Book Discussion Leading Inclusion: Driving Change Your Employees Can See Feel

Please join us for a discussion on the book, "Leading Inclusion - Drive Change Your Employees Can See And Feel".

This will be a one-hour remote session, using Zoom, and a Miro board. We will have a lean coffee approach, where attendees will raise the topics or quotes they would like to discuss during the session, and by vote we determine which are pulled. We will discuss for a few minutes then vote if we continue on that card or the next and so forth until the hour is done.

The book itself has some great information, and it could be interesting to discuss how this can be amplified in our agile teams. Please join us as we explore leading inclusion.

Zoom:
Topic: Tricia Munsey's Zoom Meeting
Time: Aug 23, 2023 06:00 PM Eastern Time (US and Canada)
Join Zoom Meeting
https://us02web.zoom.us/j/87503917025?pwd=emU4Qk0vRWxSOXN0anVOT1NKdGdnQT09
Meeting ID: 875 0391 7025
Passcode: 619496

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Here is the summary from Amazon:

Build an inclusive organization from the top down

Kirkus: "A comprehensive guidebook to diversity, equity, and inclusion initiatives in the workplace."
Why are workplace diversity, equity, and inclusion (DEI) efforts often disappointing? Organizational psychologist and executive coach Gena Cox asserts that although human variation is normal, true inclusion that embraces these variations remains elusive in the workplace. Leading Inclusion, a "how-to-be" book, educates, challenges, and empowers executives and business owners to lead inclusion from the top of the organization.
This plain-spoken-yet-nuanced guide shows leaders how to set and incorporate a vision for diversity and inclusion that enables marginalized employees to see and feel the difference in their day-to-day work experiences. Leading Inclusion challenges many preexisting beliefs about how to lead "diversity, equity, and inclusion (DEI)" and urges leaders to develop the necessary mindset for bold action this work requires.

Leading Inclusion reframes inclusion as a leadership competency and imperative rather than a moral obligation. Using research from conversations with executives, scholars, DEI practitioners, and the experiences of employees of color Leading Inclusion offers a variation to the traditional "DEI framework. The book's "Respect First" R.E.D.I. (Respect, Equity, Diversity, and Inclusion) model argues for the primacy of Respect. Cox believes that if underrepresented employees don't feel respected, the "programs or initiatives" leaders implement will not be meaningful or impactful.
Leading Inclusion offers a strategic way to forestall disappointing diversity and inclusion outcomes.