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The Diversity Gap: Where Good Intentions Meet True Cultural Change
A sweeping leadership framework to institute clear and intentional actions throughout your organization so that people of all racial backgrounds are empowered to lead, collaborate, and excel at work.
The Diversity Gap is a fearless, groundbreaking guide to help leaders at every level shatter the barriers that are causing diversity efforts to fail.
Combining real-world research with honest first-person experiences, racial justice facilitator Bethaney Wilkinson provides leaders a replicable structure to foster a diverse culture of belonging within your organization.
With illuminating and challenging insights on every page, you will:
Better understand today’s racial climate and its negative impact on your organization and team;
Be equipped to shift your organizational culture from one that has good intentions for “diversity” to one that addresses systemic barriers to all employees thriving at work; and
Be emboldened to participate in creating an organizational culture where people from various racial backgrounds are growing in their purpose, making their highest contributions, and collaborating effectively towards greater impact at work and in the world.
Ultimately, The Diversity Gap is the quantum shift between well-intentioned organizational diversity programs that do little to move the needle and a lasting culture of equity and belonging that can transform your organization and outpace your industry.
The Diversity Gap is a fearless, groundbreaking guide to help leaders at every level shatter the barriers that are causing diversity efforts to fail.
Combining real-world research with honest first-person experiences, racial justice facilitator Bethaney Wilkinson provides leaders a replicable structure to foster a diverse culture of belonging within your organization.
With illuminating and challenging insights on every page, you will:
Better understand today’s racial climate and its negative impact on your organization and team;
Be equipped to shift your organizational culture from one that has good intentions for “diversity” to one that addresses systemic barriers to all employees thriving at work; and
Be emboldened to participate in creating an organizational culture where people from various racial backgrounds are growing in their purpose, making their highest contributions, and collaborating effectively towards greater impact at work and in the world.
Ultimately, The Diversity Gap is the quantum shift between well-intentioned organizational diversity programs that do little to move the needle and a lasting culture of equity and belonging that can transform your organization and outpace your industry.
272 pages, Hardcover
Published October 12, 2021
33 people are currently reading
636 people want to read
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Displaying 1 - 30 of 41 reviews
August 17, 2021
Firstly, many thanks to NetGalley and the publisher who provided me with an ARC.
This book was in one word, an "eye-opener". I'm neither white nor do I live in a majority-white country, but as Bethany Wilkinson mentioned herself, we don't have to be white to adapt the white-supremacist culture and submit to its values.
It helped me better understand how my people and I, as middle-easterners, have been holding many parts of the white-supremacist culture as our core values.
I'm not a leader of any sort yet, but I plan to be one in the years ahead. The Diversity Gap expanded my view and warned me of the mistakes I might've made when I finally did become a leader.
This book was in one word, an "eye-opener". I'm neither white nor do I live in a majority-white country, but as Bethany Wilkinson mentioned herself, we don't have to be white to adapt the white-supremacist culture and submit to its values.
It helped me better understand how my people and I, as middle-easterners, have been holding many parts of the white-supremacist culture as our core values.
I'm not a leader of any sort yet, but I plan to be one in the years ahead. The Diversity Gap expanded my view and warned me of the mistakes I might've made when I finally did become a leader.
October 26, 2023
3.75 stars rounded up.
Read this as part of a work book club, and I will say it was exactly what our team needed to talk more openly about diversity. Working in a university setting, it is especially important to be learning and acting on the ways we can be creating a much more inclusive, accepting, and equitable environment.
I found much of this book to be extremely helpful–particularly the chapters that gave specific action items. There are many instances where the author is fairly blunt, which I also appreciated. Talking about diversity and areas where we are lacking, is not meant to be comfortable conversations. It should make us uncomfortable. As a Korean American, there were many scenarios I found I related to, which helped aid my discussion points in our team chats.
I unfortunately think we read this too slowly, which has made me feel like the effect of the book has lessened in my eyes. I would have also appreciated more action items throughout, but I think this has been a great start for my team to be more accountable in moving forward and doing the work.
Read this as part of a work book club, and I will say it was exactly what our team needed to talk more openly about diversity. Working in a university setting, it is especially important to be learning and acting on the ways we can be creating a much more inclusive, accepting, and equitable environment.
I found much of this book to be extremely helpful–particularly the chapters that gave specific action items. There are many instances where the author is fairly blunt, which I also appreciated. Talking about diversity and areas where we are lacking, is not meant to be comfortable conversations. It should make us uncomfortable. As a Korean American, there were many scenarios I found I related to, which helped aid my discussion points in our team chats.
I unfortunately think we read this too slowly, which has made me feel like the effect of the book has lessened in my eyes. I would have also appreciated more action items throughout, but I think this has been a great start for my team to be more accountable in moving forward and doing the work.
September 29, 2021
This is hands-down the most helpful (and simultaneously challenging) business book I've ever read. Bethaney clearly lays out where good intentions often fall short — and how to create true cultural change within an organization. The book is deep and inspires a lot of reflection — and it's also very practical and helpful in taking immediate action steps. I'll be recommending this book to everyone I know in a position of leadership within values-driven organizations.
June 26, 2021
The Diversity Gap is a fantastic resource for anyone in leadership positions. The book is full of information, but is also easy to read and apply to any position. The author uses a mix of research, information and stories to get the ideas across. I also appreciated the additional resources provided at the end of the book.
One quote that stuck out to me: "No one is asking you to be perfect. We are asking you to get uncomfortable, be creative, take some risks, and show up with consistency. Action: Do your work."
A must read for anyone who supervises or works in the non-profit/education field.
4.5 rounded up
Thank you to the author, publisher, and NetGalley for providing an advance copy for review!
One quote that stuck out to me: "No one is asking you to be perfect. We are asking you to get uncomfortable, be creative, take some risks, and show up with consistency. Action: Do your work."
A must read for anyone who supervises or works in the non-profit/education field.
4.5 rounded up
Thank you to the author, publisher, and NetGalley for providing an advance copy for review!
October 25, 2023
Rounded up from 3.5 - some chapters were incredibly thought provoking and gave great action items, and others fell flat. Overall recommend to all offices/business settings!
April 4, 2024
This was an eye opener to say the least. If you are reading this review you should read this book. I want to preface and say that some of the things Bethany mentions are not easy things to read. It challenges your understanding, world view, and sometimes it can feel personal. However, you have to know that it’s not personal. This book writes how leaders can help close this gap and live in a liberated culture. I recommend everyone to read this book if you are wanting to create change in your workplace
April 9, 2022
This is one of the most helpful anti-racism books I've read. It explains white supremacy and unintentional racism perfectly and helps you realize when you may uphold these habits, whether you mean to or not. It also gives ways to fight these habits and be an ally to people of color.
This really is such an important book, even if you're not in business.
I received a gifted copy of this book from NetGalley in exchange for an honest review.
This really is such an important book, even if you're not in business.
I received a gifted copy of this book from NetGalley in exchange for an honest review.
August 10, 2021
This fully evolved power packed book takes the impact of the diversity gap to deeper and elevated levels giving us all greater insight covering what the reality of the gap means. Bethaney candidly walks the reader through what this looks like, the outcome of shutting down or silencing voices “counternarratives” and the cost to companies, organisations and wider society upon persons who are not white and themselves as corporate, government or not for profit entities . Readers gain a deeper insight of being “mansplained”, ignored or dehumanised i.e. when told racism or white supremacy is not within an organisation which actually sustains the status quo of racism, supremacy.
We are shown in clear language the pitfalls that companies commit when they take reactionary measures, that are shallow, short-termist, are openly resistant or silent by no action and the reputational impact upon ‘them/profits’, employees, stakeholders and customers by a myriad of examples.
Bethaney asks leaders, changemakers and do gooders to check their motivators; that they are indeed beneficial, when some are woefully not or draw the weaponised attack of being too woke.
Leaders and those tasked with Organisational culture or transformative change are given various toolkits that can be used to foster the diversity conversations and commitments. Plus good insight covering what actions, habits exist by those who are employees of a company who have not bought into the transformative diversity conversation; reasons why and what may be done to mitigate against this.
Discussed also throughout the book are new layers, thoughts of intersectionality within organisations. The reminder of barriers or privileges humans face in this space. How leaders and changemakers within their own little or vast area of influence can drive the agenda of diversity change. Thus impacting wider company, department relationships with investors, donors, clients and customers.
The reader is given concise toolkits on what leaders, changemakers could do and how; whether it’s with disrupting the normal recruitment hiring or retention cycle, setting up employee networks, equipping others who are leaders to hold difficult or tricky conversations, to creating learning programs.
This is a neat useful book for leaders and people who want to make meaningful culture change that has a diverse lens inside organisations, local communities, without having to read a vast number of books and research.
This book does have a US slant but still useful for those within none American geographics.
We are shown in clear language the pitfalls that companies commit when they take reactionary measures, that are shallow, short-termist, are openly resistant or silent by no action and the reputational impact upon ‘them/profits’, employees, stakeholders and customers by a myriad of examples.
Bethaney asks leaders, changemakers and do gooders to check their motivators; that they are indeed beneficial, when some are woefully not or draw the weaponised attack of being too woke.
Leaders and those tasked with Organisational culture or transformative change are given various toolkits that can be used to foster the diversity conversations and commitments. Plus good insight covering what actions, habits exist by those who are employees of a company who have not bought into the transformative diversity conversation; reasons why and what may be done to mitigate against this.
Discussed also throughout the book are new layers, thoughts of intersectionality within organisations. The reminder of barriers or privileges humans face in this space. How leaders and changemakers within their own little or vast area of influence can drive the agenda of diversity change. Thus impacting wider company, department relationships with investors, donors, clients and customers.
The reader is given concise toolkits on what leaders, changemakers could do and how; whether it’s with disrupting the normal recruitment hiring or retention cycle, setting up employee networks, equipping others who are leaders to hold difficult or tricky conversations, to creating learning programs.
This is a neat useful book for leaders and people who want to make meaningful culture change that has a diverse lens inside organisations, local communities, without having to read a vast number of books and research.
This book does have a US slant but still useful for those within none American geographics.
August 6, 2021
Absolute must-read for every person at every level of a company or organization. Bethaney's insights are imperative for creating real cultural change, and her wisdom is accompanied by helpful exercises and assessments. I'll be sending this to some of my old bosses who desperately need to understand the differences between diversity and equity.
May 19, 2024
A really good, eye-opener into what the diversity gap is, how it's suppresses people, and what we can do to decrease the gap.
Overall, there were many parts of this story that I liked, including gaining an understanding of what I can do in the environment around me to encourage change. One thing I wasn't the biggest fan of was repetition, which is different if one isn't listening to the book as an audiobook. I think reading the repeated thoughts would be a lot better than hearing them being read aloud, so I don't fault the author in any way.
Recommend to: people who are open to understanding what could be done to change the diversity gap, leaders in the workforce
Overall, there were many parts of this story that I liked, including gaining an understanding of what I can do in the environment around me to encourage change. One thing I wasn't the biggest fan of was repetition, which is different if one isn't listening to the book as an audiobook. I think reading the repeated thoughts would be a lot better than hearing them being read aloud, so I don't fault the author in any way.
Recommend to: people who are open to understanding what could be done to change the diversity gap, leaders in the workforce
May 11, 2023
a necessary read for anyone in leadership
July 7, 2022
So insightful and well-written. This book focuses on businesses and corporate work, but the ideas can definitely be applied elsewhere.
July 2, 2024
Not too revolutionary but I enjoyed the perspective on “origin stories” and a more workplace focus
August 13, 2024
"When your story is filled with moments as the "the first," "the only," and "the different," you quickly learn what exclusion feels like. However you also acquire a strong sense of knowing what makes true inclusion possible."
"Societal, the violence and oppression White bodies inflicted upon Black bodies morphed from chattel slavery to Jim Crow terrorism to economic exploitation and political oppression to mass incarceration and the criminalization of poverty-same violence, ever-evolving forms."
"Diversity isn't the problem; racism and white supremacy are the problem. And this problem impacts all of us: the person of color who's new to the team and searching for their voice, as well as the White person who means well but doesn't know how their good intentions might cause harm."
"Race is about how you are perceived, not about who you actually are. As such, if you are perceived as a Black American, it doesn't matter that perhaps you were born in Nigeria, raised in Germany, and that English is your second language. Race is all about how other people see you."
"This is white supremacy in the organizational context: an environment where white cultural values and norms are in the center of how we lead and how organizations operate."
"We fail to acknowledge how stereotyping is different from prejudice, which we are both different from discrimination, which is different from ethnocentrism."
"White supremacy is a culture. And like every culture, it is upheld and reinforced by a set of values, stories, symbols, norms, and practices. It's embedded in how we behave."
"You have to slow down long enough to increase awareness, analyze what is seen, and then move toward actions in ways that are authentic and integrated."
"Racial, ethnic, and cultural diversity cannot emerge and thrive in situations where we cannot hold multiple, complex realities at one time."
"..the people who experience a problem are the people who should drive its solution. People of color often experience the harmful weight of racism and white supremacy culture. Therefore, their leadership is essential in addressing this form of oppression in the organizational context."
"you may think people of color are leaving your organization for reasons unrelated to racial dynamics, when research shows many people of color move on specifically because of them."
"The way forward will be paved by the stories, creativity, ingenuity, and delightful engagement of those who have historically been on the margins. One way to resolve the narrative battle is to continually practice active listening and allow uncomfortable perspectives to emerge and transform the organization."
"You will never understand the real cost of being in my body within this white space. Recognize there is a cost. A holistic cost. For you, you just have to show up to work each day. But for us non-White people, we have to show up to work and deal with your microaggressions, deal with creating strategy for all people of color, and do our jobs excellently, because we know we're being judged harsher. We end up saying yes to doing more work, because we're often the only people of color."
"I see it more as I go up the ladder. The White male is at the top of the pyramid. Seeing the amount of grace and benefit of doubt that's given to majority culture, first the men and then the women, and then being toward the bottom of that ladder as a person of color and a woman, it's been really difficult. They expect you to be hardworking, but they don't platform you well or set you up to succeed. So, it makes it hard to get promoted. If a White coworker makes the same mistake as me, it's not considered a ding. But for me, it's considered underperformance."
For majority culture, they want to hold to their positions, and they want it to be seen as a gift to us that we've been invited into those conversations. But they then present our ideas as their own. They say one thing, but it's not what they really want."
"Unearthing painful experiences is exhausting work, especially if you've suppressed these experiences in order to survive, to maintain relationships, to protect your reputation, or to keep your job. Caring for yourself in the midst of this essential. Some would even say it's revolutionary."
"These characteristics of white supremacy culture are right at the doorstep of harmful pursuits of diversity: sense of urgency, either/or thinking, fear of open conflict, and more."
"In the business case for diversity, real humans (with real stories, real gifts, real competencies, and real dreams) are treated like tokens and prized possessions. These people are valued for how they make the organization look, but the organization gives little though to how the workplace environment is impacting them."
"For many people, there is no sense of duty or obligation to resolve issues of racism and white supremacy. Education and training may help close this gap, but research shows, more often than not, when training is mandatory, it causes a backlash. When people become silently resentful toward pursuing diversity, they hinder progress for everyone."
"These limitations perpetuate racial inequality in the workplace as white, majority culture members are allowed to speak to any and every area of the group's functioning, while people of color are only allowed to speak to "diversity-related" functions. While the service case sounds compelling, it doesn't give way to creating a culture of diversity, dignity, and liberation."
"As a leader, one of the best gifts you can give to others is clarity about where you are taking you organization and why."
"When you understand where you are and cast a vision for where you are headed, you create an opportunity for every team member to lend their efforts toward making a difference."
"It's not about talent; it's about how white supremacy rewards being a certain kind of human. Identifying this pattern isn't about shaming people or making anyone feel negative about who they are. Identifying this pattern highlights the power of culture to affirm, validate, and propel some people forward while actively creating isolation, barriers, and rejection for others."
"Racism and white supremacy are historical systems that create an advantage for people from white racial backgrounds at the expense of people of color."
"Imperialism goes hand in hand with settler colonialism because settler colonialism is also a system in which the powerful strive to replace Indigenous peoples with a settler society."
"Sharing power is a liberating value because it is the opposite of the white supremacist cultural value of power hoarding. Sharing power indicates one's confidence in the abundance of resources available in any given scenario."
"If you've benefited from systems of oppression, you can't lead to liberation. You can follow, and you can practice embodying the values of liberation, but you cannot be in charge."
"When someone who has never experienced racism tells me to be hopeful, I've learned it has very little to do with me and everything to do with their discomfort with the reality of racism and systemic oppression."
"Creating space for a diversity of voices to flourish, as well as for honest feedback about racism to be heard and addressed, goes a long way in creating a diverse organization."
"It's one thing to simply go to a stressful job every day. It's a different experience to go to work and do your job, while also navigating a cultural environment clearly not designed for you."
"Intentional leaders confront racism, practice liberation, and create cultures where diverse groups of people can thrive. They are committed, even while working in large organizations that are difficult and slow to change."
"One of the best ways to get to know your racial self is to return to your origin story. Begin with asking questions about how your family and community of origin shaped your racial worldviews."
"The right to comfort" is one of the highest values of white supremacy culture. To create a new culture-for yourself, your team, or even your family-you'll have to give up your right to be comfortable at all times."
"If you wait for people to respect you, of if you bend over backward to vie for others' approval, it will cost you more than you'll gain."
"Societal, the violence and oppression White bodies inflicted upon Black bodies morphed from chattel slavery to Jim Crow terrorism to economic exploitation and political oppression to mass incarceration and the criminalization of poverty-same violence, ever-evolving forms."
"Diversity isn't the problem; racism and white supremacy are the problem. And this problem impacts all of us: the person of color who's new to the team and searching for their voice, as well as the White person who means well but doesn't know how their good intentions might cause harm."
"Race is about how you are perceived, not about who you actually are. As such, if you are perceived as a Black American, it doesn't matter that perhaps you were born in Nigeria, raised in Germany, and that English is your second language. Race is all about how other people see you."
"This is white supremacy in the organizational context: an environment where white cultural values and norms are in the center of how we lead and how organizations operate."
"We fail to acknowledge how stereotyping is different from prejudice, which we are both different from discrimination, which is different from ethnocentrism."
"White supremacy is a culture. And like every culture, it is upheld and reinforced by a set of values, stories, symbols, norms, and practices. It's embedded in how we behave."
"You have to slow down long enough to increase awareness, analyze what is seen, and then move toward actions in ways that are authentic and integrated."
"Racial, ethnic, and cultural diversity cannot emerge and thrive in situations where we cannot hold multiple, complex realities at one time."
"..the people who experience a problem are the people who should drive its solution. People of color often experience the harmful weight of racism and white supremacy culture. Therefore, their leadership is essential in addressing this form of oppression in the organizational context."
"you may think people of color are leaving your organization for reasons unrelated to racial dynamics, when research shows many people of color move on specifically because of them."
"The way forward will be paved by the stories, creativity, ingenuity, and delightful engagement of those who have historically been on the margins. One way to resolve the narrative battle is to continually practice active listening and allow uncomfortable perspectives to emerge and transform the organization."
"You will never understand the real cost of being in my body within this white space. Recognize there is a cost. A holistic cost. For you, you just have to show up to work each day. But for us non-White people, we have to show up to work and deal with your microaggressions, deal with creating strategy for all people of color, and do our jobs excellently, because we know we're being judged harsher. We end up saying yes to doing more work, because we're often the only people of color."
"I see it more as I go up the ladder. The White male is at the top of the pyramid. Seeing the amount of grace and benefit of doubt that's given to majority culture, first the men and then the women, and then being toward the bottom of that ladder as a person of color and a woman, it's been really difficult. They expect you to be hardworking, but they don't platform you well or set you up to succeed. So, it makes it hard to get promoted. If a White coworker makes the same mistake as me, it's not considered a ding. But for me, it's considered underperformance."
For majority culture, they want to hold to their positions, and they want it to be seen as a gift to us that we've been invited into those conversations. But they then present our ideas as their own. They say one thing, but it's not what they really want."
"Unearthing painful experiences is exhausting work, especially if you've suppressed these experiences in order to survive, to maintain relationships, to protect your reputation, or to keep your job. Caring for yourself in the midst of this essential. Some would even say it's revolutionary."
"These characteristics of white supremacy culture are right at the doorstep of harmful pursuits of diversity: sense of urgency, either/or thinking, fear of open conflict, and more."
"In the business case for diversity, real humans (with real stories, real gifts, real competencies, and real dreams) are treated like tokens and prized possessions. These people are valued for how they make the organization look, but the organization gives little though to how the workplace environment is impacting them."
"For many people, there is no sense of duty or obligation to resolve issues of racism and white supremacy. Education and training may help close this gap, but research shows, more often than not, when training is mandatory, it causes a backlash. When people become silently resentful toward pursuing diversity, they hinder progress for everyone."
"These limitations perpetuate racial inequality in the workplace as white, majority culture members are allowed to speak to any and every area of the group's functioning, while people of color are only allowed to speak to "diversity-related" functions. While the service case sounds compelling, it doesn't give way to creating a culture of diversity, dignity, and liberation."
"As a leader, one of the best gifts you can give to others is clarity about where you are taking you organization and why."
"When you understand where you are and cast a vision for where you are headed, you create an opportunity for every team member to lend their efforts toward making a difference."
"It's not about talent; it's about how white supremacy rewards being a certain kind of human. Identifying this pattern isn't about shaming people or making anyone feel negative about who they are. Identifying this pattern highlights the power of culture to affirm, validate, and propel some people forward while actively creating isolation, barriers, and rejection for others."
"Racism and white supremacy are historical systems that create an advantage for people from white racial backgrounds at the expense of people of color."
"Imperialism goes hand in hand with settler colonialism because settler colonialism is also a system in which the powerful strive to replace Indigenous peoples with a settler society."
"Sharing power is a liberating value because it is the opposite of the white supremacist cultural value of power hoarding. Sharing power indicates one's confidence in the abundance of resources available in any given scenario."
"If you've benefited from systems of oppression, you can't lead to liberation. You can follow, and you can practice embodying the values of liberation, but you cannot be in charge."
"When someone who has never experienced racism tells me to be hopeful, I've learned it has very little to do with me and everything to do with their discomfort with the reality of racism and systemic oppression."
"Creating space for a diversity of voices to flourish, as well as for honest feedback about racism to be heard and addressed, goes a long way in creating a diverse organization."
"It's one thing to simply go to a stressful job every day. It's a different experience to go to work and do your job, while also navigating a cultural environment clearly not designed for you."
"Intentional leaders confront racism, practice liberation, and create cultures where diverse groups of people can thrive. They are committed, even while working in large organizations that are difficult and slow to change."
"One of the best ways to get to know your racial self is to return to your origin story. Begin with asking questions about how your family and community of origin shaped your racial worldviews."
"The right to comfort" is one of the highest values of white supremacy culture. To create a new culture-for yourself, your team, or even your family-you'll have to give up your right to be comfortable at all times."
"If you wait for people to respect you, of if you bend over backward to vie for others' approval, it will cost you more than you'll gain."
This entire review has been hidden because of spoilers.
April 22, 2023
I had the opportunity to read this book as part of a book club with colleagues at work. I am always interested in reading new books about Social Justice, Equity, Diversity, and Liberatory Practices. This book did not disappoint. Wilkinson does a phenomenal job of blending theory of diversity and inclusion with practical examples from the real world. She provides evidence of the pervasiveness of White Supremacy and Racism within everyday structures and workplaces. She also provides suggestions of how people can confront White Supremacy and Racism in their everyday lives. Her suggestions are practical and also supported by evidence.
I loved the discussion on the importance of impact over good intentions. While I have read about this concept many times before, I appreciated her fresh take on the subject with plentiful examples that most people can probably recognize in their own lives and/or workplaces. It really made me question the common advice "assume positive intent." Usually, I hear this from other white folks who are really asking for "grace" when they mess up. However, they don't often learn from their mess ups and continue repeating them over and over asking others (usually those at the margins) to "assume positive intent." Seeing this in a new light has really made me want to change the conversation about this statement in my own personal and professional life.
Another very well done part of the book candidly discusses the importance of motivation for doing DEI work. It posits the two main motivations: to look like you care about DEI to others (even when your actions don't match) or actual commitment and action to create change in the area of DEI. It really highlights how so many places will slap slogans, rainbows, or social media posts out into the world without actually addressing the issues within their own ranks/business. This was an important point that creates urgency for me to address in my own life.
Wilkinson's Diversity to Liberation framework was really helpful in thinking about the different stages of commitment and action in the work. Moving from Diversity to Reconcilliation to Liberation created great discussion about the different ways people engage in the work, how the work can stop progressing in one stage/area or another, and how to push through to creating more liberatory places and spaces.
As the book marched toward the end, the author engaged a discussion about what it means to be a leader, manager, and supervisor while navigating these DEI practices and concepts in daily life. This part of the book is very eye-opening for anyone (particularly dominant-identity groups) who is responsible for leading others. It reflects on difficult truths and asks you to consider hard questions about your own work and truth in the way you CURRENTLY behave and the actions you can take to behave differently in the FUTURE.
Overall, I really enjoyed this book and I think it is very poignant given the current moment in the U.S. I would recommend this book to anyone, and especially leaders, who want to be committed to Racial Justice and DEI. It is written in accessible terms and will only make your practice better.
I loved the discussion on the importance of impact over good intentions. While I have read about this concept many times before, I appreciated her fresh take on the subject with plentiful examples that most people can probably recognize in their own lives and/or workplaces. It really made me question the common advice "assume positive intent." Usually, I hear this from other white folks who are really asking for "grace" when they mess up. However, they don't often learn from their mess ups and continue repeating them over and over asking others (usually those at the margins) to "assume positive intent." Seeing this in a new light has really made me want to change the conversation about this statement in my own personal and professional life.
Another very well done part of the book candidly discusses the importance of motivation for doing DEI work. It posits the two main motivations: to look like you care about DEI to others (even when your actions don't match) or actual commitment and action to create change in the area of DEI. It really highlights how so many places will slap slogans, rainbows, or social media posts out into the world without actually addressing the issues within their own ranks/business. This was an important point that creates urgency for me to address in my own life.
Wilkinson's Diversity to Liberation framework was really helpful in thinking about the different stages of commitment and action in the work. Moving from Diversity to Reconcilliation to Liberation created great discussion about the different ways people engage in the work, how the work can stop progressing in one stage/area or another, and how to push through to creating more liberatory places and spaces.
As the book marched toward the end, the author engaged a discussion about what it means to be a leader, manager, and supervisor while navigating these DEI practices and concepts in daily life. This part of the book is very eye-opening for anyone (particularly dominant-identity groups) who is responsible for leading others. It reflects on difficult truths and asks you to consider hard questions about your own work and truth in the way you CURRENTLY behave and the actions you can take to behave differently in the FUTURE.
Overall, I really enjoyed this book and I think it is very poignant given the current moment in the U.S. I would recommend this book to anyone, and especially leaders, who want to be committed to Racial Justice and DEI. It is written in accessible terms and will only make your practice better.
July 4, 2021
This is one solid book for future leaders who wants to diversify their organization.This book addresses the key issues and parts where most people go wrong without their knowledge.
The struggles faced by people of color, white supremacy are discussed in detail - by comprehending the life experiences of people who faced discrimination in their organization.
With the urge to achieve diversity , we have raised our voice during #blacklives matter,but where are we now? It makes us question is it just the heat of the wave? shortlived urgency dies , but long term effort like holding up trainings, workshops, strategies, liberation framework, conference with our employees with their own will(please don’t mandate) makes the organization more diverse and welcoming. This book make us to think how sometimes we need to decenter to get the real perspective , throws light on the places where we missed to see, discusses in detail how diversity gap can be filled with the key points like Diversity,Inclusion, Reconciliation,liberation,culture of future
The struggles faced by people of color, white supremacy are discussed in detail - by comprehending the life experiences of people who faced discrimination in their organization.
With the urge to achieve diversity , we have raised our voice during #blacklives matter,but where are we now? It makes us question is it just the heat of the wave? shortlived urgency dies , but long term effort like holding up trainings, workshops, strategies, liberation framework, conference with our employees with their own will(please don’t mandate) makes the organization more diverse and welcoming. This book make us to think how sometimes we need to decenter to get the real perspective , throws light on the places where we missed to see, discusses in detail how diversity gap can be filled with the key points like Diversity,Inclusion, Reconciliation,liberation,culture of future
January 18, 2022
The Diversity Gap is by far the best piece of written literature I have read regarding diversity, equity, inclusion and belonging work. Bethaney has done an amazing job creating a compelling yet easy to read guide filled with relevant personal experiences, research and industry references, frameworks, and practical experiments. This material can help organizations move from awareness and conversations (good intentions) to actions necessary to drive cultural and systemic changes (impact). The content is relevant to anyone interested in DEI work, from individuals to executives, non-profit or for-profit businesses. This is truly a one of a kind book and one that I'm confident will stand the test of time and make a difference if applied to the challenges facing companies and communities today. I will be applying strategies from this book in my day to day work as a DEI practitioner in the tech industry. Thank you Bethaney.
March 14, 2024
Definitely the best book I've read so far on addressing diversity well in your organization and one of the best books I've read on thinking about diversity overall. I enjoyed the concrete ways this book outlined how we can think about some of the most common dominant cultural influences on workplaces and how they can undermine inclusion and belonging. In particular had a moment where both a friend was talking to me about my trouble with "letting go of the need for expertise" at the same time the book was also reminding me of this. The book also talks about common motivations for promoting diversity and how they can often undermine the whole point of the endeavor and what we should be focusing on instead. While these were the main things that stuck with me the first time through, there is even more to gleam. Definitely going to be purchasing the book, reading through, and working through it again.
July 24, 2021
The Diversity Gap is a wonderful resource for leaders, employees, and humans - it provides real-life examples, lived experiences, and advice on how to work towards dismantling systemic racism within organizations and in your own personal life.
Do not go into this book expecting it to have all the answers. Every situation is different and unique, organizations can be large or small. What I appreciated the most was the honesty about how closing the diversity gap is such important work and an ongoing journey, with a possibility of leading to very small change. This book helps frame the conversations you should be having, the allyship you should be providing to your diverse colleagues, and the unconscious biases you should be aware of.
Thank you to NetGalley and HarperCollins for providing me with a digital ARC of this book in exchange for an honest review.
Do not go into this book expecting it to have all the answers. Every situation is different and unique, organizations can be large or small. What I appreciated the most was the honesty about how closing the diversity gap is such important work and an ongoing journey, with a possibility of leading to very small change. This book helps frame the conversations you should be having, the allyship you should be providing to your diverse colleagues, and the unconscious biases you should be aware of.
Thank you to NetGalley and HarperCollins for providing me with a digital ARC of this book in exchange for an honest review.
October 22, 2023
Knowing this is mostly for people in leadership, with that context, I'm giving it a 4 star rating. I do think this is great for leaders who want to transform workplace culture and why it's important to do so with more than just "good intentions." I did really like the push for being intentional and mindful of your actions rather than having performative actions to meet certain metrics.
I wish the book included issues facing other types of marginalized groups (ex. disabilities etc) to cover how important intersectionality is. I also do wish there were more actionable insights at the end. The in-depth background is super helpful as an intro, but leaders - especially DEIA leaders shaping their org's DEIA strategy - would definitely benefit from guidance and actionable insights.
Overall insightful and informative! Was written greatly with case studies, stories, etc, so it was never dry
I wish the book included issues facing other types of marginalized groups (ex. disabilities etc) to cover how important intersectionality is. I also do wish there were more actionable insights at the end. The in-depth background is super helpful as an intro, but leaders - especially DEIA leaders shaping their org's DEIA strategy - would definitely benefit from guidance and actionable insights.
Overall insightful and informative! Was written greatly with case studies, stories, etc, so it was never dry
January 9, 2022
As an effective leader, there are certain books that should be a part of a leader's repertoire. The Diversity Gap is one of those books. Bethaney Wilkinson did an excellent job covering these tough topics associated with diversity-related issues. Using her own personal experience of often being the only minority in the room, she has valuable insight for leaders. In addition to the topics, she lays out action plans for leaders to use as they navigate diversity issues within the organization.
Thank you for the opportunity to preview this book. I enjoyed reading it.
Thank you for the opportunity to preview this book. I enjoyed reading it.
June 19, 2022
Thanks for NetGalley for providing this ARC!
I’m a little late as I was busy with other books but this book is more for a reference for future leaders and for those who feel excluded in the workplaces or even as the only personof color in it. I suggest to read other books and have great belief.
I don’t agree with everything in this book including taking responsibility as 1 person when to move a place or to influence you need more than one. I like this book regardless and will be on my list for reference and guide to further reading.
I’m a little late as I was busy with other books but this book is more for a reference for future leaders and for those who feel excluded in the workplaces or even as the only personof color in it. I suggest to read other books and have great belief.
I don’t agree with everything in this book including taking responsibility as 1 person when to move a place or to influence you need more than one. I like this book regardless and will be on my list for reference and guide to further reading.
July 13, 2022
This a book layered with stories related to personal experience, through candid sharing, and is so impactful in the evolving world of DEI and anti- discrimination and anti-racism work. A much needed framework, centering marginalized folks and their need for healing, Bethaney succinctly offers a step-by-step process for finding the right starting point through intention and then moving forward to do the real and needed work.
Every organization needs this book in their library and as part of their overall strategy to be better people-centered leaders.
Every organization needs this book in their library and as part of their overall strategy to be better people-centered leaders.
February 26, 2023
This book is excellent. Anyone who is in leadership, and I would recommend anyone who thinks they want to be in leadership, should take the time and invest in reading this book. Extremely thought provoking and a challenging read. I have also started listening to the authors podcast (old episodes) which are equally as great. I feel like reading this book has shifted my perspective and has helped me become a better leader. Highly, highly recommend.
July 3, 2021
Thank you NetGalley and the publishers for this ARC in exchange for my honest review.
This was a great read for any and everyone in a leadership position. As some one who has done multiple leadership training, the topic of diversity is not talked about. The information that the author provides with examples and the resources starts to fill the gap in knowledge not provided in trainings.
This was a great read for any and everyone in a leadership position. As some one who has done multiple leadership training, the topic of diversity is not talked about. The information that the author provides with examples and the resources starts to fill the gap in knowledge not provided in trainings.
May 10, 2024
Amazed.
Any leader looking for help in areas of diversity PICK UP THIS BOOK!
It took me a while to read because I really wanted to take my time and mull over the ideas within this book. I highly recommend annotating this book so that you can go back and refer to things that stood out to you.
I will definitely be revisiting this book!
Any leader looking for help in areas of diversity PICK UP THIS BOOK!
It took me a while to read because I really wanted to take my time and mull over the ideas within this book. I highly recommend annotating this book so that you can go back and refer to things that stood out to you.
I will definitely be revisiting this book!
January 26, 2025
This book was very good in clearly explaining the changes we need to make for justice against white supremacy and racism. Definitely a good read for leaders in organizations who don't know where to start. It also had really good tips for making the change you want to see in day to day life. It was overall really good, had clear insights and flowed really nicely which kept me engaged.
September 13, 2022
If you’re looking for way to implement authentic DEI practices into your organization, please read this book… then read it again. Ms. Wilkinson provides a blueprint that can successful guide leaders into bettering organization. It is a must read.
September 20, 2023
This is a great book that presents actionable steps from leadership, supervisors, and staff. This has been a wealth of information. I do highly suggest getting the physical copy because the book contains charts and lists. It’s tough to translate these to the audiobook or the ebook versions.
December 2, 2024
I bought this book after reading several articles about veterinary medicine being the "whitest profession in America." I loved that this book gives the opportunity to explore yourself and your organization while giving straightforward ways to do better and not be a (sometimes unknowing) jerk.
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