Resources

Over the years, The Winters Group has produced several resources rich with data, analysis, and recommendations surrounding DEI. Many of these resources are available for purchase or download below.

Over the years, The Winters Group has produced several resources rich with data, analysis, and recommendations surrounding D&I. Many of these resources are available for purchase or download below.

Books

Learn more about Mary-Frances Winters’ books here.

Black Fatigue: How Racism Erodes the Mind, Body, and Spirit

            COMING SEPTEMBER 15, 2020

This is the first book to define and explore Black fatigue, the intergenerational impact of systemic racism on the physical and psychological health of Black people—and explain why and how society needs to collectively do more to combat its pernicious effects.

Black people, young and old, are fatigued, says award-winning diversity and inclusion leader Mary-Frances Winters. It is physically, mentally, and emotionally draining to continue to experience inequities and even atrocities, day after day, when justice is a God-given and legislated right. And it is exhausting to have to constantly explain this to white people, even—and especially—well-meaning white people, who fall prey to white fragility and too often are unwittingly complicit in upholding the very systems they say they want dismantled.

This book, designed to illuminate the myriad dire consequences of “living while Black,” came at the urging of Winters’s Black friends and colleagues. Winters describes how in every aspect of life—from economics to education, work, criminal justice, and, very importantly, health outcomes—for the most part, the trajectory for Black people is not improving. It is paradoxical that, with all the attention focused over the last fifty years on social justice and diversity and inclusion, little progress has been made in actualizing the vision of an equitable society.

We Can't Talk About That At Work!

Politics, religion, race—we can’t talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren’t handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees’ sense of safety in the workplace. But you can turn that around and address difficult topics in a way that brings people together instead of driving them apart. In this concise and powerful book, Mary-Frances shows you how to lay the groundwork for having Bold, Inclusive Conversations®.

Inclusive Conversations: Fostering Equity, Empathy, and Belonging Across Differences

            Available now!

Effective dialogue across different dimensions of diversity, such as race, gender, age, religion, or sexual orientation, fosters a sense of belonging and inclusion, which in turn leads to greater productivity, performance, and innovation. Whether in the workplace, faith communities, or educational settings, our differences can tear us apart rather than bring us together if we do not know how to communicate. Recognizing our collective responsibility to earnestly address our differences and increase understanding and empathy will not only enhance organizational goals but will also lead to a healthier, kinder, and more compassionate world.

Award-winning diversity, equity, and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. In this book she offers specific dialogue strategies to foster greater understanding on the following topics:
• Recognizing the importance of creating equity and sharing power
• Dealing with the “fragility” of dominant groups–their discomfort in engaging with historically subordinated groups
• Addressing the exhaustion historically marginalized groups feel from constantly explaining their different lived experience
• Exploring how to build trust and create psychologically safe spaces for dialogue
This guide is comprehensive for anyone who wants to break down the barriers that separate us and facilitate discussions on potentially polarizing topics.

Inclusion Starts With I - Eight Steps to Inclusion

Creating inclusive cultures is a critically important business imperative as the demographics of the US become more diverse and as organizations operate increasingly in global contexts. If we are to work effectively together we must learn to understand, appreciate and accept differences. Our strength lies in our diversity. This book outlines 8 steps for the personal inclusion journey in a delightful book of quotes from voices as diverse as Dr. Martin Luther King, Jr. to Seneca. A very popular book for gifts, over 7,000 copies sold to date.

Throughout the year, we host complimentary public Virtual Learning Labs (VLLs) to engage our clients and broader network in conversations that are pressing and relevant to the workplace but often times avoided. As part of our commitment to engaging in Bold, Inclusive Conversations®, and supporting other in building the skills to do so, we use our public VLLs to challenge the status quo and address the issues that are critical to our strides towards equity.

For those that missed the Lab or would like to review the content from the Lab, we’ve linked a few of the recordings and key takeaways here.

Thought Papers

Demystifying Internalized Oppression: A Reflection Guide (2019)

This reflection guide includes a series of narratives and perspectives shared on The Winters Group’s Inclusion Solution blog as part of the Demystifying Internalized Oppression Feature Series. The purpose of this guide is to revisit the perspectives shared and encourage greater self-reflection and critical thinking about the ways this topic influences your world. Also included in this guide are activities and reflection questions for you to engage in as you begin your journey.

As you read the perspectives shared by our authors, we encourage you to practice openness and choose curiosity over judgement. If you read something that you do not agree with, remember that we are only experts at our own experiences. Lean into feelings of discomfort or disagreement and ask yourself, “Why might I be feeling this?” Or “What about who I am is influencing what I believe?” Consider what additional learning or information you may need to seek in order to fully understand the perspectives shared, and recognize that the work around diversity, equity, and inclusion is a journey. This work is just a small part of it.

Cultivating Culturally Competent HR Practices: A Toolkit for Human Resources Professionals (2019)

Now more than ever, it is critical that human resources professionals view their roles and responsibilities through a culturally competent lens. At The Winters Group, we define cultural competence as a continuous learning process to develop knowledge, acceptance, and skills; the ability to discern cultural patterns in one’s own and other cultures, and effectively incorporate different worldviews into problem solving, decision making, and conflict resolution. Simply put, cultural competence is the “how” in fostering inclusion, and requisite to “making it real” within organizations. This toolkit serves as a “start point” for considering and furthering strides toward creating an equitable work environment for all—and cultivating cultural competence in how human resources professionals communicate, recruit, and engage.

Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond (2018)

Adapted from our “Equity vs. Equality” series in The Inclusion Solution, this resource will provide support in continuing to dive deep into the topic and reality of equity– what it means in the workplace and beyond. Who are those most effected by the inequities that continue to be perpetuated? Does our quest for equality leave us with blind spots? We encourage you to read “Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond” and use it as a resource for your own learning and reflecting as well as a resource to share and continue the conversation.

Bold, Inclusive Conversations®: Addressing Race & Racism in the Workplace (2018)

Race is one of the most complex concepts in modern society.  It has changed throughout history and very likely will continue to be “formed, transformed, destroyed, and re-formed” as our understanding evolves (Omi and Winant, 2001, 14).  As our understanding of race evolves, so must our understanding of equity in the context of the systemic racism we see in and outside the workplace.

To move towards this greater understanding of race, systemic racism, and equity, I ask three questions: How has our understanding of race evolved?  How do we understand racism in the world today? How do we begin to have conversations in the workplace that honor the complexity and depth of this issue and that move us towards equity?

Men and Women Seeking #MeToo Congruence: Being the #MeToo Imperfect Ally Model (2018)

The #MeToo Imperfect Ally model  was developed to help men be #MeToo allies, and to provide amethod for men and women to gain understanding, alignment and congruence on the intentions, behaviors and impact that represent #MeToo progress. The model is based on theories, and the process detailed in the book, We Can’t Talk about That at Work: How to Talk about Race, Religion, Politics, and Other Polarizing Topics, by Mary-Frances Winters, President & CEO of The Winters Group, Inc.

While The #MeToo Imperfect Ally model was originally developed to assist men, it can be utilized by both men and women to reflect, acknowledge, listen and engage in a manner that results in increased respect, inclusion and equity across gender lines in the workplace.

Survey: Race & Workplace Trauma During the Age of #BlackLivesMatter (2016)

During the summer of 2016, following the murders of Alton Sterling and Philando Castile, The Winters Group hosted a series of Virtual Learning Labs that examined race-based trauma, and provided leaders, allies, and coping employees with strategies for creating spaces for authentic dialogue and engaging in self-care. As part of the Race & Trauma Virtual Learning Lab series, attendees were also invited to participate in a survey that gauged their reactions to, and perspectives towards race relations, the recent police shootings, and the impact these tragedies have in their work environments. Four hundred (400) respondents completed the survey.

Findings from the survey suggest some commonalities and distinct differences across races. For example, whites and blacks who participated in the survey shared similar perceptions towards the state of race relations. Nearly ½ of all black and white respondents believe race relations are getting worse. Alternatively, survey responses indicate disparities in how blacks and whites experience race and feel understood in the workplace. Fifty-three percent (53%) of blacks believe their co-workers have little to no understanding of their feelings around recent events. Whereas, 75% of whites believe they somewhat or fully understand their coworkers’ feelings.

In addition to quantitative data, the findings also include narratives and comments shared by respondents.

LinkedIn Learning Courses

We’ve developed a series of videos with LinkedIn Learning that can be used to complement and scale your organization’s diversity and inclusion education. Instructor Mary-Frances Winters guides you through the series, offering scenarios, techniques, and tactics to help you along the way.

In her most recent course, Skills for Inclusive Conversations, Mary-Frances offers a multistep process for building the skills necessary to engage in inclusive conversations. Find out how to conduct an exploratory self-assessment to better understand yourself and your team, learn tactics to go from polarization to common ground, and discover practical techniques for discussing difficult topics.

In Cultivating Cultural Competence and Inclusion, Mary-Frances explains why cultural competence is key to the success of any diversity-related initiative, as well as how to assess and grow your own cultural competence. She shares scenarios and techniques that can help you grasp how your worldview impacts your behavior, as well as how to more effectively engage and adapt across cultural differences.

Books

Black Fatigue: How Racism Erodes the Mind, Body, and Spirit

COMING SEPTEMBER 15, 2020

This is the first book to define and explore Black fatigue, the intergenerational impact of systemic racism on the physical and psychological health of Black people—and explain why and how society needs to collectively do more to combat its pernicious effects.

Black people, young and old, are fatigued, says award-winning diversity and inclusion leader Mary-Frances Winters. It is physically, mentally, and emotionally draining to continue to experience inequities and even atrocities, day after day, when justice is a God-given and legislated right. And it is exhausting to have to constantly explain this to white people, even—and especially—well-meaning white people, who fall prey to white fragility and too often are unwittingly complicit in upholding the very systems they say they want dismantled.

This book, designed to illuminate the myriad dire consequences of “living while Black,” came at the urging of Winters’s Black friends and colleagues. Winters describes how in every aspect of life—from economics to education, work, criminal justice, and, very importantly, health outcomes—for the most part, the trajectory for Black people is not improving. It is paradoxical that, with all the attention focused over the last fifty years on social justice and diversity and inclusion, little progress has been made in actualizing the vision of an equitable society.

Black people are quite literally sick and tired of being sick and tired. Winters writes that “my hope for this book is that it will provide a comprehensive summary of the consequences of Black fatigue, and awaken activism in those who care about equity and justice—those who care that intergenerational fatigue is tearing at the very core of a whole race of people who are simply asking for what they deserve.”

Inclusive Conversations: Fostering Equity, Empathy, and Belonging Across Differences

Available now!

Effective dialogue across different dimensions of diversity, such as race, gender, age, religion, or sexual orientation, fosters a sense of belonging and inclusion, which in turn leads to greater productivity, performance, and innovation. Whether in the workplace, faith communities, or educational settings, our differences can tear us apart rather than bring us together if we do not know how to communicate. Recognizing our collective responsibility to earnestly address our differences and increase understanding and empathy will not only enhance organizational goals but will also lead to a healthier, kinder, and more compassionate world.

Award-winning diversity, equity, and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. In this book she offers specific dialogue strategies to foster greater understanding on the following topics:
• Recognizing the importance of creating equity and sharing power
• Dealing with the “fragility” of dominant groups–their discomfort in engaging with historically subordinated groups
• Addressing the exhaustion historically marginalized groups feel from constantly explaining their different lived experience
• Exploring how to build trust and create psychologically safe spaces for dialogue
This guide is comprehensive for anyone who wants to break down the barriers that separate us and facilitate discussions on potentially polarizing topics.

We Can't Talk About That At Work!

Politics, religion, race—we can’t talk about topics like these at work, right? But in fact, these conversations are happening all the time, either in real life or virtually via social media. And if they aren’t handled effectively, they can become more polarizing and divisive, impacting productivity, engagement, retention, teamwork, and even employees’ sense of safety in the workplace. But you can turn that around and address difficult topics in a way that brings people together instead of driving them apart.

As a thought leader in the field of diversity and inclusion, Mary-Frances Winters has been helping clients create inclusive environments for over three decades. In this concise and powerful book, she shows you how to lay the groundwork for having bold, inclusive conversations. The key is careful preparation.

Inclusion Starts With I - Eight Steps to Inclusion

Creating inclusive cultures is a critically important business imperative as the demographics of the US become more diverse and as organizations operate increasingly in global contexts. If we are to work effectively together we must learn to understand, appreciate and accept differences. Our strength lies in our diversity. This book outlines 8 steps for the personal inclusion journey in a delightful book of quotes from voices as diverse as Dr. Martin Luther King, Jr. to Seneca. A very popular book for gifts, over 7,000 copies sold to date.

Virtual Learning Lab Recordings

Throughout the year, we host complimentary public Virtual Learning Labs (VLLs) to engage our clients and broader network in conversations that are pressing and relevant to the workplace but often times avoided. As part of our commitment to engaging in Bold, Inclusive Conversations®, and supporting other in building the skills to do so, we use our public VLLs to challenge the status quo and address the issues that are critical to our strides towards equity.

For those that missed the Lab or would like to review the content from the Lab, we’ve linked a few of the recordings and key takeaways here.

Thought Papers

Demystifying Internalized Oppression: A Reflection Guide (2019)

This reflection guide includes a series of narratives and perspectives shared on The Winters Group’s Inclusion Solution blog as part of the Demystifying Internalized Oppression Feature Series. The purpose of this guide is to revisit the perspectives shared and encourage greater self-reflection and critical thinking about the ways this topic influences your world. Also included in this guide are activities and reflection questions for you to engage in as you begin your journey.

As you read the perspectives shared by our authors, we encourage you to practice openness and choose curiosity over judgement. If you read something that you do not agree with, remember that we are only experts at our own experiences. Lean into feelings of discomfort or disagreement and ask yourself, “Why might I be feeling this?” Or “What about who I am is influencing what I believe?” Consider what additional learning or information you may need to seek in order to fully understand the perspectives shared, and recognize that the work around diversity, equity, and inclusion is a journey. This work is just a small part of it.

Cultivating Culturally Competent HR Practices: A Toolkit for Human Resources Professionals (2019)

Now more than ever, it is critical that human resources professionals view their roles and responsibilities through a culturally competent lens. At The Winters Group, we define cultural competence as a continuous learning process to develop knowledge, acceptance, and skills; the ability to discern cultural patterns in one’s own and other cultures, and effectively incorporate different worldviews into problem solving, decision making, and conflict resolution. Simply put, cultural competence is the “how” in fostering inclusion, and requisite to “making it real” within organizations. This toolkit serves as a “start point” for considering and furthering strides toward creating an equitable work environment for all—and cultivating cultural competence in how human resources professionals communicate, recruit, and engage.

Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond (2018)

Adapted from our “Equity vs. Equality” series in The Inclusion Solution, this resource will provide support in continuing to dive deep into the topic and reality of equity– what it means in the workplace and beyond. Who are those most effected by the inequities that continue to be perpetuated? Does our quest for equality leave us with blind spots? We encourage you to read “Moving Beyond Equality: Perspectives on Achieving Inclusion Through Equity in Our Organizations & Beyond” and use it as a resource for your own learning and reflecting as well as a resource to share and continue the conversation.

Bold, Inclusive Conversations®: Addressing Race & Racism in the Workplace (2018)

Race is one of the most complex concepts in modern society.  It has changed throughout history and very likely will continue to be “formed, transformed, destroyed, and re-formed” as our understanding evolves (Omi and Winant, 2001, 14).  As our understanding of race evolves, so must our understanding of equity in the context of the systemic racism we see in and outside the workplace.

To move towards this greater understanding of race, systemic racism, and equity, I ask three questions: How has our understanding of race evolved?  How do we understand racism in the world today? How do we begin to have conversations in the workplace that honor the complexity and depth of this issue and that move us towards equity?

Men and Women Seeking #MeToo Congruence: Being the #MeToo Imperfect Ally Model (2018)

The #MeToo Imperfect Ally model  was developed to help men be #MeToo allies, and to provide amethod for men and women to gain understanding, alignment and congruence on the intentions, behaviors and impact that represent #MeToo progress. The model is based on theories, and the process detailed in the book, We Can’t Talk about That at Work: How to Talk about Race, Religion, Politics, and Other Polarizing Topics, by Mary-Frances Winters, President & CEO of The Winters Group, Inc.

While The #MeToo Imperfect Ally model was originally developed to assist men, it can be utilized by both men and women to reflect, acknowledge, listen and engage in a manner that results in increased respect, inclusion and equity across gender lines in the workplace.

Survey: Race & Workplace Trauma During the Age of #BlackLivesMatter (2016)

During the summer of 2016, following the murders of Alton Sterling and Philando Castile, The Winters Group hosted a series of Virtual Learning Labs that examined race-based trauma, and provided leaders, allies, and coping employees with strategies for creating spaces for authentic dialogue and engaging in self-care. As part of the Race & Trauma Virtual Learning Lab series, attendees were also invited to participate in a survey that gauged their reactions to, and perspectives towards race relations, the recent police shootings, and the impact these tragedies have in their work environments. Four hundred (400) respondents completed the survey.

Findings from the survey suggest some commonalities and distinct differences across races. For example, whites and blacks who participated in the survey shared similar perceptions towards the state of race relations. Nearly ½ of all black and white respondents believe race relations are getting worse. Alternatively, survey responses indicate disparities in how blacks and whites experience race and feel understood in the workplace. Fifty-three percent (53%) of blacks believe their co-workers have little to no understanding of their feelings around recent events. Whereas, 75% of whites believe they somewhat or fully understand their coworkers’ feelings.

In addition to quantitative data, the findings also include narratives and comments shared by respondents.

Download your complimentary copy of the summary data.

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The Winters Group, Inc. is a certified Minority / Women-Owned Business Enterprise.

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