更新时间：2020-04-29 11:28:13
封面
版权信息
More Praise for The End of Diversity as We Know It
Other
Introduction A New Possibility for Difference
1 The End of Diversity as We Know It
Current Approaches to Diversity Are Failing
Increased Diversity Doesn’t Always Improve Performance
Diverse Groups Do Perform Better … Sort Of
Increased Diversity Doesn’t Make Everyone Happier
Hiring for Diversity Is Tough
Retaining a Diverse Workforce Is Tough
Resistance to Diversity Is Alive and Well
We Can’t Seem to Learn
The Problem with Managing Diversity
How Managing Diversity Can Limit People of Difference
Managing Diversity Stifles Collaboration
Managing Diversity Wasn’t Designed for Long-Term Change
Managing Diversity Hasn’t Provided Answers to
Managing Diversity Has Lost the Attention of
How Can It Be Done Differently?
Key Takeaways
2 The Beginning of Leveraging Difference
After Managing Diversity
What’s the Context?
Leadership Perspective
Strategic Focus
Scope of Differences Engaged
The Impact of Change
The Intersection of Managing Diversity and Leveraging Difference
What Next?
3 The Leveraging Difference Capability
The Leveraging Difference Capability
The Case of Wipro Technologies
4 Seeing Difference
The Cost of Not Seeing Relevant Differences
How to See Difference
Conclusion: What’s the Difference?
5 Understanding Difference
How to Understand Difference
How Understanding Encourages Seeing
6 Engaging Difference
How to Engage Difference
Offer a Vision of Benefits to Be Seized
Involve Multiple Stakeholders
Support Innovative Approaches
Stay the Course
Be Open to Being Changed
Caveat: Not All Experiments Are Successful
Almost There
7 Becoming a Leveraging Difference Organization
How You Know When You’re Leveraging Difference
How Leaders Move their Organizations to
No Simple Answers
Epilogue The Power of the Margin
Bibliography
Index
Acknowledgments
About the Author
