The first practical handbook that helps individuals and organizations recognize and prevent microaggressions so that all employees can feel a sense of belonging. Our workplaces and society are growing more diverse, but are we supporting inclusive cultures? While overt racism, sexism, ableism, and other forms of discrimination are relatively easy to spot, we cannot neglect the subtler everyday actions that normalize exclusion. Many have heard the term microaggression, but not everyone fully understands what they are or how to recognize them and stop them from happening. Tiffany Jana and Michael Baran offer a clearer, more accessible term, subtle acts of exclusion, or SAEs, to emphasize the purpose and effects of these actions. After all, people generally aren't trying to be aggressive--usually they're trying to say something nice, learn more about a person, be funny, or build closeness. But whether in the form of exaggerated stereotypes, backhanded compliments, unfounded assumptions, or objectification, SAE are damaging to our coworkers, friends, and acquaintances. Jana and Baran give simple and clear tools to identify and address such acts, offering scripts and action plans for everybody involved. Knowing how to have these conversations in an open-minded, honest way will help us build trust and create stronger workplaces and healthier, happier people and communities.

The authors use vivid stories and activities to uncover hidden biases. --

This new edition of the first practical, nonjudgmental handbook on dealing with microaggressions has been thoroughly updated for the post George Floyd, post COVID world. Overt discrimination is relatively easy to spot. But the less obvious but more common actions that make people feel left out or stigmatized in our workplaces, commonly called microaggressions, can be hard to identify and even harder to deal with. The author use a clearer, more accurate term: subtle acts of exclusion (SAE). After all, people generally aren't trying to be aggressive-usually they're trying to say something nice, learn more about a person, or be funny. Bring accused of aggression shuts the conversation down, when you want to open it up. This book features examples, tools, sample scripts, and action plans to help readers prevent subtle acts of aggression from happening, or deal with them when they do. Updated throughout, this second edition features: A greatly expanded chapter on intentional acts of inclusion-actions for creating a sense of belonging. A discussion and activity guide ideal for book clubs and training sessions A new concluding chapter, Hope for Humanity Whether in the form of stereotypes, assumptions, backhanded compliments, or objectification, SAEs are damaging to our coworkers, friends, and acquaintances. This book is your friendly, accessible, non-judgemental guide to creating a welcoming workplace.

The classic “compelling defense of free speech against its new enemies” now in an expanded edition with a foreword by George F. Will (Kirkus Reviews). “A liberal society stands on the proposition that we should all take seriously the idea that we might be wrong. This means we must place no one, including ourselves, beyond the reach of criticism; it means that we must allow people to err, even where the error offends and upsets, as it often will.” So writes Jonathan Rauch in Kindly Inquisitors, which has challenged readers for decades with its provocative analysis of attempts to limit free speech. In it, Rauch makes a persuasive argument for the value of “liberal science” and the idea that conflicting views produce knowledge within society. In this expanded edition of Kindly Inquisitors, a new foreword by George F. Will explores the book’s continued relevance, while a substantial new afterword by Rauch elaborates upon his original argument and brings it fully up to date. Two decades after the book’s initial publication, the regulation of hate speech has grown both domestically and internationally. But the answer to prejudice, Rauch argues, is pluralism—not purism. Rather than attempting to legislate bias and prejudice out of existence, we must pit them against one another to foster a more vigorous and fruitful discussion. It is this process, Rauch argues, that will enable our society to replace hate with knowledge, both ethical and empirical.

This discourse on the importance of television in society presents Friendly's uncannily prescient views on the corrosive effect of money on the news business, the sensationalization of news reporting, and the viewing public's appetite for quality broadcasting. With Edward R. Murrow, Fred Friendly practically invented television journalism. Through telling anecdotes and penetrating analysis, he recalls his collaborations with Murrow, from their stinging documentary on Senator Joseph McCarthy to CBS's pioneering coverage of the burgeoning civil rights and anti-Vietnam War movements. Friendly also recounts his resignation as president of CBS News in 1966, when the network ran reruns of I Love Lucy instead of Senate hearings on the war in Vietnam. Following that controversial decision, he began writing this memorable book.

With the Chinese Exclusion Act of 1882, Chinese laborers became the first group in American history to be excluded from the United States on the basis of their race and class. This landmark law changed the course of U.S. immigration history, but we know little about its consequences for the Chinese in America or for the United States as a nation of immigrants. At America's Gates is the first book devoted entirely to both Chinese immigrants and the American immigration officials who sought to keep them out. Erika Lee explores how Chinese exclusion laws not only transformed Chinese American lives, immigration patterns, identities, and families but also recast the United States into a "gatekeeping nation." Immigrant identification, border enforcement, surveillance, and deportation policies were extended far beyond any controls that had existed in the United States before. Drawing on a rich trove of historical sources--including recently released immigration records, oral histories, interviews, and letters--Lee brings alive the forgotten journeys, secrets, hardships, and triumphs of Chinese immigrants. Her timely book exposes the legacy of Chinese exclusion in current American immigration control and race relations.

A “profound” (Cynt Marshall, CEO of the Dallas Mavericks), timely, must-have guide to understanding and overcoming bias in the workplace from the experts at FranklinCovey. Unconscious bias affects everyone. It can look like the disappointment of an HR professional when a candidate for a new position asks about maternity leave. It can look like preferring the application of an Ivy League graduate over one from a state school. It can look like assuming a man is more entitled to speak in a meeting than his female junior colleague. Ideal for every manager who wants to understand and move past their own preconceived ideas, The Leader’s Guide to Unconscious Bias is a “must-read” (Sylvia Acevedo, CEO, rocket scientist, STEM leader, and author) that explains that bias is the result of mental shortcuts, our likes and dislikes, and is a natural part of the human condition. And what we assume about each other and how we interact with one another has vast effects on our organizational success—especially in the workplace. This book teaches you how to overcome unconscious bias and provides more than thirty unique tools, such as a prep worksheet and a list of ways to reframe your unconscious thoughts. According to the experts at FranklinCovey, your workplace can achieve its highest performance rate once you start to overcome your biases and allow your employees to be whole people. By recognizing bias, emphasizing empathy and curiosity, and making true understanding a priority in the workplace, we can unlock the potential of every person we encounter.