Racial Justice at Work by Mary-Frances Winters

There is no DEI without justice.

Welcome to one of the March 30th stops on the blog tour for Racial Justice at Work by Mary-Frances Winters with Goddess Fish Promotions. Be sure to follow the rest of the tour for spotlights, reviews, and a giveaway! More on that at the end of this post.

Please note that this post contains affiliate links, which means there is no additional cost to you if you shop using my links, but I will earn a small percentage in commission. A program-specific disclaimer is at the bottom of this post.

About the Book

Racial Justice at Work
Practical Solutions for Systemic Change
by Mary-Frances Winters

Published 14 February 2023
Berrett-Koehler Publishers

Genre: Non-Fiction, Business/Workplace
Page Count: 288
Add it to your Goodreads TBR!

Creating justice-centered organizations is the next frontier in DEI. This book shows how to go beyond compliance to address harm, share power, and create equity.

Traditional DEI work has not succeeded at dismantling systems that perpetuate harm and exclude BIPOC groups. Proponents of DEI have put too much focus on HR solutions, such as increasing representation, and not enough emphasis on changing the deeper organizational systems that perpetuate inequities—in other words, on justice. DEIJ work diverges from traditional metrics-driven DEI work and requires a new approach to effectively dismantle power structures.

This thought-provoking, solutions-oriented book offers strategic advice on how to adopt a justice mindset, anticipate and address resistance, shift power dynamics, and create a psychologically safe organizational culture. Individual chapters provide pragmatic how-to guides to implementing justice-centered practices in recruitment and hiring, data collection and analysis, learning and development, marketing and advertising, procurement, philanthropy, and more.

DEIJ pioneer Mary-Frances Winters and her coauthors address some of the most significant aspects of adding a justice focus to diversity work, showing how to create a workplace culture where equity is not a checklist of performative actions but a lived reality.

Amazon US | Amazon CA | Amazon UK

Excerpt

Over the past fifty years, reams of research have been published around the idea of psychological safety, an aspect of organizational culture that cultivates openness, engagement, and positive change. It is the feeling among employees that employers and managers will not punish them for speaking up. As David Altman from the Center for Creative Leadership puts it: “People need to feel comfortable speaking up, asking naïve questions, and disagreeing with the status quo to create ideas that make a real difference . . . . It doesn’t mean that everybody is nice all the time. It means you embrace the conflict and speak up, knowing that your team has your back and you have their backs.” While most of the literature in this area has focused on team dynamics and organizational hierarchy—including the business case for psychological safety—the current zeitgeist requires we refine it even further with an eye toward justice: A just organization ensures that Black and POC employees are psychologically safe.

The majority of organizations in the US are still hierarchical in their structures. Generally speaking, org charts are a nominal variation of “executives are positioned above upper management, which in turn stands above middle management, which then oversees the general

staff population.” There may be more levels, different terminology, or perhaps even a nice-looking horizontal layout, but at its core, this structure has become the operating paradigm in staffing. There are plenty of benefits of utilizing such a structure, and it can be highly effective in producing an organization’s desired outcomes, whatever they may be. The adage too often remains true, though: “Bad news doesn’t travel up.”

More to the point: bad news doesn’t travel up if no one feels safe sharing bad news. Likewise, good ideas die a quick death along with the bad news if employees expect their ideas to be overlooked, criticized, or dismissed out of hand. Put another way—the traditional

workplace hierarchy often suppresses growth and change by suppressing bad news and good ideas due to employees not feeling psychologically safe. “Often” is the operative word there, for it doesn’t have to be so.

It takes a concerted effort from the team and company leaders to create a psychologically safe working environment, especially for Black and POC employees. Leaders have to be willing to receive open, honest feedback and not feel threatened by ideas from those lower in the hierarchy—especially employees of color—and cultivate a culture where everyone feels safe sharing.

About the Author

Mary-Frances Winters is the founder and CEO of the Winters Group Inc. She was named a top ten diversity trailblazer by Forbes and a diversity pioneer by Profiles in Diversity Journal, and she is the recipient of the prestigious ATHENA Award as well as the Winds of Change Award conferred by the Forum on Workplace Inclusion. Winters is also the author of We Can’t Talk about That at Work, Inclusive Conversations, and Black Fatigue.

The Winters Group Team contributors are Kevin A. Carter, Megan Ellinghausen, Scott Ferry, Gabrielle Gayagoy Gonzalez, Dr. Terrence Harewood, Tami Jackson, Dr. Megan Larson, Leigh Morrison, Katelyn Peterson, Mareisha N. Reese, Thamara Subramanian, and Rochelle Younan-Montgomery.

Website | Facebook | Instagram | LinkedIn | Amazon | Goodreads

Giveaway Alert!

Mary-Frances Winters and The Winters Group Team will be awarding a $25 Amazon or B&N gift card to a randomly drawn winner via rafflecopter during the tour.

Disclaimer: As an Amazon Associate I earn from qualifying purchases.