A groundbreaking work challenging the false narrative that diversity equals a lack of qualifications by uncovering the impact of competency checking, a practice that unjustly scrutinizes Black people and other people of color, forcing them to repeatedly prove their worth, intelligence, and even their right to be in the workplace.

The advancement of Black and other people of color in the workplace is under attack as there is a turn away from the promise of the racial reconciliation of 2020. This period saw Black talent rise in the workplace from DEI managers to CEOs to junior-level hires. Yet, the post-2020 workplace is seeing an alarming retreat from creating workplaces and leadership that reflect the nation's diversity.

That retreat is characterized by underemployment, cracked glass cliffs, toxic work environments, and claims of empty pipelines. More concerning, Black professionals and other people of color often face greater scrutiny than their peers regarding job applications, work experience, and qualifications to even be considered for employment or advancement. And that scrutiny has a name: Competency Checking.

When it comes to hiring Black talent, the pipeline isn't broken; rather, it is the assumptions we make about who is competent and qualified. In Qualified, award-winning executive and journalist Shari Dunn combines deep research with enlightening interviews and anecdotes from across the broad spectrum of her career to uncover the history of Competency Checking, how it manifests in the workplace, and what can be done to change it. Competency checking, Dunn argues, continues to be practiced consciously and unconsciously and is the key reason why Black people and other people of color are underrepresented in so many industries and why there continues to be a revolving door of Black talent even after the hiring surges of 2020.

Don't let harassment and discrimination claims disrupt your workplace

Discrimination and harassment can poison the work environment, undermine employee morale, and lead to costly investigations and lawsuits. It's critical to take steps to prevent harassment and discrimination, as well as to appropriately respond when incidents do happen.

Protect your company and employees from harassment and discrimination claims using the information and strategies in this updated edition. You'll learn how to:

• develop policies prohibiting harassment and discrimination


• train employees and supervisors


• handle employee complaints and investigate claims thoroughly


• document your company's response


• take action against wrongdoers


• prevent illegal retaliation, and


• respond to agency complaints, investigations, and lawsuits.

The legal principles, strategies, and tactics discussed in this book apply to remote workers and on-site staff.

Author of the bestselling DEI Deconstructed returns with a companion workbook filled with practical and actionable techniques for changemakers at all stages of their DEI journey.

The next step in your DEI journey starts here. Building on the knowledge base of DEI Deconstructed, Lily Zheng offers a workbook with 40 original exercises, worksheets, and other tools to help guide you and your organization toward more substantive and lasting DEI outcomes. Whether you're a new or veteran DEI practitioner looking to improve your practice, a leader looking to grow your leadership skills, or an advocate looking to play more powerful roles in movements, this book will give you the practical tools to do just that.

From self-work to organizational change, this workbook will upskill you with the core competencies required for impactful DEI work, such as - diagnosing inequity, working with constituents, building movements, creating psychological safety, stewarding inclusive cultures, resolving conflict and harm, and achieving systems change. Most importantly, it will give you valuable experience putting these skills into action. Each activity can stand on its own and is designed to stimulate valuable reflection and practice. Included are recommendations for targeted exercise roadmaps to supplement your learning journey. Taken all together, these exercises are a complete masterclass in any practitioner's DEI education

A church office worker complains about romantic advances made by a married pastor. What do you do?

Parents in your congregation accuse a teenage boy of touching their daughter inappropriately. How should you handle it?

A woman in your ministry files a sexual harassment complaint about a male coworker, which turns into a confusing he said/she said clash. How can you determine the truth?

Allegations of harm must be taken seriously. The health and reputation of the organization, the potential victim, and the accused are at stake. How do you go about investigating in a proper and godly way?

This handbook helps pastors, ministry leaders, board members, and HR professionals navigate the process of response and investigation, which may require outside expertise. With clear and practical guidance, this book will show you how to:

- Respond to complaints and make appropriate reports

- Listen to and protect those who may have been harmed

- Create a fair process and communicate it appropriately

- Take responsibility and restore those who have been harmed

Your DEIJ efforts are stagnating because you continue to center whiteness. Creating a truly anti-racist organization requires learning how to identify and rectify the systemic, and often unconscious, centering of white culture and values in the workplace.

Corporate America continues to struggle with racial equity in a post-George Floyd world. As the U.S. becomes more diverse and the public consciousness continues to shift, there is a greater need for successful racial equity efforts in the workplace.

Decentering Whiteness in the Workplace exposes the ways that white culture and expectations are centered in the modern American workplace and the fears within corporate spaces about talking candidly, openly, and honestly about whiteness, white supremacy, and anti-blackness.

Readers will discover:

• A direct and straightforward analysis about what white-centering is
• An evaluation of the different ways that whiteness is centered in the workplace such as bereavement and holiday policies to dress code
• A guide on how to recognize and decenter whiteness within oneself and at work
• Solutions for people to contribute individually and systemically to anti-oppression

Decentering Whiteness in the Workplace provides a crucial guidebook with practical solutions for leaders, DEI practitioners, and anyone hoping to truly create an anti-racist workplace.

Bank On It is a testament to the tenacity of a woman committed to smashing invisible corporate barriers as she journeyed through a forty-three-year career in the banking industry while contending for corporate notoriety. As life's hardest lessons knocked her to her knees, she became visible to the person who mattered most: herself.

This memoir permeates the hearts and minds of the forerunning pioneers as they struggle to find purpose in understanding who they are.

As you explore Darlene's story, you cash in on a lifetime's worth of wisdom and knowledge and the courage to act on it.

You can Bank On It.

Tackle racial bias and discrimination at your company and create a representative and diverse leadership team

In Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace, workplace strategist and C-suite executive Daisy Auger-Domínguez delivers a timely, inspirational, and practical exploration of why mainstream efforts at diversity improvement tend to fail and what you can do today to successfully create a diverse and representative leadership team at your company.

In the book, the author explains her four-step process of reflection, visualization, action, and persistence, and walks you through how to use research-based strategies to promote diversity. This hands-on toolkit for leaders and people professionals will show you how to:

• Achieve the benefits--including higher revenues and more satisfied employees--enjoyed by high-performing, diverse companies
• Fruitfully address the complex and fraught issues of race, power, and exclusion at your firm
• Transform the seemingly intractable problems of racial bias and discrimination into realistically solvable issues you can begin to address immediately

Perfect for managers, directors, executives, entrepreneurs, founders, and other business leaders, Inclusion Revolution is also a must-read for people officers and human resources professionals at companies of any size and in any industry.

This compassionate guide is packed with advice for those being bullied by their colleagues, or those who recognize that a team member is the target of workplace bullying.

Being bullied by your team at work is highly toxic. You might experience considerable distress, a dramatic loss of self-esteem and tumbling self-confidence, alongside isolation or abandonment, as a trusted team of colleagues turns a blind eye to what's happening to you.

In How to Overcome Bullying in Your Team, chartered psychologist Aryanne Oade shares a wealth of practical wisdom for those being bullied by their team at work. Whether the bully is your team manager, a peer or a more junior colleague, this book will provide you with tactics, insight and empathy with which you can tackle team bullying. You will learn to:

• Develop the skills and resilience you need to confront bullying and protect yourself from it
• Recognize the ways that team dynamics and allegiances alter because of bullying
• Respond effectively to a range of team bullying tactics, including whispering campaigns, outright untruths and unjust accusations of under-performance
• Speak up for a colleague who is being bullied in front of the team
• Regain your self-esteem and self-confidence after team bullying - and begin to thrive at work

The targets of workplace bullies often suffer long after the bullying stops. Resentment, anger, emotional pain, and even physical ailments can prevent them from moving forward with their lives. How can people who have been bullied at work grow from victim to survivor?

Thriving After Workplace Bullying - Journey from Victim to Survivor, tells the stories of the survivors of workplace bullying focusing on their resilience, how they moved past the hurt, and crucially, how they changed from perceiving themselves as a victim to feeling empowered.

This book delves into what workplace bullying is, its costly impact on both the target and organization, and through in-depth studies and interviews, helps us understand how to avoid workplace bullying.

Thriving After Workplace Bullying is essential reading for organizational leaders, Human Resources professionals, and anyone invested in employee welfare.

A Black Man's Guide for Working in Corporate America will serve as a roadmap for navigating the landscape of the corporate environment. It not only illuminates the unique challenges that come with joining the workforce as a Black male, but it also highlights effective strategies and solutions to succeed in spite of obstacles put before you. In addition, the guide will help you understand your worth and focus on logic instead of emotion when solving problems.

Creating justice-centered organizations is the next frontier in DEI. This book shows how to go beyond compliance to address harm, share power, and create equity.

Traditional DEI work has not succeeded at dismantling systems that perpetuate harm and exclude BIPOC groups. Proponents of DEI have put too much focus on HR solutions, such as increasing representation, and not enough emphasis on changing the deeper organizational systems that perpetuate inequities--in other words, on justice. DEIJ work diverges from traditional metrics-driven DEI work and requires a new approach to effectively dismantle power structures.

This thought-provoking, solutions-oriented book offers strategic advice on how to adopt a justice mindset, anticipate and address resistance, shift power dynamics, and create a psychologically safe organizational culture. Individual chapters provide pragmatic how-to guides to implementing justice-centered practices in recruitment and hiring, data collection and analysis, learning and development, marketing and advertising, procurement, philanthropy, and more.

DEIJ pioneer Mary-Frances Winters and her coauthors address some of the most significant aspects of adding a justice focus to diversity work, showing how to create a workplace culture where equity is not a checklist of performative actions but a lived reality.

Playing to win requires an understanding of the game, knowing who the star players are, and developing and executing a playing strategy.-Brenda Harrington

In Access Denied, Brenda Harrington addresses what it takes to pave a path to success in storied detail. She explains that beyond degrees, experience and competence, it is necessary to interpret an organization's culture, the behaviors that are tolerated, and who the power players are, through a lens of diversity and inclusion.

This resource places precise language around the unique challenges facing BIPOC individuals including: the issue of code-switching; the pitfalls of assimilating into a patriarchal and white-dominated work culture; the problem of veiled discriminators; and the complications of workplace dynamics that favor a dominant group. She also acknowledges the physical and mental toll of pervasive and systemic racism.

Throughout this book, the experiences of real people are presented to convey three key messages:

-No, you are not crazy. What has happened and is happening to you is real.

-You are not alone. What has happened to you has happened and is happening to others.

-We cannot change the hearts and minds of those with biases that do not favor us, but we can make choices to better protect and advocate for ourselves and each other.

Through stories and reflection exercises that are deeply grounded in reality, Harrington provides members of minoritized and marginalized groups with tools to navigate their circumstances more effectively, with a view toward building the lives and legacies they want for themselves and their families.

Understanding Work/Life BalanceIn today's fast-paced and demanding world, achieving a healthy work/life balance has become increasingly important. In this subchapter, we will delve into the significance of maintaining a harmonious equilibrium between our personal and professional lives. By understanding the importance of work/life balance, employees can lead more fulfilling lives while excelling in their careers.

Work/life balance refers to the delicate juggling act of allocating time and energy between work-related responsibilities and personal commitments. It encompasses various aspects such as managing time effectively, prioritizing self-care, and nurturing personal relationships. Achieving a healthy work/life balance is crucial as it directly impacts our physical and mental well-being, job satisfaction, and overall happiness.

One of the primary reasons why work/life balance is essential is its positive impact on our health. A well-balanced life allows for sufficient rest, exercise, and recreation, which are vital for maintaining good physical health. By prioritizing personal time and engaging in activities that rejuvenate our mind and body, we can reduce stress levels and prevent burnout. Moreover, a healthy work/life balance promotes better mental health, leading to increased productivity and creativity in the workplace.

Beyond health, work/life balance significantly influences job satisfaction. When individuals are able to allocate time for their personal interests and passions, they feel more fulfilled and motivated in their professional lives. Engaging in activities outside of work not only provides a sense of purpose but also enhances overall job performance. A well-rounded employee who can strike a balance between work and personal life brings fresh perspectives and innovative ideas to the table.

Furthermore, work/life balance plays a pivotal role in nurturing personal relationships. By dedicating quality time to family, friends, and oneself, employees can foster stronger bonds and create lasting memories. Maintaining these connections offers emotional support, reduces feelings of isolation, and contributes to a sense of belonging. A healthy work/life balance allows individuals to be present and engaged in their relationships, leading to greater happiness and fulfillment

THIS IS NOT A TELL-ALL BOOK!

IT IS A TELL-THE TRUTH BOOK!

Black Lives Matter! Social Justice Warrior! Diversity, Inclusion, and Equity! These are politically correct phrases heralded by many organizations publicly, but who are privately exposing employees to professional injustices daily.

In Professionally Lynched, Tanya White masterfully compares past historical civil rights inequities to present-day workplace wrongs. She shares her traumatic personal experience and the stories of other victims whose careers were killed by lynching leaders.

Tanya White reveals real-world workplace injustices and aspires to offer healing from the lifelong trauma it causes by:

- Giving a clear definition and identifying the five stages of professional lynching

- Explaining the six types of workplace injustices and how amazing employees are being professionally assassinated

- Debating the delusion of workplace diversity due to the exponential rise of employees winning their cases from discrimination lawsuits

- Exposing the systemic barriers marginalized groups encounter, particularly Black women, who are wounded while working after getting a seat at the decision-making table

- Showing employees of professional lynching how to stand up for and in their truth without fear, shame, or blame

AND MUCH MORE! Professionally Lynched is a brilliant manifesto that demands that organizations dismantle systemwide workplace injustices. Once this occurs, then all employees can truly be trauma-free professionally and genuinely experience diversity, equity, and inclusion throughout their careers.

People are often stigmatized by virtue of their status on such dimensions as race, ethnicity, gender, age, weight, disability, or sexual orientation, and this book deals with the plight of those who are stigmatized in organizations. For example, they often experience prejudice, unfair discrimination, mistreatment, and exclusion from organizations and society as a whole. As a result, there has been an increased interest in developing ways to decrease the negative experiences of stigmatized groups, increase their inclusion in organizations, and ensure that they have the opportunity to enjoy a satisfying work life. Despite an increased interest in decreasing the negative experiences of stigmatized groups, most of the studies in human resource management (HR) and organizational behavior (OB) have focused on only a subset of these individuals including African-Americans, women, older workers, and people with physical disabilities (Dipboye & Colella, 2005). A number of other stigmatized groups have been practically neglected by organizational research including people with psychological disabilities (e.g., anxiety and depressive disorders), Asian Americans, immigrants, those with foreign accents, individuals with different sexual orientations, people who are single in organizations, women entering the corporate suite, and adolescents. Thus, the primary purposes of this issue of Research in HRM is to consider research on The plight of stigmatized groups in organizations, and foster research on those groups who have been neglected in organizational research.

In view of these arguments, this issue (a) presents a brief review of the research on the plight of several stigmatized groups in organizations (e.g., Asian Americans, those with psychological disabilities, people who are single, women entering the corporate suite, and individuals with different sexual orientations, (b) identify needed research on these stigmatized groups, (c) offer directions for future research, and (d) consider the implications for practice that can decrease the negative experiences of these group members, and facilitate their inclusion in organizational settings.

The Shield of Silence: How Power Perpetuates a Culture of Harassment and Bullying in the Workplace looks at the culture of the workplace and its impact on women and other groups who bear the impact of sexual harassment, bullying, lewd and inappropriate remarks, and other behaviors that can negatively impact the experiences of people each day.

The Shield of Silence compellingly argues that sexual harassment and other negative behaviors will not be stopped unless the condition that drives victims and bystanders into silence - the overriding fear that reporting misconduct will result in retaliation - is eliminated. Combining fascinating research, extensive interviews, and strategic recommendations for addressing workplace misconduct, it is a must-read for anyone interested in the ongoing conversation about what's acceptable, and what isn't, in the workplace.

This book combines fascinating research, extensive interviews, and strategic recommendations for addressing workplace misconduct. Its premise is that sexual harassment and other negative behaviors will not be stopped unless the condition that drives victims and bystanders into silence - the overriding fear that reporting misconduct will result in retaliation - is eliminated.

Senator Romero provides the first comprehensive accounting of why we like Howard but dislike Heidi in leadership roles--and what we can do to overcome this gender bias.

Gloria Romero--former California Senate Majority Leader and Professor Emeritus of Psychology--shatters the glass ceiling in a sweeping takedown of gender bias at the workplace and the price women and society pay for the virulent, double standard of the likability factor that persists in the workplace. She exposes the link between success and likability that 21st-century women leaders face in politics and the workplace.

In a book both accessible and enlightening, Senator Romero stands as a woman unafraid to break down barriers for women. As the first female Majority Leader of the upper house in California's State Legislature, she authored major reform laws in public education, criminal justice, governmental ethics, and transparency.

Just Not That Likable is the story of a trailblazer who understood that while the 20th-century sexism of unequal pay for equal work had been outlawed and anti-discrimination laws had become common, there was still a hidden likability penalty and the so-called double bind applied to successful women. The book features the most comprehensive review to date of what is known about the double bind faced by women executives and leaders: they are expected to exhibit strength and lead, but are penalized as being abrasive or exhibiting characteristics stereotyped as being masculine. Drawing on her own life as well, Senator Romero's journey leads her to the realization that when women smash through the persisting ceiling--still with us in the 21st century--the shards cut. Too deep and too often, these practices and behaviors shut down opportunity for our daughters, sisters, and each other. Just Not That Likable recognizes that our workplaces must promote practices, policies, and cultures which confront and disassemble this double bind for women.

This complete guide to effective, transformative diversity training provides an answer to the superficial, check-the-box DEI efforts that are undermining the entire field.

DEI work is getting a bad reputation. But that's because it's not being done right, say veteran diversity consultants James O. Rodgers and Laura Kangas. Too many organizations are treating diversity training as a quick-hit, low-cost, check-the-box activity.

Effective diversity training involves behavioral change based on adult learning theory. It is rigorous, deeply personal, experience based, and, if done well, life changing. Rodgers and Kangas offer a complete guide, from design to implementation to results. They show how to

- determine what specific, tangible outcomes an organization wants before it starts
- link diversity training to overall organizational strategy
- help all participants forge an individual, emotional connection to the training
- identify what skills a facilitator needs--the right facilitator makes all the difference
- create memorable learning experiences, not simply educational programs

The authors' goal is nothing less than to spark a worldwide revolution of informed practitioners, employees, and business leaders who will demand diversity training be given the same time, resources, and attention as any other critical enterprise initiative.

Reading group discussion guide available in book.

The key to your career advancement is understanding how power works--who has it, where it hides, and how it's used. Please Sit Over There teaches Black women the career skills they need to navigate an uneven playing field and achieve long-lasting professional success.

Black women continuously navigate systems that were never intended for them while playing by a set of rules they never agreed to or were ever trained for.

In this book, Francine Parham shares her knowledge as a Black woman and a former global executive of two major corporations on how to move up in the workplace while maintaining a sense of sanity. The key skill--one that Black women are rarely taught--is understanding the power dynamics within your organization and learning how to shift the power to your advantage. Parham shows how to use your voice, strategically build the right relationships, and support others once you have achieved a powerful position--tools any woman can use to increase her power and ensure a successful, fulfilling career.

Parham says Black women are already empowered; there is no shortage of qualified professional Black women in the talent pipeline. But it does not feel empowering when organizations force Black women to work every day to overcome biases, discriminatory institutional practices, and unwritten rules of power at play that hinder their career development and professional advancement.

Please Sit Over There honors the painstaking work being undertaken to deconstruct broken institutions and demonstrates how Black women can achieve their goals while those institutions still exist--effectively opening doors for all women of color.

Using a proven three-part framework, this book shows how anyone--from a CEO to frontline employee--can play a pivotal role in creating a diverse and welcoming workplace.

Creating a diverse workplace needs to be an ongoing effort, not just the subject of occasional training. As Celeste Warren says, needed change won't take place unless all employees feel that they have a role to play in creating the culture they would like to see in their organization.

Regardless of what position you hold, you have the ability to impact change and create a more inclusive environment. Anyone can commit to becoming an unofficial Diversity and Inclusion Ambassador in his or her organization. Warren offers a straightforward three-stage model:

Become aware of your strengths, weaknesses, and conscious and unconscious biases.

Take an inventory of your surroundings: what is getting in the way of there being an inclusive environment in your organization?

Develop a personal action plan.

Depending on your position, the actions you take can be as simple as consistently raising DEI-related issues in staff meetings or as far-reaching as leading an Employee Resource Group or developing a new hiring policy. In separate chapters, Warren offers specific advice for chief diversity and inclusion officers, C-suite leaders, first-line managers, human resources practitioners, and individual contributors. This book features examples, exercises, and practical tools that show you how to assess where your organization is at and develop a purpose and strategy that can make diversity a workplace reality.