Review of Addressing Systemic Discrimination by Reframing the Problem
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Ochieng Omuodo
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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.]
Addressing Systemic Discrimination by Reframing the Problem by Frank L. Douglas is a non-fiction book about exactly what the title states. It is divided into two parts. The first explains the significance of workplace equity and inclusion for employees and presents the reframing process. The reasoning by Douglas is simple. He introduces the ‘Equity, Inclusion, and Individual Engagement Principle’ as the natural evolution of the conventional diversity, equity, and inclusion approach to addressing systemic discrimination. He then discusses the importance of the interaction between equity and inclusion in establishing organisational cultures that either support or hamper the ability of employees to become fully engaged. He presents a reframing process that was developed through his brainchild, Safe Haven Dialogues (SHD) LLC, to empower ‘Aggrieved Individuals’ to deal with systemic discrimination and increase their engagement in their work.
The second part of the book consists of 18 actual cases in which the SHD process is demonstrated. Most of these cases are individuals who were subjected to ‘Psychologically Toxic Cultures’. There are also a handful of individuals who experienced systemic discrimination even though they were in more equitable and inclusive employment. The cases were drawn from professional fields including healthcare, commerce, education, and academia.
I like the format of this book. It reads somewhat like a research report. It has a methodology-like piece at the beginning, a recapitulation of the foregoing in the second chapter, a baseline questionnaire for the Aggrieved Individuals, situation analyses, and practical plans of remedial action. The ‘Equity-Inclusion Culture Matrix’ is the most impressive aspect. It is the result of input from the Aggrieved Individuals and SHD-trained mentors called ‘Victors over Injustice in their Professions (VIPs)’. Douglas describes these VIPs as ‘professionals from marginalized communities who have successfully overcome episodes of Discrimination’. It is a rather catchy acronym for people who have walked in the shoes of the Aggrieved Individuals. The matrix was designed to demonstrate the dynamics and impact of the interaction between equity and inclusion in organisations. It is unique in that it deals directly with individual needs. Once I understood the matrix, I found it to be a very effective way to capture the various reported work environments in a nutshell.
I also like the book’s cover and feel it is necessary to make a point about it. Owing to its black and white theme, the cover may be construed as an indication that the book is only concerned with racism. Although racism is the overarching theme, also evident is discrimination in the form of sexism, homophobia, religious bigotry, cronyism, and even discrimination resulting from an inferiority complex.
I had a problem with some of the case studies. Sometimes the conclusions drawn in the analyses seemed to be unsupported by the raw data from situation reports by the Aggrieved Individuals. For example, one case, coded as CF, was passed over for a promotion that she was qualified for. This occurred even after she excelled in the position in an acting capacity for ten months. In this case, cronyism and racism was alleged in the problem statement section of CF’s form. But it was not listed in the situation and environment sections of that form. I point out this problem with some of the case studies because it has the potential to call into question the authenticity of the cases. However, this problem did not detract from the book to the extent that I felt a need to apply it to the rating.
Relative to the rest of the book, these considerations were minor. I recognised that the case studies served the purpose of illustrating the SHD approach, which Douglas described comprehensively in the first part. The technical language in the narrative is explained simply and a glossary is provided. The grammar is also excellent. I encountered only a couple of errors, which were merely typographical. These are the reasons why I do not hesitate to rate the book five out of five.
I recommend it to professionals involved in organisational development who are interested in the nexus between addressing the equity-inclusion factor at the individual level and institutional strengthening. Further, because Douglas explains the technical terms simply, it may also appeal to anyone in distress as a result of discrimination where they work.
******
Addressing Systemic Discrimination by Reframing the Problem
View: on Bookshelves | on Amazon
Addressing Systemic Discrimination by Reframing the Problem by Frank L. Douglas is a non-fiction book about exactly what the title states. It is divided into two parts. The first explains the significance of workplace equity and inclusion for employees and presents the reframing process. The reasoning by Douglas is simple. He introduces the ‘Equity, Inclusion, and Individual Engagement Principle’ as the natural evolution of the conventional diversity, equity, and inclusion approach to addressing systemic discrimination. He then discusses the importance of the interaction between equity and inclusion in establishing organisational cultures that either support or hamper the ability of employees to become fully engaged. He presents a reframing process that was developed through his brainchild, Safe Haven Dialogues (SHD) LLC, to empower ‘Aggrieved Individuals’ to deal with systemic discrimination and increase their engagement in their work.
The second part of the book consists of 18 actual cases in which the SHD process is demonstrated. Most of these cases are individuals who were subjected to ‘Psychologically Toxic Cultures’. There are also a handful of individuals who experienced systemic discrimination even though they were in more equitable and inclusive employment. The cases were drawn from professional fields including healthcare, commerce, education, and academia.
I like the format of this book. It reads somewhat like a research report. It has a methodology-like piece at the beginning, a recapitulation of the foregoing in the second chapter, a baseline questionnaire for the Aggrieved Individuals, situation analyses, and practical plans of remedial action. The ‘Equity-Inclusion Culture Matrix’ is the most impressive aspect. It is the result of input from the Aggrieved Individuals and SHD-trained mentors called ‘Victors over Injustice in their Professions (VIPs)’. Douglas describes these VIPs as ‘professionals from marginalized communities who have successfully overcome episodes of Discrimination’. It is a rather catchy acronym for people who have walked in the shoes of the Aggrieved Individuals. The matrix was designed to demonstrate the dynamics and impact of the interaction between equity and inclusion in organisations. It is unique in that it deals directly with individual needs. Once I understood the matrix, I found it to be a very effective way to capture the various reported work environments in a nutshell.
I also like the book’s cover and feel it is necessary to make a point about it. Owing to its black and white theme, the cover may be construed as an indication that the book is only concerned with racism. Although racism is the overarching theme, also evident is discrimination in the form of sexism, homophobia, religious bigotry, cronyism, and even discrimination resulting from an inferiority complex.
I had a problem with some of the case studies. Sometimes the conclusions drawn in the analyses seemed to be unsupported by the raw data from situation reports by the Aggrieved Individuals. For example, one case, coded as CF, was passed over for a promotion that she was qualified for. This occurred even after she excelled in the position in an acting capacity for ten months. In this case, cronyism and racism was alleged in the problem statement section of CF’s form. But it was not listed in the situation and environment sections of that form. I point out this problem with some of the case studies because it has the potential to call into question the authenticity of the cases. However, this problem did not detract from the book to the extent that I felt a need to apply it to the rating.
Relative to the rest of the book, these considerations were minor. I recognised that the case studies served the purpose of illustrating the SHD approach, which Douglas described comprehensively in the first part. The technical language in the narrative is explained simply and a glossary is provided. The grammar is also excellent. I encountered only a couple of errors, which were merely typographical. These are the reasons why I do not hesitate to rate the book five out of five.
I recommend it to professionals involved in organisational development who are interested in the nexus between addressing the equity-inclusion factor at the individual level and institutional strengthening. Further, because Douglas explains the technical terms simply, it may also appeal to anyone in distress as a result of discrimination where they work.
******
Addressing Systemic Discrimination by Reframing the Problem
View: on Bookshelves | on Amazon
Latest Review: Endgame by William Reed
