Summary of Women, Minorities, & Other Extraordinary People

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Most American CEOs are white men. Most board members are white men, as are companies’ senior executives and other people in authority. Few women or minority group members hold positions of power. This is how things were 100 years ago and even 50 years ago. Despite decades of corporate diversity initiatives, power in the American workplace seldom mirrors the society at large. Subconscious bias accounts for most of this imbalance. Barbara Adams, a diversity expert with more than 20 years’ experience, advises business leaders on what they can do to eliminate this bias and make their firms more diverse and inclusive. Adams discusses concrete policies businesses might apply to increase diversity and bring more women and people who belong to minority groups into positions of power. She also details attitudes and judgments many already in power hold, whether they know it or not. Adams’s insights will serve hiring managers, HR professionals, executives, and all those who want more equitable workplaces.

In this summary, you will learn

  • How unconscious workplace biases, indifference and groupthink can impede diversity and inclusivity (D&I),
  • How to establish a D&I initiative in your organization, and
  • What business advantages a strong D&I program provides.

About the Author

Barbara Adams, PsyD, is the founder and chief learning officer at GAR (Gender, Age and Race) Diversity Consulting in San Francisco. She holds a doctorate of psychology in organizational development, and she is a former director in the National Diversity & Inclusion office at Kaiser Permanente.



Inclusive Diversity Is Great for Business

For some time, businesspeople have discussed, written and spoken publicly about two hot topics: diversity and inclusion. Diversity means hiring, retaining and promoting all types of people, including women, minorities and “other extraordinary people.” Inclusion calls for integrating them into your organization’s operations and activities.

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