Change the WorkGame

Building and Sustaining a Diverse Workforce

De: Serilda Summers-McGee

Narrado por: Serilda Summers-McGee

Duración: 2 h y 16 m

Resumen del Editor

Research shows that diverse workgroups are more productive, creative and innovative than homogeneous groups. In a global marketplace, and with the rapidly changing racial makeup of America, having a high functioning, diverse workforce is imperative for your organization's success. Change the WorkGame has been designed to show you how establish a diverse workforce throughout all strata of your organization and how to sustain your progress.

As a human resources executive, diversity and inclusion consultant, and a member of historically marginalized communities, I have experienced wildly unsuccessful diversity and inclusion strategies; and advised, coached, and led wildly successful diversity and inclusion initiatives. Business leaders and department heads have used the steps outlined in this how-to guide to successfully recruit and retain diverse talent. Chris, a small business owner, says, "the diversity recruitment steps listed in the book, matched with real life scenarios really helps bring to life not only how to go about recruiting and retaining a diverse workforce, but why it is important."

I promise that if you follow the steps outlined in Change the WorkGame, you will increase the diversity of your workforce within six months following the activation of the last step and you will increase employee satisfaction by enhancing your managers and the inclusivity of your workplace. Don't wait to activate your diversity initiative. Don't wait to make your workforce stronger, nimbler, more creative, and more dynamic. Don't wait to establish an inclusive work environment where everyone feels respected, appreciated and heard. Be the person to take the lead towards change. If not you, then who?

©2016 Serilda Summers-McGee (P)2016 Serilda Summers-McGee

Great for New Hires

I am currently a college student looking to get into DEI work. Before reading this book, I was only focused on how the C-Suit handled DEI work as to where I decided to apply for jobs. After listening to this book, I now understand that it is equally, if not more, for the entire company to be ready to implement inclusion into their framework. I appreciate this work because it is very accessible on an intellectual level and free on Amazon. I wanted to read this book, but with time the audiobook was easier and I appreciate Ms. Summers-McGee doing the work to make the text one more step to being accessible. If it wasn't there from her work in the book, the way she has published this book and audiobook shows that she actually knows what accessibility is and isn't just selling it wholesale. Leaving this book, I am going to be more intentional about how I choose jobs, not just based on easy markers for companies that I apply to, but on company-wide initiatives.