I recently finished reading a book that left a lasting impression on me. The content was thought-provoking and insightful, and it prompted me to reevaluate some of my own perspectives. 

While I found the book to be enlightening overall, I did have some reservations about its descriptions of Diversity and Inclusion (D&I). As someone who works in this field, I struggled with the portrayal of D&I as potentially homogenising individuals into categorized "others." However, I acknowledge that the author's lived experience and professional opinions. 

One aspect of the book that particularly resonated with me was the model created by the authors business. It was intriguing to assess where my own organisation fits within this framework.

My main concern, though, is that while the book is crucial for leaders, executive leadership teams, and board members to read, these are often the very individuals resistant to change. How can we drive meaningful change without their support? Many of these decision-makers claim to support D&I initiatives but fail to actively engage in learning or demonstrate allyship in their actions.

Despite these reservations I found the book to be well-written, engaging, and filled with valuable insights. I firmly believe that it holds something of value for everyone. However, my concern remains that these important perspectives need to reach the hands of those in positions of power and influence, particularly those who may not readily identify with the experiences and perspectives discussed in the book. And while I'm sure they could re-evaluate their perspective if they read it, how do we get them to do so?