Innovating for Diversity: Lessons from Top Companies Achieving Business Success through Inclusivity

ISBN-13: 9781119909897 / Angielski / Twarda / 2023 / 288 str.

Ceccarelli

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Foreword xxvIntroduction xxixChapter 1 Why Are We (Still) Here? 1A Brief History of Diversity in the U.S. Labor Workforce 2The Current United States Labor Workforce 2Examining Labor Workforce Dimensions 3The Murder of George Floyd, the Rise of the Black Lives Matter Movement, and the Corporate Response 7Why Haven't We Made More Progress? 9Fixed Practices: Reluctance to Let Go of Entrenched Formulas 13Fixed Attitudes: Continued Pervasiveness of Ingrained Personal Ideas and Beliefs 14The COVID- 19 Pandemic: DEI Response to Long- term Structural Impacts 15Why Diversity Matters 18The Business Case for Diversity 19The Moral and Ethical Imperative for Diversity 20What Got Us Here Won't Get Us There: The Diversity- Innovation Paradigm 21Conclusion 22Summary 22Chapter 2 Defining Diversity, Equity, and Inclusion 23What Do Diversity, Equity, and Inclusion Actually Mean? 23What Is Diversity? 24What Is Equity? 24Equity <> Equality 24Equity > Compensation 25What Is Inclusion? 26Inclusion, Explained Further 26Diversity Can't Thrive Without Equity and Inclusion 27What Is a Diversity, Equity, and Inclusion (DEI) Initiative? 27How Leaders Shortchange DEI 28Common DEI Pitfalls 28No Overarching Strategy 28No Commitment from Leadership 29DEI Work as a Checklist 29DEI Work as a Human Resources Function Only 29Ignoring Intersectionality 30Not Establishing (The Right) Metrics 30DEI as a Marketing Campaign 30Ineffective Recruiting Practices 31Ineffective Diversity Training 31Ineffective Talent Development Programs 32No Accountability 32No or Low Compensation and Recognition for DEI Work 33Not Listening to Employees 33No Transparency 34"Copying and Pasting" DEI Initiatives from Other Organizations 34Going Alone 34The Consequences of Ineffective DEI Initiatives 35Conclusion 35Summary 36Chapter 3 The Virtuous Cycle of Innovation and Diversity 37The Power of Innovation 38Why Companies Get Stuck 39Innovation Is Simply Not Prioritized 39Inertia Is the Mortal Enemy of Original Thinking 40The Power of Humility Is Overlooked and Undervalued 40Diversity Drives Innovation 42Innovation Principles 45Chapter 4 Courage 46Risk- Taking 48Trust 49Collaboration 52Leadership 53Conclusion 58Summary 58Innovating the Apprenticeship Model to Advance Diversity in Tech 59The problem: Recruiting and retaining more tech talent from diverse and military backgrounds 60"It's time to get creative!" 60"We can do better" 62What Needed to Change? 64The Solution 66Adding Structure 66Engaging Partners 68Improving the Apprenticeship Selection Process 69First Pilot Outcomes 70The Importance of Consistency to a Good Start 70The Role of Battle Buddies 71The Citi Salutes Impact 71Glitches Along the Way 73Unsuccessful Recruitment Choices 73Supervisor Limitations 74Skill Mismatches 74Two- Year Outcomes at Citi 78From Pilot to Operationalizing: Expanding Irving Success across Citi 78Conclusion 82Summary 83Chapter 5 Creating High-Impact Mentoring Programs 85Coca- Cola's Journey to DEI Success 86The Costs of Inaction and Not Listening to Employees 87Positivity from Turmoil 88Measurable Results 89Moving on from the Past 91Mentoring Innovation at Zendesk 93Zendesk's Women Mentorship Program: Initial Pilot Program 95Application and Matching Process 95Support 96Measurements for Success and Feedback 96Pilot Observations: What Worked and What Didn't 96Chapter 6 Improving on Success 97Measurable Results 97Conclusion 99Summary 99Looking Beyond Traditional Talent Sources for "Hard to Find" Roles 101Northrop Grumman and Tessco: Shifting Long- Standing Perceptions of Who Can Succeed 102Northrop Grumman: Focus on Novel Thinking and New Talent 103Roadblocks and Pathways 105Shared Values Shaped by Common Experiences-- and a "Secret Mission" 106Selecting the Right Talent 107Onboarding and Upskilling: "Building Software Engineers" 108"Relentless Focus on Culture" 110Week 12: The Beginning of a New Employment Pathway 113How Success Ultimately Looked 114Tessco: Reinstalling the First Rung of a Career Ladder 115The IT Helpdesk Solution 116A Career with Upward Mobility 117Building a Successful Talent Incubator 118Conclusion 123Summary 124Chapter 7 Innovations for DEI in Small Business 125The Challenge for Small Businesses Implementing DEI Programs 126DEI - Not Impossible for Small Businesses 128Setbacks and Progress: Online Optimism's DEI Journey 129Turning Point: Developing a Deeper Appreciation for DEI 130Blackout Tuesday: Paving the Road for Meaningful DEI Innovation 131Today's Outcomes, Leading to Future Impact 133From Concept to Realization: Creating DEI for Small Businesses 136Conclusion 139Summary 140Chapter 8 Rethinking Retention Through the Lens of DEI 141Understanding Employee Retention and Turnover 142Contributing Factors for Recent Turnover Trends 143Compensation 144Limited Career Development or Advancement 145Inflexible Workplaces 145Retention, Turnover, and DEI 146Promoting Diverse, Mid- Career Talent 147Promoting from Within: Target Engineering Manager Immersion Program 150Retaining and Promoting Women in Engineering 151Outcomes: Increased Representation of Women and Focus on Other Groups 152The Positive Impact of Remote Work for DEI 153What's Needed for Hybrid and Remote Work Success 156Compensation: Innovate with Employee Benefits Programs 159Conclusion 163Summary 163Chapter 9 The Inescapable, Undeniable Role of Executive Leaders 165Words and Actions: Do Behaviors Match the Script? 166A Focus on Systems Thinking 168National Hockey League: DEI as a Movement, Not a Moment 169Employment: Building an NHL Talent Strategy to Reflect Local Communities 170Youth Participation: Diversity as a Growth Mindset 172Systems as a Movement- Making Innovation 173World Wide Technology: The Power of Successfully Scaling Culture 174The Story of WWT's Culture and Values Begins with its Founders 174Codifying and Scaling Culture at WWT 176Key Business Concepts 177How the Principles of WWT's Culture Supports Innovation for Diversity 178Training as Innovation 179Radical Listening as an Innovation Pathway 180Creating Career Pathways for All Employees 181Conclusion 185Summary 186Chapter 10 Final Thoughts and Next Steps 187Lessons in Innovating for Diversity 188Revisiting the Virtuous Cycle of Innovation and Diversity 192Applying Innovation Principles in Your Organization 194Index 197

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BERTINA CECCARELLI is on a mission to advance racial and gender equity in the tech industry and disrupt the status quo to build a more inclusive workplace. As the CEO of NPower, one of the most successful non-profits in North America, she is committed to helping young adults and military-connected individuals launch tech careers and remove barriers to economic mobility. As a leader, she works to model an inclusive workplace, providing opportunities for growth at all levels.SUSANNE TEDRICK is the author of Women of Color in Tech and is a cloud computing trainer for a Fortune 500 technology company. Fiercely committed to increasing the participation of women and people of color in STEM professional opportunities, Susanne has performed community service work for a number of non-profits, including serving as the former chair of the Advancing Tech Talent and Diversity Executive Council for CompTIA and as a coalition member for NPower's Command Shift initiative.