I really care about ensuring that the things that people want to do result in actual change and actual impact in the long haul.

Because when we look at how change happens in organizations, everything sort of depends on everything else happening and the tactics that apply best in context to depend on what's happened before. Employee well-being is addressed through flexible work arrangements, expanded benefits, and a customized approach to meet the diverse needs of the workforce. We need to create true cultures of belonging where authenticity and inclusion are the bedrock of our commitment to creating a diverse and equitable workplace where everyone can feel like they can bring their authentic selves to contribute productively to this environment we've created. I found the few chapters focused on the different forms of power and the different roles of DEI proponents to be the most tedious in the book.

And that stance, I was hoping going through that year that the dynamics would change and the center of gravity would change in structures. I particularly appreciated their focus on trust as the key ingredient for change, laying out different paths for high-trust, medium-trust and low-trust environments.

This book was a clear and readable introduction to DEI work with practical advice on using interventions to achieve measurable impactful outcomes. I wonder on the give a damn question, I find the toughest conversations are the leaders who don't give a damn on the flip side. And when you look at the things that we actually were able to change through our advocacy, I can't name very many, if not zero.I work with organizations from, at this point a range of industries and a range of sectors, whole bunch of different sized orgs, different type of companies, non-profits, you name it, mostly on how to turn people's intentions to do DEI work into actual outcomes that they feel good about in the long term. LILY ZHENG: Oftentimes when I speak with leaders who are skeptical, they're actually pretty aware of what type of person does DEI. I personally loved the structure, the summary of takeaways after each chapter, and the chain of thoughts. Equity involves providing equal access, treatment, opportunity, and advancement for every employee, eliminating obstacles to success. Diversity, equity, and inclusion (DEI) have increasingly become important to organsations and society in recent years.