Just Work: How to Root Out Bias, Prejudice, and Bullying to Build a Kick-Ass Culture of Inclusivity

by Kim Malone Scott

From Kim Scott, author of the revolutionary New York Times bestseller Radical Candor, comes Just Get Sh*t Done, Fast & Fair-how we can recognize, attack, and eliminate workplace injustice-and transform our careers and organizations in the process. We-all of us-consistently exclude, underestimate, and underutilize huge numbers of people in the workforce even as we include, overestimate, and promote others, often beyond their level of competence. Not only is this immoral and unjust, it's bad for business. Just Work is the solution. Just Work is Kim Scott's new book, revealing a practical framework for both respecting everyone's individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect.

Genres: Business, Leadership, Nonfiction, Management, Self Help, Professional Development, Audiobook

416 pages, Paperback

First published March 1, 2021

About the author

Kim Scott is the author of Radical Respect: How to Work Together Better and Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity and co-founder of the company Radical Candor. Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a member of the faculty at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google. Prior to that Kim managed a pediatric clinic in Kosovo and started a diamond-cutting factory in Moscow.
She co-hosts the podcasts Radical Candor and Radical Respect. She lives with her family in Silicon Valley.

Reviews

[Sebastian Gebski]

Any star rating would just be treated as some sort of political declaration (5 stars: agreement with KS, 1 star: disagreement, anything in between: "make you mind, dude!") and in fact it would probably distract observers from what's really important about this book. So yeah, no star rating, but bear with me.

- First of all, no, it's not really a book about "work". It's a book about diversity, inclusion and creating the environment where everybody feels (s)he belongs. Frankly, I didn't see this coming, I've bought it only because I really liked KS's previous book ("Radical Candor").

- There's plenty of statements, opinions, and claims I do agree with. And I sympathize with. But from time to time (IMHO) the author goes completely wild and crosses very dangerous (no, not to "white supremacists" or "representatives of the over-represented majority" but to everyone) lines. I had an urge to pinpoint some examples from both categories (of what I agree and disagree with), but again - it's be just an invitation to fruitless discussion with people who have different judgements.

- OK, so how I'd like to review this book? Let me refer to my notes and bring up the observations I liked most:

- 1. There's an interesting fragment (about 30% of the book) when Kim has an argument with a boss of hers. It's about maternity. And the point (IMHO) is not about who is right and who's wrong - the issue is that they have their standpoints, won't budge and their goal is to force the other party to think likewise. Trace the discussion, how carefully they pick words, etc. This is the essence of the problem: lack of respect to others' believes. No-one should be telling others what to think as long as they live in peace and stick the their beliefs without forcing others to participate. IMHO Kim is missing this (even if she occasionally claims different).

- 2. There's an interesting moment (about 70% of the book) where Kim (as a girl) feels bullied because of what her teacher has said about children who were not baptized. I totally understand and empathize with her. But next she tries to dive into what did her colleagues of the Jewish origin felt and ... seriously? does it even make sense for anyone? what kind of thinking it is?

- 3 There's an absolutely fascinating fragment (about 20% of the book) when Kim considers the language (paraphrase: "How can I say anything without offending anyone unintentionally?") - but somehow she doesn't elaborate on this insanity and quickly jumps to the conclusion: "oh, it will be just 2 weeks and so many people will be happy". I dare to disagree. We have a law in Poland which makes "hurting someone's religious feelings" punishable: as a result, people are suing music concerts organizers because they claim that the concert (they don't participate in) hurts their feelings. Seriously - I willingness to fight bulling, but assuming that it's one's duty to make sure no-one is offended by her/his words is so extremely naive that it makes me speechless.

- 4. Kim's definitions of terms like bias, prejudice or bullying sometimes gets totally out of control. IMHO. Read the book, make your mind. One example of unacceptable words in KS's opinion is ... 'crazy'.

- 5. I totally don't understand why the fighters for diversity and inclusion are always so much against the color-blind theory of MLK. Kim's justification on why it's wrong takes 1 paragraph and frankly - doesn't make sense ("you say you don't see color? then why there are so few people of underrepresented minorities in Executive Boards worldwide?" - I didn't say the world is perfect, I didn't see everyone follows this theory, I said I BELIEVE it, I follow it & I'm eager to praise its advantages).

- 6. All the opening examples are very strong, they depict unprofessional, unethical, unacceptable and totally punishable behavior - they are also all taken from the beginning of the authors career. Yes, it's a striking message, but it builds an impression such situations happen frequently also these days. Do they?

- 7. The author advises companies to keep (paid) diversity consultants. So, yeah, it's a full-fledged business already, a very dangerous one:
- actually it makes sense to hire such a consultant (to have your ass covered) ASAP and avoid risks and potential damages, not to make any meaningful difference to the org's culture
- such consultants have immense power - an example of some guy referring to women as 'girls' - such a thing can easily insta-kill one's career; but did anyone ask the question: did he refer to men as 'boys' as well? It doesn't mean such forms are proper and well fit to enterprise environment, but at least there's no sexism, right?

- 8. I do agree that the differences in the representation of particular groups e.g. between the executives are also (but only only) a result of bias. But then I dare to differ what kind of bias and when they are 'applied'. I doubt there's so much bias during recruitment processes (but I'm sure there's some) - there's a strong cultural and societal bias at the earlier stages of development, at the early stage of kid development, when children are given their first toys, taught first games, bought first books. The differences between upbringing 'profiles' does set people for life. There's where we should really aim, to give anyone equal change, w/o bias or prejudice.

- In the end - the book is definitely worth reading. And making sense out of it by yourself. As I've already said, there are plenty of things I don't agree with, but I strongly believe in everyone's right to be treated equally, to have fair, just opportunities. And not to be treated as someone worse, because of race, gender, or literally whatever else. But I also believe in everyone's right to think for himself. And to decide what to believe in and what not - as long as it doesn't break the law, or doesn't threaten other people peaceful existence in parallel.

[Karen · Rating 4 out of 5]

I have so many thoughts about Kim Scott's new book. This is generally a sign that I need to sit with it a while more so I might come back to this review and change/add. But I just finished it so here are some of my raw thoughts.

- There's a lot of vulnerability and honest sharing of life experiences in this book. Kim shares a lot of what she experienced as an employee and decisions she made as a leader, she recounts many of her regrets at both times
- There is a structure to the book that makes it easy to parse and contextualize the definitions, roles, and actions
- She gives a lot of examples of both what not to do and what to do

And while she shares a lot of examples of where she made the wrong choice and how she regrets it, she doesn't give a lot of examples of where she made the "right" choice when her own life/career/etc was on the line. She gives a lot of examples of when she was in a consulting or power position and acted as an upstander (her nomenclature) on behalf of highlighting, correcting, and speaking up about a situation someone else was in. But not a lot of examples of her own career as an employee where she did take a risk to stand up or as a leader, where she corrected something in real time. She definitely owns up to her incorrect behavior (which is definitely commendable) but somehow it started to bother me that they were all examples of where someone else rescued her out of a situation, or she waited it out, or some other thing she says not to do - and she also readily acknowledges the person harmed (I really appreciate her not using the word "victim") should completely get to do what they believe is right for them which I totally understand. But I kept thinking that if her advice in this book is so sound, why is she herself not taking it? I couldn't tell if this was a biased view and I am sure there's a flaw in the thinking but because it kept creeping up, I wanted to acknowledge it.

Putting this aside, there are a lot of tangible pieces of advice here both for leaders and observers that I found very helpful. These are not platitudes. They are real, tangible ways we can hold ourselves and our leaders accountable, and start the journey towards change.

This book is hard to read and can be demoralizing, especially if you belong to an underrepresented group. Several of her gender-specific examples really were tough for me to read, especially where it paralleled my own experiences. But it also ends on a hopeful note, pointing out that just workplaces are possible and worth working towards.

No book on this subject will be perfect. No author will get it all right. I appreciated Scott's honestly, openness, vulnerability, and no-nonsense advice in this book. I will have to sit with it a while longer to see what else stays with me.

with gratitude to St. Martin's Press and netgalley for an advanced copy in exchange for an honest review.

[Briar's Reviews · Rating 4 out of 5]

Just Work: Get Sh*t Done, Fast & Fair by Kim Malone Scott is a fantastic read about learning how to deal with difficult people in workplaces. From harassment and bullying, to diversity and gender differences, this book reviews a lot of the difficult situations many people deal with in the workplace and gives suggestions on how to deal with them.

I know so many people that should honestly read this book. The amount of times I was grimacing at the situations Kim went through because I too have seen or been apart of many of them... Yeah, it hit home, hard. Kim wrote a spectacular novel that breaks down how situations should be dealt with, but unfortunately I think many people won't take the advice of this book. Those who are reading this book more than likely are already trying, but we all know a person or two who should take this book and treat it like law...

It's a very personal book but reads like a very professional, textbook that you'd find in business school. It is insightful and has some of the greatest breakdowns and explanations on how to deal with awkward or horrible workplace situations. It felt like an HR person with a heart of gold wrote it. The strategies in this book are super helpful, and I think everyone who reads this book will take away at least one strategy for eliminating workplace harassment, violence, or bullying. If anything, it might give you the confidence you need to stand up for yourself or others. Don't just be a bystander, do something.

Overall, Kim Malone Scott has created one spectacular resource that many readers should pick up. If you're looking for a book that will give you helpful hints and tips, grab this one! It's a fantastic non-fiction read and I highly recommend it.

Four out of five stars.

I received this book for free through Goodreads First Reads.

[Mindaugas Mozūras · Rating 2 out of 5]

The fact that we can’t fix everything is not a good reason to do nothing.

Kim Scott's previous book Radical Candor 5/5 (amazing). I could easily recommend it to anyone. My expectations for Just Work were high because of that. While I liked a lot in this book, overall, I found it just 2/5 (ok).

Just Work is primarily focused on Diversity & Inclusion. This is a topic that creates strong reactions. Thus I want to start by stating that I find the topic crucial. Specifically, I care strongly about systemic issues.

To give an example of how strongly I care - the video of George Floyd dying makes my blood boil. If you're reading this review, I assume you might feel similarly. But I don't see a bad police officer in the video. My blood starts boiling because I get reminded of all the bad systemic issues. I want the systemic issues (like zero-tolerance/broken windows/three-strikes) fixed first.

I've first came to start understanding the reality of systemic racism through a TV show called "The Wire." It's a crime drama television series created by author and former police reporter David Simon. Its brilliance is the focus on the system (the city of Baltimore, the systems in the city, institutional dysfunction) through the eyes of many different characters. It manages to build compassion for all people involved, despite their bad actions: cops, drug dealers, journalists, kids.

I expected this book to focus on systemic issues too. And it does! But not as wholeheartedly as I expected. The third-third was the best part of the book for me because of its focus on systemic issues.

The book also felt poorly structured for me. The final three chapters gave me the important context of how Kim thinks I wish I had when I read the initial chapters. The content itself is a bit messy - some statements/ideas seemed to contradict other ideas in the book.

Only by the third part of the book I understood that the author shares my belief about "good people in bad systems". The first two parts of the book didn't give that impression. In the third part, she invokes "the better angels of our nature" by saying "When we design our organizational systems to appeal to the better angels of our nature, there’s nothing human beings can’t accomplish." I support this idea, and I wish the book leaned more strongly on it.

I guess my experience with the book might depend on me not being from the US. There were instances while reading the book I've asked myself, "why is Kim making this assumption in this situation?". Of course, her assumption is proven correct. But those assumptions wouldn't have worked that way in a different context.

With all that said, Just Work made me think. I'm thankful for that. There's a lot of good content in the book. I also have to recognize that the topic itself is not an easy one to tackle. And because I care strongly about the topic, I'm happy this book exists.

[Meghan · Rating 5 out of 5]

Kim Scott is one of my best mentors— and we’ve personally never met. So when Netgalley & St. Martin’s press offered me a free digital ARC of this book in exchange for an honest review, it was an easy yes. And it did not disappoint.

Kim’s book Radical Candor is one that I have recommended to countless colleagues and friends and re-read several times, and this timely follow up about creating just workplaces is likely to be no different.

Just Work forces you, as the reader (if you’re like me and so many of us and come from a place of privilege) to take a hard look in the mirror but in a way that’s solutions-oriented & collaborative rather than shaming (so different than the vitriol we often see online these days). It’s like tough love from a close friend or trusted coach. It also elicited lots of infuriating nods on my part as a woman who’s experienced the bias that direct women are “aggressive” or “difficult.” And yet it inspired me that maybe there is a way forward that can help us all rise as we work together to recognize and dismantle the three systems of injustice most prevalent in our workplaces (and dare I say, our culture in the US?): Oblivious Exclusion, Self-Righteous Shaming and Brutal Ineffectiveness.

“Some days you might wish she cared a little less. But she really cares. About the people and the work.” — I hope that’s how my colleagues view me, and as a result of reading this book, that’s much more likely.

[CatReader · Rating 3 out of 5]

Kim Scott is an American business consultant who built a brand around her previous management book, 2017's Radical Candor: Be a Kickass Boss Without Losing Your Humanity, which I read several years back with skepticism. I feel similarly about Scott's 2024 revision of her 2021 follow-up, Radical Respect. There are good parts, there are bad parts, there are cringe parts (a lot of very long, very detailed personal stories where no one has boundaries or filters and egregiously bad things happen, where Scott tries to retcon many hypothetical scenarios in which things might have turned out better - why?!), and there's everything in between. I can't really recommend for or against this book due to its smorgasboard qualities.

My statistics:
Book for 2025
Book cumulatively

[Anu · Rating 4 out of 5]

Kim Scott writes with earnestness and purpose on how to create systems of equity and justice at work. She shares candid personal stories where sometimes she was on the right side of situations and sometimes the wrong one. Her honesty and vulnerability makes those stories powerful and inspiring. Worth reading to know how to be an upstander and recognize when we perpetuate bias, prejudice and discrimination ourselves.

[Charmin · Rating 5 out of 5]

HIGHLIGHTS:
1. Phrases that put attention on the behavior.
“It is disrespectful to”
“It is a violation of company policy to”

2. Establish a Boundary: Default response should not be silence.
- Problematic behaviors should not be ignored.
- Pushback on the bias.
- Like-ability bias.
- Clumsy curiosity: allies that need more information.

3. Upstander work:
- 3rd person intervenes to deescalate and protect the person with less power.

4. Challenge the person harming.
“What’s going on for you here?”
“You are being inappropriate.”
“You’re making assumptions.”

Direct
a. Distract: redirect
b. Delegate: bring other people
c. Delay: let emotions cool off.
d. Document:
- Shaming is not effective. Righteousness.

5. Bring attention to when you are in the “in-group” and power level.
- Impact vs. intention: identify the hurt.
- Assuming “good intent” doesn’t mean you are exempt from the pain you caused.
- “Don’t be so sensitive” - habits of speech “crazy”.
- I get to decide who I am, not you.
- Apologize, shut up and listen.
- Focus on the person harmed, not about you.
“I was just kidding. I’m such an asshole. Let me explain. This is hard for me.”
- White Women’s tears:

6. Bias interrupters.
- Leading indicators that get results.
- Remove stereotype threat for under-represented members of the team.
- Bias not interrupted is enforced. Make it safe to clarify what the harm was.
- Everyone to use the same language to interrupt bias. “I don’t think that you meant how that sounded”.
- Hold team members accountable for upstanding.
- “Storytelling: yes, this happened here.” Real anecdotes of what happened to real people.
- You have the right to believe whatever you want. You don’t have the right to behave however you want. And you don’t have the right to say whatever you want.
- Bullying is a cohesive behavior, not a personality type. Bullies kiss up and kick down.
- Share your research why everyone needs to share. Give the quiet ones a voice. Send agenda out beforehand. Gently interrupt an over-talker.
- Apply checks and balances: managers can have too much power to harass. Unchecked power.

7. Bias in Hiring: Culture “add” vs. a culture “fit” - diversity adds a competitive advantage.
- Employees need role models who are higher up in the phase of life they will be in so they can see themselves staying with the company (eg executive working mom).
- Don’t allow simple comparison (eg women to women, BIPOC to BIPOC).
- Develop a set system for fair pay, range of salary.
- There needs to be an “asshole tax”.
- Track promotion of under-represented employees.

8. The rule must protect the less powerful.
- Ask a person if it is okay to touch (hug, handshake, etc).
- Institutional betrayal:
Results are not intended.

9. Instead of coercion, use collaboration to help educate people who are choosing the wrong behavior

10. Oblivious exclusion operates in the shadows.
- Code of Misogyny: “she is too abrasive”, but if she were a man, she’d be rewarded for her aggressive and ambitious style.
- “Stop being so sensitive” = I am the asshole.
- Would you say that to a male leader, that she is a “mother hen?”

[Heather · Rating 5 out of 5]

Gripping from the start with personal stories as a professional woman in tech, Scott delivers her message with very direct instructions for victims, perpetrators, and managers at all levels in the workplace. Sometimes preachy and condescending, she immediately punches with questions that challenge one to reflect on your own behaviors and bias. She offers helpful scripts that provide clarity for tough, shameful, and embarrassing encounters.

Perfect tool for SHARP and EO programs.

[Andrew · Rating 2 out of 5]

I loved Kim Scott's first book Radiacal Candor, but the biggest concern I had with it was she let her privileged show though a bit with her stories of her past working at tech giants. I still liked it enough to automatically buy Just Work without hesitation. With that being said, this was not a good book.

Kim Scott spends a book talking about bias and discrimination from the place of a Silicon Valley Exec who never had to struggle in her life. Once you get past her discussing all her awesome jobs and struggles, she still leaves you of a story of someone who never had to worry about putting food on the table. Sure, she pays lip service to those not as privileged as her, but it is only lip service. Yes, well need to be aware of implicit and explicit bias and treat everyone equally, but not all of us have the opportunity to avoid it or find another job as she does. The fact most people do not have the resources to call up their other executive friends to get a new job a day after leaving your old one seems lost on Kim in this book.

If you are a senior manager, director or executive making six-plus figures and feeling bias or discrimination impact you, then this book is for you. If you an everyday employee in a job who is just hoping to support their family and make it though another week, then you don't have the same privilege that Kim Scott does and this book will be of no help to you.

[Hayley Hu · Rating 1 out of 5]

My partner says the book sounds like a company mandate training. I can't disagree.

[Monika Zbínová · Rating 3 out of 5]

Prečítala som knihu Just Work od Kim Scott, ktorú možno poznáte ako autorku bestselleru Radikálna otvorenosť. Vtipné je, že som si ju dala do wishlistu ešte v dobe, kedy som poznala len názov, a keďže som si ju automaticky zaradila ako budúci bestseller o nejakej "Skrátka práci" bez zbytočných bullshitov (kto takú nechce, right?), zadovážila som si ju bez toho, aby som si vôbec pozrela, o čom je.

Možno by mi stačilo vidieť iný variant obálky, kde je boldom podtitul: How to Confront Bias, Prejudice and Bullying to Build a Culture of Inclusivity, skutočný obsah knihy som však spoznala až keď som ju začala (ešte stále s nadšením) čítať.

Najskôr som bola sklamaná, pretože tieto témy riešiť veľmi nepotrebujem. V Martinuse & Dibuku nie sme dokonalí, ale ten rozmer nespravodlivosti, s ktorým sa potýkajú veľké korporácie zo skúseností autorky (rasová neznášanlivosť, nadradenosť mužov, šikana od šéfov či netolerovanie náboženských či sexuálnych preferencií) je našej firemnej kultúre vzdialený asi ako trofeje od Tottenhamu.

No keďže nie som žiadny quitter, povedala som si, že si teda aspoň prehĺbim obzory v téme, ktorou síce aktívne nežijem, ale ide predsa o dôležité veci.

Neskôr som bola zase sklamaná, lebo hoci kniha nie je napísaná ťažko, nie je to zrovna ani page turner, je to paperback v tom otrasnom formáte (niečo medzi A5/A4), takže sa strašne drží, a vôbec – úplne by mi stačilo prečítať si nejaké zhrnutie alebo čo.

No keďže fakt nie som žiadny quitter, pokračovala som a dočítala som ju, a bola som vlastne rada. Kniha je rozdelená na 3 časti:
1. v prvej sa rozoberajú biasy/skreslenia/zaujatosť, predsudky a šikana, teda akési 3 stupne nepríjemného až neprijateľného správania - ako môžu pomôcť upstanderi/svedkovia (?) či lídri; ako sa tomu postaviť a ako si nastaviť procesy tak, aby sa to nedialo
2. druhá časť je o obťažovaní (slovnom aj fyzickom) a o tom, ako vytvoriť kultúru cosentu
3. tretia (pre mňa naslabšia) časť je o systémovej (ne)spravodlivosti a čo s tým

Nakoniec som predsa sklamaná nebola, hoci získané info nevyužijem úplne aktívne a hneď zajtra vo svojej práci. Občas by sa dalo s autorkou o jej názoroch polemizovať a možno by bolo užitočnejšie o týchto veciach čítať v lokálnejom kontexte... a rozhodne by to mohlo byť OVEĽA kratšie!

No predsa knihu odporúčam každému, pre koho je to relevantné – najmä pre lídrov, manažérov, HR a ľudí, pre ktorých je dôležité odstraňovať nespravodlivosť v práci (a to by sme mohli byť aj všetci, nie?).

#ferovapraca #diskriminacia #recenzia

EN verzia: https://bit.ly/justworkEN (print)
CZ verzia: https://bit.ly/justworkCZ (print, e-kniha, audiokniha)

[Annie · Rating 5 out of 5]

This book is brutally honest about bias (unconscious inclination), prejudice (preconceived opinion), discrimination (unjust treatment), harassment (aggressive pressure or intimidation), and unsafe work environment. The stories are enlightening as they make you realize everyone at some point has been a perpetrator (treat people unfairly because of your judgment of their superficial appearance) and a victim (the only male/female in the room, a minority, or an outsider joining a group). If you're facing discrimination or harassment/mistreatment, this book will help you decide how to proceed.

[Max D'onofrio · Rating 3 out of 5]

I really enjoyed Radical Candor, so wanted to check out this book. It has some good advice, but was less revolutionary to me. A lot of it seemed like good common sense ideas, but on the other hand there are probably a lot of people who would need that advice.

[Rebecca Long · Rating 5 out of 5]

Real talk about inclusion, belonging, discrimination, harassment and the importance of DEI work to get us to a place where everyone can just work and not worry about any of these things anymore. Highly recommended for all leaders, folx working in DEI or human resources and really just everyone!

[Jessica Gartner · Rating 2 out of 5]

After how much I loved Radical Candor, I was expecting a lot from this follow up from Kim Scott and sadly it didn’t deliver for me. I started this book in March and have been slogging through it a few pages at a time. It felt like this book really couldn’t make up its mind what to be— a confessional/tell-all, a memoir, a business book? It felt more like an apology for missing the mark/having exclusionary holes in Radical Candor— which I was glad she acknowledged, but it might have been more to the point to rerelease an updated version of Radical Candor than attempt a second book on a topic in which Kim comes across as a total novice. She’s clearly experienced a lot of gender-based trauma in her own life, but it’s also clear that she adopted many toxic habits/responses of her own that she’s only recently coming to terms with. Not surprisingly, this book was heavily skewed in the direction of white cis-gendered feminism, with only passing mentions of LGBTQ issues and anti/racism at work. And while she covered serious topics like harassment and rape at work, too much of the guidance seemed to boil down to: we all have to find a way to get along at work, which is pretty terrible advice for people being forced to deal with coworkers or managers who literally question their very humanity/access to civil rights, etc. The whole book felt clumsy and awkwardly organized and very evidently written by someone with a 101 level understanding of DEI at work beyond white women.

[Poonam · Rating 3 out of 5]

This non-fiction book defines various types of workplace biases, prejudices, hostile bullying, and systemic injustices and lays out techniques for combatting each of these.

In general, I thought this was fine. There wasn't really any new ground covered, just another way of thinking about biased/toxic workplaces and coworkers. It felt like a book written for people who want to create a better work environment, but are just baffled as to how to do it. While her anecdotes regarding women in the work place were supportive of the point that she was trying to make, it felt like too many of them were from 15-20 years ago, but maybe I'm being naive.

Regardless, this book is very much about trying to make the workplace somewhere where everyone feels safe and people truely rise on merit, which is all good. And while there are some suggestions that are not new, I do think she efficiently categorizes different types of interactions and how to combat them with specific techniques, which is an approach I definitely appreciate and will think about in the future, when trying to handle a difficult situation.

Thank you to St. Martins Press and Netgalley for the gifted e-copy of this book!!!

[Janina · Rating 1 out of 5]

I didn't get very far into this and I really wanted to like it. I'm someone looking to become a manager one day, and so I thought this would be a great book to read. I actually found it rather tone-deaf. I cringed in a lot of areas because it felt more like a manifesto for white feminism in the workplace. I chose to put it down for good when she got to the bit about going to a different country and not having a bathroom to use. She insisted on using the men's bathroom even though they said it was against their religion for women to use a man's bathroom. We can think this is as archaic as we want but she had no right to demand they go against their beliefs like that. The fact that they would have rathered her drive an hour to use a bathroom than use theirs tells me their belief is deep. Playing chicken with them did not work. I still want to try Radical Candor, but this one just didn't work for me. Check your privilege!

[kayla · Rating 1 out of 5]

DNF.

Rather than celebrating difference and embracing the ideas that we can have different opinions and preferences- this book was highly rooted in the authors own biases and beliefs shrouded in a cloak of conforming.

Contrary to the author- I do think bias is acceptable…. Discrimination is not.

In my opinion this book focuses on the victim uphill battle instead of celebrating the marginalized unique points of view that allow for greater innovation and deeper understanding.

If we shame asking questions about others differences we will stay in the dark to realizing it is OKAY to have different beliefs.

[Emily Duchon · Rating 3 out of 5]

i expected it to be a lot like radical candor--which is one of my favorite management/leadership books. got something very different, and that's okay, but it became overwhelming and a bit preachy, at times.

i enjoyed listening to this at work--it contained a lot of vulnerability and personal stories that i could connect with, which i appreciated.

too much identity politics in the end for me, personally.

[Valyncia Raphael · Rating 4 out of 5]

Comprehensive breakdown of the six issues that cause workplace injustices and get in the way of cultures of radical candor (bias, prejudice, discrimination, harassment, verbal abuse, and physical violations) and how to address them as an individual harmed party, bystander, leader, or perpetrator. Scott is vulnerable and raw with her own privilege and trauma to illustrate and make sense of her own journey as a survivor, leader, and executive coach. Her honesty and story telling made the content practical, human, and solveable. Although she isn't laying out anything new that civil rights, HR pros, and activist scholars haven't already published about for decades, her identity, direct style, and platform offer her the edge that people that need her message most may be more likely to receive it. The book could have used trigger warnings throughout (there's lots of harm recounted), trauma aware analyses, socio-cultural analyses, and it veered into some dog whistle/tone policing-adjacent stances, however, anyone in a culture or management role would still greatly benefit from this book!!!

[Karen Leonard · Rating 5 out of 5]

This book was fabulous. One of the few books that I learned something groundbreaking, and it was multiple new things. I highlighted so much in the book that spoke to me, and have referred to it multiple times already, even before I finished the book.

I particularly loved the framework she put around bias, prejudice, bullying, and their connection to discrimination and harassment. She defines these in a simple and memorable way, along with recommended responses - that differ from what I've seen in other books and trainings. I love the rationale and recommendation to use 'You' and 'It' statements for Bullying and Prejudice, along with 'I' statements that should be for Bias. (I've learned about "I" statements from many places, but the application of it in context of these injustice topics, and in contrast to other better responses, is a real profound, IMO.)

There is so much more in this book, including what organizations should do, and what the appropriate responses are for upstanders (aka bystanders), leaders, and the original aggressor ("person who harmed"). She shares many examples from her own career, and others

There is so much to learn from this book. I highly recommend it to everyone.

[Tiago · Rating 3 out of 5]

I liked this book, but I was expecting something different.

For context, I loved Radical Candor, a book the author released in 2017. It was refreshing, challenging, and it influenced my way of thinking.

I didn't know what Radical Respect was about, but I picked it up immediately after it was out, expecting to have a similar experience to Radical Candor. But it didn't quite hit me in the same way.

The topic covered in Radical Respect is extremely relevant. It covers bias, prejudice, and bullying, both from the perspective of how to help a company prevent them, and how to help an individual handle being subject to them.

I had good learnings from this book. And the stories the author shares as illustrations, including many stories of the author's own life, are elucidating and sometimes horrifying.

I recommend this book. And I should read this again in the future.

[Julie Williams]

I agree with the premise, and there are some helpful parts, and I applaud the author for being so honest and vulnerable.

But the writing was a bit disorganized and the the main points might've been better as infographics rather than a whole book.

Because of this, I can't decide on a rating.

It's disappointing because her previous book, Radical Candor, is one of the best non-fiction books I've read this year. That said, I am glad this book exists.

[Allie Guerra · Rating 5 out of 5]

Whewwww. I am equal parts convicted and inspired. This book is a lot. Read in parts. Reread it. Take notes. Pace yourself. As other reviews say, this is not some vague cushy piece about DEI work. It gives tangible advice. It’s set up with the structure “if your role in the situation is X, then you have the options of responding with Y”.

[Melissa · Rating 2 out of 5]

Mixed bag. Kind of a rehash of Radical candor written as a hybrid memoir, social justice manual, a business book for high tech managers. Kim’s personal examples were entertaining but steeped in a lot of privilege with a limited scope. This is Radical candor: EDI version.

[Teresa Bruchsaler · Rating 4 out of 5]

Interesting perspective. Very much a pro-women at work, but can be lecturing at times. The author shared some personal stories that were quite traumatic. These could cause triggers. I had to start & stop this book multiple times because of how "heavy" the content was at times.

[Linda Vituma · Rating 3 out of 5]

Ciešanu kauss pasaulē ir neizsmeļams un problēmu kauss darba vidē arī. Daudz problēmu, daudz ideju, ko ar tām darīt. Droši vien nav grāmatas vaina, bet mirkļa struktūra - nogurdinoši un galīgi vairs negribas būt nedz vadītājai, nedz labot visas pasaules vainas. Tad jau labāk vienatnē, meža vidū dzīvot :P

[yvonne · Rating 4 out of 5]

An insightful book on bias and how to navigate in a work work run by those who are not the minority. This had a lot of good advice on how to build diverse teams and how to step out of your own bias thoughts.

[Ece Çavuşlu · Rating 4 out of 5]

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