Decentering Whiteness in the Workplace: A Guide to Equity and Inclusion by Janice Gassam Asare Summary

1. Audit job postings for white-default language that excludes non-white applicants.
2. Corporate diversity stalls when policies unconsciously prioritize white cultural norms.
3. Decenter whiteness by elevating BIPOC leadership in policy design and implementation.
4. Dress codes perpetuate Eurocentric professionalism standards that marginalize natural Black hairstyles.
5. Holiday and bereavement policies often center Christian traditions over global inclusivity.
6. Move from individual anti-racism training to restructuring anti-oppression systems.
7. Recognize how white-centric empathy frameworks dismiss racialized workplace trauma.
8. Redefine workplace “fit” to value cultural difference over white assimilation.
9. Replace guilt-driven diversity initiatives with accountability-focused equity frameworks.
10. Shift DEI benchmarks from representation numbers to power redistribution metrics.
11. Transform performative allyship into resource reallocation for marginalized employees.
12. White-centered hiring technologies require dismantling to achieve equitable recruitment.

About the Author of Decentering Whiteness in the Workplace

Janice Gassam Asare, Ph.D., is the bestselling author of Decentering Whiteness in the Workplace and an award-winning diversity, equity, and inclusion (DEI) strategist. A Columbia University adjunct professor and founder of BWG Business Solutions, she partners with organizations like Google, Amazon, and Yale University to build anti-racist workplace cultures.

Her expertise spans hiring bias, systemic inequities, and racial justice, informed by her PhD in Industrial-Organizational Psychology and over 400 Forbes articles on workplace equity.

As a two-time TEDx speaker and LinkedIn’s #1 Top Voice in Racial Equity, Gassam Asare amplifies DEI strategies through her Dirty Diversity podcast and LinkedIn Learning courses. She is also the author of Amazon bestsellers Dirty Diversity: A Practical Guide to Foster an Equitable and Inclusive Workplace for All and The Pink Elephant: A Practical Guide to Creating an Anti-Racist Organization, which establish her as a leading voice in organizational transformation.

Recognized by the Most Influential People of African Descent (MIPAD) as a Global Top 100 Under 40 honoree, her work continues to shape corporate DEI practices worldwide.

FAQs About Decentering Whiteness in the Workplace

What is Decentering Whiteness in the Workplace about?

Decentering Whiteness in the Workplace by Janice Gassam Asare examines how systemic white-centric norms perpetuate inequality in corporate spaces. It offers actionable strategies to identify and dismantle policies like exclusionary dress codes or holiday schedules, while providing frameworks for building anti-racist organizational cultures. The book emphasizes collective accountability, urging leaders to confront unconscious biases and redesign systems that prioritize whiteness.

Who should read Decentering Whiteness in the Workplace?

This book is essential for DEI practitioners, HR professionals, executives, and employees seeking to drive racial equity. It equips readers with tools to audit workplace practices, challenge white-centric norms, and implement inclusive policies. Dr. Gassam Asare’s insights are particularly valuable for organizations committed to moving beyond performative diversity efforts.

Is Decentering Whiteness in the Workplace worth reading?

Yes—ranked as an Amazon bestseller and endorsed by experts like Minda Harts, the book provides concrete solutions for stagnating DEI initiatives. Its blend of academic rigor (drawing on Dr. Gassam Asare’s PhD in Organizational Psychology) and real-world case studies makes it a practical guide for systemic change.

What qualifications does Janice Gassam Asare have to write this book?

Dr. Gassam Asare holds a PhD in Organizational Psychology, founded the award-winning BWG Business Solutions consultancy, and has collaborated with Google, Yale, and Amazon. As a Forbes senior contributor and LinkedIn Top Voice in Racial Equity, she combines research with 12+ years of hands-on DEI experience.

What are the key concepts in Decentering Whiteness in the Workplace?

Key ideas include:

• White-centering: How workplace norms unconsciously prioritize white cultural standards.
• Policy audits: Identifying bias in bereavement leave, dress codes, and promotion criteria.
• Self-decentering: Tools for individuals to recognize and challenge internalized whiteness.
• Systemic interventions: Restructuring hiring, feedback processes, and leadership pipelines.

How does Decentering Whiteness in the Workplace differ from the author’s previous books?

Unlike Dirty Diversity (broad workplace equity) or The Pink Elephant (inclusive organizations), this book specifically tackles whiteness as a systemic barrier. It offers a direct analysis of power dynamics and anti-Blackness, with step-by-step guidance for organizational transformation.

What practical steps does the book recommend for leaders?

• Conduct equity audits of existing policies.
• Revise evaluation metrics to reduce bias.
• Normalize feedback loops from marginalized employees.
• Redesign mentorship programs to center BIPOC voices.
• Implement accountability measures for DEI goals.

How does the book address resistance to DEI initiatives?

Dr. Gassam Asare acknowledges fears about “reverse racism” accusations and provides scripts for navigating pushback. She argues that decentering whiteness benefits all employees by creating psychologically safer environments, citing examples like flexible religious accommodations.

What criticisms exist about Decentering Whiteness in the Workplace?

Some readers note the book assumes organizational buy-in, which may overlook challenges in resistant cultures. Others praise its unflinching approach but highlight the emotional labor required from marginalized employees to implement its strategies.

How does Layla F. Saad contribute to the book?

Layla F. Saad, author of Me and White Supremacy, writes the foreword, framing the text as a critical next step in anti-racism work. Her endorsement underscores the book’s alignment with broader movements to dismantle systemic oppression.

Why is this book relevant for post-2020 workplaces?

Despite increased DEI pledges after George Floyd’s murder, many initiatives remain superficial. The book addresses this stagnation, offering updated frameworks for sustaining long-term change in increasingly diverse workforces.

How can individuals apply the book’s concepts daily?

• Challenge default assumptions in meetings (“Does this policy center white comfort?”).
• Advocate for inclusive holiday calendars.
• Support ERG-led initiatives without tokenization.
• Use the included reflection exercises to identify personal biases.