LEADER 04229nam 2200697 450 001 9910465922103321 005 20210909183648.0 010 $a1-63157-458-2 035 $a(CKB)3710000000831062 035 $a(BEP)4648713 035 $a(OCoLC)957560152 035 $a(CaBNVSL)swl00406798 035 $a(MiAaPQ)EBC4648713 035 $a(MiAaPQ)EBC5292005 035 $a(Au-PeEL)EBL4648713 035 $a(CaPaEBR)ebr11249677 035 $a(OCoLC)957318203 035 $a(Au-PeEL)EBL5292005 035 $a(CaONFJC)MIL949215 035 $a(EXLCZ)993710000000831062 100 $a20160829d2016 fy 0 101 0 $aeng 135 $aurcnu|||||||| 181 $2rdacontent 182 $2rdamedia 183 $2rdacarrier 200 14$aThe illusion of inclusion $eglobal inclusion, unconscious bias and the bottom line /$fHelen Turnbull 205 $aFirst edition. 210 1$aNew York, New York (222 East 46th Street, New York, NY 10017) :$cBusiness Expert Press,$d2016. 215 $a1 online resource (xxi, 152 pages) $cillustrations 225 1 $aHuman resource management and organizational behavior collection,$x1946-5645 311 $a1-63157-457-4 320 $aIncludes bibliographical references and index. 327 $a1. The bottom line: the real deal on inclusion -- 2. Inclusion Ground Hog Day: stop spinning your wheels -- 3. Hard-mired: the immutable forces of inclusion -- 4. The perennial presence of dominance -- 5. Bumping in to our blind spots -- 6. The geometry of inclusion -- 7. Fighting the force(s) -- 8. The permeable forces of inclusion -- 9. Familiarity does not breed contempt -- 10. We cannot all be idiosyncratic -- 11. The wolf in inclusive clothing -- 12. You cannot ask for a white coffee -- 13. Golf, inclusion, and the Rubik's cube -- 14. Peaceful coexistence: a line in the sand and a call to action -- Index. 330 3 $aWe may say we want to be inclusive, but what if we really don't? What if our brains are hard-wired for selfishness and similarity and not for diversity and altruism? What if our vision of ourselves as well-intentioned people is at odds with the reality of who we really are and what we really think? Having a diverse workforce is no guarantee that the work environment is inclusive and engaged. Companies hire for diversity and manage for similarity. We hire people for their difference and then teach them directly and indirectly what they have to do to fit in to the corporate culture. The 2015 Gallop Poll found that 51 percent of employees surveyed are "disengaged" at work and 17.2 percent are described as "actively disengaged." This book exposes a myriad of diverse reasons why people are not more fully engaged and directly addresses the need to own the unconscious biases and blind spots that are barriers to inclusion and offers you the key to unlock the "Geometry of Inclusion." It takes the lid off Pandora's box and explores the complexity of inclusion; where affinity bias or "mini-me" syndrome and the need to fit in are unconsciously blocking our ability to be inclusive. It offers a road map through this complexity and an easy to comprehend model on how to minimize the impact of unconscious and conscious biases in order to leverage and retain top talent and embed an inclusive organizational culture. 410 0$aHuman resource management and organizational behavior collection.$x1946-5645 606 $aDiversity in the workplace 606 $aDiscrimination in employment 606 $aSocial integration 606 $aAssimilation (Sociology) 608 $aElectronic books. 610 $aaffinity bias 610 $aassimilation 610 $acovering 610 $adiversity 610 $aglobal inclusion 610 $ainclusion 610 $aunconscious bias 615 0$aDiversity in the workplace. 615 0$aDiscrimination in employment. 615 0$aSocial integration. 615 0$aAssimilation (Sociology) 676 $a658.3008 700 $aTurnbull$b Helen.$01036133 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910465922103321 996 $aThe illusion of inclusion$92456277 997 $aUNINA