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160829s2016 nyua foab 001 0 eng d |
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|z 9781631574573
|q paperback
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|a 9781631574580
|q (electronic bk.)
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|a (MiAaPQ)EBC4648713
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|a (Au-PeEL)EBL4648713
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|a (CaPaEBR)ebr11249677
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|a (OCoLC)957318203
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|a MiAaPQ
|b eng
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|e pn
|c MiAaPQ
|d MiAaPQ
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|a HF5549.5.M5
|b T875 2016
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|a 658.3008
|2 23
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|a Turnbull, Helen.,
|e author.
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|a The illusion of inclusion :
|b global inclusion, unconscious bias and the bottom line /
|c Helen Turnbull.
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|a First edition.
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|a New York, New York (222 East 46th Street, New York, NY 10017) :
|b Business Expert Press,
|c 2016.
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|a 1 online resource (xxi, 152 pages) :
|b illustrations.
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| 336 |
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|a text
|2 rdacontent
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|a computer
|2 rdamedia
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|a online resource
|2 rdacarrier
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1 |
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|a Human resource management and organizational behavior collection,
|x 1946-5645
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| 504 |
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|a Includes bibliographical references and index.
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|a 1. The bottom line: the real deal on inclusion -- 2. Inclusion Ground Hog Day: stop spinning your wheels -- 3. Hard-mired: the immutable forces of inclusion -- 4. The perennial presence of dominance -- 5. Bumping in to our blind spots -- 6. The geometry of inclusion -- 7. Fighting the force(s) -- 8. The permeable forces of inclusion -- 9. Familiarity does not breed contempt -- 10. We cannot all be idiosyncratic -- 11. The wolf in inclusive clothing -- 12. You cannot ask for a white coffee -- 13. Golf, inclusion, and the Rubik's cube -- 14. Peaceful coexistence: a line in the sand and a call to action -- Index.
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|a Access restricted to authorized users and institutions.
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|a We may say we want to be inclusive, but what if we really don't? What if our brains are hard-wired for selfishness and similarity and not for diversity and altruism? What if our vision of ourselves as well-intentioned people is at odds with the reality of who we really are and what we really think? Having a diverse workforce is no guarantee that the work environment is inclusive and engaged. Companies hire for diversity and manage for similarity. We hire people for their difference and then teach them directly and indirectly what they have to do to fit in to the corporate culture. The 2015 Gallop Poll found that 51 percent of employees surveyed are "disengaged" at work and 17.2 percent are described as "actively disengaged." This book exposes a myriad of diverse reasons why people are not more fully engaged and directly addresses the need to own the unconscious biases and blind spots that are barriers to inclusion and offers you the key to unlock the "Geometry of Inclusion." It takes the lid off Pandora's box and explores the complexity of inclusion; where affinity bias or "mini-me" syndrome and the need to fit in are unconsciously blocking our ability to be inclusive. It offers a road map through this complexity and an easy to comprehend model on how to minimize the impact of unconscious and conscious biases in order to leverage and retain top talent and embed an inclusive organizational culture.
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|a Title from PDF title page (viewed on August 29, 2016).
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|a Electronic reproduction. Ann Arbor, MI : ProQuest, 2016. Available via World Wide Web. Access may be limited to ProQuest affiliated libraries.
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|a Diversity in the workplace.
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| 650 |
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|a Discrimination in employment.
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|a Social integration.
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|a Assimilation (Sociology)
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|a affinity bias
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|a assimilation
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|a covering
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|a diversity
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| 653 |
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|a global inclusion
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| 653 |
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|a inclusion
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| 653 |
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|a unconscious bias
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| 655 |
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|a Electronic books.
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| 776 |
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|i Print version:
|z 9781631574573
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| 797 |
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|a ProQuest (Firm)
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| 830 |
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|a Human resource management and organizational behavior collection.
|x 1946-5645
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| 856 |
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|u https://ebookcentral.proquest.com/lib/matrademy/detail.action?docID=4648713
|z Click to View
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