Winter in America: How the 2016 Presidential Election Affected Diversity in US Companies, Communities & Nation | Political Analysis Book for Business Leaders & Social Researchers

I enjoyed Dr. Shelton Goode’s book. It provides a road map for military and civilian leaders to create inclusive work environments. It also serves as a guide for diversity professionals. I agree that his guidance provided in the book definitely delivers a whole new tool kit of language to help managers talk about divisiveness. As he explained, his work involved helping people of color deal with historical garbage – like racism- while also helping white people, who feel strongly, that they have never benefited from “white privilege.” As he said, “everyone is fighting in some ways over who’s most excluded.”I believe that Dr. Goode took the time to address opposing sides. He pointed out that “historically, it has been about women, people of color, or people who are gay and lesbian who have felt excluded. But today, white males feel they haven’t been given their fair shake, and they want their viewpoint to be heard and accepted.” A survey mentioned in the book that a white man said that he feels like “we, as white men, are the forgotten group in the company, when it comes to diversity and inclusion.”It’s my opinion that too many whites “air of superiority” makes them feel excluded when they are not on top and/or “in charge”. I also agree with Dr. Shelton that Donald Trump has normalized hate speech and overt bigotry, and I agree that Trump can never be called the “healer in chief.”As a result, organizations will need to work with white males so that they understand that diversity goals are based on inclusion, not exclusion. I like the following advice offered in the book: In times when strong, inclusive leadership is needed, corporate leaders should not forget to first be the change they want to see and then accelerate it.The book revealed that studies have shown that women in senior leadership roles have better Return on Investment (ROI) within organizations. In fact, as explained, a McKinsey study released in 2017 concluded that more diverse workforces perform better financially.Discussions facilitated by diversity as explained by Dr. Goode have helped students address their potential biases and understand concepts of power, privilege, access, history, systemic racism and civil discourse.Dr. Shelton concedes that diversity in and of itself has no value unless inclusion goes hand in hand. It’s one thing, he says, to have diverse perspectives around your table; it’s a whole different dynamic to ensure those diverse perspectives are effectively heard and leveraged for organizational impact. One of his favorite metaphors as he notes, illustrates this concept nicely: “Diversity is being invited to the party. Inclusion is being asked to dance.” I love it, and agree with it! My attempted simplified metaphor would imply that “Clarence Thomas occupying a seat on our supreme court does not make the supreme court more diverse or inclusive.” Increasing the number of women and people of color in organizations or positions of power without focusing on healthy inclusive behavior will not help diversity a company or the country.I’ve always believed that neighborhoods, companies, cities and our government would thrive with more diverse populations. It’s so important that our corporations and governments at each level, mirror our society. Growing research, as noted in the book, shows that many Americans do not have a close personal relationship with anybody outside their race. That, to me, is very sad.Dr. Shelton did say that our democracy is much too strong to be taken down by the 2016 presidential election. I don’t know if I’d agree with that statement. Our democracy, I believe, is based on and strengthened by the “rule of law,” Trump and Barr have continuously assaulted America’s judicial system, ignored the constitution and the two have ignored the laws and policies put in place for the rest of us. When a sitting president can fire those that are investigating him, most would say as the rest of the world is saying, – America is in decline and has lost its way, the U.S. is no longer a leader.Notably, Goode’s view that America’s refusal to acknowledge and address the marginalization and suffering of so many people, can damage a nation. I believe that’s true, but, the nation was damaged before Donald Trump took office. Donald Trump has made it worst and the rule of law and democracy are no longer. I believe both can be restored, but not with a Trump administration.In spite of Trump, Dr. Shelton explains that diversity and inclusion are part of the American fabric of life that must not change due to the 2016 presidential election or other political changes. We do need full inclusion in our lives, in our organizations and in our society.Dr. Shelton offers ways to strengthen the bridge of inclusion in our companies, communities and the country: To paraphrase a few points, he said:-Reach out and speak your truth while being respectful.-YOUR WAY is no more right or wrong than someone else’s-Don’t confuse understanding with agreement-Choose love in the form of patience, empathy and courage. Do not succumb to hate.Dr. Goode acknowledges that U.S. cities are rapidly becoming more diverse, but that doesn’t mean they are more inclusive. He noted that in many large metro areas, some minority groups are now more segregated from white populations than before, according to an analysis of new U.S. census data by the Brookings Institution.Shelton Goode recognized that many of his colleagues realized that their organizations lacked the awareness, language and skills needed to have an honest conversation about race in the United States and in the workplace. Organizations need to discuss systemic issues of access, privilege, power and more. It would require, as he put it, more engaged and nuanced conversations that move beyond the popular unconscious, implicit bias awareness to conversations that address social, economic disparity with a goal of action and change. As said so eloquently, “staying silent or hoping that everyone works through it on their own is not an effective strategy.” In my opinion, it’s the most prevalent strategy.In conclusion, Dr. Goode’s findings underscore the importance of diversity and inclusion in the workplace. He provided a vast amount of diversity and inclusion resources for managers and diversity professionals which incorporates moving awareness to action.I would definitely recommend this book to military and civilian leaders.