5 Matching Annotations
  1. Mar 2021
  2. Nov 2020
    1. What’s truly sad (but not shocking) about this whole situation is that this person, James Damore, a Havard educated, seemingly well-intentioned fella, had steadfast beliefs based on his complete misunderstanding of how “sexism” or “discrimination” actually work.And that’s the problem with the way we talk about diversity and inclusion in the business world.People are learning about unconscious bias WITHOUT the foundational knowledge of the cycle of socialization.People are learning about microaggressions WITHOUT the context of power dynamics.People are learning about “diversity programs” WITHOUT true understanding of concepts such as privilege or allyship.

      While there are some people with good intents in the [[DEI]] space - it's starting to become apparent that there are some [[foundational concepts]] that we are missing, such as understanding how [[cycle of socialization]] impacts [[unconscious bias]]

      or not understanding the role of [[power dynamics]] and [[microaggression]]

  3. Jan 2019
    1. The most productive response in the workplace is actually to confront the microaggressor

      I agree with this for the most part. The issue I have is that it puts the onus and burden on the individual who is on the receiving end of the microaggression to create a teachable moment. So yes... it is very important that companies first be aware of the problem and that those who suffer from microaggressions are supported. This can come in the form of organizational training as well as support of allies within the workplace who are trained on constructive approaches to addressing witnessed microaggression.

    1. Judgments about confidence can be inferred only from the way people present themselves, and much of that presentation is in the form of talk.

      I strongly disagree with this claim. That is not the only criteria one can use. This ignores differences in cultural and personal backgrounds and gives the "interpreter" a pass on being lazy in their assessment. Unfortunately, people who act bothered by a co-worker's low tone of voice and perceived timidness contribute to the problem of placing certain groups at a disadvantage in the workplace or in their career growth. Low tone or deference to superiors for many people is out of respect for authority, and should not be interpreted as lack of confidence. One should look to the individual's credentials, thinking, and contributions to the organization as a whole.

  4. Oct 2018
    1. They are all the same.

      This remark about "The French" is funny to analyze... I have fallen victim to this homogenous way of thinking. This is something very easily done. When we use micro aggressions, we often de-value or minimize individuals implicitly. This is sad, but can often be harmful, even if it is indirect.