This is a curriculum of learning materials for strategies and behaviors for leadership, collaboration, and fostering a work culture of belonging, especially in information technology, focused on values and concepts related to diversity, equity, and inclusion (DEI).
Curriculum (Work in Progress)
Background
What DEI is and why it matters
| Resource | Description | Keywords |
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Diversity and Inclusion Efforts that Really Work (PDF) This article focuses on potential solutions instead of challenges to DEI efforts in organizations. While there is no one-size-fits-all solution, the article offers five evidence-based suggestions for actionable places to start in planning DEI work. (May 2020, HBR) |
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| Fostering a Culture of Inclusion for Employees (Video) | |
| We Are Not a Melting Pot (Video) (November 2018, ted.com) | |
How Black Women Describe Navigating Race and Gender in the Workplace (PDF) The article focuses on a set of 10 interviews with black women in the corporate world and shares their experiences working there. It describes a pattern of low support, code switching, covering, and unfair criticism. (March 2018, HBR) |
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Glossary
General Concepts
Unconscious Bias
Systemic Racism
Systemic Sexism
Social and Economic Disparities
Belonging
General
Work/life balance
Remote work
Identities
Mental health
Burnout
Psychological safety
Tools & Processes
Tools for a Manager
Tools for the Workplace
Tools for Hiring
Pre-hire
Post-hire/Onboarding
Leading by Example
Fostering the Culture
Tactics
Aspirational strategies
Communication
Difficult Conversations
| Resource | Descriptions | Keywords |
|---|---|---|
How Supportive Leaders Approach Emotional Conversations (March 2022, HBR) | ||
(July-August 2019 - HBR) |
Advocacy to Leadership
| Resource | Description | Keywords |
|---|---|---|
How to Identify — and Fix — Pay Inequality at Your Company Employee salaries are the largest part of any company’s budget. Pay inequality happens in many places, paying women and people of color less than white men. Companies should perform a Pay Equity Audit (PEA) on a regular basis, then adjust compensation accordingly in order to help alleviate inequalities in pay. The audit involves gathering clean data related to job titles, grades and duties, then analyzing this data with education, experience, and training. This audit will need to happen periodically, to avoid pay discrepancies later with staff turnover. Performing a PEA is “culturally imperative” and is becoming something to do in order to avoid litigation with new state laws. (November 2020 - HBR) |
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