This book examines key themes relevant to advancing women in organizations and the need for individual and organizational mechanisms to foster career agility, with a constant focus on how to bridge research to practice. Providing insights on gender inclusion, mentoring, team diversity, and female leadership, Creating Gender-Inclusive Organizations provides actual hands-on advice from experts on how to leverage human resource and organizational strategies to advance women and close the gender gap. It is a must-read for management leaders, HR professionals, and gender and diversity organizational scholars of all levels.

Why the gender gap persists and how we can close it. For years women have made up the majority of college-educated workers in the United States. In 2019, the gap between the percentage of women and the percentage of men in the workforce was the smallest on record. But despite these statistics, women remain underrepresented in positions of power and status, with the highest-paying jobs the most gender-imbalanced. Even in fields where the numbers of men and women are roughly equal, or where women actually make up the majority, leadership ranks remain male-dominated. The persistence of these inequalities begs the question: Why haven't we made more progress? In Glass Half-Broken, Colleen Ammerman and Boris Groysberg reveal the pervasive organizational obstacles and managerial actions—limited opportunities for development, lack of role models and sponsors, and bias in hiring, compensation, and promotion—that create gender imbalances. Bringing to light the key findings from the latest research in psychology, sociology, organizational behavior, and economics, Ammerman and Groysberg show that throughout their careers—from entry-level to mid-level to senior-level positions—women get pushed out of the leadership pipeline, each time for different reasons. Presenting organizational and managerial strategies designed to weaken and ultimately break down these barriers, Glass Half-Broken is the authoritative resource that managers and leaders at all levels can use to finally shatter the glass ceiling.

Clear, actionable steps for you to build new values, experiences, and perspectives into your organizational culture, infusing it with the diversity, inclusion, and belonging employees need to feel accepted, be their best selves, and do their best work. Bypass the faulty processes and communication styles that make change impossible in so many other organizations; access these practical tools and ideas for increasing diversity, equity, and inclusion (DEI) in your company. Filled with actionable advice Alida Miranda-Wolff learned through her own struggles being an outsider in a work culture that did not value inclusion, and having since worked with over 60 organizations to prioritize DEI initiatives and all the value and richness it adds to the workplace, this roadmap helps leaders: Learn why creating an environment where everyone feels belonging is the new barometer for employee engagement. Develop an understanding of the key terms around DEI and why they matter. Assess where your organization is today. Define and take the small steps that build new muscle memory into an organizational culture. Increase employee engagement, collaboration, innovation, communication, and sense of belonging. Build confidence in how to solve future DEI-related challenges. Get buy-in from colleagues (and even resisters) who can clearly see how to move forward and why. Overcome any limiting work environment and build all new processes and communication priorities that allow your employees to be a part of something greater than themselves while your organization learns to value and embrace the unique experiences and perspective that each employee brings to the company.

A Field Guide to Gender-Neutral Language introduces businesses, organizations andfamilies to gender-inclusive language and best practices. It provides helpful definitions,explanations and concrete, practical suggestions and implementation for the use of gender-inclusive language, including how to incorporate gender-neutral/gender-inclusive language intoeveryday life. To many, it feels like a new world out there. Being open and able to speak to all different livesfrom different walks of life is inclusive. As a transgender person who has been misgendered alltheir life, I created this field guide to help businesses, organizations and families betterunderstand what it means to be gender nonbinary and why inclusion of gender-expansivepeople makes sense for a changing world.This guide will assist with concrete, practical suggestions, including:? incorporating gender-inclusive language into everyday life? Examples for inclusion for gender non-binary people in policy creation? Suggestions for inclusive verbiage to use and include in business, families and everydayliving? Bringing understanding of the difference in biological sex, gender identity, sexualorientation and gender expression? Why pronouns have a big impact and how to use them appropriatelyAs a transgender person who has been everything from a very successful sales professional toa school administrator to a social media trainer, consultant, author and speaker, I have spentmy lifetime gaining an insider's perspective and experiencing first hand what the positive powerof diversity and inclusion looks like. Whether it's effecting an improved bottom line for business,welcoming a gender-expansive employee into a company's culture or embracing a familymember's uniqueness, this guide will help open eyes, ears and hearts for an all around better,more loving planet.

Diversity, inclusivity, and gender mainstreaming have today become the buzzwords in the corporate arena and civil society. The reason is increased business requirement for diverse competencies and skill sets. Hence, the need to have a mixed gender group has become a business imperative. Furthermore, there is heightened awareness that women are equally competent and talented, if not more, than men in various professional jobs. With increasing job opportunities, tapping and retaining this talent through initiation of various programmes within organizations has shown positive results. New Paradigms for Gender Inclusivity : Theory and Best Practices scripts some of the practices, in the form of case studies, which organizations have followed to enhance gender inclusiveness. These real-life case studies highlight the role played by organizations in facilitating the progression of women which indirectly has helped in their growth, development and recognition of being a forerunner in promoting diversity. The book is divided into three parts. Parts I and III begin with a theoretician’s perspective on gender inclusiveness and gender mainstreaming in India, respectively and close with an academic detailing on reasons and causes for the same. Statistical data and models in the last chapter for the two parts validate the corporate, governmental and civil society attempts at introducing creative yet simple methodologies to make gender diversity and inclusion a reality in the workplace. In Part I, six case studies on the following companies: Broadridge, IBM Daksh, Infosys, Shell India, Jamshedpur Utilities and Services Company Ltd.: A Tata Enterprise, and Wipro have been presented which discuss the need for gender diversity and inclusiveness, drivers and barriers, and showcase measures adopted to overcome those barriers. Five cases: SEWA, Indian Police, Sakti, Indian Railways, and RUDI have been presented in Part III which highlight tasks accomplished by women in their area of expertise, marketing strategies adopted by the civil society to promote goods produced by women, sensitization workshops to address harassment, and training workshops. Part II (Interlude) is a break from organizational cases and shares some experiences, angst, insights and observations on gender diversity and inclusion through a narration, a poem and a reflective piece. This book on case studies will be extremely useful for postgraduate students pursuing gender studies in Management Institutes, students working on gender related dissertation topics and corporate houses keen to learn from best practices of other organizations. Additionally, it would benefit readers who wish to learn about organizational policies and practices for gender inclusivity.

Unleash the true potential of your workplace with "The Power of Gender Inclusive Language: Empowering Employees at Work." Step into a transformative journey that transcends mere words – it's about fostering an environment where every voice matters, where inclusivity drives success. This groundbreaking book delves deep into the subtle yet profound impact of language on organizational culture, offering insights that will revolutionize the way you lead, communicate, and collaborate. Explore real-world anecdotes of how gender-inclusive language dismantles barriers and fuels innovation. Discover actionable strategies to enhance teamwork, boost morale, and attract diverse talent. With expert guidance, navigate the intricacies of modern language to cultivate empathy and respect, while cultivating a sense of belonging that propels your business forward. Unlock the doors to a harmonious, empowered workplace where authenticity thrives, ideas flourish, and unity prevails. If you're ready to reshape your workplace narrative, "The Power of Gender Inclusive Language" is your compass.

An accessible guide showing all people how to create and sustain diversity and inclusivity in the workplace—no matter your identity, industry, or level of experience Offering real-life accounts that illustrate common workplace occurrences around inclusivity and answers to questions like “How do I identify and handle diversity landmines at work?” and “What can I do when I’ve made a mistake?” this handbook breaks down ways that organizations (and all people) can improve their cultural awareness and become more equitable in their work and personal relationships. We know that diverse teams are stronger, smarter, and more profitable, and many companies are attempting to hire more diverse teams, but most struggle to create a real culture of inclusivity in which people from all backgrounds feel comfortable. As clinical psychologists, as well as individuals with marginalized identities, Dr. Stephanie Pinder-Amaker and Dr. Lauren Wadsworth show the emotional and physical impact of marginalization and how that leads to a decrease in employee engagement and, often, increased job turnover. “Did That Just Happen?!” will be invaluable for employees who come from underrepresented communities and identities (identities discussed include race, age, disability, sexual orientation, citizenship status, and gender expression). But the book is essential for leaders of companies, supervisors, HR departments, and for anyone who wants to understand and support diversity/equity/inclusion practices. The book will also make readers feel more confident in their navigating of friendships/interactions with people who hold different identities.