Exploring the profound impacts of internalized racism, from mental health to societal interactions, and the role of awareness in combating these effects. The room feels different when one enters with the weight of prejudice on one's shoulders. It's an intangible atmosphere laden with the discomfort of perceptions. In recent discussions on racism and biases, we've primarily approached them from the perspective of those who knowingly or unknowingly harbor them. However, it's equally crucial to understand the effects on those who perceive themselves as targets of these biases.
Is Your Company Actually Fighting Racism, or Just Talking About It?
If we look closer, there's a vast gulf between tweeting supporting anti-racism and integrating anti-racist principles within company culture. To put it in simpler terms, are companies merely dating the idea of anti-racism, or are they committedly married to it? Is your company truly fighting racism or just paying lip service? Dive deep into how corporate actions, or the lack thereof, speak louder than tweets.
All Is Not Well: How Whites and Blacks View The Success of Diversity Programs
In institutions, especially corporate environments, there is a palpable push toward showcasing diversity. This often gets translated into quantifiable metrics — a certain percentage of diversity hires and a fixed number of diversity training hours. From the White perspective, achieving these metrics can often seem like the end goal, representing a successful commitment to the principles of diversity and inclusion. This 'checklist approach' is problematic because it reduces a complex and nuanced issue to mere numbers.
Uncover the stark contrasts in perceptions between Whites and Blacks on diversity program successes. Insightful analysis on deep-rooted issues
Leveraging Racial Data for Diversity, Equity, and Inclusion: A Guide to Legal and Responsible Practice
Explore insightful strategies for using racial data responsibly and legally to enhance diversity, equity, and inclusion (DEI) in your organization. Learn to navigate the complexities of DEI data with our comprehensive guide. Racial data is a double-edged sword. On the one hand, it can uncover disparities and inequalities, allowing for the development of targeted interventions. Conversely, it can reinforce stereotypes and perpetuate discrimination if mishandled. To respect its gravity is to understand its profound implications and consequences in both senses.
Race in the Workplace: The Frontline Employee Experience
No one should be excluded from opportunities to advance professionally. But advancement is far from fair in many American workspaces, especially for the frontline workers whose concerns are often ignored or pushed aside. In this blog post, we'll discuss why this situation exists and what employers can do better to support these workers of color on the frontline.
The Workplace Impact of Racism Against Black Women's Hair
What To Do About The Pervasive Reality of Anti-Black Racism In Canada
How We Can Become An Ally and Why it Should Matter Most
There is growing pressure on the business sector to address its complicity in institutional racism. As a result, leaders in the business world are being urged to do more to combat racism in the workplace and show solidarity with their Black employees. If you work in human resources or are the CEO of a company, you can be an ally by taking action to combat racism there. Why stop there, however? In addition to helping your business thrive, a more welcoming work environment for people from underrepresented groups will help everyone there. Follow these steps to become a trusted colleague at work:
The CHRO's Role: Improving Diversity, Equity, and Inclusion by Facilitating Conversation
In 2023, diversity will be front and center. This increased focus on inequality translated to social unrest in the United States and among workers when conditions were difficult. The importance of this has been borne out by research: Seventy-six percent of working adults rate workplace diversity highly when considering new employment opportunities, while thirty-two percent say they would not apply for a position at an organization that lacked diversity in its workforce.
The Leading Five Reasons Why Leaders Fail At Race Inclusion And How To Fix Them
Knowing your goals is a good starting point, but it is not the end of the problem. A great deal of anxiety surrounds diversity and inclusion. Companies have attempted to design diversity and inclusion policies that have, for the most part, failed to address the concerns of underrepresented people, resulting in a situation in which underrepresented employees and their communities cannot flourish to the same extent.
The Top 10 Signs of Everyday Racism
While everyone is quick to identify overt racism—we post it on social media and read about it in the news—many of us ignore a more subtle kind of racism that is frequently camouflaged as a joke, a stereotype, or a subconscious judgment. Here are eleven indications that you may have accidentally engaged in "Everyday" racism.
Ending The Bureaucracy That Threatens Inclusion
Are You Exhausted With Talks On Diversity & Inclusion? Try These 8 Steps!
Along with others in your role, you transitioned deftly to focus on diversity, equity, inclusion efforts. However, the exhaustion of seeing little to no return on investment is causing fatigue. DE&I is surprisingly uncomfortable for many. It's merely another strategy. Most leaders and employees view such programs as a nice to have that do not apply to them personally nor to their business mandates.
Are you irritated by your anti-racism strategy?
Everyone in your company is responsible for establishing and maintaining an inclusive workplace. Although we focus on the role of human resources and managers, this must not be at the detriment of the personal responsibility we all need to tackle racism in our organization. A systemic, holistic approach is required to address the grassroots causes of prejudice and discrimination – from all of us. This is something for all of us to bear in mind and help encourage.
3 Ways HR Can Advance Underrepresented Employees
Cloaking Racism With Patriotism
Human resources have the ability to change the tenor of race, biases, and prejudices against all groups of an organization. However, HR is laced with bigots who subtlely propagate their own biases instead of honoring the code. HR, learning and development, and recruiting managers should, above all else, be leaders. Rather than intent to catch people "messing up,