Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

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Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

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They're just like, Okay, maybe DEI is one of those kumbaya hold hands leaders that are really soft with their followers and ask people about their feelings all the time. And yet, despite the lack of progress, they remain optimistic that “people can change and grow, that systems can adapt to undo inequity rather than perpetuate it, and that we can both build and fight our way to a better world.

You could say, "Okay, let's try to start a movement with these employees that raises the visibility of the challenge of the inequity with the goal of that movement being to make more people understand how that policy's broken. If you are taking an outcomes based approach to EDI, how will you know when you have achieved your outcomes? For example, you can be an executive that triumphs DEI-focused change within an organization, but please leave the teaching and coaching to those with the lived toolkits. They don't pretend that it is easy, but they do show what is possible while acknowledging that this work is constantly evolving; and we must evolve along with it. But power comes in many forms, and Zheng lists several forms of non-formal power, such as expertise, information, charisma and influence, that can be deployed to achieve DEI outcomes.

I thought maybe we had really this had been discovered to be more central to the way business works and the way leaders lead and the way that they generate colleagueship. This book was a clear and readable introduction to DEI work with practical advice on using interventions to achieve measurable impactful outcomes.

I just feel like nobody knows how to do that, particularly in the activism world or in the employee base, so many younger people are not familiar with the levers and buttons of change as they exist in an organizational context. There is very little discussion of a lot of buzzwords associated with DEI, and as such the book truly boils down a lot of topics into interpersonal dynamics. And it was important for you to make sure it met the learner wherever the learner is, where they're at.They guide readers seamlessly through the days where “multi-culturalism” and “color blindness” (race denial) were seen as innovative “diversity” initiatives. I can’t say enough about this book - if you’re an Equity Practitioner or just interested in equity, belonging, diversity, anti-racism, inclusion or justice, this is book has something for everyone. And so, I don't know, I think if we want to live in a world that's better, we need to believe that the world can be better. The next section of the book provides a detailed exploration of specific steps organizations can take in their DEI initiatives.

By the way they happen every couple of months at this point in our world, unless we use that momentum, it'll just keep going like this. A common recommendation is for recruiters to note the demographic representation their organization lacks and look for identity-based communities with that representation. I never tagged that many pages in a book, and I never bothered to review books despite the fact that I am an avid reader.

JENNIFER BROWN: I have that exact thought when somebody thinks they're doing a little gotcha moment for me with the question about political diversity in the room. They also identify multiple roles necessary to drive a DEI change in an organization, for those of us without formal power and who don't see themselves as the fire-breathing advocate (I can see myself in the educator role, though). I love the questions and solutions offered at the end of each chapter and their belief in an always-learning approach. We help people build what they want to build and embed in all of these really important practices to ensure outcomes.

The book advocates for sharing not only successes but also failures and lessons learned, building trust through transparency. And that DEI competencies are embedded within manager evaluations, like all sorts of things like that. I particularly appreciated their focus on trust as the key ingredient for change, laying out different paths for high-trust, medium-trust and low-trust environments.

I'm interested in thinking more about their outcomes-driven approach as well as how I can narrow/deepen my own focus to be more effective in my own work in an interconnected community. I find myself working with people who know very little about DEI and haven't been exposed to the large body of literature on diversity, equity, and inclusion.

  • Fruugo ID: 258392218-563234582
  • EAN: 764486781913
  • Sold by: Fruugo

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