Amber Madison, Co-Founder of Peoplism, has identified eight ways D&I practitioners can combat diversity fatigue in their workplace. 1. Set realistic expectations around D&I work. D&I is a business imperative. Issues of D&I are infinitely complex and there are no quick fixes. Progress is going to be hard fought over a long period of time. […]
Analysis of a recent study that found that women who believed in focusing on men’s and women’s similarities (“gender blindness”) felt greater power and confidence than women who advocated celebrating women’s distinctive qualities (“gender awareness”).
A great rundown about the flaws of using meritocracy while hiring. Meritocracy is an oft-sited method by some to “counter” diversity…. “if we base everything on the exact same metrics, then we should bypass bias and therefore fill our coffers with the most qualified people.” The difficulty is that you aren’t measuring apples to apples in the first place.
Several insights, takeaways and action-items from Harvard Is Wrong That Asians Have Terrible Personalities”. It’s all translated for you below.