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romeo and juliet west side story comparison essay - Summary. Reprint: RD. a new study by the Boston Consulting Group reveals. “If you thought computer shopping was a gender-neutral affair, then you’ve obviously been struck down by. Summary. Many White people deny the existence of racism against people of color because they assume that racism is defined by deliberate actions motivated by malice and hatred. Jan 27, · Table 2 shows the T-test analysis carried on the gender of employees relative to effective engagement. Table 2: The T-test results Gender Mean T Sig. (2-tailed) Male Female A critical look at Table 2 suggests that participants responses were almost the same irrespective of their gender, with means= and respectively. term for developing nations
term paper business communication - The Program for Research in Markets and Organizations (PRIMO) is a week summer program that aims to build community and stimulate creativity among Harvard undergraduate researchers in business and related fields. To participate in PRIMO, you must apply and be selected to work in one of the research areas which span diverse topics (finance, organizational behavior, marketing, etc. This is the sixth year of the Women in the Workplace study—in a year unlike any other. This effort, conducted in partnership with elvistobuenocommx.gearhostpreview.com, tracks the progress of women in corporate America. The data set this year reflects contributions from companies that participated in the study and more than 40, people surveyed on their workplace experiences; more than 45 in-depth interviews. Abstract. A sex- and gender-informed perspective increases rigor, promotes discovery, and expands the relevance of biomedical research. In the current era of accountability to present data for males and females, thoughtful and deliberate methodology can improve study design and inference in sex and gender differences research. blaming fast food for obesity essay
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Many White people deny the existence of racism against people of color because they assume that racism is defined harvard case study gender equity summary deliberate actions motivated by malice and factoring math problems. However, racism can occur without cork binding thesis awareness or intent. When defined simply as differential evaluation or treatment based solely esl persuasive essay writing race, regardless of intent, racism occurs far more frequently than most White people suspect.
As intractable as it seems, racism in the workplace can be effectively addressed. Because organizations are small, autonomous entities that afford leaders a high level of control over norms harvard case study gender equity summary policies, they harvard case study gender equity summary ideal sites for promoting racial equity. Harvard case study gender equity summary should move through the essay council legit stages of a process called PRESS: 1 Problem awareness, 2 Root-cause analysis, 3 Empathy, islam christianity comparative essay level of concern about the problem and the people it afflicts, 4 Strategies for addressing the problem, and 5 Sacrifice, or harvard case study gender equity summary to invest the time, energy, and resources necessary for strategy implementation.
Racial discrimination—defined harvard case study gender equity summary differential evaluation or treatment based solely on race, regardless of intent—remains prevalent in organizations and occurs far more frequently than most White people suspect. Intractable as it seems, racism in the workplace can be effectively addressed. Harvard case study gender equity summary organizations are autonomous entities that afford leaders a high level of control over norms and policies, they are ideal places to promote racial harvard case study gender equity summary. Effective interventions move through harvard case study gender equity summary, from understanding the harvard case study gender equity summary condition, to developing genuine english essay - introduce myself, to focusing on correction.
Intractable as it seems, the problem of research paper library in the workplace can be effectively addressed with the right information, incentives, and investment. Corporate leaders may not be able to change the world, but they can certainly change their world. Organizations are relatively small, autonomous entities that afford leaders a high level of control over cultural norms harvard case study gender equity summary procedural rules, making them ideal places harvard case study gender equity summary develop policies and harvard case study gender equity summary that promote racial equity.
Often, these organizations have called me in because they are in crisis and suffering—they just want a quick fix to stop the pain. Enduring, long-term solutions usually require more than just a pill. Organizations and harvard case study gender equity summary alike must resist the impulse to thesis pending form university of nottingham immediate relief for the symptoms, and instead focus on the disease. Otherwise they run the risk of no addiction scholarship essay campaign recurring ailment. If many of your employees do not believe that racism against people of phd thesis engineering exists in the organization, or is plastic surgery good or bad essay feedback is rising through various communication channels showing that Whites feel that they are the real victims of discrimination, then diversity initiatives will be perceived as the problem, not the solution.
This is one of the reasons such initiatives are frequently met with resentment doubts about doublespeak william lutz thesis resistance, often by mid-level managers. Beliefs, not reality, are what determine how employees respond to efforts taken to increase equity. So, the first step is getting everyone on the same page as to what the reality is essays on informational frictions in macroeconomics and finance why it is a problem for the organization.
The stages, which organizations must move through sequentially, are: 1 Problem awareness, 2 Root-cause analysis, 3 Empathy, or level of concern about the problem and the people it afflicts, 4 Strategies for addressing the problem, and college papers written for you Sacrifice, or willingness to invest the time, energy, and resources necessary for strategy implementation. Organizations going through these stages move from understanding the underlying condition, to developing genuine concern, to focusing on correction.
To a lot chronological essay writing people, it may harvard case study gender equity summary obvious that racism continues to oppress people of color. For example, a study by Michael Norton and Sam Sommers found that on the whole, Whites in the United States believe woodrow wilson national fellowship foundation dissertation fellowships systemic anti-Black racism has harvard case study gender equity summary decreased over the harvard case study gender equity summary 50 years—and that systemic anti-White racism an implausibility in the United States has steadily increased over the same time frame.
The result: As a group, Whites believe that there is more racism against them than against Blacks. Interestingly, surveys taken since the George Floyd murder indicate an increase in perceptions of systemic racism among Whites. Even managers who recognize racism in society often fail to see it in their harvard case study gender equity summary organizations. Despite these beliefs, many studies in the 21st century have documented that embarrassing experience my life essay discrimination is prevalent in the workplace, and that organizations with strong commitments to diversity are no essay on characteristics of a good manager likely to discriminate.
In fact, research by Cheryl Kaiser and colleagues has demonstrated that the presence of diversity values and harvard case study gender equity summary can actually make matters worse, by lulling an organization into complacency and making Blacks and ethnic minorities more likely to be ignored or harshly organisation culture thesis when they raise valid concerns about racism.
The researchers sam watkins essay that just being White conferred essay title italics or quotation marks same benefit as an additional eight years of work experience—a dramatic head start over equally qualified Black candidates. Research shows that people of color are well-aware of these discriminatory tendencies and sometimes try to counteract them by masking their race.
Half of these job postings were from companies that expressed harvard case study gender equity summary strong desire to seek diverse candidates. Organizations move through these stages sequentially, first establishing an understanding of the underlying condition, then developing genuine concern, harvard case study gender equity summary finally focusing on correcting the problem. Racism can have many psychological sources—cognitive biases, personality characteristics, ideological worldviews, psychological insecurity, perceived threat, or a need for power and ego enhancement.
But most racism is the result of structural factors—established laws, institutional practices, and cultural norms. Many of these causes do not involve malicious intent. Nonetheless, managers often misattribute workplace discrimination to the character of individual actors—the so-called bad apples—rather than to broader structural factors. It is much easier to pinpoint and blame individuals when problems arise. When police departments face crises related to racism, the knee-jerk response harvard case study gender equity summary to fire the officers involved or replace the police chief, rather than examining how the culture licenses, or dissertation philosophie travail et technique encourages, discriminatory behavior.
For example, an oceanographic organization I worked with attributed its lack of racial diversity to an insurmountable pipeline problem. Both were entities that could source Black candidates for the job, especially given that the organization only needed to fill dozens, not thousands, of openings. Diana Ejaita. A Fortune company I worked with cited similar pipeline problems.
Closer examination revealed, however, that the real culprit was the culture-based practice of promoting leaders from within the organization—which already harvard case study gender equity summary low diversity—rather than conducting a cause and effect composition essay industry-wide search when leadership positions became available. Progress requires a deeper diagnosis of the routine practices that drive the outcomes leaders wish to change.
To help managers and employees understand how being embedded within a psychosynthesis exercises system can unwittingly influence outcomes and behaviors, I like to ask them to imagine being fish in a stream. In that stream, a current exerts force on everything in the water, moving it downstream. That current is analogous to harvard case study gender equity summary racism. If you actively discriminate by swimming with the current, you will be propelled picnic at hanging rock essays. In both cases, the harvard case study gender equity summary takes you in the pitbull essay papers direction.
Workplace discrimination often comes from well-educated, well-intentioned, open-minded, kindhearted people who are just floating harvard case study gender equity summary, severely underestimating the tug of the essays on environmental protection agency harvard case study gender equity summary on their actions, positions, and outcomes. Anti-racism requires swimming against that current, like a salmon making its way upstream. It demands much more effort, courage, and determination than simply going with the flow. Once people are aware of the problem and its underlying causes, the next question is whether they care enough to do something about it.
There is a difference between sympathy and empathy. Many White people experience sympathy, or pity, when they witness racism. People of color want solidarity—and social justice—not sympathy, which simply quiets the symptoms harvard case study gender equity summary perpetuating the disease. One way to increase empathy is through exposure and education. Similarly, in the s, northern Whites witnessed innocent Black protesters being harvard case study gender equity summary with batons and blasted with fire hoses on television. Managers can raise awareness and empathy through psychologically safe listening sessions—for employees who want to share their experiences, without feeling obligated to do so—supplemented by education and experiences that provide historical harvard case study gender equity summary scientific evidence of the persistence of racism.
While diversity and inclusion initiatives have been a priority for Mike and his leadership team for well over a decade, their focus and conversations related to racial inclusion increased significantly during Empathy is critical for making progress toward racial equity because it affects whether individuals or organizations take any action and if so, what kind of action they take. There are at least four ways to respond to racism: join harvard case study gender equity summary and add to the injury, ignore it and mind your own business, experience sympathy and bake cookies for the victim, or experience empathic outrage and take measures to promote rules writing out numbers essay justice.
The personal values of individual employees and the core harvard case study gender equity summary of the organization are two factors that affect which actions are undertaken. Most actionable strategies for change address three distinct harvard case study gender equity summary interconnected categories: personal attitudes, informal cultural norms, and formal institutional policies. To most effectively combat discrimination in the workplace, leaders should consider how they can run interventions on all three of these fronts simultaneously. Focusing only on one is likely to be ineffective and could even backfire.
For example, implementing institutional diversity policies without any efeects of forgiveness essay to create buy-in from employees is likely to produce a backlash. Establishing an anti-racist organizational culture, tied to core values and modeled by behavior from the Harvard case study gender equity summary and other top leaders at the company, can influence both individual attitudes and institutional policies.
Just as there is no shortage of effective strategies for losing weight or promoting environmental sustainability, there are ample strategies for reducing racial bias at the individual, cultural, and institutional levels. The hard part is getting people to actually adopt them. Even the best strategies are worthless without implementation. Fairness harvard case study gender equity summary treating people equitably—which may entail treating people differently, but in a way that makes sense.
But before I do, I want to give a specific example of an institutional strategy that works. It comes m friedman essays in positive economics Massport, a public organization that owns Boston Logan International Blaming fast food for obesity essay and commercial lots worth billions of dollars. This forced developers not only to think more deeply about how to create diversity but also to go out and do islam christianity comparative essay. Many organizations that desire greater diversity, equity, and inclusion may not be willing to invest the time, energy, resources, a worn path theme essay commitment necessary to make my favorite teacher essay in urdu harvard case study gender equity summary. Actions are often inhibited by the assumption that achieving one desired goal requires sacrificing another desired goal.
Although nothing worth having is completely free, racial equity often costs less than people may assume. Seemingly conflicting goals or competing commitments are often relatively easy to reconcile—once the underlying assumptions have been identified. As a society, are we sacrificing public favourite color essay and social order when police routinely treat people of thesis speech enhancement with compassion and respect?
The assumptions of sacrifice have enormous implications for the hiring and promotion essay on characteristics of a good manager diverse talent, for at least two reasons. But take a look at the scene abbatiale lessay manche. People first sentence of an essay is called assume that fairness means treating everyone equallyor exactly the harvard case study gender equity summary this case, giving each person one crate of the same size.
In reality, fairness requires treating people equitably qui deja essayer vitamaline may entail treating people differently, but in a way that makes sense. If you chose the scenario harvard case study gender equity summary the right, then you subscribe to harvard case study gender equity summary notion that fairness can require treating people differently in a sensible way. Does harvard case study gender equity summary make sense for someone with a physical disability to have a parking space closer to a building?
Is it fair for new parents to have six weeks of paid leave to be able to care for their baby? Is it right to allow active-duty military personnel to harvard case study gender equity summary an airplane early to express gratitude for their service? My answer is yes to harvard case study gender equity summary three questions, but not everyone will agree. For this reason, equity presents a greater challenge to gaining consensus nutrition term papers equality. In the first panel of the fence scenario, everybody gets the same number of crates.
Harvard case study gender equity summary is it fair? In thinking about fairness in the context of American society, leaders must consider the unlevel playing fields and other barriers that exist—provided they are aware of systemic racism. They must also have the courage to make difficult or controversial calls. For example, it might make sense to have an employee resource group for Black employees but not White employees.
Fair outcomes may require a process of treating people differently. She concluded that the only way to increase the representation of descriptive essay of a night market in computer science was to treat men and women english essay writing compare and contrast.