How Equality Wins – Kenji Yoshino David Glasgow

The diversity implications of these initiatives aren’t necessarily intuitive, which means organizations can test different interventions to see what works. Even Andrea Lucas, the Trump-appointed head of the Equal Employment Opportunity Commission, endorses a wide array of “deep” practices that avoid race- and sex-based preferences while nonetheless advancing the goal of equality. It’s worth sharing several of Lucas’s recommendations to show how much equality work is still available even in our constrained legal and political environment: Audit job descriptions to remove unnecessary prerequisites, such as degree requirements.

Post promotion opportunities and automatically consider all candidates at a certain level, rather than waiting for eligible employees to raise their hands. Implement standardized leadership development training for all employees at a particular level. Adopt training programs, employee resource groups, mentorship programs, and internship programs specifically for “first-generation” professionals to help advance social mobility. Expand the pool of applicants by recruiting from a wider range of colleges (for jobs requiring a college degree) and by advertising jobs in a variety of formats that reach different audiences (including in multiple languages).

Rethink the culture of overwork in leadership and executive roles, because that culture has a disproportionate negative impact on women who are caregivers, first-generation professionals, immigrant employees, and employees from less advantaged economic backgrounds. Again, all of these recommendations come from a virulent opponent of DEI. “Deep” work, then, involves taking apart and reconstructing a wide variety of organizational systems, including outreach, resume screening, student admissions, interviewing, onboarding, work assignments, discipline, award conferrals, standardized testing, mentorship, performance evaluations and expectations, promotion, job referrals, feedback, layoffs, and how meetings and classroom conversations are conducted.

This work is “narrow” in the sense that it avoids affirmative action or other race- or sex-based bumps.

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Provide your email again so we can register this ebook and send you more of what you like to read. You will continue to receive exclusive offers in your inbox. OceanofPDF.com OceanofPDF.com For Ron, Sophia, and Luke, again and always And for my sisters Donna, Julie, and Kaye (KY) For Andrew, Hugo, and Theodore, who give me hope (DG) OceanofPDF.com AUTHORS’ NOTE This book is a work of nonfiction.

Nonetheless, we changed minor details in some anecdotes (such as proper names or other identifying characteristics) to protect the anonymity of the people involved. For ease of reading, we also used the pronouns “we,” “us,” and “our” to describe experiences we’ve had either individually or together in our professional capacities at the Meltzer Center for Diversity, Inclusion, and Belonging. OceanofPDF.com INTRODUCTION On January 29, 2025, a regional jet carrying sixty-four people collided in midair with a helicopter over Washington, D.C., leaving no survivors.

When President Donald Trump took the podium the next day to address the grieving nation, the black boxes hadn’t been retrieved from the wreckage in the icy Potomac River, much less analyzed. Yet the newly re-elected leader had no qualms about identifying the tragedy’s cause: diversity, equity, and inclusion (DEI). The aviation system, he said, required the “highest standards,” and the Biden and Obama administrations had settled for “mediocre” ones due to “a big push to put diversity” into the Federal Aviation Administration.

For many defenders of DEI, including us, President Trump’s claim was ludicrous. From our perspective, “diversity” refers to making institutions more representative of the talent pool, “equity” means treating people fairly, and “inclusion” is about creating a culture welcoming to all. These values don’t cause fatalities.

Yet by the time the president took the podium, DEI had come to stand for something more sinister: identity-based preferences that let individuals without merit coast into positions of power.

This is a short excerpt from the opening of “” by Unknown, quoted for review and introduction purposes. All rights belong to the copyright holders.

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• Title: –
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