Guide Do You See What I See?: A Diversity Tale for Retaining People of Color

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A person is not diverse, no matter how many norms or glass ceilings they shatter. They may bring diversity to your team or your hiring pool, but they in themselves are not diverse. Diversity is often used as a euphemism. Inclusion is being asked to dance. The list goes on.

Do You See What I See?: A Diversity Tale for Retaining People of Color

Inclusion is not a natural consequence of diversity. How would you respond if someone asked you the following?


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What is your company doing to change that? What efforts is your company making to ensure that women, gender-nonconforming individuals, and people of color for example feel included in the workplace? Equity is an approach that ensures everyone access to the same opportunities. Equity is a process that begins by acknowledging that unequal starting place and continues to correct and address the imbalance. And these examples are just from the beginning of the hiring process.

Think about the processes in your organization, from firing, promotions, team creation, and task assignment, to the smaller things like how you celebrate successes, run meetings, or make introductions. These can be intentionally created to be equitable, resulting in justice for all candidates, often in turn supporting diversity efforts. By helping others and working through your own understanding of the differences, you can help bring further clarity to your conversations.

This is especially important within the context of our organizations. Continue to explore the interconnectedness and relationships between the three terms. Keeping these terms separated and clarified helps me stay clear about the scope of my work and the goals of trainings I facilitate, like unconscious bias trainings. For us as individuals that are part of larger companies and organizations, I hope separating these terms and becoming clearer about the language will help us engage in deeper and more meaningful conversations. That it will allow us to ask hard questions like:. That these conversations can bring us into deeper engagement with one another, with DEI, and with the values we want to see moving forward in our industry.

General Assembly strives to make the future of tech as vibrant as the world it inhabits through a global commitment to diversity and inclusion. We also help companies of all sizes foster diverse, inclusive, and equitable cultures with innovative hiring and onboarding solutions. How do you ensure communications, services, products and marketing reflect what society actually looks like? How do you ensure companies are hiring the best talent rather than just more people that look and think like them?

Recent campaigns like the latest GBK advert showed how tone-deaf agencies can be. The video campaign was centered on their new Ruby Murray burger. The concept of the video was a man with a megaphone going around to Indian restaurants on Brick Lane claiming that the burger was the only proper Indian. Within hours GBK issued an apology statement. It very quickly became clear that part of the ad failure was because of the lack of diversity in the advertising agency.

In fact, if you just take a snapshot of FTSE companies, more people called Dave and Steve lead these companies than women and ethnic minorities , with just seven female CEOs in the lineup.

Diversity Summit 2017 - Leading Diversity and Inclusion Initiatives in Higher Education

This is just gender - look deeper into other factors such as class and race and the situation gets pretty dire. Lack of diversity in companies has wide-reaching repercussions. Take the world of advertising agencies which I sit in from time to time. If the person looking at a brief coming in, and the wider team, are all from the same backgrounds, it means that the audience becomes a default audience.

A brief that asks to target women aged , does not just mean white women.

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It is clear that there is a problem in power, in its many forms, still being very white, male and middle-aged. There is no doubt that hiring diverse talent is part of the remedy, but it is still not the full solution if we are trying to work towards inclusion. The real fact is that while companies may be trying to hire more diverse talent, their structures and company culture is not set up for it. The accounts of POC being made to feel uncomfortable in the workplace are rampant.

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Just take a look at twitter account blackgirlatwork , an account documenting everyday microaggressions in the workplace as a black woman. I realized why we need ethnic people in HR to deal with personal issues at work. The tweet is in reference to the commentary that often is thrown around towards black women at work. Such microaggressions and lack of diversity also see BAME networks being started, often voluntarily by staff and more often than not such networks lack funding.

The establishment of such networks is a way for POC to create safe spaces.

Diversity, Inclusion & Equity in Tech: Understand the Difference

The accounts are many. Diversity and inclusivity simply becomes lip service. Inclusion is not a quick fix, and if not done right, has far-reaching effects on retention. They don't understand that they need to do an audit of their own culture in order to be inclusive.