Again here we are for Part 2 of Inclusion Revolution and I am taking notes and highlighting sections to re-read later. If I could sum this book up in a few words it would be to pause, reflect and take action. If I had to choose a favourite chapter it would be "Get to the Heart of Accountability." Accountability is something that I am always striving for and creating measurable goals is the only way that this work gets done. If you do not have accountability you have nice fluffy language that surprising a lot of people get really excited about except for your employees who see through this.⁠

Daisy provides examples of what to do around accountability as Equity, Diversity and Inclusion isn't just the CEO's responsibility.⁠

🔆 For a non-manager:⁠

I critically question and reject negative stereotypes of my colleagues⁠

🔆 If you are a people manager:⁠

I proactively cultivate diverse networks within my organization and social circle, considering new voices, perspectives and ideas.⁠

🔆 If you are an executive leader:⁠

I refuse to frame our equity, diversity and inclusion journey to become a more diverse, equitable and inclusive organization as a battle between whiteness and blackness, us versus them.⁠

She has many more examples and practical solutions that go deeper including the topic of courageous conversations. At TransLink in September 2021 we started to hold courageous conversations facilitated by employees on different topics from privilege to work/life integration. The facilitated part was recorded so it could be reviewed later and then we went into discussion. The feedback has been very positive and we are going to be starting year 2 in September.⁠

Daisy also makes reference to other EDI books that I haven't read before so I cant wait to get "The Person You Mean To Be: How Good People Fight Bias" by Dolly Chugh⁠

I am so grateful and appreciative of the years of wisdom and knowledge Daisy Auger-Dominguez has put into Inclusion Revolution. This will be given out to friends for birthdays and holidays. ⁠

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Why this book?

So that this week and next week I am going to talk about the Inclusion Revolution.⁠

Daisy Auger-Dominguez has an impressive background in equity, diversity and inclusion at large companies. In her first story where she is at the board room and the execs are asking what is the root cause of not being able to hire Black or Latinx employees she blurted out "Racism". I yelled finally that people are getting real here and saying what it really is.⁠

Today I am going to share some interesting stats. Before I do, I will say statistics can be both helpful and a hindrance. I have had managers disagree with the statistical significance of an inclusion survey and I have had to say this is how people are feeling.⁠

I like keeping track of a list of stats so that when needed I can come back to them. You never know in a presentation when you need some facts.⁠

Harvard Business Review found that inclusive cultures in a 10,000 person company saved more than 52 million dollars.⁠

42% women of colour and 40% men of colour cover. Cover means they camouflage a part of themselves in order to fit into their environment ex. Work⁠

There is a tipping point in your organization when there is a critical mass and that is between 20-33% of underrepresented groups. Please do not read this and say ok great we will hit 30% and then we are done. You need to support and provide career opportunities.⁠

Now here is a shocking stat: According to a 2018 study a recruiter spends 7.4 seconds to scan a resume to decide whether you get an interview.⁠

Ok next week I will share more from Chapter 5 onwards. I recommend that you go and get the actual book so you can make notes and highlight sections.⁠

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Why this book?⁠

This week I am talking about how to be an ally. There are way too many great insights and resources to share. I will share a few nuggets of wisdom however you have to promise me you will go buy this book from your local bookstore.⁠

1. Did you know that it only takes 0.1 second to make an impression. In chapter 4 do you no harm Melinda talks about how to interrupt your bias and by taking time to pause and reflect and to be curious.⁠

2. In general I really liked the examples that the author used and the fact that she mentioned indigenous groups both in the USA and Canada. Most US centric books typically don’t make reference to indigenous people, so thank you for that.⁠

3. There is a long list of micro aggressions and how to avoid them it is a very exhaustive and impressive list.⁠

4. The entire book has reflections and exercises at the end of each chapter which allowed me time to reflect. ⁠

And One of her last lines is “I believe in you and the collective impact we can make together.” It really does start with each of us taking the time to stand up and make a difference one action at a time.⁠

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