I am currently reading the book. The content is insightful and helpful.I did not realize that I was buying a used book. A little disappointed in that. But it gives me some notes - maybe just not the notes I would have wanted!

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The biggest takeaway for me was the positioning of DEI as a MAJOR mitigator of Risk - if organisations don’t have DEI in everything they do – like safety – they are bound to be caught off guard (reputational risk) and suffer operational losses.Christine Brown-Quinn, AuthorAmazon #1 Best Seller Unlock Your Career Success

Laura Liswood's "The Elephant and the Mouse" is an important and much needed book. She offers a honest and balanced assessment of the successes and failures of Diversity, Equity, and Inclusion (DEI) and encourages us to not be content with 'the illusion of inclusion' that is all too ubiquitous. This requires us to close the awareness-action gap for which she also offers a prescription: to recognize the central power dynamics at the core of DEI (The Elephant-Mouse dynamic) and face head - on all too pervasive illusions, myths and mindsets that prevent us from "hurrying history" (p. 24) - the meritocracy myth, for example. Her prescriptions fall into two categories: (1) what all of us can do easily and (2) a leadership ethos that we need to cultivate in our organizations and institutions: Inclusive Leadership. In that sense, Laura's sequel to The Loudest Duck is a call to action ... it is itself a seed that will hopefully fall on the right soil to bear the fruits of progress. Thank you, Laura, for this important book!

Laura highlights the importance of elephant's understanding the mouse's perspectives of them. More significantly Laura provides examples and tactics for dealing with these perceptions that will help improve our ability to be more effective.

Laura Liswood has provided those who understand that diversity, inclusion, equity and justice matter with a clear and pragmatic approach to making a difference that is real and focused upon results. So many approaches to DIE&J are focused upon providing training and hoping that it "sticks" and that change will magically occur. Liswood makes it clear that power dynamics are at the heart of resistance to DEI&J, that those dynamics must be named, and changed, and that only then will results begin to emerge. She uses straight-talk to provide guidance and stress the importance of measuring results in multiple ways within organizations. Change, she emphasizes, will not be easy, but it must happen in order to address the changes in the workforce and bring the value of each person into the circle of personal effectiveness and organizational success.