Diversity Beyond Lip Service

The ugly truth about diversity is that some people worry they must give up their power for others to have a chance. La'Wana Harris's Inclusion Coaching method helps people realize that sharing power isn't the same as losing it. The elephant in the room with diversity work is that people with privilege must use it to allow others equal access to power. This is often why diversity efforts falter—people believe in diversity until they feel that they have to give something up. How do we talk them through this shift? La'Wana Harris introduces Inclusion Coaching, a new tool based on cutting-edge research that identifies the stages of preparation, implementation, and “self-work” necessary to help individuals, teams, and organizations build a sustainable culture of inclusion. Harris's six-stage COMMIT model—Commit to courageous action, Open your eyes and ears, Move beyond lip service, Make room for controversy and conflict, Invite new perspectives, and Tell the truth even when it hurts—provides a proven process for making people aware of their own conscious and unconscious biases and concrete steps to make inclusion an embedded reality. Harris offers managers and diversity coaches new models to empower everyone from employees to CEOs to “do” inclusion and address deep-rooted biases that are often invisible. She addresses the growing need to challenge bias and build authentic cultures where everyone can feel a sense of belonging.

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. Tu as des groupes de ressources d'employés, des comités d'inclusion et des formations sur les préjugés inconscients, et maintenant ? Le sujet que tout le monde veut éviter en matière de diversité est que les personnes qui ont des privilèges doivent s'en servir pour permettre aux autres d'avoir un accès égal au pouvoir. Comment pouvons-nous les aider à gérer ce changement ? Afin de fournir à nos clients le service que nous revendiquons, nous devons faire notre propre travail pour prendre conscience de nos faiblesses et de nos préjugés personnels et organisationnels dans le domaine complexe de la diversité et de l'inclusion. À travers de nombreux exemples percutants, et d'une voix très calme et incontestable, Mme Harris a clairement exposé le recoupement entre le coaching et le travail d'inclusion. Bravo ! Halli MacNab, PCC, Présidente de l'Association des organisations de formation des coachs et Directrice des opérations de Accomplishment Coaching La'Wana Harris m'a ouvert les yeux sur le pouvoir des pratiques de coaching pour créer de nouvelles voies en matière de diversité et d'inclusion, que tu aies ou non une formation de coach officielle. Lis ce livre et contribue à créer des lieux de travail où chacun peut s'engager honnêtement et accéder librement. Marshall Goldsmith, vainqueur du titre coach exécutif de Thinkers50 et deux fois vainqueur du titre Leadership Thinker in the World Le coaching consiste à élargir la vision qu'ont les gens d'eux-mêmes et du monde qui les entoure. La'Wana Harris nous montre comment utiliser une approche de coaching dans nos discussions pour aider les gens à reconnaître courageusement lorsqu'ils ont agi par jugement, pouvoir et privilège. Marcia Reynolds, membre du Conseil d'administration et ancienne présidente monde de la Fédération internationale des coachs, et auteure de la The Discomfort Zone La'Wana Harris veut nous faire comprendre que l'inclusion est la responsabilité de tous. Pas de honte ni de reproches. Nous pouvons tous nous améliorer. Ken Blanchard, co-auteur de The New One Minute Manager(R) et Servant Leadership in Action

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. You have employee resource groups, inclusion councils, and unconscious-bias training-what's next? The elephant in the room with diversity work is that people with privilege must use it to allow others equal access to power. How do we talk them through this shift? "In order to provide the service to our clients that we claim, we must do our own work to become aware of our personal and organizational blind spots and biases in the complex realm of diversity and inclusion. Through many powerful examples, and with a very calm, incontrovertible voice, Ms. Harris has made the intersection between coaching and inclusion work crystal clear. Bravo!" Halli MacNab, PCC, President, Association of Coach Training Organizations, COO, Accomplishment Coaching "La'Wana Harris has opened this coach's eyes to the power of coaching practices to create new paths for diversity and inclusion work-whether or not you are formally trained as a coach. Please read this book and help create workplaces with honest engagement and access for all." Marshall Goldsmith, Thinkers50 #1 Executive Coach and two-time #1 Leadership Thinker in the World "Coaching is about expanding people's view of themselves and the world around them. La'Wana Harris demonstrates how we can use a coaching approach in conversations to help people courageously recognize when they have acted out of judgment, power, and privilege." Marcia Reynolds, board member and past Global President, International Coach Federation, and author of The Discomfort Zone "La'Wana Harris wants us to understand that inclusivity is everyone's responsibility. There's no shaming or finger-pointing here. We all have room to improve." Ken Blanchard, coauthor of The New One Minute Manager(R) and Servant Leadership in Action

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. 你设立了员工资源组和包容委员会，并开展了无意识的偏见培训，接下来要做什么？ 在多元化工作中，一个不可忽视的障碍是，掌握特权的人必须利用特权让他人平等地获得能力。我们如何说服他们转变观念呢？ "为了向客户提供我们所宣称的服务，我们必须做好本职工作，认识到我们自己和组织在多元化与包容性这一复杂领域中的盲区和偏见。Harris 通过许多典型示例以及非常冷静且无可辩驳的口吻，清楚阐明了指导和包容性工作之间的交叉点。棒极了！" Halli MacNab,（认证职业教练、教练培训组织协会会长、Accomplishment Coaching 首席运营官） "La'Wana Harris 让这位教练看到了指导练习的力量，为多元化和包容性工作开辟了新的道路。无论你是否接受过正式的指导培训，都可以加以实践。请阅读此书，帮助营造人人平等、坦诚相待的工作环境。" Marshall Goldsmith,（"五十大思想家"(Thinkers50) 排名第一的高管教练、全球领导力思想者 (Leadership Thinker in the World) 第一名两度获得者） "指导的目的在于拓展人们对自己及周边事物的看法。La'Wana Harris 向我们展示了如何在对话中使用指导方法，帮助人们勇敢承认他们出于评判、能力和特权而采取的行动。" Marcia Reynolds,（国际教练联盟董事会成员及原全球主席、《走出舒适区》(The Discomfort Zone) 的作者） "La'Wana Harris 想让我们了解包容文化的构建是每个人的职责。不用担心受到批评或指责。我们都有进步的空间。" Ken Blanchard,（《一分钟经理人（新版）》(The New One Minute Manager(R)) 和《服务型领导力》(Servant Leadership in Action) 的合著者）

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. Tienes grupos de recursos de empleados, consejos de inclusión y capacitación sobre prejuicios inconscientes, ¿qué sigue? El elefante en la sala del trabajo en diversidad es que las personas que tienen privilegios deben usarlos para permitir a los demás el acceso igualitario al poder. ¿Cómo podemos ayudarles a afrontar este cambio? "Para proporcionar el servicio que vendemos a nuestros clientes, debemos hacer nuestro propio trabajo para ser conscientes de nuestros puntos ciegos y prejuicios personales y organizativos en el complejo ámbito de la diversidad y la inclusión. A través de muchos ejemplos poderosos, y con una voz muy serena e incuestionable, la Sra. Harris ha dejado clara la intersección entre el coaching y el trabajo de inclusión. ¡Bravo!". Halli MacNab, PCC, Presidenta de la Asociación de Organizaciones de Capacitación para Coaches, Directora de Operaciones, Coaching de Logros. "La'Wana Harris ha abierto mis ojos al poder que las prácticas de coaching tienen para crear nuevos caminos para el trabajo en materia de diversidad e inclusión, sin importar si has recibido capacitación formal como Coach o no. Por favor, lee este libro y ayuda a crear lugares de trabajo con un compromiso honesto y acceso para todos". Marshall Goldsmith, Thinkers50 #1; Instructor Ejecutivo y por dos años n.° 1 en Leadership Thinker in the World "El coaching consiste en ampliar la visión que las personas tienen de sí mismas y del mundo que las rodea. La'Wana Harris demuestra cómo podemos utilizar un enfoque de coaching en las conversaciones para ayudar a las personas a reconocer con valentía cuando han actuado con prejuicio, poder y privilegio". Marcia Reynolds, miembro de la Junta Directiva y Expresidenta Global de la Federación Internacional de Instructores (ICF) y autora de The Discomfort Zone. "La'Wana Harris quiere que comprendamos que la inclusividad es responsabilidad de todos. Aquí no hay vergüenza ni acusaciones. Todos tenemos espacio para mejorar". Ken Blanchard, coautor de The New One Minute Manager(R) y Servant Leadership in Action.

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. 御社には従業員リソースグループ、インクルージョンカウンシル、無意識の偏見に関するトレーニングがあることでしょう。次のステップは何でしょうか？ ダイバーシティの取り組みを阻むものは、特権を有している人々がそれを使って他人に対して力に対する平等なアクセスを認めるかどうかです。このような変化をどのように促しますか？ 「自社が標榜しているサービスをお客様に提供するためには、ダイバーシティやインクルージョンという複雑な領域において、自分自身や組織にある盲点や偏見を認識していくために、自らの取り組みを実行する必要があります。様々な説得力のある事例を通し、さらに冷静で明確な声を使い、Harris氏はコーチングとインクルージョンの取り組みが交差する点を非常に明確にしてくれました。素晴らしい！」 Halli MacNab, PCC、Coach Training Organizations プレジデント、アソシエイト、Accomplishment CoachingのCOO 「La'Wana Harrisはコーチの目を開いて、コーチングの慣行に力を与え、ダイバーシティとインクルー ジョンの取り組みに新しい道筋を開いてくれました。正式にコーチとしてのトレー ニングを受けているかは問題ではありません。この本をお読みになって、全員が正直にエンゲー ジメントやアクセスを持てる職場を作り出す一助としてください。」 Marshall Goldsmith, Thinkers50のエグゼクティブ・コーチのトップランクおよび世界のリー ダーシップ思考者トップランク（2回） 「コーチングは自分自身や周りの世界に対する見方を拡大することに尽きます。La'Wana Harris は、判断や力、特権に基づいて行動している時に、会話の中にコーチングのアプロー チを使って、勇気を持って認識するやり方を示してくれました。」 Marcia Reynolds, International Coach Federation 理事および全グローバルプレジデント、The Discomfort Zone著者 「La'Wana Harrisは、インクルージョンを高めることが全員の責任であることを皆に理解してほしいと望んでいます。誰かを貶めたり、誰かのせいにしたりしていません。私たち全員に改善の余地があるのです。」 Ken Blanchard, The New One Minute Manager(R)およびServant Leadership in Action共同著者

*Note: This companion Action Guide is the workbook that accompanies the "Diversity Beyond Lip Service: A Coaching Guide for Challenging Bias" book. These pragmatic tools, stories and activities are designed to help business leaders, trainers, coaches and diversity & inclusion practitioners embed fundamental inclusive behaviors in their organizations. Contact [email protected] for customized curriculum and materials to support your implementation strategy beyond the foundational diversity, equity and inclusion principles. Você já tem grupos de recursos para funcionários, conselhos de inclusão e treinamento sobre vieses inconscientes. E agora? O que muitos não dizem sobre o trabalho com diversidade é que as pessoas que têm privilégios devem usá-los para que outras tenham o mesmo acesso ao poder. Como podemos ajudar a conduzir essa mudança? "Para oferecer o serviço que prometemos aos clientes, precisamos fazer a nossa parte e estar conscientes dos nossos pontos cegos e dos vieses pessoais e organizacionais no complexo mundo da diversidade e inclusão. Com exemplos valiosos e uma voz serena e incontestável, Harris torna a intersecção entre o coaching e o trabalho de inclusão mais clara do que nunca. Bravo!" Halli MacNab, PCC, presidente da Associação de Organizações de Treinamento de Coaches e COO da Accomplishment Coaching "La'Wana Harris abriu os olhos deste coach para o poder das práticas de coaching na abertura de novos caminhos para o trabalho com diversidade e inclusão, mesmo que você não tenha treinamento formal de coach. Sem dúvida, este livro te ajudará a criar ambientes de trabalho com envolvimento e oportunidades para todos." Marshall Goldsmith, Coach Executivo n.° 1 da Thinkers50 e duas vezes Intelectual de Liderança Global n.° 1 "O objetivo do coaching é ampliar a visão das pessoas sobre si mesmas e o mundo ao seu redor. La'Wana Harris mostra como podemos usar uma abordagem de coaching no diálogo para ajudar as pessoas a reconhecer quando suas atitudes foram baseadas em julgamento, poder e privilégio." Marcia Reynolds, membro do conselho de administração e ex-presidente global da International Coach Federation e autora de The Discomfort Zone "La'Wana Harris quer nos mostrar que a inclusão é uma responsabilidade de todos. Não há nenhum constrangimento ou acusação. Todos nós temos espaço para melhorar." Ken Blanchard, coautor de O novo Gerente-Minuto(R) e Servant Leadership in Action

An accessible guide showing all people how to create and sustain diversity and inclusivity in the workplace—no matter your identity, industry, or level of experience Offering real-life accounts that illustrate common workplace occurrences around inclusivity and answers to questions like “How do I identify and handle diversity landmines at work?” and “What can I do when I’ve made a mistake?” this handbook breaks down ways that organizations (and all people) can improve their cultural awareness and become more equitable in their work and personal relationships. We know that diverse teams are stronger, smarter, and more profitable, and many companies are attempting to hire more diverse teams, but most struggle to create a real culture of inclusivity in which people from all backgrounds feel comfortable. As clinical psychologists, as well as individuals with marginalized identities, Dr. Stephanie Pinder-Amaker and Dr. Lauren Wadsworth show the emotional and physical impact of marginalization and how that leads to a decrease in employee engagement and, often, increased job turnover. “Did That Just Happen?!” will be invaluable for employees who come from underrepresented communities and identities (identities discussed include race, age, disability, sexual orientation, citizenship status, and gender expression). But the book is essential for leaders of companies, supervisors, HR departments, and for anyone who wants to understand and support diversity/equity/inclusion practices. The book will also make readers feel more confident in their navigating of friendships/interactions with people who hold different identities.