000			03790cam a22004338i 4500
001			on1255520778
003			OCoLC
005			20240726105202.0
008			210524s2021 mau o 001 0 eng
010			_a2021022673
040			_aDLC _beng _erda _cDLC _dOCLCO _dOCLCF _dNT
020			_a9781647822736 _q((electronic)l(electronic)ctronic)
042			_apcc
043			_an-us---
050	0	0	_aHF5549 _b.B537 2021
049			_aMAIN
100	1		_aWilliams, Joan, _d1952- _e1
245	1	0	_aBias interrupted : _bcreating inclusion for real and for good / _cJoan C. Williams.
300			_a1 online resource
336			_atext _btxt _2rdacontent
337			_acomputer _bc _2rdamedia
338			_aonline resource _bcr _2rdacarrier
347			_adata file _2rda
504			_a2
505	0	0	_aWhat's the path forward? -- _tIs bias training worthless? -- _tWe're a meritocracy; are you asking us to change that? -- _tWhy do some groups need to be politically savvier to succeed? -- _tAre you saying that white men have it easy? I don't feel privileged -- _tWe cherish our culture; can we retain that and still achieve DEI goals? -- _tCan we make progress on DEI without getting all rigid and bureaucratic? -- _tMany women's priorities change after they have kids. Are you saying I should deny that fact of life? -- _tIsn't it natural-and inevitable-that people who work harder go further? -- _tIf we hire more women and people of color, won't the DEI problem take care of itself? -- _tWhat does the CEO need to do to finally deliver on DEI goals? -- _tHow can a company change who gets access to opportunities? (Hint: only the CEO can) -- _tHow can CDOs and HR get buy-in-and deliver-on DEI goals? -- _tHow can HR and DEI departments work together to interrupt bias in basic business systems? -- _tHow can individual managers help move the needle-and manage more effectively?
520	0		_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.
530			_a2 _ub
650		0	_aDiversity in the workplace.
650		0	_aPrejudices.
650		0	_aEquality.
650		0	_aDiscrimination in employment.
650		0	_aSocial justice.
650		0	_aRacism in the workplace.
655		1	_aElectronic Books.
856	4	0	_uhttps://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=2935627&site=eds-live&custid=s3260518 _zClick to access digital title | log in using your CIU ID number and my.ciu.edu password
942			_cOB _D _eEB _hHF.. _m2021 _QOL _R _x _8NFIC _2LOC
994			_a92 _bNT
999			_c91900 _d91900
902			_a1 _bCynthia Snell _c1 _dCynthia Snell