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

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Lily Zheng brings a new perspective to DEI work, where accountability for impact is clearly defined. And some organizations did ride the wave of Black advocacy to change decision-making practices, to change DEI initiatives and so on and so forth.

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.

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. 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. We help people build what they want to build and embed in all of these really important practices to ensure outcomes. 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. But when half-baked and underdeveloped strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.

If those advocates were successful, their companies took action towards a certain limited set of things.

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. We've probably participated in making it more of a moral choice versus a good practice versus an equitable practice which enables better organizational performance. 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. Identify factors that have driven past business wins – and then activate those to achieve your DEI goal.

We also need: white people, men, cis-gender people, straight people, non-disabled people, neurotypical people, Christian people, and more to make sure that the world we design together doesn’t just put new people in charge of broken systems but truly designs something better for everyone. Building a foundation for DEI involves creating a vision that aligns with the organization's mission and strengths, establishing accountability structures, fostering transparency, and integrating DEI commitments into every aspect of the organization's structure. I love this author and how they bring the reflection but also actions and a lot of substantial resources to help us improve our work around Diversity, Equity and Inclusion in organizations. Hey, this might make you not almost a better leader, but a better human or parent or partner, whatever. ii) The book reminds us how power is embedded in systems, why we need to create a power map when creating any change effort, and how the interaction among strategy, power, and structure allows to backward design outcomes.I’ve been meaning to get a better idea of DEI as a construct and what it actually means to educate and facilitate DEI initiatives within a workplace.

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. Our job isn’t to educate DEI naysayers, it’s to push them out (IF a firm is truly sincere in its DEI efforts). Most purchases from business sellers are protected by the Consumer Contract Regulations 2013 which give you the right to cancel the purchase within 14 days after the day you receive the item. This topic can either be approached in a detrimental or a positive/correct manner, but there’s really no definitive way to execute it. But this is, I think, something that happens every time there's a big shake up in the corporate world.All I care about is that they do their jobs, eliminate inequities, and make things right within the environments they hold responsibility for.