Working Together

Mikki Hebl is a full professor of psychology and management at Rice University. She is a proud native of Pardeeville, Wisconsin, who graduated with her B.A. from Smith College and her Ph.D. at Dartmouth College. She joined the faculty at Rice University in 1998 and was given the endowed title of the Radoslav Tsanoff Assistant Professorship in 2000. Mikki is an applied psychologist who is interested in the ways in which social psychological phenomena can be applied to industries and organizations. Her research specifically focuses on workplace discrimination and the barriers stigmatized individuals (such as women and ethnic minorities) face in social interactions, the hiring process, business settings, and the medical community. In addition, she addresses ways in which both individuals and organizations might remediate such discrimination. She has more than 200 publications that include journal articles, book chapters, and edited books. In addition to conducting basic research, she is very interested in presenting her and others' related research findings to educate others and ameliorate disparate social inequities. Mikki is also passionate about teaching--she has been the recipient of 15 major teaching awards and was appointed "National Professor of the Year" in 2015. Dr. Eden King is a professor of Industrial-Organizational Psychology at Rice University. She is pursuing a program of research that aims to make work better for everyone. This research- which has yielded over 100 scholarly products and has been featured in outlets such as the New York Times, Good Morning America, and Harvard Business Review- addresses three primary themes: 1) current manifestations of discrimination and barriers to work-life balance in organizations, 2) consequences of such challenges for its targets and their workplaces, and 3) individual and organizational strategies for reducing discrimination and increasing support for families. In addition to her scholarship, Dr. King has partnered with organizations to improve diversity climate, increase fairness in selection systems, and to design and implement diversity training programs. She is currently co-editor of the Journal of Business and Psychology and has served as President of the Society for Industrial-Organizational Psychology.

Introduction
Section 1: The What and Why of Working Together
Chapter 1: What is Diversity?
Chapter 2: The Realistic Imperative of Diversity
Chapter 3: The Financial Imperative of Diversity
Chapter 4: The Moral Imperative of Diversity
Chapter 5: Are There Downsides to Diversity?
Section 2: Biases that Hold us Back from Working Together
Chapter 6: Psychological Explanations for Bias
Chapter 7: Individual-Level Discrimination
Chapter 8: Organization-Level Discrimination
Section 3: Strategies to Help us Work Together
Chapter 9: What Can Individual Targets of Discrimination Do?
Chapter 10: What Can Allies Do?
Chapter 11: What Can Organizations Do?
Section 4: Must Do's for Leading a Diverse Workforce Together
Chapter 12: The Attraction - Selection - Attrition (ASA) Model Applied to Working Together
Chapter 13: Increasing DEI in Employee Attraction
Chapter 14: Enhancing DEI in Employee Selection
Chapter 15: Reducing Employee Attrition
Chapter 16: Final Reflections on Working Together