Review of Addressing Systemic Discrimination by Reframing the Problem

[Fareed Regal]

[Following is a volunteer review of "Addressing Systemic Discrimination by Reframing the Problem" by Dr. Frank L. Douglas.]

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5 out of 5 stars

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The killing of George Floyd gave America a micro context to the issue of discrimination against black people. In Addressing Systemic Discrimination by Reframing the Problem, Dr. Frank L. Douglas provides the context for a far bigger problem that spans just about all industries in America. By allowing the practice of discrimination against minorities in the workplace to continue, the leadership of corporate America has created a toxic culture that needs to be arrested before large-scale degradation of business effectiveness sets in.

Dr. Douglas created Safe Haven Dialogues, which has developed a framework that facilitates the identification of how the discriminated individual, and the organization, are positioned relative to the issues of racism, diversity, equity, and inclusion. To have a better understanding of how the framework works, Dr. Douglas shares many of his case studies that stretch across different industries and acts of discrimination. In most cases, the lack of equity and inclusion in organizations is the root cause of discrimination. This has led to 33% of black people not feeling respected at work.

The topic of discrimination is often an emotive one. I must commend the author for steering away from this and creating a framework that is based on facts and considers the company as well as the employee's feedback. I particularly liked the part of the framework that talks about "the better problem to solve". Often an employee will be emotional when logging a complaint, and thus takes a narrow view of the problem they would like to have solved. Proper analysis of the input provided, as the context for the framework, will often suggest that there is a "better problem to solve". The framework is thus very effective in suggesting solutions that will improve the current situation for both the individual and the company.

There is nothing I can fault in this book. The editing was excellent as I found no errors to report on. At one hundred and thirty-three pages it would appear to be a quick read, but this is not the case. I found myself having to read a bit slower than normal to fully absorb the content. My rating for this book is five out of five stars as it sets a benchmark for dealing with emotive issues in a practical and non-threatening manner.

I would recommend this book to an adult audience who has been exposed to discrimination in the workplace. It can also be a useful read for those who have not been directly discriminated against, so they can assist colleagues or themselves in the future. Business leaders should be reading this book as well, as they need to be aware that even though the correct strategies might be in place, it is the lack of equity and inclusion at an operational level that is causing acts of discrimination to happen. This is indicated in most of the case studies shared in the book.

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Addressing Systemic Discrimination by Reframing the Problem
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[MsH2k]

In most cases, the lack of equity and inclusion in organizations is the root cause of discrimination. This has led to 33% of black people not feeling respected at work.

This is a believable statistic. It would probably be higher if there were not managers, mentors, and colleagues who value and support inclusion and recognition based on performance. This issue exists wherever there is an opportunity to differentiate for whatever reason. I have found support from others (and hopefully been a source of support) when we have found common ground.

Thank you for your thorough assessment of this valuable read.

[Fareed Regal]

In most cases, the lack of equity and inclusion in organizations is the root cause of discrimination. This has led to 33% of black people not feeling respected at work.

This is a believable statistic. It would probably be higher if there were not managers, mentors, and colleagues who value and support inclusion and recognition based on performance. This issue exists wherever there is an opportunity to differentiate for whatever reason. I have found support from others (and hopefully been a source of support) when we have found common ground.

Thank you for your thorough assessment of this valuable read.

Thank you for the feedback. I always find it surprising that people tend to think that we are all so different because we come from different backgrounds. If one takes the time and trouble to engage more you will realize that the opposite is actually the reality.