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Moving Diversity Forward: How to Go From Well-Meaning to Well-Doing Paperback – Illustrated, April 16, 2012
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- Item Weight : 12.8 ounces
- Paperback : 190 pages
- ISBN-13 : 978-1614380061
- ISBN-10 : 1614380066
- Dimensions : 7.09 x 0.44 x 10.02 inches
- Publisher : American Bar Association; Illustrated edition (April 16, 2012)
- Language: : English
- Best Sellers Rank: #289,269 in Books (See Top 100 in Books)
- Customer Reviews:
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"The strange fact is that the world goes on against all reasonable odd. A hundred years, and even unimaginable evil is just called history."
Myers' sharp analysis and her clear, no-nonsense style are seasoned with humor and compassion for human error. Often using her own errors as examples, she unpacks the psychology of how mistakes happen and illustrates how blind-spots can either be discovered (and used to gain insight) or ignored (and reinforced).
The book first addresses the question "Why focus on inclusion of Black people?" I could not second her thinking more strongly!! All my observations support what she says. At the end of the book she walks the reader through a case study of a law firm that, after years of effort at inclusion, still had little to show for it. She shows how her agency set up analytical structures for making the invisible barriers apparent and for brainstorming changes, but the institution itself had to decide how to make real changes, changes that would be both practical for that institution and effective at creating inclusion. Many elements must be re-negotiated from a different set of assumptions: operational policies, communications structures, decision-making processes, and unspoken social practices all must be addressed. If an institution wants real change, then it has to make real changes in the formal and informal culture of the institution and its members. Elite institutions--whether prestigious law firms or schools--often find it hardest to change because they are full of intelligent people who think they already know everything they need to know, and whose educations have convinced them they have little to learn from people or groups who are less powerful.
I hope that some administrators at my own school will read this book and decide it's time for real change. To use Myers' metaphor, elite schools must do more than invite Black people (faculty, staff, and students) to the dance-hall: administrators must have the vision and courage to change the school culture to facilitate and ensure that school members actually dance together--AND learn dance moves from each other, so that no group is left on the sidelines.