Diversity in Organizations [Book Review]

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There’s a gap between what researcher say about Diversity and what people working in the field say about Diversity.

I found some authors who want to bridge that gap.?

The book:

Diversity in Organizations

A Critical Examination?

By Cedric Herring and Loren Henderson?

For a 60 Second Book Review. Go here.?

For my breakdown on our podcast. Go here.?

I’ve discussed this using our 5 Step Signature Approach.

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Why is this book important??

There’s a gap between what researchers say about Diversity and what people working in the field say about it.?

This gap can cause confusion and hinder progress in promoting an Inclusive workplace.

I talk about this often.?

How people misrepresent or don’t understand research.?

It’s worth noting that the authors says researchers do very little to make their work practically useful to leaders in organisations.?

This book seeks to bridge that gap.

By combining research and practical tactics, the book provides a more complete picture of Diversity in the workplace.

The authors also explore the potential challenges that organisations may face when tackling Diversity.?

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Who is this book for?

The authors are clear about their intention to bridge the research practice gap.?

However the entire posture of the book was academic in tone.

The examples were clearly intended for a US audience.?

The authors relied heavily on data sets within the United States.?

I spend a lot of money on books.?

I impulse buy books

The price corresponds with the cost of academic books.

Check out the price yourself?

?- Given the price?

?- Given the tone?

?- Given the scope of writing

?I think this is a book written for an academic audience.?

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Key Message of the book?

Critical Diversity.?

The authors said this is about “equal inclusion of individuals from varied backgrounds.”

This reflected our thoughts on Diversity.?

An understanding that people have differences and there is value in those differences.

This isn’t just about Diversity Management.?

Critical Diversity is essential in addressing inequalities and oppressive practices that are prevalent in organisations.

It’s also about affecting society in terms of policy.?

The authors presented this as the antidote to the existing way Diversity is practiced.?

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Key Takeaways & Other Considerations

We changed the format of how we discuss this in our Book Club.?

Now I choose from our 5-4-3-2-1 Review Method

5 Memorable Quotes

4 Relevant Stories

3 Practical Activities

2 Useful Frameworks

1 Alternative Perspective

It’s my personal approach for understanding books.?

I use this to share insights every two weeks.?

Learn more about this here.

In the Book Club I shared:

1 Quote??

1 Story?

1 Practical Activity?

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1 Quote?

?“greater diversity is associated with worse quality”.?

I wanted to share this quote because it’s not something you encounter a lot in this space.?

The authors spoke about a broader range of research than you’re probably used to.?

You’ve heard me say the Business Case for Diversity has not been established in the way you’ve been led to believe.?

Not everyone believes me.?

Here are three more quotes:?

“most empirical evidence shows that diversity is most likely to hinder group functioning”.

?“diversity can reduce the cohesiveness of the group and result in increased employee absenteeism and turnover”.

?“greater diversity is associated with worse quality because it places lower performing people in positions for which they are not suited”.

There were plenty more examples.?

The authors provided references to support everything they said, even when it was inconvenient.?

I think it’s important that you know this so you can make your own mind up.?

This is why I say focus on your Business Case for Diversity NOT the Business Case for Diversity.?

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1 Story?

Denny's Restaurants in the US went from “Laggards to Leaders in Diversity”.

The authors say:?

Black customers were:??

- Systematically refused service?

- Forced to wait longer than their White counterparts??

- Required to pay more than their White counterparts?

In 1994, Denny's Restaurants settled a class action lawsuit for US $54.4 million.?

20 years later they were ranked as a Top 10 leader by Fortune magazine for "America's 50 Best Companies for Minorities."

I don’t always buy into these rankings but it seems justified:?

45% of their employees are from “minority groups”.

44% of their board of Directors are women or from “minority groups”.

44% of all Franchise restaurants are owned by “minority groups”.

This is not comparing apples with apples but let’s assume these figures represent a remarkable improvement.?

How did they do it??

They applied 4 key principles:??

1 Educate and train the workforce, at all levels, to value and manage Diversity.

2 Systematically eliminate all structures that impede Inclusion and create structures that foster Diversity.

3 Monitor, measure, and report results on a regular basis to the highest levels of the organisation.

4 Tie reward and recognition systems to Diversity progress.

I’m confident that Number 4 helped a lot.?

The authors said this was consistent with Critical Diversity.?

Which of these can you consider where you work??

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1 Practical Activity

The authors wanted to draw a distinction between their own brand of Diversity and these 3 forms of Diversity that they identified.?

I talk about this in a lot more detail on the show.

Color Blind Diversity?

The premise here is that it is sufficient to embrace culture differences without acknowledging disparities among these groups in terms of:?

?- Power?

- Status?

- Wealth?

- Access

The authors suggest Color Blind Diversity masks social inequalities.

Snowflake Diversity?

The premise here is that because all individuals are unique and should not pay attention to group based differences.?

They really leaned into this Snowflake metaphor.?

In practice, people who believe in Snowflake Diversity don’t want to talk about:?

- Group based advantage?

- Group based disadvantage?

- Group based processes

Segregated Diversity?

The premise here is that Diversity exists and is recognised within an entity.?

This could refer to:?

- Organisations?

- Communities?

- States

- Nations

However the dominant groups remain isolated from the subdominant groups.?

The authors presented the US Army as an example of this.?

The authors say this highlights the need for Inclusion.?

We think of Inclusion as a systematic business strategy to ensure everyone shares the same advantages and benefits.?

- Everyone can perform?

- Everyone can belong?

- Everyone can reach their potential?

I talk about this in a lot more detail on the show and do a quick exercise to help you recognise this in your life.?

Check out the full show here?

I also talk about:?

-?Poor practice by DEI professionals?

- The “fixed pie” mindset I recognised

- My concern about a section of the book called “Critical Diversity Does Not Cost White Males Too Much”.

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PS.

If you like these book breakdowns?

You will love our Book Insights.?

It’s perfect if you want more practical insights in less time.

You get to avoid being overwhelmed and get clarity on what’s relevant.

This is what I use when working with billion dollar companies but it won't cost you the earth.

Get it here.?

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As always?

I’m cheering you on.?

Dr. Jonathan?

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