000			03667pam a2200385 i 4500
001			zzv052 b2426025
003			DLC
005			20220726091017.0
008			210524s2021 maua b 001 0 eng
010			_a2021022672
020			_a9781647822729
035			_aCPL
040			_aMH/DLC _beng _erda _cDLC _dIMmBT _dNjBwBT _dIMmBT _dMiTN
042			_apcc
043			_an-us---
050		4	_aHF5549.5 .M5 _bW555 2021
099			_a658.3 WIL
100	1		_aWilliams, Joan, _d1952-
245	1	0	_aBias interrupted : _bcreating inclusion for real and for good / _cJoan C. Williams.
264		1	_aBoston, Massachusetts : _bHarvard Business Review Press, _c[2021]
300			_aviii, 272 pages : _billustrations ; _c22 cm.
336			_atext _btxt _2rdacontent.
337			_aunmediated _bn _2rdamedia.
338			_avolume _bnc _2rdacarrier.
504			_aIncludes bibliographical references (paged 219-250) and index.
505	0		_aWhat's the path forward? -- Is bias training worthless? -- We're a meritocracy; are you asking us to change that? -- Why do some groups need to be politically savvier to succeed? -- Are you saying that white men have it easy? I don't feel privileged -- We cherish our culture; can we retain that and still achieve DEI goals? -- Can we make progress on DEI without getting all rigid and bureaucratic? -- Women's priorities change after they have kids. Are you saying I should ignore that? -- Isn't it natural-and inevitable-that people who work harder go further? -- If we hire more women and people of color, won't the DEI problem take care of itself? -- What does the CEO need to do to finally deliver on DEI goals? -- How can a company change who gets access to opportunities? (Hint: only the CEO can) -- How can CDOs and HR get buy-in-and deliver-on DEI goals? -- How can HR and DEI departments work together to interrupt bias in basic business systems? -- How can individual managers help move the needle-and manage more effectively?
520			_a"A cutting edge, objective, relentless approach to inclusion. American companies spend close to $8 billion annually on diversity efforts, with remarkably few results. Too often diversity efforts rest on the assumption that all that's needed is an earnest conversation about "privilege." That's not enough. To truly make progress with diversity, equity and inclusion, we must focus less on documenting the problem and more on just stopping the transmission of it. In Bias Interrupted, Joan C. Williams shows how it's done, and reassuringly, how easy it is to get started. Leaders just need to use standard business systems and standard business tools-data and metrics-to interrupt the bias that is constantly transmitted through formal systems like performance appraisals and the informal systems that control access to opportunities, like mentoring programs. The book presents fresh evidence based on Williams's research and work with companies, in that interrupting bias helps every group-including white men. Comprehensive, though compact and straightforward, Bias Interrupted delivers real, practical value in as efficient and accessible manner as possible to an audience that has never needed it more. It's possible to interrupt bias. Here's where you start"-- _cProvided by publisher.
650		0	_aDiscrimination in employment.
650		0	_aDiversity in the workplace.
650		0	_aEquality.
650		0	_aPrejudices.
650		0	_aRacism in the workplace.
650		0	_aSocial justice.
776	0	8	_iOnline version: _aWilliams, Joan, 1952- _tBias interrupted _dBoston, Massachusetts : Harvard Business Review Press, [2021] _z9781647822736 _w(DLC) 2021022673.
999			_c518156 _d518156