14 Matching Annotations
  1. Sep 2021
  2. Apr 2021
    1. evolve our decision-making structures to more directly imbue care, equity, and representation into our work and leadership

      A way of talking about what needs to be done in organizations to better support equity/representation.

  3. Mar 2021
    1. all members contributed content that ensured the course incorporated principles of Universal Design for Learning (UDL); diversity, equity, and inclusion (DEI); Indigenous pedagogies; and open pedagogy.

      Inclusive from the start

  4. Feb 2021
    1. A woman of color will often experience more discrimination in the workplace than a white woman.

      when considering DEI efforts, we need to consider race - I've read a few things before on how if focusing on Women, it tends to default to white women, and can end up implementing things that exclude Black women - even if it's not intentional, it can undermine DEI efforts

    2. “Gender bias holds women back from being hired and advancing in their careers. It’s important to be aware of how that manifests,” says Raena Saddler from Lean In. That’s why Lean In created an activity that helps you combat gender bias at work. It’s called 50 Ways to Fight Bias, and the digital versions are free. Raena explains, “This activity is an engaging way to think through your own biases and call out and navigate bias when you see it in the wild.”

      we all have biases, conscious and unconscious - being aware of these, and knowing at what points to look out for them is important.

  5. Jan 2021
    1. Do a work check. Is this person getting access to the same quality of work as their peers? If not, then fix it. Do a mentoring check. Does this person have one or more people who can speak to their work product and advocate for them? If not, then find that person for them. Do a compensation check. Does this person’s work output match the compensation they are provided as compared to others at their level? If not, then fix it

      The mentoring piece is HUGE. An added self-assessment for management teams could be not just making sure all people have access to mentoring, but also establishing a goal around having mentors who are representative of perspective mentees. I think of Brené Brown's interview with Melinda Gates in which she shared that through her college internship at IBM, she'd gained a mentor who was also her recruiter AND a woman. This mentor who was recruiting her for IBM actually pushed her to go work for Microsoft because of the better advancement opportunities she would have there as a woman. That conversation literally impacted human history and it might not have happened if the mentor wasn't like her.

    2. managers’ own discomfort with race ends up harming employees of color, even when the manager thinks they’re doing the right thing. For example, they might manage a woman of color who needs some coaching on her work, but the manager doesn’t feel the same rapport with her that they feel with their white employees and/or they feel awkward coaching someone of another race on problems with her work … and so they let work issues go that they really should be addressing … and so that employee doesn’t get the same coaching and support that her white colleagues get … and as a result, she ends up not performing well and doesn’t advance. Sometimes she even loses her job

      Catering to own discomfort/inconvenience is harmful to those who are already underserved.

    3. Let’s say you have a group of people in a room and every one of those people has the physical ability to see. The room is dark. You want to turn on the light so they can see. You turn on a light. Here’s what equity work is like. Some eyes will hurt when you turn the light on, and they will need to be coached or trained to adapt. Some will blink and adjust quickly. Some have been waiting anxiously for light. And some eyes will stay closed and never open and then will write you emails about how angry they are that you turned a light on.

      Great analogy for institutional DEI work AND could be helpful for people needing to conceptualize Equity.

    4. say something more meaningful than, “It makes our workplace stronger.” Why do you care? Why should your managers care? Why should your employees care? And why should your employees of color believe you when you say this matters to our company?

      Platitudes around our why can hinder efforts because they deprive us of concrete vision around which benchmarks can be set and progress can be monitored.

  6. Mar 2019
    1. crises of discrimination, particularly around such identity-based facets as gender, race and ethnicity

      crises of discrimination in open projects

  7. Feb 2019
    1. hey've perhaps almost lost thm,c excellent Capacities which probably were afforded them by nature for the highest things.

      A sort of reverse tabula rasa. While this could be a sort of flourish, I don't read it as one.

      If we take her at her word, Astell is suggesting that those (rational) capacities which are originally inherit to humans, can, through disuse, gradually recede into nothing.

      I have lots of questions about how the hell it got there in the first place and how it goes away etc., but I suspect it has something to do with the imago Dei and the Fall.