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Trailblazers How Top Business Leaders Are Accelerating Results Through Inclusion and Diversity

ISBN-10: 0470593474
ISBN-13: 9780470593479
Edition: 2010
List price: $22.99 Buy it from $3.00
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Description: Make diversity your competitive advantageTo reap the full benefits of diversity and inclusion, today′s most out-front companies look past "diversity" training towards a more comprehensive, holistic business approach. These leaders incorporate  More...

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Book details

List price: $22.99
Copyright year: 2010
Publisher: John Wiley & Sons, Limited
Publication date: 10/22/2010
Binding: Hardcover
Pages: 256
Size: 6.25" wide x 9.25" long x 1.00" tall
Weight: 0.968
Language: English

Make diversity your competitive advantageTo reap the full benefits of diversity and inclusion, today′s most out-front companies look past "diversity" training towards a more comprehensive, holistic business approach. These leaders incorporate diversity and inclusion into every aspect of business culture, employee engagement, talent management and market penetration.Trailblazers reveals the practices, metrics and research, as well as the anecdotal evidence, for building and sustaining workplace cultures that makes strategic diversity and inclusion a business necessity. Focusing on concrete actions you can implement immediately, this insider guide profiles the best practices award-winning companies have used on a sustained basis to transform their organizations. Captures insights and best practices from the most effective Chief Diversity Officers, several of which are determined by the Diversity Inc′s Top 50 Companies for Diversity Companies profiled include IBM, Dell, Verizon, Merck and Co, Sodexo, Verizon, Andrews Kurth, Coca Cola, American Airlines, and Shell Covers everything from how to use resource groups to help target consumers and forge tighter client relatioships; from talent optimization, leadership development and retention, to increasing middle management participation and skill-sets required for effective Chief Diversity Officers as true business partners and moreTrailblazers gives you an in-depth view from the inside out of which practical solutions make diversity and inclusion efforts a systemic and winning way of doing business for today′s top-performing companies.

Sitabhra Sinha is a reader in theoretical physics at the Institute of Mathematical Sciences (IMSc), Chennai, India. He received his doctorate from the Indian Statistical Institute, Calcutta, in 1998. Following post-doctoral positions at the Indian Institute of Science, Bangalore, and Weill Medical College of Cornell University in New York City, he joined IMSc in 2002. His key research interests include complex networks, excitable media models in biology, and the physics of social and economic phenomena.#60;br#62;#60;br#62;Arnab Chatterjee is a graduate student of theoretical condensed matter physics at the Saha Institute of Nuclear Physics, Kolkata, India. He has worked on dynamic transitions in Ising models, while also taking an interest in the application of statistical physics to varied interdisciplinary fields such as complex networks and econophysics. He has studied structural properties of the transport networks and is now into developing the ideal-gas models of markets.#60;br#62;#60;br#62;Anirban Chakraborti is a lecturer in theoretical physics at Banaras Hindu University (BHU), Banaras, India. He received his doctorate in physics from Jadavpur University in 2003. Following postdoctoral positions at Helsinki University of Technology, Brookhaven National Laboratory, and the Saha Institute of Nuclear Physics, he moved back to India to work at BHU. Statistical physics of the traveling salesman problem, models of trading markets, stock market correlations and portfolio optimization, adaptive minority games and bioinformatics have been his major research interests.#60;br#62;#60;br#62;Bikas K. Chakrabarti is a senior professor of theoretical condensed matter physics at the Saha Institute of Nuclear Physics (SINP), Kolkata, India. He received his doctorate in physics from Calcutta University in 1979. Following postdoctoral positions at Oxford University and Cologne University, he joined SINP in 1983. Among others, his key research interests are in the statistical physics of fracture and of linear polymers in disordered media and in the physics of quantum glasses and annealing. He has written and edited several books on these topics. Professor Chakrabarti is a recipient of the S. S. Bhatnagar Prize (1997), a Fellow of the Indian Academy of Sciences (Bangalore) and of the Indian National Science Academy (New Delhi).#60;br#62;

Foreword
Acknowledgments
Preface
Meet the Trailblazers
American Airlines
Andrews Kurth, LLP
Citi
The Coca-Cola Company
Dell
Ford Motor Company
IBM
Merck & Company
Pitney Bowes
Shell
Sodexo
Verizon Communications, Inc.
The CEO's Role in Success: Commitment
CEO Commitment Is Four-Fold
Commitment Signals Importance
Walking the Walk
Trailblazers: Chief Diversity Officer's Role in Success
Building, Collaborating, Leading, and Leaving a Legacy
7.5 Critical Competencies of Effective CDOs
In Their Own Words-On Being an Effective Leader of Inclusion and Diversity
Communicating the Vision
A Variety of Communications Vehicles Are Required
Accountability for Results
Hard Impact from the "Soft" Stuff
It Takes a Village
Embracing Resistance
Why Resistance Occurs
Middle Managers: Much-Maligned Malcontents or Implementation Powerhouses?
Focus
Road Maps and Milestones
The "Numbas": Numbers and Metrics
Performance Management and Recognition
Changing the Culture Through Education: Why Diversity Training Doesn't Work-and How to Fix It
The Myth about Inclusion and Diversity Training
Training as a Tool to Reduce the Threat of Lawsuits
Many Leaders Want to Follow the Path of Least Resistance
How to Make Inclusion and Diversity Education Worth the Investment
Including Education and Training Measures in the Audit
One Size Does Not Fit All
Develop Processes Your Leaders Will Use to Reinforce the Learning Immediately and Long Term
Develop an Effective Evaluation Process
Identify the Facilitators for Delivery of Inclusion and Diversity Efforts
Evaluate All Company Training and Education from a Diversity Perspective
Develop Scorecards for Diversity and Inclusion Training
What Trailblazers Are Saying and Doing...
Sticky Strategies� to Keep Your Pipeline Filled
Finding the Right First Step
Sticky Strategies� That Work
Mentoring, Sponsoring, and Coaching
Succession Planning
Representation Tracking
Community Involvement and Social Responsibility: Is It Just Good Public Relations or Is There More?
Community Involvement: A Responsibility and Good Business
Linking Diversity Efforts and Community Involvement
Leading the Way through Supporting Professional Associations
Building Bridges through Learning and Trust
Engaging Employees for Increased Commitment
Connecting to Global Communities
Global Diversity and Inclusion
Adopting a Global Mindset
Technology and Global Diversity
Differences Matter
Inequality Is Global
Generalize; Don't Stereotype
Journey from Equal Employment Opportunity to Inclusion and Diversity
Customers Exercise Their Choices
Global Diversity and Talent Management
Accelerating Results
Marketplace/Brand Eminence
Relationship of Inclusion and Diversity to the Marketplace
Evaluations and Recognitions: Double-Edged Swords?
Making the Words and the Music Match
And the Reseach Says...: Facts vs. Myths
Introduction
Are Leaders of Color the Best Leaders of Diversity Initiatives?
Deep-Level Diversity versus Surface-Level Diversity Perspectives
Universities Employing Professionals of Color: What Are Their Results?
Strategic Priorities of Diversity and Inclusion
Type and Extent of Diversity Activities
Is It All about the Money for Employees of Color?
Are All Employees Sensitive to Diversity Climate Issues?
The Impact of Diversity on Climate for Employees of Color and the Outcomes
Research Setting: U.S. Business Schools
Research Summary
Diversity and Inclusion Councils: Internal and External
Strengthening Connectivity inside the Organization
External Diversity Councils: Inviting the Outside In
Fast-Forward
Employee Resource Groups or Networks
Networks for Business Advancement
ERGs
Types of Employee Resource Groups
Chaired by Senior Management
A Deeper Look at ERGs/Network and D & I
Rewards and Recognition
A Question of Faith
Tracking Employee Resource Groups
More Than One Way to Achieve Results
Budgets for ERGs
A Word about Social Networking
Supplier Diversity: A Strategic Procurement Choice
First Tier, Second Tier-Where to Focus?
Supplier Diversity at Its Core
Does Supplier Diversity Translate into Results for the Business?
Opportunity Is the Key Word
Reaching Out to Diverse Suppliers
Defining Goals within a Company
Measures of Success
Appendix: Study Methodology and Samples
Notes
Index

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