Review of Addressing Systemic Discrimination by Reframing the Problem
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Mrunal Tikekar
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Review of Addressing Systemic Discrimination by Reframing the Problem
[Following is a volunteer review of "Addressing Systemic Discrimination by Reframing the Problem" by Dr. Frank L. Douglas.]
Discrimination is not new. It has been used by both religious and governmental organizations for centuries, often with fatal results. Nobody enjoys being told that they don't belong. No one wants to be treated unfairly, or have their reason and enthusiasm for contributing taken away. Everyone enjoys feeling appreciated. As a result, the two most important social principles, equity and inclusion, can be used to frame even the most complex problems. Addressing Systemic Discrimination by Reframing the Problem by Dr. Frank L. Douglas is based on the hypothesis that most often, difficult conversations are essential to resolve complex problems like racism and exclusion.
In this book, the author outlines the reframing process that his organization Safe Haven Dialogues (SHD) created to help aggrieved people deal with systemic discrimination at workplaces and boost their level of job engagement. He does so by interviewing several people that felt excluded at workplaces because of their gender and/or race. First, Douglas defines the problem. Then he analyses the root cause. He studies the actions of the aggrieved party and then helps them to take appropriate measures to ensure a culture of inclusion.
The interviews were quite insightful and relatable. They demonstrated the fact that business leaders are in charge of encouraging behaviors that support inclusion and are in charge of promoting equity in the workplace. Psychologically unsafe cultures emerge when equity and inclusion do not complement one another. A lack of voice negatively impacts individual engagement and reduces productivity on both a personal and an organizational level.
I enjoyed reading the book. I had no complaints about it. The book is professionally edited. I did not come across any grammatical errors. I would rate the book 5 out of 5 stars. The book is extremely relevant in today’s times when the dynamics and work cultures within organizations are drastically changing. People are finding their voices, but they must be used in a meaningful way. To make an impact, the action steps need to be correctly motivated. And the author helps with just that.
I recommend the book to readers who are experiencing bias in the workplace. The book primarily focuses on racial discrimination, but the pointers can be used to fight gender discrimination or any other forms of bias as well. If you are a leader, you should read this book to ensure a climate of inclusion within your team. The book will help readers understand different forms of biases, even subtle ones, and how they can overcome their challenges.
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Addressing Systemic Discrimination by Reframing the Problem
View: on Bookshelves | on Amazon
Discrimination is not new. It has been used by both religious and governmental organizations for centuries, often with fatal results. Nobody enjoys being told that they don't belong. No one wants to be treated unfairly, or have their reason and enthusiasm for contributing taken away. Everyone enjoys feeling appreciated. As a result, the two most important social principles, equity and inclusion, can be used to frame even the most complex problems. Addressing Systemic Discrimination by Reframing the Problem by Dr. Frank L. Douglas is based on the hypothesis that most often, difficult conversations are essential to resolve complex problems like racism and exclusion.
In this book, the author outlines the reframing process that his organization Safe Haven Dialogues (SHD) created to help aggrieved people deal with systemic discrimination at workplaces and boost their level of job engagement. He does so by interviewing several people that felt excluded at workplaces because of their gender and/or race. First, Douglas defines the problem. Then he analyses the root cause. He studies the actions of the aggrieved party and then helps them to take appropriate measures to ensure a culture of inclusion.
The interviews were quite insightful and relatable. They demonstrated the fact that business leaders are in charge of encouraging behaviors that support inclusion and are in charge of promoting equity in the workplace. Psychologically unsafe cultures emerge when equity and inclusion do not complement one another. A lack of voice negatively impacts individual engagement and reduces productivity on both a personal and an organizational level.
I enjoyed reading the book. I had no complaints about it. The book is professionally edited. I did not come across any grammatical errors. I would rate the book 5 out of 5 stars. The book is extremely relevant in today’s times when the dynamics and work cultures within organizations are drastically changing. People are finding their voices, but they must be used in a meaningful way. To make an impact, the action steps need to be correctly motivated. And the author helps with just that.
I recommend the book to readers who are experiencing bias in the workplace. The book primarily focuses on racial discrimination, but the pointers can be used to fight gender discrimination or any other forms of bias as well. If you are a leader, you should read this book to ensure a climate of inclusion within your team. The book will help readers understand different forms of biases, even subtle ones, and how they can overcome their challenges.
******
Addressing Systemic Discrimination by Reframing the Problem
View: on Bookshelves | on Amazon
Latest Review: The Pursuit of Happiness by Paul Lucas Scott
