Writing

Stephen Frost is a global thought-leader on diversity and inclusion.

 

Building an Inclusive Organization

Leveraging the Power of a Diverse Workforce

By Stephen Frost and Raafi-Karim Alidena

A diverse workforce is a business imperative. Without it, companies are made up of employees who come from the same background and have the same skills and, therefore, the same blind spots. A diverse workforce brings together different strengths, a variety of experiences, a huge breadth of knowledge and a wealth of creative problem-solving techniques. However, in order to leverage the benefits of this diverse workforce, businesses must be inclusive. Inclusion ensures that employees feel supported, are treated fairly and are therefore happier, more engaged and more productive. Building an Inclusive Organization is a practical guide to creating an environment of real inclusion. It explains how to remove unconscious bias from company processes including recruitment and selection, how to make the case for diversity and inclusion to all stakeholders and how to embed inclusion into an organization’s culture and overall business strategy.

Packed with case studies from organizations including KPMG, Uber, Salesforce, Harvard University and the UK National Health Service (NHS), Building an Inclusive Organization shows how to implement robust processes and policies to foster diversity and inclusion in organizations of any size, and in all sectors, including the creative industry, finance, tech, and academia and foundations. Guidance and advice is also provided on how to use ‘nudges’ to change behaviours and overcome bias, how to achieve transparency and accountability, and how to measure, review and evaluate inclusion.

 

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Stephen Frost has been a wise companion and guide on Wellcome’s still-unfinished journey towards becoming a more inclusive organisation. His low-key but practical approach has helped to make diversity and inclusion a natural part of the decision-making process. My leadership team colleagues and I have learnt volumes about the impact of our behaviour and the benefits of thinking differently. 

Mark Henderson

Communications Director, Wellcome Trust

Understanding and building inclusive organisations and workplaces is at last being seen as a critical business agenda, but we still have a long way to go. This book, by two real thought leaders in the field, provides a comprehensive, well researched, and highly accessible guide to leaders and managers, as well as HR practitioners on how to create genuine inclusion from top to bottom. The lessons everyone can learn will help drive more sustainable and responsible business, but also opportunity and fairer access to work for all which is good for wider society.

Peter Cheese

Chief Executive, CIPD

Steve and Raafi have written a book that not only makes a powerful case for why we need to build inclusive organisations, but tells us how to do so in very practical ways. Running Fulbright founded on the premise of fostering mutual cultural understanding between peoples worldwide, it is essential we embrace these ideas and this gives me and my board a clear road map to a more inclusive future.

Penny Egan

Executive Director, US-UK Fulbright Commission

What I like most about Building an Inclusive Organisation is that it goes beyond just their case studies and translates lessons from those into action. I would definitely recommend this book to anyone looking to make their organisation more inclusive.

Rebekah Martin

Head of Reward and Diversity, AstraZeneca

Inclusive Talent Management

How Business can Thrive in an Age of Diversity

Published in July 2016. Organisations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the right place to drive operational success. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear.

Featuring case studies from internationally recognised brands such as Goldman Sachs, Unilever, KPMG, Hitachi, Oxfam and the NHS, Inclusive Talent Management shows that to achieve business objectives and gain the competitive advantage, it is imperative that organisations take an inclusive approach.

Read the cipd.co.uk review of ‘Inclusive Talent Management’.

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The Inclusion Imperative

How Real Inclusion Creates Better Business and Builds Better Societies

Published in February 2014 The Inclusion Imperative showcases the inspiring commitment to inclusion the London Olympic and Paralympic Games’ organizing committee espoused. In it, Stephen details the techniques and frameworks that enabled it to truly deliver a ‘Games for everyone’ at London 2012.

“I believe The Inclusion Imperative constitutes the best argument to convince sceptics that real diversity and inclusion can deliver more engaged employees and customers, improved employee recruitment and retention, increase productivity and better group decision-making processes. Real inclusion saves money and improves efficiency in the systems of an organisation.”
(Stephen Frost)

Phenomenal – I have never seen such a holistic, strategic and effective mandate for organisational change.

Iris Bohnet

Academic Dean, Harvard Kennedy School

One more sceptic converted, one more step to real inclusion, one step closer to improving the state of the world. I implore any senior executive who cares about wider society to read this book.

Klaus Schwab

Founder and Executive Chairman, World Economic Forum