The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and underdeveloped strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.

Americans precede anything negative with three nice comments; French, Dutch, Israelis, and Germans get straight to the point; Latin Americans and Asians are steeped in hierarchy; Scandinavians think the best boss is just one of the crowd. It's no surprise that when they try and talk to each other, chaos breaks out. In The Culture Map, INSEAD professor Erin Meyer is your guide through this subtle, sometimes treacherous terrain in which people from starkly different backgrounds are expected to work harmoniously together.

In Immunity to Change, authors Robert Kegan and Lisa Laskow Lahey show how our individual beliefs - along with the collective mindsets in our organizations - combine to create a natural but powerful immunity to change. By revealing how this mechanism holds us back, Kegan and Lahey give us the keys to unlock our potential and finally move forward. And by pinpointing and uprooting our own immunities to change, we can bring our organizations forward with us.

As the founders of Race2Dinner, an organization which facilitates conversations between white women about racism and white supremacy, Regina Jackson and Saira Rao have noticed white women's tendency to maintain a veneer of niceness, and strive for perfection, even at the expense of anti-racism work. 

Matilda Boseley's adult ADHD diagnosis was a massive, earth-shattering event. She was given a prescription but had no idea what ADHD meant for her identity, her relationships or her future. Twelve months of confusion later, journalist Matilda embarked on an epic voyage to figure out what's really happening in the stormy seas of the ADHD brain and write the guide she wished she'd had. The Year I Met My Brain is the ultimate travel companion for navigating and enjoying life as an ADHD adult

This audiobook is a practical guide that shows how leaders can build psychological safety in their organizations, creating an environment where employees feel included, fully engaged, and encouraged to contribute their best efforts and ideas. Perhaps, the leader’s most challenging task is to increase intellectual friction while decreasing social friction. 

The digital revolution is here. It's changing how work gets done, how industries are structured, and how people from all walks of life work, behave and relate to each other. To thrive in a world driven by data and powered by algorithms, we must learn to see, think, and act in new ways. With the digital mindset, you can ask the right questions, make smart decisions and appreciate new possibilities for a digital future. Leaders who adopt these approaches will be able to develop their organization's talent to prepare their company for successful and continued digital transformation.

A powerful and personal guide on how to be effective, no matter who you're trying to influence. Whether it's the racist relative sitting across the table at a family function, or the CEO blind to the institutional barriers to people of colour in the workplace, award-winning journalist and vivacious leader Antoinette Lattouf has some tips and advice on what to do.

This audiobook offers five proven principles so multinational companies can advance diversity, equity, and inclusion with a nuanced understanding of local contexts across countries and cultures. Local relevance - understanding markets and acknowledging local beliefs, regulations, and history - is essential for global success. This groundbreaking audiobook explicitly details how to take local histories, laws, and practices into account in DEI transformation work while promoting social justice worldwide.

Whakapapa is a Maori idea which embodies our universal human need to belong. It represents a powerful spiritual belief—that each of us is part of an unbroken and unbreakable chain of people who share a sacred identity. Owen places this concept at the core of his methods to maximise a team's performance.