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Companies in the US spend billions of dollars each year on diversity, equity and inclusion initiatives, but subtle (and not so subtle) workplace biases often cost these initiatives — and the people they're meant to help — big time by undermining their goals. DEI expert Joan C. Williams identifies five common patterns of bias that cause these programs to fail — and offers a data-driven approach to pinpoint where things go wrong and how to make progress instead.
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How about just giving the job to the person who seems best for it?
@Dodger the Crocodile It means that someone of X other races gets stiffed because of a problem trying to fix race.. circle jerk lie.
@Singularity Bound in english pls
@Singularity Bound Well that’s the issue. A lot of white people get jobs when they aren’t qualified for it. This quota will make it so you only get hired if you’re qualified. If you truly believe everyone is equal then that means that say there’s 18 percent black people in a country, 18 percent of people in any given job should be black.
@Danky Skull We found the racist
Exactly, the question is how?
Because the concept is flawed. It’s not having any positive impact.
Junk theory
It fails because you’re trying to treat people different.
it fails because it’s addressing a fictional issue, it doesn’t exist. and they try to achieve the opposite.
It fails because nobody truly wants it.
Explain.
This is a reupload. I’ve seen this before.
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Stereotypes exist because a majority of those groups behave in exactly that way
Exactly, whites really are racist, it’s not a stereotype!
@UTubeuzername84 Never been abroad, have you? You don’t know racism until you travel. And you haven’t.
Confirmation bias, lol….
Uhm
That is until you actually meet someone from that marginalised group
We are all inherently biased. And it’s up to up as individuals to identify them and choose to work through them.
People respond to incentives. If there are no incentives or processes by which to reward or force people to identify and deal with their biases, then they simply won’t do it, and moreover, likely won’t even think of doing it or realise that they have haven’t done so.
Agreed Nicole. Let’s you and I work through a few together. For science.
Omg it’s Latino NOT LatinX! Stop forcing your cultural bias onto our language.
The term Latino was that very same thing. Everyone had their respective country of origin, its just that it was easier for others to lump people of Hispanic decent into the Latin-oh umbrella.
Excellent talk
Very interesting talk
the problem is that , we have to change our language , means , instead of calling black , calling a man , and do not mention their race.s and colours , and instead of calling asian american , calling them , americans , and if we will be able to fixed this problems then all americans will be united as a human being and this will be a solution for ever .
IMO, that would just be a surface level change. We can’t just change our language and hope hearts and minds follow. POC and all of us really… Want to be seen as we are and not to be hated or have biases and stereotypes used as a weapon against us.
It would be even better if we addressed sexism too and didn’t even call them a “man”, but instead called them a “person”.
Or for the few people who care about specie-ism we should call them a “living being”.
@Joey H absoluely we can. Laguage is your ideas and how you communicate and think. Language is everything.
we want a stage, with crowds
I’m sorry ur self loathing has consumed u …. deal with it
In year two of your race study you said 100% of black people had leadership mentioned in their review. I’m not sure that represents success. What were the percentages of other ethnic groups such as Asian American or White that had leadership mentioned? If they are similar percentages then that would be a genuine metric for success. Otherwise you’re only switching bias right??
The most important thing people dont understand is that diversity has the higher potential to get a higher achievement but also has the higher risk to totaly fail.
For more imformation you should read: Pelled, Eisenhardt & Xin (1999) and Homan, van Knippenberg, Van Kleef, & De Dreu (2007)
You can study until the cows come home. If you do not start with the correct information instead of what you think is Politically correct. You’re going to get it wrong every damn time!