The public murder of George Floyd generated a tsunami of attention to racism. Those waves of attention flooded our workplace too e.g. how should organisations respond and how can we make work anti-racist? As a Black woman, Shereen Daniels has dived into her own lived experience of unfavourable treatment, navigated personal tidal waves of discrimination, bullying and harassment and surfaced from that perfect storm to offer this unapologetic, insightful and timely, prescription. From the very first page to the essential injunction posed 251 pages later, this unflinching book unfolds the genesis of racism and challenges the status quo. Informative, edifying and illuminating, this book details what needs to happen next. Shereen's potent mix of heart wrenching anecdotes and hard-nosed empirical facts, is both uncompromising and cathartic. She wastes no time trying to persuade the reader that institutional racism exists, it does and the struggle is real, so deal. There are no magic business cases, no quick fixes and no compromising buzz words. This book is pithy, passionate and purposeful and the language used is direct, clear and refreshing. I have a feeling that this book will change the game.
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I have only started following Shereen on Linkedin at the start of this year and I am very glad I did. Her expertise and strength transpire in everything she does and when I have seen she had written a book I had to order a copy and deep dive into it. The Anti- Racist Organisation is a very clearly written- straight to the point book that will give you an insight to what Black people experience at the workplace and what you can do to actively dismantle racist systems in your business. The first part of the book will give you the best understanding of DEI topics in regards to race. The middle part shows more of how people are getting DEI initiatives wrong and what to do to avoid the same mistakes. The last part I feel is more analytical and it will show you how to ask the right questions. I have been studying these subjects for a few years now and I'd say Shereen's book would be the one book I'd recommend to get a strong overview of all facets of racism within the business world and how to take action against it. Thanks for writing it Shereen!
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This book has really hit the mark. I really understood what Shereen was talking about. Her use of real examples and quotes not only shocked me but also made me laugh. She is also open and to the point AND does not sugar coat things which means there is no room for misunderstandings. The Defining Meaning chapter was my favourite and really made me think. As a black woman I have caught myself using the term 'diverse' even when describing myself. It's been used in the policing world for so long and still is, as with the term 'BAME'. It will continue to be used but I will be making sure I use the word Global Majority! Defining meaning gave me so much to think about and challenged the way I think of myself as Black! The RACE four factor framework makes absolute sense and the going to the dentist with a back problem analogy makes you pause. This is definately a great source for leaders. As Shereen says 'Dismantling racism gives us a different level of tenacity, optimism and fearlessness'
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The Anti–Racist Organization: Dismantling Systemic Racism in the Workplace is a superb book. I thought Equality, Diversity and Inclusion were areas of personal strength across my 20+ years in HR, however the perspective Shereen is able to offer has made me question what else could I be doing, and have I been strong enough in the past? The answer to that last question has been no sometimes, I'll admit, however that to me is a key point of this book. If I want to be the best possible ally I can be, I need to understand where I've made mistakes and what I can do differently. It is a challenging read at times, however that is the strength of this book. If it provokes people to take action and do things differently it can help drive a real change. So read it with an open mind, be prepared to look in the mirror, be honest with yourself and then let you, your employees, your business and actually society see the benefits.
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I really appreciate books that make me think and re-examine what I think I know - and that's exactly what this brilliant book does! If you follow Shereen Daniels on LinkedIn, you know from her posts and videos that she's direct and doesn't sugar-coat the truth but that she's also reflective and honest - her book is no different. While her Four-Factor RACE Model is certainly a helpful framework for organizations working towards being anti-racist, the power of the book lies in her explanations and the questions she raises. This book prompts reflection at both an individual and an organizational level, coupled with an emphasis on really exploring data to be able to understand: Why is this happening? Should be required reading for people professionals and leaders who want to build anti-racist organizations: 'You cannot fix what you don't understand, but also you cannot solve what you don't want to talk about' (pg.158).
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I became of aware of Shereen's book in LinkedIn and a recommendation by someone. After reading the opening page I found it difficult to put down, page after page resonating with me on both a professional and personal level. Starting my working life in the 90's whilst at University then full time from 2001, I have seen the challenges of being a mixed race in the professional world. Shereen's book was insightful but also saying things bluntly on how things aren't addresses. Over the last few years having seen the push for organisations wearing an EDI badge more for show than anything else, it was refreshing to read this book. Thanks Shereen and a recommendation before Senior leaders looking to understand what inclusivity means etc, read this book.
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I keep this book by my desk and refer to it often.
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I was introduced to Shereen Daniels when she was a panelist for a conference hosted by Women in Food & Agriculture. As I dug into the work Shereen does, I knew she was someone that would pull off the blinders I did not even know I had on! When she shared she was publishing a book about dismantling systemic racism in the workplace; I knew this was something I needed to read. I pre-ordered the book that day! This review covers some of the takeaways I have had from her book. If the below resonates with you, get this book! Take-A-Way #1: Uncomfortable Questions Of the many questions posed by Shereen, the following shook me: “What is your course of action for those who prefer that things stay the way they are, silent or not so silent saboteurs who are resistant to change?” So why did this question shake me? Well, until I sat with this question, I was someone who would shrug off those who did not engage in the work on Diversity, Equity, & Inclusion. However, I did not think about how these folks kept holding the advancement toward full inclusion back. There is a 10-80-10 mindset; 10% already get it, 80% want to learn, & 10% just do not want to get it! In the past, I would ignore that last 10%; the above question was an AH-HA moment for me. It caused a paradigm shift for me. No longer could I forget this 10%, actually the exact opposite! I have started to look for ways to engage this group. It is not easy; however, this group can and will derail the extraordinary work being done to create a more inclusive society. While I have not figured it out entirely yet, I am now aware of the gaps in my work and am currently working to fill that gap. Take-A-Way #2: Just hiring more Black people won’t solve your racism problem. Now you might think, “Christopher, you should have known this!” You are right; I do know this; however, I believe we all need to take a step to think about this. One would think that racism is holding an organization back from hiring more Black people. In reality, racism might actually be the reason most DE&I strategies focus on hiring more Black people into leadership roles. What is missing in the strategy is understanding why Black people LEAVE organizations! The answer is RACISM! While it is excellent that the recruitment process has removed enough bias so that the hiring stats show a high number of Black colleagues being hired, it is a different story if these colleagues are leaving at the same rate. If you are seeing Black colleagues enter at a high rate and leave at the same or higher rate, you need to work on the internal systemic racism that exists in the organization. I would flip the script of most DE&I Strategies. Solve the racism problem first. Create an organization that not only welcomes Black colleagues; but nurtures them so their careers can thrive. Take-A-Way #3: Don’t be paralyzed; it’s okay not to have all the answers While Shereen’s book will rip the blinders entirely off and cause them to be destroyed so they can never be put on again, trust me – You Got This! You will need to read this book twice. The first time will cause you to be overwhelmed, and that is okay! The second time will allow you to start to really dig deep to fully understand where you need to impact change in your organization. This is a book you will have sticky notes drawing your attention back to sections that can be easily referenced as you create systemic change. Now I could have listed about 100 more Take-A-Ways; however, those are for you to discover yourself. What are you waiting for if you have not purchased this book yet? Please do it now!
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I truly did have to read this one twice to really digest and sit with how we are here—still. The practical, no-nonsense way the Author explains anti-racism both in the context of the workplace and in more broadly as a society is simply based in fact, data, insights but most understood because of storytelling and wit of the Author. The framework in the book is an actual map to make incremental progress. The parting words at the end give us all choice to decide how you will choose to act from here. I admire the author not just as an author but as a honest and brilliant human who is living her truth, in her way. I hope we all continue to learn a lot from her knowledge, framework, and most of all her way.
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I am way overdue in writing this - life, covid, etc got in the way - but this book is really something everyone should read. One of the first things that struck me is the element of "uncomfortable" topics, questions, considerations, and the constant pressure to not make white people feel uncomfortable about racism... Why does society celebrate the 'disruptors" of the world in business - cheering those who, thru force of will, effort, and often aggressive tactics, seek to create massive change when it’s Always uncomfortable challenging status quo. Apple, Uber, (this site you’re on now) Amazon - the list is endless and Celebrated as “for the greater good"/ theres a better way.... Of Course you’ll be uncomfortable when you work for change. It's accepted in tech, health, consumer products... but not embraced when it comes to dismantling racism?!! EVERYONE should feel uncomfortable because we cannot stick with status quo. And yes, it can be hard to hold up a mirror to ourselves and those around us Contributing to problems - consciously or not, actively or passively sitting on sidelines taking advantage of broken systems that hurt POC. But we have to do better and I love and very highly recommend this book for its outstanding, direct approach to change. Consider this the competitive advantage to work and life. I'm personally thankful Daniels was willing to do the hard work of creating this book to help us all with our own work required for good. Wish corp world had mandatory reading. :) This would be in top 5 for all.
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Clearly written and supremely blunt, a page turner that pulls no punches... This book is a must read... For everyone... Get it for yourself and get it for your entire organization.
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