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DEI Deconstructed: Your No-Nonsense Guide to Doing the Work and Doing It Right
The definitive comprehensive and foundational text for critically analyzing and applying actionable DEI techniques and strategies, written by one of LinkedIn’s most popular experts on DEI.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and underdeveloped strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity, and offers a road map that bridges the neatness of theory with the messiness of practice. Through embracing a pragmatic DEI approach drawing from cutting-edge research on organizational change, evidence-based practices, and incisive insights from a DEI strategist with experience working from the top-down and bottom-up alike, stakeholders at every level of an organization can become effective DEI changemakers. Nothing less than this is required to scale DEI from interpersonal teeth-pulling to true systemic change.
By utilizing an outcome-oriented understanding of DEI, along with a comprehensive foundation of actionable techniques, this no-nonsense guide will lay out the path for anyone with any background to becoming a more effective DEI practitioner, ally, and leader.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and underdeveloped strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity, and offers a road map that bridges the neatness of theory with the messiness of practice. Through embracing a pragmatic DEI approach drawing from cutting-edge research on organizational change, evidence-based practices, and incisive insights from a DEI strategist with experience working from the top-down and bottom-up alike, stakeholders at every level of an organization can become effective DEI changemakers. Nothing less than this is required to scale DEI from interpersonal teeth-pulling to true systemic change.
By utilizing an outcome-oriented understanding of DEI, along with a comprehensive foundation of actionable techniques, this no-nonsense guide will lay out the path for anyone with any background to becoming a more effective DEI practitioner, ally, and leader.
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Published October 24, 2022
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Displaying 1 - 30 of 70 reviews
December 27, 2022
I’ve seen Lily’s content on LinkedIn and their posts are always make me consider and go ‘hmmm’. I’ve read many books, reports, articles, etc. on DEI, but this book is unique because Lily first addresses the pitfalls and shortcomings of the DEI industry, then helps readers think analytically and apply action. 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.
June 26, 2023
I’m very impressed with this book. An excellent read for a book club because each chapter requires some time to digest and apply. The author’s honest look at the DEI Industrial Complex was informative and thought-provoking. I found the chapters on types of power within organizations, roles necessary for any movement to create change, and the role of trust in institutional change the most exciting and interesting. Highly recommend!!!
October 20, 2023
This book satisfies something that I'd been looking for and failing to find in other DEI books, a systematic approach to defining what is DEI, why is it important and how is it effectively implemented in organizations. While there are so many books that make the business case for DEI, or talk about changing demographics, or acknowledge social justice or corporate social responsibility but seem to dismiss them as essential but think of it as something that is required of them by outside forces. Working through those ideas, the history and some brief personal experiences the author establishes how DEI efforts are not just important and essential but should be the foundation for organizations moving forward. Why? Because it is the right thing to do.
Throughout that book the idea that it should be foundational is behind all ideas of how to effectively make change, how to maintain those changes, how to reevaluate and how to do all these things while maintianing the trust of your members so as not to come across as performative or dismissive. As someone who is not in a DEI role, the book helped ground the idea of how it is important to understand what your role is in DEI initiatives and how it is more than showing up and being engaged in DEI workshops or trainings. So many books and trainings focus on the role of the advocate but not everyone is in a position to be an advocate nor is it effective for everyone to try to be an advocate.
This book will be something I refer back to and use to evaluate other DEI books, initiatives and trainings.
Throughout that book the idea that it should be foundational is behind all ideas of how to effectively make change, how to maintain those changes, how to reevaluate and how to do all these things while maintianing the trust of your members so as not to come across as performative or dismissive. As someone who is not in a DEI role, the book helped ground the idea of how it is important to understand what your role is in DEI initiatives and how it is more than showing up and being engaged in DEI workshops or trainings. So many books and trainings focus on the role of the advocate but not everyone is in a position to be an advocate nor is it effective for everyone to try to be an advocate.
This book will be something I refer back to and use to evaluate other DEI books, initiatives and trainings.
January 1, 2024
Diversity, equity, and inclusion (DEI) have increasingly become important to organsations and society in recent years. Calls for meaningful action grow louder each day blah blah blah. So why does progress itself remain elusive? (like seriously)
Notes:
- Equity means enabling equal access, treatment, opportunity, and advancement for every employee.
- Inclusion involves creating an environment where diverse employees feel valued and are able to fulfill their potential. This requires going beyond using supportive language to actually dismantling barriers.
- Success often depends on one make-or-break factor: trust. In high-trust organisations, employees rarely question leadership’s decisions.
- Employees can sense when goals are about checking boxes, not reform.
- Simply implementing common best practices, without first getting a clear picture of your specific organisation, is a recipe for failure.
- Identify factors that have driven past business wins – and then activate those to achieve your DEI goal.
- Ultimately, DEI must permeate all aspects of company operations, not remain siloed.
Notes:
- Equity means enabling equal access, treatment, opportunity, and advancement for every employee.
- Inclusion involves creating an environment where diverse employees feel valued and are able to fulfill their potential. This requires going beyond using supportive language to actually dismantling barriers.
- Success often depends on one make-or-break factor: trust. In high-trust organisations, employees rarely question leadership’s decisions.
- Employees can sense when goals are about checking boxes, not reform.
- Simply implementing common best practices, without first getting a clear picture of your specific organisation, is a recipe for failure.
- Identify factors that have driven past business wins – and then activate those to achieve your DEI goal.
- Ultimately, DEI must permeate all aspects of company operations, not remain siloed.
August 25, 2023
a great overall introduction
As someone who works in the DEI space I think this book is a really good introduction to this type of work. I think the chapters on different roles people can plan in particular was really strong. I think the chapter I wanted more elaboration on was the one on identity because I think there's more to tease out about the relationship between power and identity that I didn't feel like was addressed fully. I think more case studies would have been effective in this book as well. I feel like this book didn't offer enough examples of what this approach would look like from point A all the way through.
As someone who works in the DEI space I think this book is a really good introduction to this type of work. I think the chapters on different roles people can plan in particular was really strong. I think the chapter I wanted more elaboration on was the one on identity because I think there's more to tease out about the relationship between power and identity that I didn't feel like was addressed fully. I think more case studies would have been effective in this book as well. I feel like this book didn't offer enough examples of what this approach would look like from point A all the way through.
August 4, 2024
Excellent book with tons of resources and practical steps. Appreciated the focus on outcomes instead of intentions. Highly recommend to those working in this space and wish leaders at orgs would actually look at the research and move away from performative actions and focus on outcomes and change.
December 13, 2022
I've been following Lily Zheng for years on LinkedIn to get their DEI insights, and their book is even better. They call out the whole DEI industry for failing to live up to the challenge that "impact matters more than intent", because DEI as an industry has had minimal impact, and maybe even negative impact, in costing billions of dollars while provoking a backlash.
Lily instead starts from the basics of defining measurable impact outcomes for diversity, equity and inclusion, and then lays out strategies and tactics for moving organizations towards those outcomes. 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).
I particularly appreciated their focus on trust as the key ingredient for change, laying out different paths for high-trust, medium-trust and low-trust environments. In low-trust environments, their advice is to get to a medium-trust environment by having leaders cede power to the advocates and follow their lead; the leaders have lost trust so nobody will follow them, so better to follow somebody else who may have that trust.
This was a clear and readable introduction to DEI work with practical and meaningful advice on how to achieve impact from DEI interventions, rather than just hoping for results based on good intent. Highly recommended.
Lily instead starts from the basics of defining measurable impact outcomes for diversity, equity and inclusion, and then lays out strategies and tactics for moving organizations towards those outcomes. 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).
I particularly appreciated their focus on trust as the key ingredient for change, laying out different paths for high-trust, medium-trust and low-trust environments. In low-trust environments, their advice is to get to a medium-trust environment by having leaders cede power to the advocates and follow their lead; the leaders have lost trust so nobody will follow them, so better to follow somebody else who may have that trust.
This was a clear and readable introduction to DEI work with practical and meaningful advice on how to achieve impact from DEI interventions, rather than just hoping for results based on good intent. Highly recommended.
November 12, 2024
I truly don’t understand the intention of why a person would provide authorship in of how this book is written. I completely understand the social and humane significance of what DEI (Diversity, Equality, Inclusion) represents and why it is significant.
But. To utilize this social construct that is needed to be addressed properly. To attain leads to fabricated professional success; therefore, status. Is so aggravating (I’m refraining from being aggressive).
The fact that a person writes this book is one thing. I would initially feel that, the person whom wrote this book is genuinely a good person. Then. When I read the book. I realized. That. The context is not at all written to establish a proper societal and political voice to attain social and political efforts (professional efforts), to address DEI (diversity, equality, inclusion). Instead. The authorship (context : what is written). Is devised in of a literary construct. As if people are so stupid. To the extent where they can instinctually or have any ability to comprehend what these basic ideas are. That. It is needed for their self to be “Professional” and take the liberty and the social valiant effort. To. Represent this social issue. As. If their self is accomplishing a monumental societal movement. Because. OF their self. Writing a book about common sense and basic humanity instinct about society.
Like… There is no need to write this book in of the way the author written it. For that. The author insults the people. Generalizing and figuratively putting out there. That. People are that stupid. And. Aren’t able to comprehend or understand the basic knowledge that the author is publicizing and disclosing in this book. As if. The information the author is presenting. Is a monumental discovery. That. Prevails the author as a hero and such monumental historical and societal icon. That. Perseveres the forefront of the Humanity concern that the author generally presents in the book.
The author doesn’t even bother about establishing a social voice. Doesn’t even bother establishing a social approach to address and resolve the social issues that were presented. Most especially. The author doesn’t even bother to properly include a political account that ables the professionalism that the author is entitling their self to. And. A professional political account. Is that account. That. Ables the author of being a person whom is a professional. For that. Political account. Contribute to the system. That. Ables the address to such social issue. That. Only politics can fix. This person. Disregards and completely ignores that system. When. To begin with. That system is instinctually. What everyone believes. Is the only system. That can actually do something. That would. Address the issue. And. Establish actual definitive (concrete) efforts to attain resolution. That. Would resolve the social and political issue in of amends that ables society to grow and become a more perfect union. What government and society is responsible to pursue. Especially, these so called professionals who entitle theirselves as important people in society. Because of their authorship.
Realize. A book is always a professional work. It is. Currently. Not a casual ability to have the opportunity to write a book. Myself would love to write a book. But. This system. Would never want a person like myself. To have that opportunity. Because. Myself. Is a person. That. Probes questions of about society and the systems of society. That. Require answers and responses from these persons of society. And. The systems of the society. That. Caused this devastation of the system. That. Society is in today. 2024.
But. To utilize this social construct that is needed to be addressed properly. To attain leads to fabricated professional success; therefore, status. Is so aggravating (I’m refraining from being aggressive).
The fact that a person writes this book is one thing. I would initially feel that, the person whom wrote this book is genuinely a good person. Then. When I read the book. I realized. That. The context is not at all written to establish a proper societal and political voice to attain social and political efforts (professional efforts), to address DEI (diversity, equality, inclusion). Instead. The authorship (context : what is written). Is devised in of a literary construct. As if people are so stupid. To the extent where they can instinctually or have any ability to comprehend what these basic ideas are. That. It is needed for their self to be “Professional” and take the liberty and the social valiant effort. To. Represent this social issue. As. If their self is accomplishing a monumental societal movement. Because. OF their self. Writing a book about common sense and basic humanity instinct about society.
Like… There is no need to write this book in of the way the author written it. For that. The author insults the people. Generalizing and figuratively putting out there. That. People are that stupid. And. Aren’t able to comprehend or understand the basic knowledge that the author is publicizing and disclosing in this book. As if. The information the author is presenting. Is a monumental discovery. That. Prevails the author as a hero and such monumental historical and societal icon. That. Perseveres the forefront of the Humanity concern that the author generally presents in the book.
The author doesn’t even bother about establishing a social voice. Doesn’t even bother establishing a social approach to address and resolve the social issues that were presented. Most especially. The author doesn’t even bother to properly include a political account that ables the professionalism that the author is entitling their self to. And. A professional political account. Is that account. That. Ables the author of being a person whom is a professional. For that. Political account. Contribute to the system. That. Ables the address to such social issue. That. Only politics can fix. This person. Disregards and completely ignores that system. When. To begin with. That system is instinctually. What everyone believes. Is the only system. That can actually do something. That would. Address the issue. And. Establish actual definitive (concrete) efforts to attain resolution. That. Would resolve the social and political issue in of amends that ables society to grow and become a more perfect union. What government and society is responsible to pursue. Especially, these so called professionals who entitle theirselves as important people in society. Because of their authorship.
Realize. A book is always a professional work. It is. Currently. Not a casual ability to have the opportunity to write a book. Myself would love to write a book. But. This system. Would never want a person like myself. To have that opportunity. Because. Myself. Is a person. That. Probes questions of about society and the systems of society. That. Require answers and responses from these persons of society. And. The systems of the society. That. Caused this devastation of the system. That. Society is in today. 2024.
March 2, 2024
Read this one for work purposes but I was really blown away by the level of critical thinking and empathy that Lily weaves into analyzing DEI initiatives in the workplace. For one, they really have an eye for outcomes based approaches - and a lot of this comes from the fact that they are able to get a “read” on the audience and who is perceiving DEI training. Many organizations, in my experience, have tunnel vision and want to execute DEI trainings how they think it will be most impactful, with little regard to how the audience is reacting to it. Lily hit the nail on the head when they say that many advantaged groups (i.e. cis, straight White men) dismiss DEI because they feel like their voices aren’t heard, that their identities are associated with negative connotations, that it seems like they aren’t wanted in the room when the conversations are happening. Their emphasis on how it's possible to be an advantaged group and acknowledge contributing to systemic inequities, yet still be able to have a voice on D&I initiatives is so critical, in my opinion, to how this industry will progress in the future. The following blurb really got me thinking, partly because I’ve never heard a DEI professional make or even acknowledge this point.
“According to the White Men’s Leadership Study, a study of white men and diversity and inclusion, the single biggest challenge to engaging in D&I efforts — as noted by almost 70% of white men surveyed — is knowing whether they are “wanted.” This may sound like an unfounded sentiment to D&I practitioners who make great efforts to involve leaders in their initiatives, but rather than dismiss this reluctance it would be far better to understand how and why it happens. Understanding root causes will allow us to figure out how to make leaders into allies, not enemies.”
So yes obviously it's frustrating and makes me angry when cis straight White men dismiss DEI or don't acknowledge the harm their community has caused other marginalized communities, but we can't ignore this statistic, what they feel they can/can't contribute in a DEI framework and why they might be feeling that. Looking into this more as well as continuing DEI efforts aren't mutually exclusive.
One of Lily’s mantras is “intent doesn’t equal impact”, and I appreciated how they provided examples of PR statements, definitions and key terms in DEI that fell short in explicitly providing the desired state/outcome of the company as well as a few success stories. I realized most DEI statements and materials I’ve read fall in the category of these “failed” attempts as well, sigh. The critique really serves as a wake-up call for the industry to move beyond superficial “pretty language” and get to tangible outcomes and change.
I also thoroughly enjoyed Lily’s breakdown of power, and trust levels in organizations, and the need to assess and address these before implementing a DEI strategy. Where your organization falls on the trust continuum as well as where you individually fall on the power continuum determines where you should start. Additionally, how senior leaders communicate, build trust and listen to junior employees all play a significant role in whether the effects of a DEI strategy will be a detriment or accelerator to your company. I’ll definitely be referring back to this book periodically - lots of new things to learn here.
“According to the White Men’s Leadership Study, a study of white men and diversity and inclusion, the single biggest challenge to engaging in D&I efforts — as noted by almost 70% of white men surveyed — is knowing whether they are “wanted.” This may sound like an unfounded sentiment to D&I practitioners who make great efforts to involve leaders in their initiatives, but rather than dismiss this reluctance it would be far better to understand how and why it happens. Understanding root causes will allow us to figure out how to make leaders into allies, not enemies.”
So yes obviously it's frustrating and makes me angry when cis straight White men dismiss DEI or don't acknowledge the harm their community has caused other marginalized communities, but we can't ignore this statistic, what they feel they can/can't contribute in a DEI framework and why they might be feeling that. Looking into this more as well as continuing DEI efforts aren't mutually exclusive.
One of Lily’s mantras is “intent doesn’t equal impact”, and I appreciated how they provided examples of PR statements, definitions and key terms in DEI that fell short in explicitly providing the desired state/outcome of the company as well as a few success stories. I realized most DEI statements and materials I’ve read fall in the category of these “failed” attempts as well, sigh. The critique really serves as a wake-up call for the industry to move beyond superficial “pretty language” and get to tangible outcomes and change.
I also thoroughly enjoyed Lily’s breakdown of power, and trust levels in organizations, and the need to assess and address these before implementing a DEI strategy. Where your organization falls on the trust continuum as well as where you individually fall on the power continuum determines where you should start. Additionally, how senior leaders communicate, build trust and listen to junior employees all play a significant role in whether the effects of a DEI strategy will be a detriment or accelerator to your company. I’ll definitely be referring back to this book periodically - lots of new things to learn here.
December 22, 2023
"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. The book emphasizes the importance of going beyond superficial diversity efforts and offers a step-by-step approach to creating lasting change within an organization.
The book begins by deconstructing the three key components of DEI: diversity, equity, and inclusion. Diversity is not just about demographics but extends to an organization's values and actions advocating for all groups. Equity involves providing equal access, treatment, opportunity, and advancement for every employee, eliminating obstacles to success. Inclusion focuses on creating an environment where diverse employees feel valued and can fulfill their potential, requiring the dismantling of barriers.
A central theme in the book is the significance of trust in driving meaningful change within an organization. Zheng emphasizes that trust is the currency that funds change, and leaders must gauge the level of trust within their organization. High-trust environments enable a more linear path forward, with leaders setting expectations, assessing the current state of DEI, and distilling data into a compelling rationale for change. In medium-trust environments, small wins are crucial to rebuilding trust reserves, while low-trust environments may require ceding power to disadvantaged groups to initiate bottom-up change. Building a foundation for DEI involves creating a vision that aligns with the organization's mission and strengths, establishing accountability structures, fostering transparency, and integrating DEI commitments into every aspect of the organization's structure. The book advocates for sharing not only successes but also failures and lessons learned, building trust through transparency.
The next section of the book provides a detailed exploration of specific steps organizations can take in their DEI initiatives. This includes designing recruitment processes that prioritize authenticity over aspirational marketing, engaging with communities to provide real value, and standardizing hiring processes to interrupt bias. The book also delves into equitable advancement, demystifying promotion processes through transparency, and addressing bias through structured decision-making. Feedback practices, conflict resolution, and employee well-being are essential components of successful DEI initiatives. The book emphasizes creating a culture that frames feedback as constructive and implementing training to normalize it. It also suggests prioritizing accountability and employee safety in handling conflicts and harm. Employee well-being is addressed through flexible work arrangements, expanded benefits, and a customized approach to meet the diverse needs of the workforce.
In conclusion, "DEI Deconstructed" emphasizes that achieving true diversity, equity, and inclusion requires a concentrated effort, tailored strategies, and a commitment to embedding DEI into all aspects of an organization. The book provides practical guidance for leaders to navigate the complexities of DEI work, ensuring that every person can thrive in an equitable and inclusive workplace.
The book begins by deconstructing the three key components of DEI: diversity, equity, and inclusion. Diversity is not just about demographics but extends to an organization's values and actions advocating for all groups. Equity involves providing equal access, treatment, opportunity, and advancement for every employee, eliminating obstacles to success. Inclusion focuses on creating an environment where diverse employees feel valued and can fulfill their potential, requiring the dismantling of barriers.
A central theme in the book is the significance of trust in driving meaningful change within an organization. Zheng emphasizes that trust is the currency that funds change, and leaders must gauge the level of trust within their organization. High-trust environments enable a more linear path forward, with leaders setting expectations, assessing the current state of DEI, and distilling data into a compelling rationale for change. In medium-trust environments, small wins are crucial to rebuilding trust reserves, while low-trust environments may require ceding power to disadvantaged groups to initiate bottom-up change. Building a foundation for DEI involves creating a vision that aligns with the organization's mission and strengths, establishing accountability structures, fostering transparency, and integrating DEI commitments into every aspect of the organization's structure. The book advocates for sharing not only successes but also failures and lessons learned, building trust through transparency.
The next section of the book provides a detailed exploration of specific steps organizations can take in their DEI initiatives. This includes designing recruitment processes that prioritize authenticity over aspirational marketing, engaging with communities to provide real value, and standardizing hiring processes to interrupt bias. The book also delves into equitable advancement, demystifying promotion processes through transparency, and addressing bias through structured decision-making. Feedback practices, conflict resolution, and employee well-being are essential components of successful DEI initiatives. The book emphasizes creating a culture that frames feedback as constructive and implementing training to normalize it. It also suggests prioritizing accountability and employee safety in handling conflicts and harm. Employee well-being is addressed through flexible work arrangements, expanded benefits, and a customized approach to meet the diverse needs of the workforce.
In conclusion, "DEI Deconstructed" emphasizes that achieving true diversity, equity, and inclusion requires a concentrated effort, tailored strategies, and a commitment to embedding DEI into all aspects of an organization. The book provides practical guidance for leaders to navigate the complexities of DEI work, ensuring that every person can thrive in an equitable and inclusive workplace.
December 8, 2023
I’ve followed Lily Zheng on LinkedIn for some time so I was excited when this audiobook became available. I went in with a little bit of skepticism since I’ve encountered some online content creators who, when given a larger format don’t deliver as much they can in short eye-catching posts. I am happy to report that DEI Deconstructed delivers an impressive wealth of knowledge and in-depth insights in their full length book!
Zheng utilizes a great combination of academic and corporate terminology and approaches as they unpack the reasons why current DEI strategies don’t always work. They showcase how DEI work cannot simply center around inviting a guest speaker once in a while or developing an employee resource group that only has volunteer advisory power. Zheng makes it clear that DEI approaches have to be clearly defined, built into daily practice, and every bit as results-oriented as sales goals can be.
Zheng is just one of many voices in this field and they uplift others and invite in people at every level to advance and deepen their understanding of where we are and where we want to go. Reading this as someone with a significant amount of privileges I felt seen, welcomed, and appreciated by Zheng and how they approached the topic. I hope to see more works like this from Zheng & their colleagues cement their place in the corporate world.
“There are no ‘get equitable quick’ strategies in the DEI space that work; and those that exist (e.g. one-off workshop models, truncated shortened workshops, stand-alone DEI talks) should be re-imagined and re-deployed as part of larger, more comprehensive change-making efforts.”
“If we want to design a world for everyone then we need everyone. We need: non-white people, women, LGBTQ+ people, disabled people, neurodiverse people, Muslim people, Jewish people, and so on to create a world that interrupts inequity and designs for the difference in mind.
We also need: white people, men, cis-gender people, straight people, non-disabled people, neurotypical people, Christian people, and more to make sure that the world we design together doesn’t just put new people in charge of broken systems but truly designs something better for everyone.”
Zheng utilizes a great combination of academic and corporate terminology and approaches as they unpack the reasons why current DEI strategies don’t always work. They showcase how DEI work cannot simply center around inviting a guest speaker once in a while or developing an employee resource group that only has volunteer advisory power. Zheng makes it clear that DEI approaches have to be clearly defined, built into daily practice, and every bit as results-oriented as sales goals can be.
Zheng is just one of many voices in this field and they uplift others and invite in people at every level to advance and deepen their understanding of where we are and where we want to go. Reading this as someone with a significant amount of privileges I felt seen, welcomed, and appreciated by Zheng and how they approached the topic. I hope to see more works like this from Zheng & their colleagues cement their place in the corporate world.
“There are no ‘get equitable quick’ strategies in the DEI space that work; and those that exist (e.g. one-off workshop models, truncated shortened workshops, stand-alone DEI talks) should be re-imagined and re-deployed as part of larger, more comprehensive change-making efforts.”
“If we want to design a world for everyone then we need everyone. We need: non-white people, women, LGBTQ+ people, disabled people, neurodiverse people, Muslim people, Jewish people, and so on to create a world that interrupts inequity and designs for the difference in mind.
We also need: white people, men, cis-gender people, straight people, non-disabled people, neurotypical people, Christian people, and more to make sure that the world we design together doesn’t just put new people in charge of broken systems but truly designs something better for everyone.”
January 2, 2023
Should you read this book? Yes. Read it as soon as you can get your hands on a copy. It is a must-read for anyone doing equity, diversity, and inclusion work in their organization. Zheng takes an outcomes based approach and lays out a clear path to helping us all do better in creating more equitable, diverse, and inclusive organizations. They don't pretend that it is easy, but they do show what is possible while acknowledging that this work is constantly evolving; and we must evolve along with it.
Some things that especially struck me:
-Zheng provides a history of EDI work in the US over the past half century warts and all. I appreciated their outcomes based approach in looking at the history of EDI work. It is a bit depressing to see how easily we accept that something has positive outcomes when there is no proof to back up that claim.
-Before starting any EDI work, Zheng lays out how you must determine whether you are a low, medium, or high trust organization. Where your org falls on the trust continuum will determine where you should start your EDI work.
-If you are taking an outcomes based approach to EDI, how will you know when you have achieved your outcomes? If we are not collecting data at the outset to gain a baseline and then regularly reassessing where we are at in achieving our goals, we won't be able to determine if we have achieved what we set out to and are ready to move on to the next step.
From start to finish, DEI Deconstructed fills me with hope and gives me a clear pathway to doing better. The only downside to the book? It has an extensive reading list filled with suggestions, but it doesn't tell me how to triple the amount of time I have in a day to get to all the titles I now want to read.
Some things that especially struck me:
-Zheng provides a history of EDI work in the US over the past half century warts and all. I appreciated their outcomes based approach in looking at the history of EDI work. It is a bit depressing to see how easily we accept that something has positive outcomes when there is no proof to back up that claim.
-Before starting any EDI work, Zheng lays out how you must determine whether you are a low, medium, or high trust organization. Where your org falls on the trust continuum will determine where you should start your EDI work.
-If you are taking an outcomes based approach to EDI, how will you know when you have achieved your outcomes? If we are not collecting data at the outset to gain a baseline and then regularly reassessing where we are at in achieving our goals, we won't be able to determine if we have achieved what we set out to and are ready to move on to the next step.
From start to finish, DEI Deconstructed fills me with hope and gives me a clear pathway to doing better. The only downside to the book? It has an extensive reading list filled with suggestions, but it doesn't tell me how to triple the amount of time I have in a day to get to all the titles I now want to read.
March 14, 2023
I found author Zheng (who goes by they/them) on LinkedIn and was super excited to find that they had written a book! DEI is a complicated concept, and organizations have (or haven't, depending) grappled with the struggle of how to integrate and use DEI in their work, strategies, products, etc. 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.
Zheng uses evidence and historical context to talk about DEI and how to move things beyond the 101 or beyond "good intentions" which often really don't hit the mark and make things even more awkward/painful for marginalized people. 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.
Overall, I found it was not for me. I liked the idea but some of the critical reviews do raise good points. Like many books that analyze DEI or talk about DEI, I'm not totally sure what Zheng adds to the literature or really acknowledges that there is more than one approach. Not everyone will agree, and what some see as failure (such as activism) others see differently as another step on the journey, etc.
But that's a quibble. This is probably a good resource for human resources/leadership/etc. who really do want to engage with DEI but perhaps don't know where to start or want to take it beyond 101, etc. That said, this should not be the only resource but may be another useful tool in the toolkit.
Borrowed from the library and that was best for me.
Zheng uses evidence and historical context to talk about DEI and how to move things beyond the 101 or beyond "good intentions" which often really don't hit the mark and make things even more awkward/painful for marginalized people. 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.
Overall, I found it was not for me. I liked the idea but some of the critical reviews do raise good points. Like many books that analyze DEI or talk about DEI, I'm not totally sure what Zheng adds to the literature or really acknowledges that there is more than one approach. Not everyone will agree, and what some see as failure (such as activism) others see differently as another step on the journey, etc.
But that's a quibble. This is probably a good resource for human resources/leadership/etc. who really do want to engage with DEI but perhaps don't know where to start or want to take it beyond 101, etc. That said, this should not be the only resource but may be another useful tool in the toolkit.
Borrowed from the library and that was best for me.
September 16, 2025
I let this book sit for far too long on my shelf. I've long admired Lily Zheng for their posts on social media (I follow them via LinkedIn). While Zheng has since introduced a new approach to DEI: the FAIR Framework (Fairness Access Inclusion Representation), it is essentially the outcome-driven approach she advocates in this book. While the current governmental attack on DEI has not that much to do with the weaknesses described in this book (at least politically), their advice is sound and certainly would have/would strengthen DEI initiatives at all sorts of institutions: companies, higher ed, etc. It is truly "no-nonsense" -- very "tell it like it is" without unnecessary abrasiveness or grandstanding. They really want to help us all do better. Chapter 2, where Zheng "reformulate[s] the key terms and concepts of the DEI space away from their feel-good buzzword roots and toward operationalized and tangible outcomes" is particularly useful.
There were several "mic-drop" moments for me, such as:
"Identity isn't morality. Being privileged or marginalized on one or more dimensions of identity doesn't make us any better or worse as people; it simply positions us differently and offers us different advantages and disadvantages within broader systems. It changes the power we have access to and our ability to understand experiences similar to and different from our own." (165)
It doesn't get much more "no-nonsense" than that.
What is really helpful is that Zheng's approach can help ANYONE first, identify their stakeholder role (as well as their relationships to other roles), and then provides helpful reflections and exercises to make those things a reality within our varied spheres of influence.
Really essential reading for anyone doing work in the "DEI" sphere -- even if the acronym has changed, it is worth thinking about the pitfalls because they can easily occur no matter the abbreviation we use.
There were several "mic-drop" moments for me, such as:
"Identity isn't morality. Being privileged or marginalized on one or more dimensions of identity doesn't make us any better or worse as people; it simply positions us differently and offers us different advantages and disadvantages within broader systems. It changes the power we have access to and our ability to understand experiences similar to and different from our own." (165)
It doesn't get much more "no-nonsense" than that.
What is really helpful is that Zheng's approach can help ANYONE first, identify their stakeholder role (as well as their relationships to other roles), and then provides helpful reflections and exercises to make those things a reality within our varied spheres of influence.
Really essential reading for anyone doing work in the "DEI" sphere -- even if the acronym has changed, it is worth thinking about the pitfalls because they can easily occur no matter the abbreviation we use.
January 19, 2024
I’ve been meaning to get a better idea of DEI as a construct and what it actually means to educate and facilitate DEI initiatives within a workplace. Many of the efforts I’ve heard of seem to have focused on bringing in one-off speakers, particularly in reaction to events rather than as a formalized way of changing airplane culture, and this book did a great job starting the limitations of current DEI practice and a call to focus on outcomes-based interventions, organization, and research, as well as the value of standardization AB’s specialization in the field. Though meant for practitioners and facilitators, I thought it was incredibly interesting and thoughtful from a layperson perspective and gave me a lot of insight into the field, what it can accomplish, and how much further it still has to go.
December 1, 2025
Overall, I enjoyed this book and found it to be a useful and informative read for me.
As someone who doesn't run a company and is not involved in my organizations (lack of) DEI initiatives, I was just reading this book "for fun." Because of that, I found section 1 to be the most useful and informative to me and my current life. While Section 2 was interesting (and is something I can keep in mind and has some useful information that I might even be able to bring to other social realms and life aspects), there wasn't a lot of action for me to take currently. Section 3 a bit less so.
However, the way that the information was laid out seemed to easily build on itself and I thought it was easy to follow, even if it felt a bit technical at times. I do feel like this is a book that just about any higher-level manager or anything interested in DEI should read.
As someone who doesn't run a company and is not involved in my organizations (lack of) DEI initiatives, I was just reading this book "for fun." Because of that, I found section 1 to be the most useful and informative to me and my current life. While Section 2 was interesting (and is something I can keep in mind and has some useful information that I might even be able to bring to other social realms and life aspects), there wasn't a lot of action for me to take currently. Section 3 a bit less so.
However, the way that the information was laid out seemed to easily build on itself and I thought it was easy to follow, even if it felt a bit technical at times. I do feel like this is a book that just about any higher-level manager or anything interested in DEI should read.
November 27, 2022
Probably a 4.5. I really enjoy Lily’s LinkedIn content and if you do as well, this book will absolutely be useful for you. Compared to other DEI books I’ve found useful, I’d say this one is even more evidence-based. it focuses on systems and outcomes, which I really appreciate and is usually lacking in emphasis in other places, and also how other key elements of an organization (e.g., trust), influence DEI outcomes. It balances well between giving practical guidance and inviting the practitioner to make their own calls based on context and some of the foundational concepts shared in the book. There were times where the emphasis on “look what we’re debunking!” and despairing about the DEI “industry” got to be a bit much, but overall a very good read.
May 17, 2023
This was a great book, because it makes for a great group read (it provokes really great discussions), is refreshingly pragmatic, it addresses some of the challenges that truly due pervade the DEI world. I also saw it as a very strong approach to change leadership in general and will be using it in my PD going forward. Whether a DEI aficionado or a well-meaning corporate leader hoping to find the right way to bring about “sticky” change, I recommend this.
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. That said, I think that those who work in the DEI space and authentically want to make a difference can gain a ton from this excellent read.
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. That said, I think that those who work in the DEI space and authentically want to make a difference can gain a ton from this excellent read.
December 19, 2025
I read this as part of a book club at my work that was facilitated by the Equity team. I really enjoyed the conversations I had with co-workers after each chapter of this book. Lily does an excellent job of providing context for the DEI field presently while also providing realistic pathways based on your particular workplace.
I listened to this as an audiobook, but also had a physical copy. It is a good book to be able to reference. There are plenty of tables and lists that are great to refer back to.
If you're new to DEI work, a practitioner in the field already, or somewhere in between there is something for you in this book. I highly recommend this book. There is no one-way fix to improve equity at your workplace, but this book will provide you with pathways to pursue.
I listened to this as an audiobook, but also had a physical copy. It is a good book to be able to reference. There are plenty of tables and lists that are great to refer back to.
If you're new to DEI work, a practitioner in the field already, or somewhere in between there is something for you in this book. I highly recommend this book. There is no one-way fix to improve equity at your workplace, but this book will provide you with pathways to pursue.
December 15, 2022
I have read a lot of books in the last 3-4 years about Diversity, Inclusive culture, and organisational change. Lily Zheng brings a very important and game-changing twist to this important work: Intentions are nice, but only outcomes matter. Being a Customer Success person historically, this resonated with me immediately. Of course! What is that you are trying to achieve, your KPI? Lily Zheng brings a new perspective to DEI work, where accountability for impact is clearly defined.
I personally loved the structure, the summary of takeaways after each chapter, and the chain of thoughts. Groundbreaking work and a must-read for any DEI professional.
I personally loved the structure, the summary of takeaways after each chapter, and the chain of thoughts. Groundbreaking work and a must-read for any DEI professional.
October 31, 2023
This is the best framework for addressing DE&I in organizations I have ever read. As a DE&I practitioner I will be returning to this book for reminders, encouragement and the pointed & helpful reflection questions indefinitely. Zheng is the first practitioner I have seen use an organizing framework to meaningfully and measurably impact change in organizations! This unlocked my brain a bit lol and I feel like I have the strategy and momentum to build quality and effective DE&I learning programs taking on the “Educator” role while situated in a larger team of advocates, strategists and builders. Love love love this book!
March 7, 2024
Impactful, Insightful, and HONEST
Thank you for being honest about the failure of DEI and the recognition that we may have unintentionally isolated those with privileged identities as opposed to helping them to understand how to use those privileges to forward this work. Thank you for being solution oriented and centering not only those with marginalized identities but all of us as responsible for creating inclusive equitable environments for us all. Lastly, thank you for the outcome based approach. It will help me refocus my strategy. THANK YOU LILY!!
Thank you for being honest about the failure of DEI and the recognition that we may have unintentionally isolated those with privileged identities as opposed to helping them to understand how to use those privileges to forward this work. Thank you for being solution oriented and centering not only those with marginalized identities but all of us as responsible for creating inclusive equitable environments for us all. Lastly, thank you for the outcome based approach. It will help me refocus my strategy. THANK YOU LILY!!
July 24, 2024
Fantastic book that articulates well what is (and isn’t) necessary to be effective & drive outcomes related to DEI. Not to mention that many principles can be applied in general on how to influence change across varying types of organizations. I wish I could give it a 4.5 as there are parts that could have been cut down more, but nonetheless a worthy read with excellent points & frameworks. It slaps you in the face as a reader a few times - which is initially off-putting but oh so necessary to do the hard work right.
October 30, 2023
Highly recommend to corporate leaders who want to better understand why many DEI efforts don't improve outcomes for traditionally underrepresented folks. There is really helpful history around the DEI industry and a great explanation of different levels of trust in organizations and how it impacts what steps should be taken. This book makes it clear that everyone has a part to play. I am really glad I read this book, and I look forward to reading DEI Reconstructed.
November 20, 2023
Great Introduction to DEI Concepts
Lily does an excellent job giving a thorough overview of diversity, equity, and inclusion (DEI). This is a great introduction for anyone curious about learning the foundations of DEI and how to become a better practicioner and ally in your corporate environment. Lily stays somewhat surface level with each topic which left me wanting more. Thankfully, I read this shortly after her new workbook, “DEI Reconstructed” published.
Lily does an excellent job giving a thorough overview of diversity, equity, and inclusion (DEI). This is a great introduction for anyone curious about learning the foundations of DEI and how to become a better practicioner and ally in your corporate environment. Lily stays somewhat surface level with each topic which left me wanting more. Thankfully, I read this shortly after her new workbook, “DEI Reconstructed” published.
October 20, 2024
This book needs your full attention when you're reading it. You need to be sitting with a pen and worksheet to really keep up. It's not for the multitaskers. It's very dense and can at times feel over engineered, though I do recognize it's a complex topic. I listened to this book and think the voice actor added to why I had such a hard time with it.
Though I think the content is important and valuable, I would recommend consuming it in book form to get the most out of it.
Though I think the content is important and valuable, I would recommend consuming it in book form to get the most out of it.
December 14, 2022
A fantastic breakdown of what common problems organizations face and how to overcome them and move toward a more equitable future. Zheng writes with frank honesty and actionable insights. I love the questions and solutions offered at the end of each chapter and their belief in an always-learning approach.
January 18, 2023
Zheng's acknowledgment of the inconsistency and lack of/misplaced accountability in the DEI space resonated with me deeply. I'm interested in thinking more about their outcomes-driven approach as well as how I can narrow/deepen my own focus to be more effective in my own work in an interconnected community.
April 2, 2023
Just so damn practical. I’ve always been impressed with Lily’s use of language. Razor precise, cuts away the noise, and stays focused on what actually matters.
I lead a BRG system at a large bank and I spoke about this book so often, that the entire DEI office has decided to read it together.
I can’t wait to see what this means for us!
I lead a BRG system at a large bank and I spoke about this book so often, that the entire DEI office has decided to read it together.
I can’t wait to see what this means for us!
July 21, 2023
Seriously practical Diversity, Equity, and Inclusion practices. This book is a must have for anyone who wishes to understand, create, and implement DEI initiatives in their workplaces and lives. DEI can often be a lofty subject without real answers, but Lily Zheng truly breaks down key DEI factors and gives realistic and practical advice in assessing them.
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