You are previewing Giving Notice: Why the Best and the Brightest Leave the Workplace and How You Can Help Them Stay.
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Giving Notice: Why the Best and the Brightest Leave the Workplace and How You Can Help Them Stay

Book Description

A groundbreaking book that offers approaches for changing the hidden biases in the workplace

This is an eye-opening examination of the causes and dynamics of bias in the workplace, offering a psychological, political, and societal analysis of the actual cost of bias to the bottom line. The authors make the hurdles that women and minorities face in the workplace as personal to the reader as they are to those who face them. Giving Notice is filled with sensible approaches for solving the current imbalance and challenges us to rethink unconscious ideas about stereotypes and commonly accepted business practices.

Freada Kapor Klein (San Francisco, CA) is an internationally noted consultant and diversity expert. She has been quoted in the New York Times, Chicago Tribune, Los Angeles Times, Washington Post, and on the Today show, Nightline, and NBC Nightly News. Kimberly Allers (Bayshore, NY) was a writer at Fortune magazine and is a frequent guest speaker at professional development and women-oriented seminars. Martha Mendoza (Santa Cruz, CA) is a national writer for the Associated Press. She won a Pulitzer Prize for investigative reporting.

Table of Contents

  1. Copyright
  2. Dedication
  3. Introduction
  4. The Meritocracy Myth: is the Playing Field Level?
    1. A Contradictory Picture
    2. Diversity Poster Child—or Problem Child?
    3. Meet Eric, Kristen, and Miguel
    4. Conclusion
  5. Slights Unseen
    1. The First Hint of Trouble
    2. Stereotyping
    3. The Tipping Point
    4. The First Performance Review
    5. Self-Promotion
    6. The Last Straw
    7. Corporate Leavers
    8. Conclusion
  6. From The Top
    1. Playing the Diversity Game
    2. Platitudes and Promises
    3. Making the List
    4. What Drives People out the Door?
    5. Chief Change-Maker
    6. Conclusion
  7. The Cost of Bias
    1. Personal Costs: Job Stress
    2. Personal Costs: Beyond the Office
    3. Corporate Costs: Ignoring the Problem
    4. Corporate Costs: Using a Company Complaint Channel
    5. Corporate Costs: Turnover
    6. Corporate Costs: Damaged Reputations
    7. Reputational Risks: Unfairness
    8. Societal Costs: Workers, Jobs, and the Economy
    9. Conclusion
  8. Does Blink = Bias?
    1. Implicit Associations
    2. Incorrect Assumptions
    3. Addressing Implicit Bias
    4. Targeting Blind Spots
    5. Broaden the Discussion
    6. Conclusion
  9. Dismantling Barriers from the Inside
    1. Doing It the Wrong Way
    2. Focus Groups
    3. Surveys: An Overview
    4. Systems Audits: Questions to Consider
    5. Performance Review Audit
    6. Corporate Leavers: What My Employer Could Have Done to Help Me Stay
    7. Dismantling Barriers, Part 1: Policies Governing Inappropriate Behavior
    8. Dismantling Barriers, Part 2: Problem-Solving and Complaint Channels
    9. Dismantling Barriers, Part 3: Training
    10. Conclusion
  10. Know The Signs from the Outside
    1. Daily Worklife
    2. Assignment, Development, and Mentoring
    3. The Company/Firm Culture and Values
    4. The Gender, Racial, Ethnic, Religious, and Cultural Climate
    5. Inappropriate Conduct Issues
    6. Corporate Citizenship
    7. Other Diversity Issues
    8. Making an Assessment from the Outside
    9. Conclusion
  11. Bias Around the World
    1. The New Culture of Global Business
    2. Experiences of European Corporate Leavers
    3. Conclusion
  12. Ten Steps Back
    1. The Earliest Barriers: Housing, Health Care, and Instability
    2. Educational Barriers: Disparity in the Schools
    3. Dismantling Educational Barriers
    4. Diploma Justice: Why Judging a Candidate by His or Her School Can Be a Mistake
    5. Barriers to Success in University
    6. Barriers to Getting That First Job: Tracking and Privilege
    7. Conclusion
  13. Toward a New Framework
    1. Diversity Training: Part of the Problem or Part of the Solution?
    2. Pricey Excuses: A Top Moneymaker is a Top Harasser
    3. Why Bias And Barriers Have Been Hidden
    4. The New Ledger
    5. Discrimination Laws' Double-Edged Sword
    6. Four Simple Steps
    7. Who Is Responsible?
    8. Guiding Principles
    9. Organizational Commitments and a Principle-Based Approach
    10. The Prize
  14. What's in a Resume?
  15. Determining the Cost of Unfairness
  16. Sources of Corporate Leaver Stories
  17. Notes
  18. References
  19. Acknowledgments
  20. The Author