Posted 20 hours ago

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

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I work with organizations from, at this point a range of industries and a range of sectors, whole bunch of different sized orgs, different type of companies, non-profits, you name it, mostly on how to turn people's intentions to do DEI work into actual outcomes that they feel good about in the long term.

I particularly appreciated their focus on trust as the key ingredient for change, laying out different paths for high-trust, medium-trust and low-trust environments. And that stance, I was hoping going through that year that the dynamics would change and the center of gravity would change in structures. Although I recommend this book to the person who wants a introduction to the field of DEI and how to implement effective interventions, I do not think it serves as an effective deconstruction. And we don't understand, not enough people understand how to make organizational change, and we don't talk about that enough in the DEI space because it's so much more visible and flashy and profitable to over focus on the very first spark of a movement than it is to carry that movement through all the different aspects of organizational change making. However, it doesn’t push the needle enough to be considered the innovative and provocative work of a DEI change maker (and maybe Lily didn’t want it to be and that’s totally ok).

We're talking about de-biasing an organization and different processes and policies, which by the way is not glamorous work at all, but it doesn't need to be framed in the way that it's been framed.

At no point did I bring in the hammer of we need to create cultures of belonging for everyone all the time. 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. The book also delves into equitable advancement, demystifying promotion processes through transparency, and addressing bias through structured decision-making. And so some of the tension is that the new societal pressure to make inequities go away is butting up against these long standing, sometimes decades long hierarchies within organizations, within institutions, within government, within academia, within industry that have unspoken rules about who it is that deserves to be on top.And it was important for you to make sure it met the learner wherever the learner is, where they're at. Reading this as someone with a significant amount of privileges I felt seen, welcomed, and appreciated by Zheng and how they approached the topic. I found the chapters on types of power within organizations, roles necessary for any movement to create change, and the role of trust in institutional change the most exciting and interesting.

Diversity is the achievement of a workforce composition that stakeholder populations trust and feel represented by on all levels. And I wonder to what degree, I know you agree with this, but how would you articulate the mismatch between the way the world is changing, that's our talent, that's our marketplace, and where kind of organizations are lagging behind? Working through those ideas, the history and some brief personal experiences the author establishes how DEI efforts are not just important and essential but should be the foundation for organizations moving forward. I went in with a little bit of skepticism since I’ve encountered some online content creators who, when given a larger format don’t deliver as much they can in short eye-catching posts. And I've deleted the whole thing and been like, I can replace this with one paragraph saying this thing is broken.

The pressure is getting intense and the hierarchies are so old, they're so ancient, and they have not really been revisited, challenged. They're just like, Okay, maybe DEI is one of those kumbaya hold hands leaders that are really soft with their followers and ask people about their feelings all the time. I found the few chapters focused on the different forms of power and the different roles of DEI proponents to be the most tedious in the book. And then following that, you can then have people say, "Okay, now we want to make this policy succeed.

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