Exclusion : strategies for improving diversity in recruitment, retention, and promotion /
"Exclusion: Strategies for Improving Diversity in Recruitment, Retention and Promotion examines how micro-inequities - the subtle actions that make an employee feel like an outsider in the workplace - impact today's professional work environments. This book provides a Top Ten list of these...
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| Format: | Book |
| Language: | English |
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Chicago, Illinois :
American Bar Association,
[2014]
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| LEADER | 00000cam a2200000 i 4500 | ||
|---|---|---|---|
| 001 | 869552624 | ||
| 003 | OCoLC | ||
| 005 | 20181022112600.0 | ||
| 008 | 140129s2014 ilua b 001 0 eng | ||
| 010 | |a 2014003410 | ||
| 020 | |a 9781614388654 | ||
| 020 | |a 1614388652 | ||
| 037 | |a 1382427 |b QBI | ||
| 040 | |a DLC |b eng |e rda |c DLC |d YDX |d YDXCP |d BUF |d GZL |d EVK |d BDX |d OWT |d BTCTA |d OCLCF |d CDX |d QBX |d OCLCO |d OCLCQ |d OCLCO |d CUH |d LRP |d OCLCQ |d IGA | ||
| 042 | |a pcc | ||
| 043 | |a n-us--- | ||
| 049 | |a VLAM | ||
| 050 | 0 | 0 | |a KF3464 |b .H63 2014 |
| 100 | 1 | |a Holder-Winfield, Natalie, | |
| 245 | 1 | 0 | |a Exclusion : |b strategies for improving diversity in recruitment, retention, and promotion / |c Natalie Holder-Winfield |
| 260 | |a Chicago, Illinois : |b American Bar Association, |c [2014] | ||
| 300 | |a xxxii, 195 pages : |b illustrations ; |c 24 cm | ||
| 504 | |a Includes bibliographical references and index | ||
| 505 | 0 | |a The power of informal mentoring -- Attracting mentors -- Taking charge : a white woman partner in her late thirties shares her strategy for finding a mentor -- It's all about confidence : a Latino Ivy League graduate discusses his insights for leveling the playing field -- Mentoring turnoffs -- Professor Katherine Milkman (Wharton School of Business) -- Asuncion "Sunny" Hostin (CNN legal analyst) -- Melody Barnes (Former senior White House advisor to President Obama) -- Michaela Angela Davis (former essence editor) -- Singleton Beato (AAAA) -- Recovering from mistakes -- Eradicating the barrier to recovering from mistakes -- Overcoming the barrier to recovering from mistakes -- Managing bullies -- Eradicating the micro-inequity of bullying -- Overcoming the micro-inequity of bullying -- Self-fulfilling prophecies (perceived underperformance) -- Eradicating the barrier of self-fulfilling prophecies -- Overcoming the barrier of perceived underperformance -- Finessing the insensitive joke and insensitive comment -- Eradicating the barrier of insensitivity -- Overcoming the barrier of insensitivity -- The importance of quality work assignments and promotions -- Pay disparities -- Lack of growth opportunities -- Quality of work assignments -- Diversity of work assignments -- Advice for managers -- The comfort factor -- Overcoming the barrier of quality work assignments -- Progressive feedback -- One show pony : diversifying your skills set -- Dual identity -- Eradicating the micro-inequity of dual identity -- 360-degree interviewing : giving you and me an opportunity to see if there is a fit -- The law firm house of hair -- Overcoming the micro-inequity of dual identity -- Assumptions, slights, and other annoyances -- Eradicating the micro-inequity of assumptions, slights, and other annoyances -- Overcoming the micro-inequity of assumptions, slights, and other annoyances -- Being the first and having an extensive network -- Eradicating the barrier of being the first -- Overcoming the barrier of being the first -- Isolation and feeling invisible -- Eradicating the micro-inequity of isolation -- Overcoming the micro-inequity of isolation | |
| 520 | |a "Exclusion: Strategies for Improving Diversity in Recruitment, Retention and Promotion examines how micro-inequities - the subtle actions that make an employee feel like an outsider in the workplace - impact today's professional work environments. This book provides a Top Ten list of these micro-inequities that can be found in a range of work-related areas, including group effectiveness, recruitment and retention, promotion, and discrimination lawsuits, among others. Through interviews with both senior level and mid-career professionals, Exclusion provides examples of the micro-inequities that have created cultures of exclusion for many employees based on a characteristic that made him or her an outsider: age, race, gender, accent, ethnicity, disability, and/or socio-economic background. As a result, readers will have a new framework for understanding behaviors that often fly under the radar and that make some employees great leaders while others plateau and wither. Finally, Exclusion presents best practices and strategies for eliminating those micro-inequities and thereby ensuring that outsiders feel more fully accepted and integrated into their work environment"--Unedited summary from book jacket | ||
| 650 | 0 | |a Diversity in the workplace |z United States | |
| 650 | 0 | |a Discrimination in employment |x Law and legislation |z United States | |
| 650 | 0 | |a Multiculturalism |z United States | |
| 650 | 0 | |a Personnel management |z United States | |
| 907 | |a .b221474x | ||
| 998 | |a secnd | ||
| 999 | |c 105721 | ||
| 852 | |a Law Library |b Second Floor |h KF3464 .H63 2014 |p 33940003708433 | ||