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

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But you also need a shared understanding that something is wrong, that the policy isn't working and that something needs to be made better.

And one of the findings will be like, "Hey, it seems like we explored things by demographic characteristics and white men, 90% of them feel like there is a meritocracy. I think what's going on in the US at least, and in some parts of Europe, and to some extent the world, though I think it's most concentrated in the US, is that society is becoming less and less tolerant of power distance in the sense that it's less and less in society for people to say that certain social groups are better than others. The pressure is getting intense and the hierarchies are so old, they're so ancient, and they have not really been revisited, challenged. DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity, and offers a roadmap that bridges the neatness of theory with the messiness of practice. Action-oriented, results-driven, and outcomes-based, Lily Zheng's no-nonsense approach transforms DEI into a tangible and accessible process to galvanize your entire workforce as DEI stakeholders.

I hope to take some of the subjects addressed here and use it when my team continues to refine our DEI strategy for the coming years. This is a good introduction if you want to get involved with diversity, equity and inclusion work within your organization. I mean, how would you know that if you don't study organizational change and that's not your discipline? If you're not, then we're going to put the hammer on you and put you on blast for not being inclusive. And to get to your question of what stakeholder group is best to put together, I'm not sure if that's the right question.

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. They summarize with: “Knowing how strategy, power, culture, and structure interact allows us to reverse engineer outcomes. My main reason for not rating it even higher was that I found some of the author’s points a little hasty and didn’t agree with all of their perspectives. I hate to say people eat it up because they're like, "Yeah, I don't know what any of those words mean. Lily is a thought-leading voice on LinkedIn and I was hoping they would have more intriguing and creative ideas on how best to push for and reward DEI initiatives.Not everyone will agree, and what some see as failure (such as activism) others see differently as another step on the journey, etc. I really would love if we could make this work boring as all hell, because I think that's what it is at the end of the day. And more broadly, I see a lot of frustration and disengagement and distrust of organizations and leaders directly associated with this sort of constant failure of our ability to turn our intentions into the impacts we want.

The first one being what I'm hearing as why didn't things change as much as they could have in 2020? Zheng looks at how many DEI practices often frustrate marginalized people, how there are better approaches and how we can work towards a better world. I've been following Lily Zheng for years on LinkedIn to get their DEI insights, and their book is even better. It's so true, like what you say, making it boring because it is the scut work is looking under every rock for the inequities that exist and how processes can be evaluated and redesigned so that they generate better outcomes. I love this author and how they bring the reflection but also actions and a lot of substantial resources to help us improve our work around Diversity, Equity and Inclusion in organizations.To calculate the overall star rating and percentage breakdown by star, we don’t use a simple average.