate America, Cox explains how to reframe the conversation, so you can more effectively guide the rest of the leaders in your organization. She helps you understand the key questions you should ask, the constituents you must address, and the difficult actions you must take to…
I was born in Toronto, yet spent formative years in Atlanta during the height of the civil rights movement. My family shared values dedicated to social justice and actively working against discrimination. Yet at times, I endured antisemitic jokes and name-calling while observing the parents of my “friends” using racist and hateful language toward Black people. We moved to the Seattle area where I later studied political science at the University of Washington, then earned a master’s degree in organizational leadership from the City University of Seattle. For 20+ years, I led global teams at Microsoft and Amazon.
This book expanded my thinking and provided a fresh perspective, reminding me of why I became interested in this important topic years ago and continue to be fascinated by the complexity and nuances of cross-cultural communication.
Now, more than ever, we are all interconnected through advances in technology that bring us closer together. We are working increasingly with a global workforce that inherently comes with very different backgrounds, languages, histories, foods, music, religions, social norms, customs, traditions, and values.
We need to grow our understanding of people from cultures different from our own and Erin's book is a complimentary contribution to this body of knowledge; it is not duplicative but singularly unique and a refreshing read.
Whether you work in a home office or abroad, business success in our ever more globalized and virtual world requires the skills to navigate through cultural differences and decode cultures foreign to your own. Renowned expert Erin Meyer is your guide through this subtle, sometimes treacherous terrain where people from starkly different backgrounds are expected to work harmoniously together.When you have Americans who precede anything negative with three nice comments French, Dutch, Israelis, and Germans who get straight to the point ( your presentation was simply awful") Latin Americans and Asians who are steeped in hierarchy Scandinavians who think the…
The constellation we know as Taurus goes all the way back to cave paintings of aurochs at Lascaux. This book traces the story of the bull in the sky, a journey through the history of what has become known as the sacred bull.
We are scholars and writers, coaches and company builders, optimists, and (on our best days) accelerators of action. It’s been the privilege of our lives to work as change agents at some of the world’s most influential companies—and with some of the world’s most inspiring business leaders. But at the core of our identities, we are educators, which is why we write books about leadership. We believe that what we’ve learned in the process of changing things can be useful to anyone who seeks to lead, particularly now, when the scale and complexity of our shared challenges can seem overwhelming.
We love to win. In all the flux and churn of the DEI debate, one thing that’s getting lost is that DEI done right helps organizations to win.
But well-intentioned DEI efforts can still sometimes do the opposite, causing more harm than good. How could this happen? The simplest answer is that there are still some managers out there who haven’t read this excellent book.
It’s highly practical, deeply insightful, and a must-read for anyone looking to get more out their workforce with dignity and excellence.
The definitive comprehensive and foundational text for critically analyzing and applying actionable DEI techniques and strategies, written by one of LinkedIn’s most popular experts on DEI.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and under-developed strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity, and offers a roadmap that bridges the neatness of theory with the messiness of…
As a gay father of two transracially adopted daughters, I am constantly searching for books that feature families like mine. It is important for children to see families that look like theirs represented in their storybooks. Unfortunately, there is a limited number of children’s books spotlighting adoption and even less featuring LGBTQ+ families. I am happy to share this list of some of my favorites that represent diverse/LGBTQ+ families.
I love all of Todd Parr’s work, as he takes hard topics and makes them easy. The Family Book is no different. This book celebrates families of all types, regardless of composition. Parr normalizes difference by beautifully illustrating that no one family is the same and all families are special. You can’t help but feel like you’ve been wrapped in a warm blanket when you read Parr’s books.
Some families have two moms or two dads. Some families have one parent instead of two. Some families live in a house by themselves. Some families share a house with other families. All families can help each other be strong!
The Family Book celebrates families and all the different varieties they come in. Whether they're big or small, look alike or different, have a single parent or two, Todd Parr assures readers that every family is special in its own unique way.
I spent 20 years leading global teams in Silicon Valley, and I had few role models for empathetic, human, and inclusive leadership. I was committed to being the leader I wished I’d had all those years. I had a lot of success, a big VP-level job, and I loved my work. Then, I got a new manager who bullied, undermined, and silenced me. I decided I wanted to help leaders do better. I became an author, speaker, and consultant focused on inspiring leaders to create an environment where everyone is heard, seen, and respected.
As I listened to the audiobook version of this book, I felt optimistic and hopeful, which is not a common feeling when I read business, leadership, or DEI books. I found the whole book to be an invitation to do better as a leader, a community member, and a human being.
I felt a strong call to action without the usual shaming or blaming that I’ve found in too many recent books. I wanted to sit down and have a conversation with Denise, even though I had never met her. After finishing the book, I felt inspired, uplifted, and committed to taking ownership of my role in making our world more inclusive and indivisible.
A fresh take on the difference between trauma and hardship in order to help accurately spot the difference and avoid over-generalizations.
The book integrates the latest findings in brain science, child development, psycho-social context, theory, and clinical experiences to make the case that trauma is much more than a cluster…
I was born in Toronto, yet spent formative years in Atlanta during the height of the civil rights movement. My family shared values dedicated to social justice and actively working against discrimination. Yet at times, I endured antisemitic jokes and name-calling while observing the parents of my “friends” using racist and hateful language toward Black people. We moved to the Seattle area where I later studied political science at the University of Washington, then earned a master’s degree in organizational leadership from the City University of Seattle. For 20+ years, I led global teams at Microsoft and Amazon.
I love this book as a resource guide for leading people with different styles to work effectively together. “Riding the Waves of Culture” furthered my understanding of people and cultures around the world by elevating my knowledge from how people from different cultures vary, to the next level, how the interactions between people from different cultures impact the effectiveness of our communication and working relationships.
I keep this book close to my desktop because it’s a treasure trove of stories and practical applications for resolving what the authors describe as “cultural dilemmas.”
For over 25 years, Riding the Waves of Culture has set the standard for leading effectively in an international business context. Helping leaders to be highly attuned to cultural differences, and to leverage such differences for maximum competitive advantage.
Retaining its in-depth exploration of underlying cultural frameworks that have made it a business classic, Riding the Waves of Culture, Fourth Edition provides new, evidence-based information and insights on critical business matters, including: - How to enhance and improve chances of success in M&A deals by expertly handling corporate and cultural differences - Ways of improving and handling competencies, dilemmas, servant…
