I think maybe it's a matter of chasing prestige or reputation or status or the academic influences on the work. It's when there is a really big event, when there's something that shakes the foundations of the corporate world, I think we need to recognize that outrage by itself is not enough to change systems. Their emphasis that we need everyone continues in the next chapter, where they identify multiple roles necessary to successfully drive a DEI change in an organization. I hope to take some of the subjects addressed here and use it when my team continues to refine our DEI strategy for the coming years. it focuses on systems and outcomes, which I really appreciate and is usually lacking in emphasis in other places, and also how other key elements of an organization (e.

I don't like followership necessarily, but I'm still encountering Lily, and I'm sure you are too, people who just don't give a damn and don't want to be bothered. So yeah, I'm so thrilled to have this book out in the world and I can't wait to see all the waves it's going to make. I am happy to report that DEI Deconstructed delivers an impressive wealth of knowledge and in-depth insights in their full length book! Zheng's acknowledgment of the inconsistency and lack of/misplaced accountability in the DEI space resonated with me deeply. If you're not, then we're going to put the hammer on you and put you on blast for not being inclusive.At no point did I bring in the hammer of we need to create cultures of belonging for everyone all the time. Using their signature decisive and direct voice, Lily Zheng delivers an accountability-centered and immediately actionable road map to building a more equitable and inclusive modern workplace.

What's great about the book is it is helpful for anyone who is trying to build a movement to effect changes and will help you spot "performative" DEI and understand how real change is built and enacted. This book was a clear and readable introduction to DEI work with practical advice on using interventions to achieve measurable impactful outcomes.Simply implementing common best practices, without first getting a clear picture of your specific organisation, is a recipe for failure.

Activism is the agitation of existing stakeholders and neutral parties to bring attention to a social issue. To do so successfully requires understanding the levers of power within the existing organization that can be used for change. You can again start a social movement to raise the visibility of certain solutions to say, "Okay, we tap this committee on board, but all of our employees have rallied to say that they want this one solution. And another change, I think that maybe in my opinion has just as much impact as 2020, is COVID and the shift to remote work. And a few times during my writing process, I've read what I've written and I'm just like, you know what?And I wonder if that has changed at all over either the writing of the book or the recent couple years? How can we start another movement or another employee generated thing to make sure that that continues? Inclusion involves creating an environment where diverse employees feel valued and are able to fulfill their potential. This book is a must have for anyone who wishes to understand, create, and implement DEI initiatives in their workplaces and lives. I really enjoy Lily’s LinkedIn content and if you do as well, this book will absolutely be useful for you.

The 103 third parties who use cookies on this service do so for their purposes of displaying and measuring personalized ads, generating audience insights, and developing and improving products. A common recommendation is for recruiters to note the demographic representation their organization lacks and look for identity-based communities with that representation.Highly recommend to corporate leaders who want to better understand why many DEI efforts don't improve outcomes for traditionally underrepresented folks.