the Employee Experience and Encouraging Engagement Minimizing Employee Complaints and Lawsuits Avoiding the Revolving Door and Turnover of Top Performers Chapter 5: Hiring a Chief Diversity, Equity, and Inclusion Officer Tracing the Rise of the Chief Diversity, Equity, and Inclusion Officer’s Role Knowing When It’s Time to Hire a CDEIO Considering the Best Candidate for Your Organization Positioning the Role at the Right Level
6 Part 2: Examining DEI in the Workplace Chapter 6: Assessing Your Organization’s Culture Exploring What Culture Is Using Benchmarks and Other Industry Standards Conducting Document Reviews of Policies, Processes, and Strategies Conducting Leadership Assessments Conducting a Staff Inclusion and Engagement Survey Conducting Employee Focus Groups Chapter 7: Exposing Common Organizational Barriers to DEI Looking for the Culture Fit Resisting the Value and Need for DEI Perpetuating Microaggressions, Stereotypes, and Prejudices Overlooking Hidden Figures Who Are Overperforming but Undervalued Silencing and Ignoring Employee Complaints Chapter 8: Positioning DEI as an Organization’s Strategic Priority Embedding DEI into the Organization’s Mission, Vision, and Values Creating a DEI Plan Communicating the DEI Plan across the organization Keeping the Plan Alive
7 Part 3: Implementing and Operationalizing DEI Across the Organization Chapter 9: Finding and Recruiting Diverse Talent Reviewing Your Recruitment Strategy Casting a Wider Net to Build a Diverse Pipeline Writing More Inclusive Job Descriptions Minimizing Bias in the Selection Process Assembling a Diverse Interview Panel Avoiding Illegal and Inappropriate Questions Chapter 10: Developing, Coaching, Promoting, and Retaining Diverse Talent Developing Diverse Talent Coaching Diverse Talent Assessing Your Team’s Needs Reviewing Performance with an Equitable and Inclusive Mindset Applying Retention Strategies That Work Chapter 11: Leading Diverse Teams for Maximum Performance Assembling a Diverse Team Maximizing the Benefits of a Diverse Team Inviting Diversity of Thought to the Table Facilitating Relationship-Building and Cultivating Trust and Belonging Avoiding the Common Pitfalls of Leading a Diverse Team Chapter 12: Tracking, Measuring, and Reporting the Progress of DEI Efforts Measuring What Matters Identifying the Problems with Tracking DEI Developing a DEI Scorecard Reporting the Data to Key Leaders Chapter 13: Embedding DEI in Other Key Areas of the Organization Incorporating DEI Messaging into Marketing and Branding Initiatives Integrating DEI into Company Communications and Messaging Connecting DEI to Environmental Social Governance and Corporate Responsibility Surveying Supplier Diversity Programs Chapter 14: Launching DEI Councils and Employee Resource Groups Differentiating Between DEI Councils and Employee Resource Groups Ensuring Engagement from the Top: The Importance of the Executive Sponsor Establishing an Effective DEI Council Offering Employee Resource Groups to Support DEI Initiatives
8 Part 4: Sustaining DEI in Your Organization Chapter 15: Understanding Implicit Bias and Its Impact in the Workplace An Important Word on Bias Tracing the Origins of Biases and How They’re Reinforced Identifying Ways Biases Show Up in Everyday Life