Dei Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right

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And I think you can look at the companies that took action in 2020 and almost directly tie back that action to the efficacy of the Black employee resource group or the DEI council or whatever Black employees were advocating for at the time.

So I wondered how was it to know so many things about this topic and have been swimming in these waters for so long and yet sort of simplifying it for the beginning learner and writing to that audience. And I think one of the big reasons is because we had a lot of outrage and a lot of, I think very right shift energy and frustration and momentum but we didn't understand any of the levers. You and I have these super stimulating conversations as only long-term practitioners can and long-term authors. I wonder on the give a damn question, I find the toughest conversations are the leaders who don't give a damn on the flip side.They also identify multiple roles necessary to drive a DEI change in an organization, for those of us without formal power and who don't see themselves as the fire-breathing advocate (I can see myself in the educator role, though). DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right" by Lily Zheng provides a comprehensive and practical guide for organizations seeking to build diversity, equity, and inclusion (DEI) into their core values. Using their signature decisive and direct voice, Lily Zheng delivers an accountability-centered and immediately actionable road map to building a more equitable and inclusive modern workplace. Some of it is really interesting, some might be things you're familiar with already, some might be repetitive if you've gone through trainings or are familiar with these concepts.

Highly recommend to corporate leaders who want to better understand why many DEI efforts don't improve outcomes for traditionally underrepresented folks.

I’ve followed Lily Zheng on LinkedIn for some time so I was excited when this audiobook became available. Then they can follow the high-trust playbook, but start with small wins to build trust between the accountability groups and the formal leaders. And some organizations did ride the wave of Black advocacy to change decision-making practices, to change DEI initiatives and so on and so forth. Equity involves providing equal access, treatment, opportunity, and advancement for every employee, eliminating obstacles to success.