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Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace
A leading diversity executive offers step-by-step guidance for confronting racial bias in the workplace We are in the midst of a global reckoning on race, and corporations are on high alert. But conventional approaches have fallen short, leaving nagging questions about next steps. Why do diversity trainings fail? What’s so wrong with a company’s “colorblind” workplace culture?
In Inclusion Revolution, Daisy Auger-Domínguez provides frank answers to why popular efforts fail. She then presents the definitive roadmap for revolution, through her dynamic step-by-step Reflect, Visualize, Act, and Persist. She offers proven, research-based strategies for racially inclusive management.
Racial inequality in the workplace is a problem we can solve. Inclusion Revolution offers the necessary tools for managers to address issues of race, power, and exclusion, to build change that lasts. Because through the best teams, companies can finally create a stronger future.
In Inclusion Revolution, Daisy Auger-Domínguez provides frank answers to why popular efforts fail. She then presents the definitive roadmap for revolution, through her dynamic step-by-step Reflect, Visualize, Act, and Persist. She offers proven, research-based strategies for racially inclusive management.
Racial inequality in the workplace is a problem we can solve. Inclusion Revolution offers the necessary tools for managers to address issues of race, power, and exclusion, to build change that lasts. Because through the best teams, companies can finally create a stronger future.
336 pages, Hardcover
Published March 19, 2024
27 people are currently reading
1822 people want to read
About the author
Daisy Auger-Dominguez
5 books19 followersDAISY AUGER-DOMÍNGUEZ is a global leader and recognized authority on the evolution of work and leadership. She has led human capital practices at Vice Media, Google, The Walt Disney Company, and Moody’s Investors Service. Her advisory firm, Auger-Domínguez Ventures, bridges the gap between how organizations should work and how they actually work through coaching, and virtual and in-person keynotes. Daisy is the author of Inclusion Revolution, a TEDx speaker, a LinkedIn Top Voice, and a contributor to the Harvard Business Review. Her contributions have earned her many accolades, including Hispanic Executive’s Top 10 Leaders, People en Español’s 25 Most Powerful Women, the ADCOLOR Legend award, Brooklyn Community Services’ Social Impact award, and many others. Daisy serves on the Board of Trustees at Bucknell University, her alma mater. She lives in Brooklyn, NY, with her husband and daughter.
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Displaying 1 - 20 of 20 reviews
October 21, 2022
Very good. Very actionable.
May 15, 2022
This book is definitely eye opening. The subtitle is “The essential guide to dismantling racial inequity in the workplace”. While I have not experienced this myself, I have experienced patriarchal behavior. Even though I am white and have not personally experienced racial inequity,I think it is important for everyone to read books like this. We may be contributing to the problem unknowingly and you won’t realize it unless you expose yourself to ideas that may make you uncomfortable.
Two of the ideas brought up in the book definitely made me think of experiences with former students. I had one former student change his name after graduation so that his name was not associated with Asian decent so that he would not be stereotyped for college or for his future job. I found that to be very sad at the time that he felt he needed to do just that, but there is a whole chapter on that in this book. If you don’t experience something yourself, you are not always aware of the problem. Awareness and change is key.
I had another former student who after attending her wedding, expressed how she felt racism at our school during her time there. I felt terrible that I never saw the racism directed at her or her family. She masked her pain very well and that should’ve have had to be the case. I was glad that she celebrated her Latinx roots at her wedding with pride!
Thanks so much to @sealpress for this #gifted copy of an important book! @daisyaugerdominguez
Two of the ideas brought up in the book definitely made me think of experiences with former students. I had one former student change his name after graduation so that his name was not associated with Asian decent so that he would not be stereotyped for college or for his future job. I found that to be very sad at the time that he felt he needed to do just that, but there is a whole chapter on that in this book. If you don’t experience something yourself, you are not always aware of the problem. Awareness and change is key.
I had another former student who after attending her wedding, expressed how she felt racism at our school during her time there. I felt terrible that I never saw the racism directed at her or her family. She masked her pain very well and that should’ve have had to be the case. I was glad that she celebrated her Latinx roots at her wedding with pride!
Thanks so much to @sealpress for this #gifted copy of an important book! @daisyaugerdominguez
August 21, 2022
Thank you to Basic Books and GoodReads Giveaways for the review copy of Inclusion Revolution: The Essential Guide to Dismantling Racial Inequity in the Workplace by Daisy Auger-Domínguez, which I received in exchange for a fair and honest review.
Inclusion Revolution is meant for businesses, aimed at management-level professionals who wish to make a difference in the long-lasting diversity of their workplace. As Auger-Domínguez argues, hiring a more diverse set of employees is not the final answer, as BIPOC (a currently used acronym which stands for “Black, Indigenous, and People of Color”) often feel alienated at work, do not receive the mentoring and coaching that they need, and are judged more harshly during performance reviews. All of these elements and more contribute to difficulties being promoted and lack of retention. It is not enough to change hiring practices if you are not serving your employees, because they will not have a voice in the company and they will not stay. Inclusion Revolution offers practical advice on how to begin the conversation about race and racial inequity, how to help employees be more open and honest, and how to begin to make changes that will make work a more inclusive place.
While Inclusion Revolution is written for managers and people who have power within a company, I found that the information was helpful for me to know, and that I could apply many of the suggestions to my own classroom. After all, being a teacher is a form of managing people. For example, Auger-Domínguez takes time to establish the importance of being honest and open with employees about criticism. It is not easy to deliver criticism, as we are often afraid of the other person’s response, of coming off as a jerk, or hurting their feelings. However, Auger-Domínguez argues that not telling someone is more harmful than it is kind. If a person is doing something that is damaging to their career, then they ought to know. I find that being straightforward with my students about their flaws can be difficult. A large part of my job is encouraging and motivating my students to do their work. I do not want to tell them when they are doing something that they should know better than to do. The problem is that often people do not know better, students included, or they are not self-aware enough to know that something is a problem. Giving someone this input can help them to make changes. Of course, the way that the criticism is addressed to the person is especially important, and I would approach a fifteen-year-old significantly differently than I would approach a thirty-year-old, but we all need feedback.
Often when I read popular non-fiction that is business related, I find myself thinking, Yes, that is a great idea, I would love to do that--but how? Auger-Domínguez does a lot of work to explain how to go about the process, gives examples of companies who have gone before, and provides researched evidence to back up her recommendations.
Another trap that I see business and self-help books fall into is pointing out the obvious, but helping us to consider it in a new way. In and of itself, this is not a trap. It is important to look at things differently, as this will help us look at the situation and what we can do about it differently. The trap occurs when the majority of the book is rethinking the obvious and not teaching anything new. Again, Auger-Domínguez does not do this, either. Her suggestions for setting up and changing systems are not “no duh” solutions.
Which brings us to, “Would I teach this book?” The answer is: parts of it. As an ELA (English Language Arts) instructor, I am not teaching business. I do teach some non-fiction, especially when I am teaching argumentation and research in composition classes, but I look for non-fiction that is not too far outside of my students’ experiences. Thinking about management is a bit past their imaginations. Even teaching in a traditional role in an actual college with college-aged students, it would be difficult for them to relate, especially since many have not held jobs, and those who have have not been in positions of power.
However, there are instances when it would make sense to teach excerpts from the book. As discussed earlier, there were several parts that could be easily transferred to teaching. If I were teaching an education class, I can see using those for teacher training or if I were presenting professional development to current instructors. In a class that I currently teach, Multicultural Literature, we discuss different life experiences from world and American cultures, and again, excerpts would be helpful in presenting how people can feel in the workplace. I can also envision a class on writing non-fiction in which portions of this book would be helpful to study, in part because of how they instruct and provide solutions.
I found Inclusion Revolution helpful and the prose style enjoyable to read. Auger-Domínguez is good at teaching without preaching and providing data and resources. I strongly recommend reading it, even for those who are not managers.
Inclusion Revolution is meant for businesses, aimed at management-level professionals who wish to make a difference in the long-lasting diversity of their workplace. As Auger-Domínguez argues, hiring a more diverse set of employees is not the final answer, as BIPOC (a currently used acronym which stands for “Black, Indigenous, and People of Color”) often feel alienated at work, do not receive the mentoring and coaching that they need, and are judged more harshly during performance reviews. All of these elements and more contribute to difficulties being promoted and lack of retention. It is not enough to change hiring practices if you are not serving your employees, because they will not have a voice in the company and they will not stay. Inclusion Revolution offers practical advice on how to begin the conversation about race and racial inequity, how to help employees be more open and honest, and how to begin to make changes that will make work a more inclusive place.
While Inclusion Revolution is written for managers and people who have power within a company, I found that the information was helpful for me to know, and that I could apply many of the suggestions to my own classroom. After all, being a teacher is a form of managing people. For example, Auger-Domínguez takes time to establish the importance of being honest and open with employees about criticism. It is not easy to deliver criticism, as we are often afraid of the other person’s response, of coming off as a jerk, or hurting their feelings. However, Auger-Domínguez argues that not telling someone is more harmful than it is kind. If a person is doing something that is damaging to their career, then they ought to know. I find that being straightforward with my students about their flaws can be difficult. A large part of my job is encouraging and motivating my students to do their work. I do not want to tell them when they are doing something that they should know better than to do. The problem is that often people do not know better, students included, or they are not self-aware enough to know that something is a problem. Giving someone this input can help them to make changes. Of course, the way that the criticism is addressed to the person is especially important, and I would approach a fifteen-year-old significantly differently than I would approach a thirty-year-old, but we all need feedback.
Often when I read popular non-fiction that is business related, I find myself thinking, Yes, that is a great idea, I would love to do that--but how? Auger-Domínguez does a lot of work to explain how to go about the process, gives examples of companies who have gone before, and provides researched evidence to back up her recommendations.
Another trap that I see business and self-help books fall into is pointing out the obvious, but helping us to consider it in a new way. In and of itself, this is not a trap. It is important to look at things differently, as this will help us look at the situation and what we can do about it differently. The trap occurs when the majority of the book is rethinking the obvious and not teaching anything new. Again, Auger-Domínguez does not do this, either. Her suggestions for setting up and changing systems are not “no duh” solutions.
Which brings us to, “Would I teach this book?” The answer is: parts of it. As an ELA (English Language Arts) instructor, I am not teaching business. I do teach some non-fiction, especially when I am teaching argumentation and research in composition classes, but I look for non-fiction that is not too far outside of my students’ experiences. Thinking about management is a bit past their imaginations. Even teaching in a traditional role in an actual college with college-aged students, it would be difficult for them to relate, especially since many have not held jobs, and those who have have not been in positions of power.
However, there are instances when it would make sense to teach excerpts from the book. As discussed earlier, there were several parts that could be easily transferred to teaching. If I were teaching an education class, I can see using those for teacher training or if I were presenting professional development to current instructors. In a class that I currently teach, Multicultural Literature, we discuss different life experiences from world and American cultures, and again, excerpts would be helpful in presenting how people can feel in the workplace. I can also envision a class on writing non-fiction in which portions of this book would be helpful to study, in part because of how they instruct and provide solutions.
I found Inclusion Revolution helpful and the prose style enjoyable to read. Auger-Domínguez is good at teaching without preaching and providing data and resources. I strongly recommend reading it, even for those who are not managers.
July 8, 2022
I've read a lot of books about diversity, equity, and inclusion in the past few years and this is by far one of the best overall and certainly the best for anyone thinking about their workplace (especially if you're in a management role). The author weaves together her own experiences with stories of what other companies are doing and academic research on DEI in the workplace. She also provides actionable steps at the end of each chapter to make it easier for readers to go beyond reading and start actively working toward racial equity in their workplace. I can't even tell you how many paragraphs I highlighted to reference in the future. Whether you're an employee or a manager, there's something in here for you.
July 18, 2022
📖Inclusion Revolution by Daisy Auger-Domínguez @daisyaugerdominguez 💥💥🙌
💡There are books that we enjoy reading. There are books which are suggested to be read. And there are books like this one - which should be lived, studied, explored, faced and re-read as a management handbook.
👉 I have learned a lot how to notice microagression that I both receive and, unfortunately, spread myself. I got new foundation how to speak about creating equal opportunities around. Each was is worth studying on its own. Each chapter could be candidate for monthly bookclubs.
And I can't stop wondering, how on earth this is not a standard way of functioning. 🤔 in Europe we might have different roots of exclusion and racism, but we all still need to re-learn a lot.
💡There are books that we enjoy reading. There are books which are suggested to be read. And there are books like this one - which should be lived, studied, explored, faced and re-read as a management handbook.
👉 I have learned a lot how to notice microagression that I both receive and, unfortunately, spread myself. I got new foundation how to speak about creating equal opportunities around. Each was is worth studying on its own. Each chapter could be candidate for monthly bookclubs.
And I can't stop wondering, how on earth this is not a standard way of functioning. 🤔 in Europe we might have different roots of exclusion and racism, but we all still need to re-learn a lot.
March 1, 2023
Inclusion Revolution was a tough read but worth the effort. Starting from the raw story shared by the author to the repetitive reminders that we continue failing to create true equity among people. I agree fully with other reviewers who state that the book is very actionable and targeted at management. I also agree that non-business minds will benefit from the self-checking required to continue to grow towards an equitable society. If you are in People Operations or Executive Management of any sized company, put this book in your repertoire and you'll have a guidebook for building a strong diversity program, starting with you the reader.
Thank you to the author, Daisy Auger-Dominguez for sharing her experience.
Thank you to the author, Daisy Auger-Dominguez for sharing her experience.
February 13, 2022
Some great principles, for example, the importance of making small changes over time, having a plan that reflects your value, and all employees feeling safe at work, are covered. But I gave up 1t 40%.
As an entrepreneur dealing with small business, it all just felt too complicated, and I felt it was written more with a complex corporate structure in ind, ie: "....step-by-step guidance for confronting racial bias in the workplace We are in the midst of a global reckoning on race, and corporations are on high alert. But conventional approaches have fallen short, "
With thanks to Netgalley and the publisher, Perseus Books for an advance reader copy in exchange for an honest review
As an entrepreneur dealing with small business, it all just felt too complicated, and I felt it was written more with a complex corporate structure in ind, ie: "....step-by-step guidance for confronting racial bias in the workplace We are in the midst of a global reckoning on race, and corporations are on high alert. But conventional approaches have fallen short, "
With thanks to Netgalley and the publisher, Perseus Books for an advance reader copy in exchange for an honest review
May 27, 2022
Excellent points made - as a BIPOC woman who has had to navigate the US corporate world for decades, I appreciated being able to put a name to much of what I have experienced.
I really enjoyed the book though felt that around the halfway point, or just before, it turned much more into an HR manual for managers at a large organization. I appreciated the great detail, but it wasn't an easy read and felt more like great reference material.
I really enjoyed the book though felt that around the halfway point, or just before, it turned much more into an HR manual for managers at a large organization. I appreciated the great detail, but it wasn't an easy read and felt more like great reference material.
November 17, 2021
This is so necessary for everyone to read in life. Highly recommend. Amazing reflections at the end of every chapter to help you reflect, grow, and better understand your workplace, how to make your team better, those around you and to listen more before reacting and learn from others. I received an advance review copy for free, and I am leaving this review voluntarily.
May 28, 2022
An extremely practical and easy-to-read guide for enhancing diversity, equity, and inclusion in the workspace. She provided wonderful examples of how to have difficult conversations, ask courageous questions, and how to reduce bias in hiring, onboarding, performance evaluations, etc. Very practical tips for the entire employee spectrum. A great read for managers or non-managers alike.
June 26, 2022
Inclusion Revolution is excellent. It is a wonderful introduction to improving our workplace for everyone, and at the same time it provides real-world examples of successes (and failures) that help make the topic real for the reader. In addition, the author pulls from her own extensive experience to share concrete strategies that can be easily implemented in a timely way to effect change.
August 29, 2022
Pretty good book to find ways and tactics of introducing DEI initiatives into your organization. My only problem with this book is that it read more like a HR manual than essay which my assumption was for the latter. But I still think it’s beneficial for people to read and it has some solid takeaways you can use both professionally and personally. 3.5/5.
February 27, 2022
This book shows the reader how to be a leader.
September 12, 2022
I listened to this book and am seriously considering purchasing a physical copy to underline, highlight and refer back to so many good points and tips.
February 13, 2023
Thank you to Daisy Auger-Dominguez for sharing your experiences so we can all do better!
May 4, 2023
Everyone and I do mean everyone will get something out of this book. Well organized with actionable take aways. A must read.
April 30, 2024
Definitely more for managers than individual contributors but super eye opening overall and lots of good strategies and experiences to empathize with.
September 26, 2022
This book takes a lot of time to read. It is heady. My head hurt reading it. I had to take a lot of breaks. It is possibly the most practical book I've read in a while. Clear cut steps on how to make your organization anti-racist, how to open up opportunities in a sustainable way for BIPoC, how to recognize blind spots, how to be accountable, etc. But oh golly it is a lot! It's definitely a great handbook in the human resources field and anyone working in diversity, equity, and inclusion. It's not my day job, but it's where I spend a lot of time at work as a member of all our employee resource groups, as a co-lead for the Pride resource group, and as an ethics and compliance champion - all extra roles I take on without the extra pay or recognition. Just extra work I do because I thought it was the right thing to do, because it's one of the few ways I can influence my world to be a better ecosystem for all who live in it. So there were some gems for me, personally, in the book. But I do think it's more written for those who specialize in it professionally. I am so grateful that this writer does the work she does, has a lifelong passion and mission for it, and is spreading her gospel in all the ways she can. We need more people like her everywhere!
November 25, 2022
Wow, this is a great book. Eye opening, challenging the way I have thought of things and given me another perspective. It has down to earth suggestions of how to change not only yourself but also you company/department. It is sobering yet caring, it confronts you but in a loving and healthy way. The author truly wants the best for all people. But it takes shaking white people, myself included, awake to what is going on, to how we are just adding to the problem by just accepting our privileges and "staying out" of things. We are then just perpetuating the issue of racism, of the lack of equity, equality, inclusion, etc. We, especially white people (me included), need to wake up and use our privilege's for the good of all, not just ourselves. Sometimes it was hard to hear what the author was saying, I didn't want to see it or hear it or admit it. But by the time I got to the end of the book, I had to admit, Daisy is right and that I need to be doing more. I may not be a manager but I can still speak up and do everything I can to make things right. I can still bring issues to the attention of my supervisors and above to get things going. I highly recommend this book and to read it with an open mind. Put all judgments, expectations, assumptions on hold and read with the expectation of learning something new.
Displaying 1 - 20 of 20 reviews