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9 books match the query 'Diversity in the workplace'

cover of Chasing Newsroom Diversity: From Jim Crow to Affirmative Action

Chasing Newsroom Diversity

From Jim Crow to Affirmative Action

Gwyneth Mellinger

University of Illinois Press, 2013

Social change triggered by the Civil Rights Movement in the 1960s sent the American Society of Newspaper Editors (ASNE) on a fifty-year mission to dismantle an exclusionary professional standard that envisioned the ideal journalist as white, straight, and male. In this book, Gwyneth Mellinger explores the complex history of the decades-long ASNE diversity initiative, which culminated in the failed Goal 2000 effort to match newsroom demographics with those of the U.S. population.
 
Drawing upon exhaustive reviews of ASNE archival materials, Mellinger examines the democratic paradox through the lens of the ASNE, an elite organization that arguably did more than any other during the twentieth century to institutionalize professional standards in journalism and expand the concepts of government accountability and the free press. The ASNE would emerge in the 1970s as the leader in the newsroom integration movement, but its effort would be frustrated by structures of exclusion the organization had embedded into its own professional standards. Explaining why a project so promising failed so profoundly, Chasing Newsroom Diversity expands our understanding of the intransigence of institutional racism, gender discrimination, and homophobia within democracy.

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cover of Corporate Futures: The Diffusion of the Culturally Sensitive Corporate Form

Corporate Futures

The Diffusion of the Culturally Sensitive Corporate Form

Edited by George E. Marcus

University of Chicago Press, 1998

As we approach the end of the century, cultural, institutional, and even geopolitical change becomes the norm rather than the exception. Late Editions, edited by George E. Marcus, is a series of annuals designed to probe these changes not through the familiar academic conventions of analysis but instead through in-depth, informed conversations and interviews with individuals at the sites of these transformations. The casts of other volumes in the series include artists, oncologists, Siberian medical leaders, warhead designers, and computer junkies, all of whom take the opportunity presented by Late Editions to reflect upon the great and often puzzling shifts occurring in the cultural landscape.

Late Editions 5, Corporate Futures, questions this idea of a "cultural landscape" by focusing on the the marked investment of corporations in the concept of culture, long the purview of anthropologists and, more recently, those involved in the humanistic disciplines. Emerging in the discourse of the workplace—and traveling beyond it to traditionally alternative associations—is the idea of a "corporate culture" with its own organization, management policies and practices, and ethos. How can we understand this culture of corporations, and to what extent does it reflect self-contained communities or fragmented human existence in groups under conditions of postmodernity? Corporate Futures tackles these issues and questions through conversations with managers, financial and risk analysts, and other participants in national and international organizations.

The results—engaging, intriguing, speculative, current—continue the work begun in earlier volumes to map the terrain of the present and navigate the uncertain future.

Praise for Late Editions: "If the succeeding volumes are as compassionate and informed as the first, this series could become an essential postmodern guidebook to the world's changing cultural terrain. I plan on letting it ease me into the next century."—Catherine Gysin, Utne Reader

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cover of Corporate Tribalism: White Men/White Women and Cultural Diversity at Work

Corporate Tribalism

White Men/White Women and Cultural Diversity at Work

Thomas Kochman and Jean Mavrelis

University of Chicago Press, 2009

The 2008 elections shattered historical precedents and pushed race and gender back to the forefront of our national consciousness. The wide range of reactions to the efforts of Barack Obama, Hillary Clinton, and Sarah Palin dramatically reflected ongoing conflicts over diversity in our society, especially in the venue where people are most likely to encounter them: work. As more and more people who aren’t white men enter corporate America, we urgently need to learn how to avoid clashes over these issues and how to resolve them when they do occur.

Thomas Kochman and Jean Mavrelis have been helping corporations successfully do that for over twenty years. Their diversity training and consulting firm has helped managers and employees at numerous companies recognize and overcome the cultural bases of miscommunication between ethnic groups and across gender lines—and in Corporate Tribalism they seek to share their expertise with the world. In the first half of the book, Kochman addresses white men, explicating the ways that their cultural background can motivate their behavior, work style, and perspective on others. Then Mavrelis turns to white women, focusing on the particular problems they face, including conflicts with men, other women, and themselves. Together they emphasize the need for a multicultural—rather than homogenizing—approach and offer constructive ideas for turning the workplace into a more interactive community for everyone who works there.

Written with the wisdom and clarity gained from two decades of hands-on work, Corporate Tribalism will be an invaluable resource as we look toward a future beyond the glass ceiling.

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cover of Diversity, Equity, and Inclusion in Action: Planning, Leadership, and Programming

Diversity, Equity, and Inclusion in Action

Planning, Leadership, and Programming

Christine Bombaro

American Library Association, 2020

All too often, in a hurried attempt to “catch up,” diversity training can create division among staff or place undue burdens on a handful of employees. Instead, academic libraries need approaches to diversity, equity, and inclusion (DEI) that position these priorities as ongoing institutional and professional goals. This book’s model programs will help academic libraries do exactly that, sharing a variety of initiatives that possess clear goals, demonstrable outcomes, and reproducible strategies. Librarians, administrators, and directors will all benefit from the programs detailed inside, which include such topics as

  • a university library’s community of practice for interactions and learning around DEI;
  • cultural competency training to create more welcoming instruction spaces;
  • student workshops on literature searches that mitigate bias;
  • overcoming the historic tendency to marginalize LGBTQ+ representation in archives;
  • a curriculum and design workshop that moved from discussing social values to embedding them in actions;
  • the founding of a library-led LGBT club for students at a rural community college;
  • a liberal arts college’s retention-boosting program for first-generation students;
  • tailoring a collection and library services to the unique needs of student veterans; and
  • a framework for moving from diversity to equity and inclusion, toward a goal of social justice.
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cover of Enhancing Diversity: Educators with Disabilities

Enhancing Diversity

Educators with Disabilities

Ronald J. Anderson

Gallaudet University Press, 1998

The 43 million people with disabilities form this country’s largest minority group, yet they are markedly under-employed as educators. Enhancing Diversity: Educators with Disabilities paves the way for correcting this costly omission. Editors Anderson, Karp, and Keller have called upon the knowledge of 19 other renowned contributors to address the important issues raised in Enhancing Diversity, including the place of disability in discussions of diversity in education, research on educators with disabilities that validates their capabilities, and information on the qualifications desired in and the demands made of education professionals. Legal precedents are cited and explained, and examples of efforts to place disabled educators are presented, along with recommendations on how disabled individuals and school administrators can work toward increased opportunities. Interviews with 25 disabled educators discussing how they satisfactorily fulfill their professional requirements completes this thoughtful-provoking book.
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cover of Information Services to Diverse Populations: Competent Humility for Library Professionals

Information Services to Diverse Populations

Competent Humility for Library Professionals

Nicole A. Cooke

American Library Association, 2026

Foreword by Cynthia Sturgis Landrum

The development of cultural competency skills and social awareness benefits LIS students, their future employers, and the library profession at large―not to mention library customers and society as a whole. Cooke's freshly updated text introduces readers to the contexts and situations that promote the development of empathy and build cultural competence. It marshals cutting edge research and relevant best practices to give readers a strong grasp of the political, social, economic, and technological divides among library patrons. It also covers outreach and library services to diverse populations, how to evaluate such services, and many other key topics. Complete with an updated syllabus, lesson plans, and exercises ready-made for course use, Cooke’s text

  • demonstrates why social responsibility is a foundational value of librarianship;
  • considers library services to members of marginalized racial or ethnic groups, older adults, people with mental health or physical disabilities, neurodiverse library users, refugees and immigrants, people experiencing homelessness or hunger, those growing up in or experiencing poverty, members of the LGBTQIA+ communities, and people who are incarcerated;
  • features a myriad of testimonials drawn from a wide variety of settings that highlight the experiences of library and museum practitioners who are working with diverse populations;
  • introduces a new model of cultural competence and cultural humility;
  • authoritatively covers such essential concepts as intersectionality, privilege, marginalization, cultural competence, cultural humility, and counter-storytelling along with discussions of how they interplay in the communities that libraries serve;
  • explores the impact of overwhelming whiteness of the library profession and what can be done to recruit, welcome, mentor, and retain racially and ethnically diverse library workers; and
  • identifies potential employment and networking opportunities related to diversity and social justice in librarianship.
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cover of Managing Diversity in Organizations

Managing Diversity in Organizations

Robert T. Golembiewski

University of Alabama Press, 1995

Managing Diversity in Organizations focuses on a key issue that organizations are facing—diversity. It is here, and it is growing. The only question now is how well we deal with diversity, especially in organizational contexts.

Golembiewski identifies the many forces and factors propelling us into the age of diversity in organizations—ethical, political, philosophic, demographic, and so on—and details the historical and contemporary approaches. Most practice has focused on a "level playing field" or equal opportunity and "tilting the playing field" or equal outcomes. This volume focuses on diversity as a strategic device rather than as a nicety rooted in behavioral and organizational research. Managing diversity successfully in organizations requires a thorough understanding of management infrastructure that is consistent with diversity--especially structures of work, policies, and procedures that institutionalize and build diversity.

 

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cover of Responding to Rapid Change in Libraries: A User Experience Approach

Responding to Rapid Change in Libraries

A User Experience Approach

Lauren Stara and Callan Bignoli

American Library Association, 2020

In the face of rapid change and an ever-widening constellation of challenges, it’s crucial for library leaders to pull back to the question of “why?” Plotting a sustainable way forward depends upon recommitting ourselves to our underlying values, such as customer service and community-building, while fostering the improvements that change makes possible. With passion, patience, and fortitude, libraries can stride confidently into the future. In this book, noted speakers and consultants Bignoli and Stara speak directly to library directors, managers, administrators, and technology staff, offering concrete guidance on setting or resetting strategic priorities. Taking an interconnected and specific approach to planning for and strengthening the library environment as a whole, their book

  • discusses why libraries should embrace change as a fundamental part of library life; 
  • explores how to harness rapid change to provide more responsive, user-centered library service;
  • addresses the ways in which libraries straddle the physical and the digital, in areas such as service provision and collections, illuminating how they overlap and can be improved using similar philosophies;
  • presents both a comprehensive overview of library technologies as well as related team and change management advice, all grounded in user experience principles;
  • shows how the concepts of sustainability and flexibility apply to physical space planning and design, from furniture selection and arrangement to infrastructure; and
  • provides sound guidance on project management, problem solving, preparing for future challenges, personal reflection and self-care, and other leadership topics.
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cover of The Color Bind: Talking (and Not Talking) About Race at Work

The Color Bind

Talking (and Not Talking) About Race at Work

Erica Gabrielle Foldy

Russell Sage Foundation, 2014

Since the 1960s, the dominant model for fostering diversity and inclusion in the United States has been the “color blind” approach, which emphasizes similarity and assimilation and insists that people should be understood as individuals, not as members of racial or cultural groups. This approach is especially prevalent in the workplace, where discussions about race and ethnicity are considered taboo. Yet, as widespread as “color blindness” has become, many studies show that the practice has damaging repercussions, including reinforcing the existing racial hierarchy by ignoring the significance of racism and discrimination. In The Color Bind, workplace experts Erica Foldy and Tamara Buckley investigate race relations in office settings, looking at how both color blindness and what they call “color cognizance” have profound effects on the ways coworkers think and interact with each other. Based on an intensive two-and-a-half-year study of employees at a child welfare agency, The Color Bind shows how color cognizance—the practice of recognizing the profound impact of race and ethnicity on life experiences while affirming the importance of racial diversity—can help workers move beyond silence on the issue of race toward more inclusive workplace practices. Drawing from existing psychological and sociological research that demonstrates the success of color-cognizant approaches in dyads, workgroups and organizations, Foldy and Buckley analyzed the behavior of work teams within a child protection agency. The behaviors of three teams in particular reveal the factors that enable color cognizance to flourish. While two of the teams largely avoided explicitly discussing race, one group, “Team North,” openly talked about race and ethnicity in team meetings. By acknowledging these differences when discussing how to work with their clients and with each other, the members of Team North were able to dig into challenges related to race and culture instead of avoiding them. The key to achieving color cognizance within the group was twofold: It required both the presence of at least a few members who were already color cognizant, as well as an environment in which all team members felt relatively safe and behaved in ways that strengthened learning, including productively resolving conflict and reflecting on their practice. The Color Bind provides a useful lens for policy makers, researchers and practitioners pursuing in a wide variety of goals, from addressing racial disparities in health and education to creating diverse and inclusive organizations to providing culturally competent services to clients and customers. By foregrounding open conversations about race and ethnicity, Foldy and Buckley show that institutions can transcend the color bind in order to better acknowledge and reflect the diverse populations they serve.
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