INDEX
A
- access, designing talent systems for, 154
- accusation of theft, conflict management, 51–52
- adaptability, 24
- adaptive mindset
- among inclusive leaders, 11–12
- Barilla, 108
- benefits of, 72–73
- cultivating innovation, 80–84
- global perspective, 75–80
- John Deere, 118
- Marriott, 127–128
- Microsoft, 71–72
- Ravinia Festival, 131
- role of empathy, 81
- situational adaptability, 73–75
- Adler, Nancy J.,
- African Americans. See also Blacks.
- in executive director roles, xi
- men, optimizing talent, 60
- women in leadership, 175
- women uplifting each other, 168–169
- age
- demographics at Barilla, 105
- employees at John Deere, 117
- age-related conflict management, 52
- Al-Faris, Deena
- balancing stakeholders, 45
- conflict management, 49, 52
- developing talent, 64
- jobless rate in Saudi Arabia, 85–86
- women’s council in Saudi Arabia, 95
- Alves, Vladimir, 112–115, 119
- Al-Zahid, Hind, 95
- America. See United States. Amilowski, Jeanine, 185
- Anand, Rohini, 46–47
- Anderson, Kristen, 109
- Anglo Saxon names, bias towards, 158
- Apple’s Siri, designing for the Reference Man, 144
- Arbery, Ahmaud, 164, 190
- Ardern, Jacinda, 76–77
- Asian American women, stereotypes, 167–170
- Asian women in leadership, 175
- Asian-Latinx crossover, 180
- Asians in leadership positions, xi
- Auténtico: The Definitive Guide to Latino Career Success, 170
- authenticity
- among inclusive leaders, 107
- covering stigmatized identities, 19
- definition, 18
- description, 18–20
- humility, 19
- inclusive leaders, –10
- trust, 19
- available labor force, definition, 243
B
- balancing stakeholders
- at Barilla, 108
- Ravinia Festival, 135
- trait of inclusive leaders, 43–48
- Baltzley, Dennis,
- Banga, Ajaypal, vii
- Barilla, D&I best practices
- achieving transformation, 109
- adaptive mindset, 108
- age and generation demographics, 105
- balancing stakeholders, 108
- building interpersonal trust, 108
- collaboration, 108
- commitments to equity, 103
- designing new workspaces, 109
- disabilities, 105
- diversity and inclusion, root causes, 105–106
- employee resource groups, 105
- flexible work, 106–107
- gender balance, 106
- history of, 101–103
- inclusion, 106–107
- increased market share, 107
- job posting system, 105
- job transparency, 105
- leadership commitment to D&I, 106
- LGBTQ+ inclusion, 103, 105
- managing conflict, 108
- metrics and accountability, 106–107
- multiculturalism, 105
- new benefits, 105
- new networks, 104
- optimizing talent, 108
- overview, 103
- religions and beliefs, 105
- training, 105
- valuing differences, 108
- Barilla Lighthouse, key points, 102–103
- Barnfield, Heather, 48, 73, 78, 90
- behavioral inclusion, 146–150
- Bellinger, Patricia, 104
- Berg, Frode, 33, 39, 46
- Bertrand, Marianne, 164
- bias
- in design. See Reference Man.
- against ethnic-sounding names, 158, 164–165
- inquisitiveness, 22
- in résumé selection, 158
- towards Anglo Saxon names, 158
- unconscious. See Reference Man.
- for whiteness, 162–164
- Biles, Simone, 21
- Bill & Melinda Gates Foundation, 24–25
- biographies of leaders, 12–13
- Birk, Laura, 109
- Blacks. See also African Americans.
- on boards of Fortune 500 companies, xi
- colorism among, 163
- at Marriott, 125
- need to overachieve, 165–167
- Blige, Mary J., 139
- Bohannon, Audra, 166
- Born a Crime, 193
- Brand, Christo, 209
- building interpersonal trust
- at Barilla, 108
- description, 10–12
- John Deere, 118
- Burns, Donna, 97
- Busch, William F. III, 165
- business imperative fit, 159
C
- car seats and safety, designing for the Reference Man, 145
- case studies
- classical music. See Ravinia Festival.
- courage, 87–90
- flexibility, 214–215
- hotels. See Marriott.
- optimizing talent, 53–54, 59–60
- tractor manufacturing. See John Deere.
- Castro, Arturo, 193
- Catmull, Ed, 66–67
- CEO Action for Diversity & Inclusion pledge, xi
- CEOs of Fortune 500 companies, 150
- Chabris, Christopher, 65
- change agents, inclusive leaders as, –7
- Chavis, Maruiel Perkins-, 128
- Chicago Symphony Orchestra (CSO). See Ravinia Festival.
- classical music events. See Ravinia Festival.
- climate change, effects on global perspective, 78, 80
- Close, Chuck, 109
- collaboration. See also optimizing talent.
- at Barilla, 108
- importance of, 65
- at Pixar, 66
- pros and cons, 68
- team characteristics, 66–69
- women as mind readers, 67
- collective intelligence, definition, 243
- colorism
- bias for whiteness, 162–164
- in Black communities, 163
- definition, 162
- in India, 163
- in Latinx communities, 163
- names for skin color gradations, 164
- non-Whites vs. Whites, 162–165
- “One White covers three ugliness.,” 163
- people of color, 59, 162–164
- within racial or ethnic groups, 162–163
- skin tone, 162–164
- skin whiteners, 163
- Snow White syndrome, 163
- in South Africa, 163
- in the United Kingdom, 163
- in the United States, 163
- vs. racism, 162
- Colzani, Claudio, 102, 109–110
- commitments to equity at Barilla, 103
- community at Marriott, 123
- competencies, inclusive leaders, 10–12
- complementary fit, 159
- composure, role in emotional resilience, 20–21
- confidence, 21
- conflict management. See managing conflict.
- Cook, Tim, 194
- Cooper, Anderson, viii
- correction and praise, preferred style for receiving, 59
- courage in transformation, 87–90
- Creativity, Inc., 66
- CSO (Chicago Symphony Orchestra). See Ravinia Festival.
- Cuarón, Alfonso, 216–217
- cultivating innovation, 80–84
- cultural differences
- conflict management, 49–50
- optimizing talent, 59
- cultural identity
- determining, 180–183
- gender diversity, 184–185
- majority minorities, 183–184
- Curie, Marie, 21
D
- DACA (Deferred Action for Childhood Arrivals), 194
- The Daily Show, 192–193
- David, case study, 87–90
- David, Cristina, 82
- de Klerk, Frederik Willem, 209
- decision making, Norway vs. Sweden, 74–75
- default person. See also Reference Man.
- history of, 152–153
- vs. Reference Man, 153
- default person, designing talent systems for
- access, 154
- defining equality, 154
- learning from diversity, 155
- opportunity, 154
- rewards, 154
- solve for one, benefit all, 155
- support, 154
- unearthing inequities, 154
- design biases. See Reference Man.
- designing new workspaces at Barilla, 109
- developing talent. See optimizing talent.
- D&I (Diversity and Inclusion)
- best practices at Barilla. See Barilla, D&I best practices.
- John Deere, 112–115
- metrics supporting, –3
- root causes at Barilla, 105–106
- Díaz, Franklin Chang, 180
- Dick’s Sporting Goods, gun sales, 190
- differences, valuing. See valuing differences.
- disabilities
- at Barilla, 105
- definition, 185
- diversity, 185–186
- hidden, optimizing people’s talents, 59
- at John Deere, 117
- Walgreens, universal design, 186
- disciplines of inclusive leaders, summary of, 10–12, 108–109. See also specific disciplines.
- diverse, misused term, 12
- diverse perspectives, integrating. See also managing conflict.
- balancing stakeholders, 43–48
- definition, 42
- importance of, 42
- in inclusive leaders, 10–12
- John Deere, 118
- Marriott, 126–127
- social justice initiatives, 46–47
- value of, 43
- diversity. See also D&I (Diversity and Inclusion); inclusive leadership.
- and better results, –8
- on boards of Fortune 500 companies, xi
- definition, , 12, 243
- of disabilities, 185–186
- and financial performance, –3
- learning from, 155
- link to innovation, 81–82
- and team performance, –8
- Diversity and Inclusion (D&I)
- best practices at Barilla. See Barilla, D&I best practices.
- John Deere, 112–115
- metrics supporting, –3
- root causes at Barilla, 105–106
- diversity of one, 186–188
- diversity programs, xi
- Dolezal, Rachel, 179
- Donaldson, Melissa, 68–69, 75, 83
- drag evening, 83
- driving engagement, optimizing talent, 55–58
- driving results in transformation, 94–97
- DuVernay, Ava, 206–207
E
- Emerging Leader Program, 124
- emotional resilience
- among inclusive leaders, 107–108
- composure, 20–21
- definition, 20
- description, 20–21
- inclusive leaders, –10
- situational self awareness, 21
- empathy
- in an adaptive mindset, 81
- Alfonso Cuarón on, 216–217
- role in innovation, 81
- employee resource groups at Barilla, 105
- enabling traits. See also disciplines of inclusive leaders.
- among inclusive leaders, 107–108
- changing, 24–25
- summary of, –10, 17–18. See also specific traits.
- equality
- defining, 154
- definition, 243
- structural inclusion, 151–152
- equitable organization, definition, 243
- equity
- definition, , 243
- structural inclusion, 151–152
- equivocal Latinx communities, 171
- Erivo, Cynthia, 136
- ethnic diversity
- conflict management, 50–51
- and financial performance, –3
- ethnicity. See race.
- ethnic-sounding names, bias against, 158, 164–165
- exclusionary events, responding to, 189–191
F
- Faris, Deena Al-, 35
- female talent in IT space, 61
- Ferrara, America, 93
- financial performance, and diversity, –3
- fit. See also hiring for fit.
- business imperative, 159
- complementary, 159
- future, 159
- hiring for, effects on diversity, 155, 158–160
- fitness monitors, designing for the Reference Man, 145
- flexibility
- adaptability, 24
- at Barilla, 106–107
- case study, 214–215
- definition, 23
- description, 23–24
- inclusive leaders, –10, 108
- tolerance for ambiguity, 24
- Floyd, George, 161, 164, 190
- Follis, Charles, 88
- Fortune 500 companies, diversity on boards of, xi
- Frode Berg, 74
- Fujimori, Alberto, 181
- future fit, 159
G
- Galarraga, Juan, 29–31
- Garcia, Charlie, 170
- Gates, Melinda, 24–25
- gender balance. See also identity inclusion; women.
- at Barilla, 106
- optimizing talent, 56
- gender diversity, 184–185
- gender dynamics, women with men, 185
- generational differences, conflict management, 50–51
- girls, Title IX access, 169. See also women.
- glass ceiling, 174
- global perspective
- definition, 75–78
- effects of climate change, 78, 80
- meta-interconnectivity, 77–78
- vs. globetrotting, 79
- Goffman, Erving, 19
- Gonda, Gabor, 32, 38, 67, 81
- Grech-Cumbo, Beatrice, 175
- Green, Al, 173
- guest diversity at Marriott, 124–125
- gun control, 77
H
- Hashmi, Nada, 65
- Hazard, Peggy, 43
- Hazra, Tej Singh, 81, 194
- head and heart inclusive leaders, 224–225
- health monitoring systems, designing for the Reference Man, 144
- Herrmann, Paulo, 113
- hidden disabilities, optimizing people’s talents, 59
- hiring for fit, effects on diversity, 155, 158–160
- Hispanic male, case study on optimizing talent, 59–60
- Hispanics in executive director roles, xi. See also Latino.
- Hoerdoman, Bob, 62–63
- Holland, Heather, 195
- Holmes, Kat, 153
- homogeneity in groups,
- Horizontina, 112–114
- hotels. See Marriott.
- Huang, Karen, 168
- Hudson, Jennifer, 133, 136
- humility, role in authenticity, 19
- humor as a coping mechanism, 192–193
- Hussein, Zeid Ra’ad Al, 150
- Hyter, Michael, 167
I
- identifying talent. See optimizing talent.
- identity inclusion
- Asian American women as leaders, 167–170
- Black need to overachieve, 165–167
- colorism, 162–164
- dehumanization, 164–165
- gender, 172–179
- intersectionality, 179–188
- Latinx identity pressures, 170–172
- privilege, 162–164
- race, 162–164
- racism, 162–165
- skin tone, 162–164
- women, 172–179
- identity pressures, Latinx communities, 170–172
- inclusion. See also D&I (Diversity and Inclusion); inclusive leadership.
- at Barilla, 106–107
- CEO Action for Diversity & Inclusion pledge, xi
- definition, , 244
- predictors of, 23
- inclusive design
- structural inclusion, 151–152
- for talent systems, 244
- inclusive leaders
- achieving transformations, 11–12
- applying adaptive mindsets, 11–12
- authenticity, –10, 107
- as change agents, –7
- competencies, 10–12
- definition,
- disciplines of. See disciplines of inclusive leaders.
- emotional resilience, –10, 107–108
- enabling traits, 107–108
- flexibility, –10, 108
- head and heart, 224–225
- impact on organizational goals, 226–228
- inquisitiveness, –10, 108
- interviews with, 228–229
- launching, 218–219
- model of, 11
- optimizing talent, 10–12
- patterns of, 224–225
- positive impact on talent, 226
- and the Reference Man, 148–149
- by region, industry, and function, 223–224
- self-assurance, –10
- Tim Cook, 194–195
- traits of. See enabling traits.
- typical profiles, 224–225
- work analysis methods, 225–226
- young professionals focus groups, 229
- inclusive leadership
- business case for,
- current norms and the future, –5
- self-disruptive leaders,
- inclusive leadership assessment
- assessment data analysis, 221–222
- competencies and traits composites, 222–223
- testing the hypothetical model, 222–223
- validity, 223
- inclusive strategies, Ravinia Festival, 131
- increased market share at Barilla, 107
- India, colorism, 163
- inequities, unearthing, 154
- innovation
- cultivating, 80–84
- link to diversity, 81–82
- role of empathy, 81
- inquisitiveness
- among inclusive leaders, 108
- bias, 22
- curiosity, 22
- definition, 22
- description, 22–23
- empathy, 22
- inclusive leaders, –10
- openness to differences, 22
- instilling trust, 31–35, 108
- interpersonal trust
- building. See building interpersonal trust.
- Marriott, 126
- interviews with inclusive leaders, 228–229
- invisible Latinx communities, 171
- Ismeta, 126–127
J
- Jackson, Jesse, vii
- job posting system at Barilla, 105
- job transparency at Barilla, 105
- jobless rate, Saudi Arabia, 85–86
- John, case study, 87–90
- John Deere
- adaptive mindset, 118
- in the agricultural heartland, 112–115
- building interpersonal trust, 118
- D&I (Diversity and Inclusion), 112–115
- Horizontina, 112–114
- integrating diverse perspectives, 118
- optimizing talent, 118
- overview, 111–112
- transformation, 118
- John Deere, impact on
- jokes in the workplace, 44–45
- Jonen, Anna, 58, 61
K
- Kaepernick, Colin, 190
- Kaling, Mindy, 193, 210–211
- Kapor Capital, 156–157
- Kauffman, Welz, 130–134
- Kids Lawn, 136
- Kim, Samuel Arredondo, 180
- King, Martin Luther Jr., 22
- Klawe, Maria, 73–74
- Klein, Freada Kapor, 32, 156
- Koch, Johannes, 44, 49, 82
L
- Lake, Katrina, 169
- Lampinen, Mervi, 32
- Latino. See also Hispanics.
- on boards of Fortune 500 companies, xi
- in leadership, 175
- at Marriott, 125
- Latino communities
- Auténtico: The Definitive Guide to Latino Career Success, 170
- colorism, 163
- equivocal, 171
- identities, 171–172
- identity pressures, 170–172
- invisible, 171
- retro, 171
- unapologetic, 171
- Latinx-Asian crossover, 180
- leadership, overlooked models, 56–57
- leadership commitment to D&I at Barilla, 106
- LGBTQ+ community
- at Barilla, 103, 105
- drag evening, 83
- at John Deere, 116
- at Marriott, 125
- optimizing talents of, 59
- #LoveTravels, 124–125, 127–128
- Luaña, Rita Estevez, 47, 75, 81–82 261
M
- majority minorities, 183–184
- Malone, Thomas, 65
- managing conflict
- accusation of theft, 51–52
- age-related, 52
- at Barilla, 108
- cultural differences, 49–50
- ethnic, 50–51
- generational, 50–51
- Marriott, 127
- overview, 48
- racial, 50–51
- slowing down, 50–51
- social class, 50–51
- strategies for, 52
- Mandela, Nelson, 208–209
- map applications, designing for the Reference Man, 144
- Mariano, Arthur Nory Oyakawa, 180
- Marriott
- adaptive mindset, 127–128
- Blacks at, 125
- D&I outcomes, 125–128
- integrating diverse perspectives, 126–127
- interpersonal trust, 126
- #LoveTravels, 127–128
- managing conflict, 127
- optimizing talent, 127
- overview, 121–122
- praise for Ismeta, 126–127
- transformation, 128
- Marriott, commonalities
- community, 123
- Emerging Leader Program, 124
- opportunity, 123–124
- purpose, 123
- role of women in, 124
- Women’s Leadership Development Initiative, 124
- Marriott, differences
- Blacks, 125
- guest diversity, 124–125
- Latinxs, 125
- LGBTQ+ community, 125
- #LoveTravels, 124–125
- Marriott, J. Willard, 121
- Mars, Bruno, 180
- mass shooting in New Zealand, 76–77
- McDonald, Audra, 136
- McFerrin, Bobby, 136
- McKinsey & Company, –3
- men, design biases towards. See Reference Man.
- metrics and accountability at Barilla, 106–107
- Microsoft, adaptive mindset, 71–72
- middle managers and the Reference Man, 148–149
- The Mindy Project, 211
- Mink, Patsy, 169
- The Misadventures of Awkward Black Girl, 193
- Mixner, David, 104
- The Moment of Lift, 24
- Montero, Gabriela, 136
- Moser, Martin, 52, 61, 74, 82
- Mullainathan, Sendhil, 164
- multiculturalism at Barilla, 105
- music education for kids, 136–137, 139
N
- Nadella, Satya, 71–72, 73–74, 81
- name bias
- in design. See Reference Man.
- against ethnic-sounding names, 158, 164–165
- in résumé selection, 158, 164–165
- towards Anglo Saxon names, 158
- towards White-sounding names, 164–165
- unconscious. See Reference Man.
- names for skin color gradations, 164
- Nancy, case study of optimizing talent, 53–54
- New Zealand, gun control, 76–77
- Ni, Jenny, 38, 45–46, 91
- Nieto, Lou, 33, 60, 63, 80
- Noah, Trevor, 192–193
- non-White talent in executive director roles, xi
- Norwegian decision making, 74–75
O
- Obhi, Sukhvinder S., 147, 150
- one size fits all. See Reference Man.
- “One White covers three ugliness.,” 163
- opportunity
- designing talent systems for, 154
- at Marriott, 123–124
- optimism, 21
- optimizing talent. See also collaboration.
- African American male, case study, 60
- at Barilla, 108
- case study of “Nancy,” 53–54
- cultural differences, 59
- developing talent, 58–64
- driving engagement, 55–58
- female talent in IT space, 61
- gender balance, 56
- Hispanic male, case study, 59–60
- identifying talent, 61
- John Deere, 118
- LGBTQ+ groups, 59
- Marriott, 127
- overlooked leadership models, 56–57
- overview, 10–12
- people of color, 59
- people with hidden disabilities, 59
- sociological realities, 59
- style of receiving praise and correction, 59
- underrepresented talent, 60
- women in male-oriented environments, 59
- organizational questions,
- Orr, Evelyn, 175
- outside coming in. See sociopolitical inclusion.
- overlooked user, definition, 244
P
- Pager, Devah, 164–165
- Pan, Hengliang, 31, 37, 78
- Patel, Puja, 169
- patterns of inclusive leaders, 224–225
- Patton, George S., 82
- pay parity for women, 150
- Payare, Rafael, 136
- Penn, J. B., 112
- Pentland, Alex, 65
- people of color. See also race; specific people and colors.
- colorism among, 162–164
- optimizing talents of, 59
- women, 172
- performance ratings, women, 150
- persuasion, in transformation, 90–93
- Phillips, Katherine, 43
- Pinzón, Cecilia, 112–115
- Pixar collaboration, 66
- polarization, –2
- praise and correction, preferred style for receiving, 59
- Prieto, Carlos Miguel, 136
- Prime, Jeanine, 23
- promotion rates for women, 150
- purpose, at Marriott, 123
Q
R
- race. See also identity inclusion; people of color; specific races.
- color discrimination. See colorism.
- at John Deere, 116–117
- racial differences, conflict management, 50–51
- racial diversity and financial performance, –3
- racial or ethnic groups
- colorism among, 162–163
- racism, 162–163
- racism
- across racial or ethnic groups, 162–163
- in America, 164
- definition, 162
- dehumanization, 164–165
- vs. colorism, 162
- Rae, Issa, 193
- Ramírez, Mónica, 92–93
- Ramos Erickson, Talita, 104
- Ravinia Festival
- adaptive mindset, 131
- balancing stakeholders, 135
- classical music events, 135–136
- diversifying classical musicians, 136
- inclusive strategies, 131
- Kids Lawn, 135–136
- music education for kids, 136–137, 139
- new audiences through pop concerts, 132–135
- overview, 129–131
- power of diversity, 139
- pricing structure, 136
- Reach Teach Play, 137
- role of listening, 132–133
- salsa dancing, 138
- Sistema Ravinia, 137
- social events, 136
- transformation, 131
- RCMP (Royal Canadian Mounted Police), women in, 96–97
- Reach Teach Play, 137
- Reference Man. See also default person.
- behavioral inclusion, 146–150
- definition, 244
- description, 143–144
- history of, 143–145
- inclusive leaders, 148–149
- middle managers, 148–149
- structural inclusion, 146–150, 150–152
- talent systems, 150
- unconscious bias, 146–150
- Reference Man design, examples
- Apple’s Siri, 144
- car seats and safety, 145
- fitness monitors, 145
- health monitoring systems, 144
- map apps, 144
- talent systems, 146
- voice recognition devices, 144
- religions and beliefs at Barilla, 105
- résumé selection bias, 158, 165
- retro Latinx communities, 171
- rewards, designing talent systems for, 154
- Rickey, Branch, 88–89
- Rivera, Lauren, 158
- Robben Island, 208–209
- Robinson, Jackie, 88–89
- Rodriguez, David, 122–123, 128
- Rodriguez, Liboria “Libo,” 216–217
- Rodriguez, Robert, 170
- Roma, 216–217
- Royal Canadian Mounted Police (RCMP), women in, 96–97
S
- Sachdev, Anil, 33–34, 50, 64, 78
- Salib, Elizabeth R., 23
- salsa dancing, 138
- Sanchez, Julian, 111
- Sandberg, Sheryl, 174
- Sarreshtehdari, Sahar, 212–213
- Saudi Arabia
- jobless rate, 85–86
- women’s council in, 95
- Saunders, J. T., 166
- Selena (movie), 80
- self-assurance
- confidence, 21
- definition, 21
- description, 21
- inclusive leaders, –10
- optimism, 21
- self-disruptive leaders,
- Silverio, Wellington, 91, 112–114, 118
- Siri, designing for the Reference Man, 144
- Sistema Ravinia, 137
- situational adaptability, 73–75
- situational self awareness, 21
- skin tone, colorism, 162–164
- skin whiteners, 163
- SMASH, 156–157
- Snow White syndrome, 163
- social class, conflict management, 50–51
- social justice initiatives, 46–47
- sociological realities, optimizing talent, 59
- sociopolitical inclusion
- dealing through humor, 192–193
- inclusive leaders, 194–195
- overview, 189–191
- responding to exclusionary events, 189–191
- solve for one, benefit all, 155
- South Africa, colorism, 163
- stakeholders, balancing, 43–48, 108
- Stevenson, Jane, 175
- Stiles, Ryan, 214–215
- Stone, Steve, 71
- strategies for conflict management, 52
- structural inclusion
- definition, 146–150
- equality, 151–152
- equity, 151–152
- example, 155, 156–160
- inclusive design, 151–152
- pillars of, 150–152
- Reference Man, 146–150, 150–152
- Sun-LaSovage, Sue, 53–54
- support, designing talent systems for, 154
- Swedish decision making, 74–75
T
- talent, optimizing. See optimizing talent.
- talent management disparities, definition, 244
- talent systems
- designing for the default person. See default person, designing talent systems for.
- designing for the Reference Man, 146, 150
- Target store turnaround, 29–30
- Taylor, Breonna, 164, 190
- team performance, and diversity, –8
- theft accusation, conflict management, 51–52
- Thomas, Charles, 88
- Thomas, Rachel, 174
- Time’s Up movement, 92–93
- tolerance for ambiguity, 24
- Toole, Doris, 96
- traditionally underrepresented talent, definition, 244
- training at Barilla, 105
- traits of inclusive leaders. See enabling traits.
- transformation
- at Barilla, 109
- courage, 87–90
- driving results, 94–97
- John Deere, 118
- Marriott, 128
- overview, 85–86
- persuasion, 90–93
- Ravinia Festival, 131
- role of inclusive leaders, 11–12
- Treviranus, Jutta, 152
- Trinh, Tram
- cultivating innovation, 82
- developing talent, 61–62
- integrating diverse perspectives, 41–42
- leveraging differences, 39
- team collaboration, 68
- trust, building
- instilling trust, 31–35, 108
- overview, 10–12
- Target store example, 29–31
- value of storytelling, 34–35
- valuing differences, 36–39, 108
- trust, role in authenticity, 19
- Tunzi, Zozibini, 193
- Tutu, Desmond, 191
- Tyson, Jesse, 165
U
- unapologetic Latinx communities, 171
- unconscious bias. See Reference Man.
- United Kingdom, colorism, 163
- United States
V
- valuing differences, 36–39, 108
- Vigue, Tim, 159
- voice recognition devices, designing for the Reference Man, 144
W
- Walgreens, universal design for disabilities, 186
- Warren, Elizabeth, 179
- When They See Us, 206–207
- White women in leadership, 175
- Winfrey, Oprah, 207
- women. See also Asian American women; gender; girls.
- asking for pay raises, 73–74
- of color, 172
- female talent in IT space, 61
- gender diversity, 184–185
- gender dynamics with men, 185
- John Deere, 117
- in male-oriented environments, 59
- at Marriott, 124
- as mind readers, 67
- in nonprofits vs. for-profits, xii
- pay parity, 150
- performance ratings, 150
- promotion rates, 150
- in the RCMP (Royal Canadian Mounted Police), 96–97
- White, inclusivity of women of color, 172
- women in leadership
- adequate representation, 176–177
- African American women, 175
- Asian women, 175
- available labor force, 177
- barriers to progress, 174
- on boards of Fortune 500 companies, xi
- CEO rates, 172–173
- CEOs of Fortune 500 companies, 150
- common success factors, 175, 177–179
- economic impact, 178–179
- glass ceiling, 174
- Latinx, 175
- starting their own businesses, 175
- White women, 175
- women’s council in Saudi Arabia, 95
- Women’s Leadership Development Initiative, 124
- Woolley, Anita, 65
Y
Z
- Zanardi, Alessandro, 104
- Zillman, Claire, 173
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