When you dismiss family and your the negative nancy

ThatвЂ™s usually a starting ground where - lily zhengД¬ompanies who are trying to get on the bandwagon, they start there, because itвЂ™s easy to implement. I would say, though, that those unconscious bias or implicit bias trainings are still pretty common. Sonia, do you agree with what Lily said? sonia kang All of these things, I think, are part of the constellation of D.E.I. You might see engagement sorts of programs and initiatives that try to rally folks around things like community service or helping underserved populations or doing something related to corporate mission. You might see specific leadership training and coaching to be able to be a good people manager working with diverse teams, working within diverse companies. But the range of diversity initiatives, especially today, is quite a bit larger and wider than that initial subset of letвЂ™s call them mandatory trainings.ДЄnd so you might also see things like bystander intervention trainings to know what to do when you see microaggressions. initiatives that youвЂ™re thinking of in terms of the mandatory trainings and the workshops and unconscious bias stuff, that was pretty common, especially in the early 2000s. I would say it varies quite a bit depending on what company youвЂ™re looking at, what industry youвЂ™re in, and also, if IвЂ™m being very frank, what decade those interventions were created in. But Lily, generally what are workplace diversity initiatives? lily zheng When I hear the acronym D.E.I., I think about mandatory workplace training modules or videos that I have to watch and say that I watched and then I stop getting emails to ask me to watch it. IвЂ™m going to start out by saying that I have become a negative Nancy about D.E.I. I let them know where I stood right out of the gate. Sonia Kang is the Canada Research Chair in Identity, Diversity, and Inclusion at the University of Toronto and hosts the podcast вЂњFor The Love Of Work.вЂќ And Lily Zheng is a diversity, equity, and inclusion strategy consultant and public speaker. I told you, IвЂ™m coming in with the anti-argument.ДЄrguing against me are two experts who have focused their work around what really brings results in workplace diversity training. To me it doesnвЂ™t deal with the real problems at hand, but it does let companies say they did a training, so discrimination solved! Just donвЂ™t listen to employees from marginalized backgrounds saying otherwise.

But it will satisfy the need of companies and corporations to perform anti-racism. A yearly implicit bias training, the effectiveness of which is very much a point of disagreement, isnвЂ™t likely to change the hearts and minds of the American worker. Making the world and the workplace less racist, homophobic, and transphobic would be a good thing. And IвЂ™m the one with the anti-argument this time. This week I wanted to tackle a part of modern work life that no one really wants to talk about but everyone has to because, well, itвЂ™s probably mandatory.Д.E.I. You know, work, that place where too many of us spend too much of our lives. IвЂ™m Jane Coaston, and if youвЂ™ve listened to our past two episodes, you know weвЂ™ve been deep in debate over this moment of possible change in the way we think about work. Today on The Argument, do diversity programs at work actually work?

But do they even work? Wednesday, August 11th, 2021 jane coaston Transcript Are Workplace Diversity Programs Doing More Harm Than Good? Employers everywhere are deploying D.E.I.

When you dismiss family and your the negative nancy