The Push For Equity In Education Hurts Vulnerable Children The Most

Photo by CDC on Unsplash

America has always had an uneasy relationship with brilliance. Cultural tropes, like the mad scientist or the nerdy computer whiz, show both a respect for high accomplishment and an anxiety about how smart people fit into society.

This cultural uneasiness is most apparent in the educational realm. Schools recognized the existence of students with high academic aptitude by providing them with gifted programs and advanced classes. Outside of school hours, many sponsor honor societies or academic competitions. And the old tradition of publicly recognizing a graduating class’s valedictorian remains strong.

However, the educational industry has never let these programs shake the field’s commitment to egalitarianism. The spending on education in the United States is disproportionately directed towards struggling children. Sometimes this policy is explicit, such as earmarking billions of federal dollars annually for special education and little or nothing for advanced academics.

Other policies implicitly support struggling learners more than students who excel, such as the No Child Left Behind Act and its successor, the Every Student Succeeds Act, which encouraged states to reward schools that help struggling students reach basic proficiency levels. These laws, though, did not incentivize or reward schools for helping students reach high levels of academic accomplishment. As a result, the numbers of high achievers stagnated.

Equity over excellence

This truce of carving out a few advanced programs and classes from a system concentrated on educating the lowest performing students worked reasonably well for decades. However, that arrangement was shattered within the past few years in the United States as districts and states embraced “equity” initiatives with the goal of achieving equal outcomes across individuals as well as groups.

The policies inevitably sacrifice bright and high achieving students to the social goals of activists. The push to hobble high performing students in order to achieve equity can take many forms. In Oregon, the state legislature eliminated the requirement that students pass a high school exit exam to demonstrate proficiency in reading, mathematics, and writing for two years until the state can re-evaluate its graduation requirements.

The reason: the testing requirement was “inequitable” because higher percentages of black and Hispanic students were failing the test. The impetus to eliminate tests that show differing levels of academic success is also apparent in admissions tests. At the Thomas Jefferson High School for Science and Technology, a magnet high school in Virginia often touted as the best high school in the country, admission is no longer based on high test performance.

Instead, a new system assigns seats at the prestigious school so that each region in the school district is evenly represented, and then all students that meet basic criteria (a 3.5 middle school grade-point average) are entered into the lottery. The result is a student body that is more racially diverse (from 73 percent Asian to 53 percent Asian, from one percent black to seven percent, and from three percent Hispanic to 25 percent Hispanic), but much less academically elite.

Magnet schools in Philadelphia and Boston also revamped their admissions procedures to de-emphasize tests and to improve the admission chances for Hispanic and black students. Reducing or eliminating the impact of admissions tests is not unique to high schools. Concerns about equity have also caused universities to make college admissions tests optional for applicants.

College admissions tests show well-known differences in average scores, and applying the same admissions standard to all groups will inevitably admit higher scoring groups at higher rates than lower scoring groups. This mathematical reality makes admissions tests a target of equity advocates. The test-optional movement has been underway for many years, mostly at small liberal arts colleges. Making standardized tests optional seems like a good idea to counteract the unequal admissions rates across groups.

However, research shows that it does not improve the socioeconomic or racial diversity of a student body. It does, however, raise a college’s reported test score average (because low performing applicants choose not to report scores), which improves the school’s rankings. Test-optional universities also increased tuition at higher rates than universities that required test scores. None of these developments help disadvantaged students.

The test-optional movement accelerated recently during the COVID-19 pandemic and in response to growing concerns about equity. The movement to drop testing requirements reached its greatest success when the regents of the University of California system voted to make admissions tests optional for applicants—despite their own faculty making a strong recommendation against a test-optional policy.

Even this move towards lowering standards was not enough. Advocacy groups sued the University of California system, which settled the lawsuit by agreeing to ban the consideration of any test scores in the admissions process. This outcome was exactly what university president Janet Napolitano had previously proposed and what many California politicians had wanted for years. What an amazing coincidence!..Continue reading..

By: Russell T. Warne

Source: The Push for Equity in Education Hurts Vulnerable Children the Most

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CDC Approves COVID-19 Vaccines For Children Under 5

U.S. health advisers on Saturday recommended COVID-19 vaccines for infants, toddlers and preschoolers — the last group without the shots.The advisers to the Centers for Disease Control and Prevention unanimously decided that coronavirus vaccines should be opened to children as young as 6 months. On Saturday afternoon, CDC Director Rochelle Walensky signed off on the panel’s recommendation.

“Together, with science leading the charge, we have taken another important step forward in our nation’s fight against COVID-19,” Walensky said in a statement. “We know millions of parents and caregivers are eager to get their young children vaccinated, and with today’s decision, they can. I encourage parents and caregivers with questions to talk to their doctor, nurse, or local pharmacist to learn more about the benefits of vaccinations and the importance of protecting their children by getting them vaccinated.”

HHS Secretary Xavier Becerra released a statement calling the CDC’s move a “major milestone.”

“Thanks to the FDA and CDC’s rigorous, comprehensive, and independent review of the data, and their strict commitment to following the science, we are reaching another major milestone in our efforts to protect more children, their families, and our communities as we work to end the pandemic,” Becerra said. “We are following the data and science as we make sure all Americans are eligible and have access to COVID-19 vaccines and boosters to prevent severe disease and save lives. Based on CDC and FDA actions, we now know that vaccination for our children 6 months through 5 years old is safe and effective and we are ready to get millions of children vaccinated.”

The White House also weighed in on the decision in a statement calling the CDC’s decision a “monumental step forward in our nation’s fight against the virus.””For parents all over the country, this is a day of relief and celebration,” President Biden said in the statemente. “As the first country to protect our youngest children with COVID-19 vaccines, my Administration has been planning and preparing for this moment for months, effectively securing doses and offering safe and highly effective mRNA vaccines for all children as young as six months old.

“While the Food and Drug Administration OKs vaccines, it’s the CDC that decides who should get them. The government has been gearing up for the start of the shots early next week, with millions of doses ordered for distribution to doctors, hospitals and community health clinics around the country. Roughly 18 million kids will be eligible, but it remains to be seen how many will ultimately get the vaccines. Less than a third of children ages 5 to 11 have done so since vaccination opened up to them last November.

Two brands — Pfizer and Moderna — got the green light Friday from the FDA. The vaccines use the same technology but are being offered at different dose sizes and number of shots for the youngest kids.

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Pfizer’s vaccine is for 6 months through 4 years. The dose is one-tenth of the adult dose, and three shots are needed. The first two are given three weeks apart, and the last at least two months later. Moderna’s is two shots, each a quarter of its adult dose, given about four weeks apart for kids 6 months through 5. The FDA also approved a third dose, at least a month after the second shot, for kids with immune conditions that make them more vulnerable to serious illness.

Two doses of Moderna appeared to be only about 40% effective at preventing milder infections at a time when the omicron variant was causing most COVID-19 illnesses. Pfizer presented study information suggesting the company saw 80% with its three shots. But the Pfizer data was so limited — and based on such a small number of cases — that experts and federal officials say they don’t feel there is a reliable estimate yet.

Hospitalizations surged during the omicron wave. Since the start of the pandemic, about 480 children under age 5 are counted among the nation’s more than 1 million COVID-19 deaths, federal data show. “It is worth vaccinating, even though the number of deaths are relatively rare, because these deaths are preventable through vaccination,” said Dr. Matthew Daley, a Kaiser Permanente Colorado researcher who sits on the advisory committee.

U.S. officials expect most shots to take place at pediatricians’ offices. Many parents may be more comfortable getting the vaccine for their kids at their regular doctor, White House COVID-19 coordinator Dr. Ashish Jha said. He predicted the pace of vaccination to be far slower than it was for older populations.

Pediatricians, other primary care physicians and children’s hospitals are planning to provide the vaccines. Limited drugstores will offer them for at least some of the under-5 group. U.S. officials expect most shots to take place at pediatricians’ offices. Many parents may be more comfortable getting the vaccine for their kids at their regular doctor, White House COVID-19 coordinator Dr. Ashish Jha said. He predicted the pace of vaccination to be far slower than it was for older populations.

“We’re going see vaccinations ramp up over weeks and even potentially over a couple of months,” Jha said. It’s common for little kids to get more than one vaccine during a doctor’s visit. In studies of the Moderna and Pfizer shots in infants and toddlers, other vaccinations were not given at the same time so there is no data on potential side effects when that happens. But problems have not been identified in older children or adults when COVID-19 shots and other vaccinations were given together, and the CDC is advising that it’s safe for younger children as well.

About three-quarters of children of all ages are estimated to have been infected at some point. For older ages, the CDC has recommended vaccination anyway to lower the chances of reinfection.Experts have noted re-infections among previously infected people and say the highest levels of protection occur in those who were both vaccinated and previously infected. The CDC has said people may consider waiting about three months after an infection to be vaccinated.

Source: CDC approves COVID-19 vaccines for children under 5 | Fox Business

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Finding A New Job While Pregnant

The Pregnancy Discrimination Act of 1978 was put in place to protect expectant mothers from being cast aside, and there have been updates to the guidelines in recent years as well — but that doesn’t mean finding a new job during pregnancy is easy.

Those actively searching or interviewing for a new job will be competing against other candidates the same way as usual — yet some challenges may arise, such as knowing when to mention a due date or how to stress marketability when visibly pregnant.

If you’re pregnant and looking for a new job, here are some useful tips to consider. The Pregnancy Discrimination Act of 1978 was put in place to protect expecting mothers from discrimination in the workplace.

Have confidence

Jodi Brandstetter, the Ohio-based CEO at Lean Effective Talent Strategies, told FOX Business that having confidence is the secret to a successful interview.

“I always suggest career seekers keep an ‘acclaim box’ [in which] they can put positive reviews, appraisals and recommendations, so they can review it before a big meeting or interview,” Brandstetter said. “This will help them have confidence.”

Jodi Brandstetter is the CEO at Lean Effective Talent Strategies. (Jodi Brandstetter)

“When you’re pregnant, you may be concerned about how you will be judged,” Brandstetter also said. “Go in with your head held high and with solid information as to why you are the best person for the job.”

Demonstrate ambition

Sharing career goals with an interviewer is one way pregnant women can stand out from other candidates, according to New York City-based Kimiko Ebata, a military transition specialist and founder of Ki Coachin, a career consulting service.

“If you aren’t showing and have not yet disclosed your pregnancy to the potential employer, it’s important to exhibit professional ambition and loyalty as a candidate, while remaining true to who you are,” Ebata told FOX Business. “In the interview, brand yourself according to the industry, and be sure to demonstrate competence and confidence in your responses by highlighting your transferable skills, relevant experiences and ability to juggle competing interests.”

Kimiko Ebata is a military transition specialist and founder of Ki Coaching, a career consulting service. “Brand yourself according to the industry,” she told FOX Business.  (Kimiko Ebata)

Any questions an interviewer might ask that go off-topic should be redirected “to your relevant experiences and skill set,” Ebata said.

In cases in which a pregnant candidate’s career commitment is questioned, Ebata suggested saying something like, “My role as a mother is important to me, as is my ability to provide for my family while advancing my career.”

Be true to yourself

Being your true self is the best way to market skills during a job interview, said Chris Sinclair, chief people and culture officer at Bayard Advertising, a full-service recruitment advertising agency.

“If you are interviewing with the right employer, you shouldn’t have to change anything about how you interview to get your strengths across,” Sinclair, who is based in the Dallas-Fort Worth area of Texas, told FOX Business. “Be sure to follow tried and tested interview best practices, including researching the company, knowing the job description, anticipating popular interview questions, being on time and sending a thank-you email.”placeholder

Chris Sinclair of Texas is a chief people and culture officer at Bayard Advertising, a full-service recruitment advertising agency. (Chris Sinclair) Sinclair said it’s important to “tailor your prep” and “delivery” for each interview.

This includes virtual interviews. He said job candidates can put their “best virtual foot forward” by ensuring their interview space is well-lit, with a clear background and camera. New moms-to-be might question when they should disclose their pregnancy to a potential employer.

Be transparent — but careful

Whether you have a gap in your resume related to motherhood and child care or some other circumstance, employers are likely to ask about it.

“I suggest explaining gaps in your employment on your resume,” Brandstetter said. “Be honest at the beginning of the process. Also, include any insights or experience you had during those gaps that help you with being the best candidate.”

Pregnant job candidates should make sure to clarify any gaps in their resume, but they should wait post-interview to disclose their pregnancy, said one hiring expert.Brandstetter recommends holding off on maternity-leave discussions until interviewing with a company.

“I would wait until after the initial conversation to provide information about any type of potential leave after starting,” she said. “Ensure that this is a role that you want to pursue before providing this information.”

Highlight relevant experience; prioritize securing a job offer

Ebata told FOX Business that job candidates should display a “relevant experience” section on their resumes to outline professional skills, which “will give recruiters less reason to pause” if time was taken off from work.

“You can always provide additional context to a prospective employer with your LinkedIn profile summary or in an interview,” Ebata said. Pregnant job candidates should focus on their relevant experience when explaining gaps in their resumes, said one career and hiring expert.

For pregnant women in particular, Ebata said that “from a strategy standpoint, it might be best to withhold this information until you have an offer,” especially if your pregnancy is not visible yet.

“Candidates are often surprised to hear that they are under no legal obligation to disclose their pregnancy to a prospective employer — though it’s difficult to imagine how this is helpful for all involved,” Ebata continued.

“Understandably, most women might not feel comfortable telling a potential employer that they’re pregnant during their first trimester because of the risk of pregnancy loss.”

placeholderReframe a career gap to show dedication

“Progressive employers” realize that having a gap in a resume isn’t the end of the world, said Sinclair.

“In fact, I would say the last two years have made employers more understanding of these kinds of gaps in experience,” he told FOX Business. “Caring for loved ones, changing careers, experiencing a layoff or furlough, or simply taking time out of the workforce to prioritize other things are all far more common and accepted responses than in previous years.”

Job candidates who are pregnant can turn a resume gap into a positive story about their dedication. Sinclair noted that job candidates still need to be prepared to explain the gap in their resumes. In some cases, a gap can be reframed as a strength.

“For example, experiencing a layoff or furlough can build resilience; caring for a loved one shows you can prioritize others over yourself, [which is] especially important in managerial roles; and taking time off due to burnout can demonstrate self-awareness,” Sinclair said. “All of these are desirable traits for a potential employer.”

How to know if a prospective employer is the right fit

Figuring out if a potential employer is a good fit with your lifestyle and growing family takes research and careful consideration.

Make a list

Brandstetter told FOX Business that job candidates should make a “must-have” list that they want a future employer to meet.placeholderCandidates can review this list and compare each potential employer to the qualifications they strongly desire.

Pregnant job candidates should make a “must-have” list that indicates desired qualifications for a next employer, one expert told FOX Business.

Check the benefits

Company benefit packages are an important factor that pregnant candidates should review, Ebata said.

“It’s important to consider the maternity leave policies of the companies that you’re interviewing for and the family benefits more generally,” Ebata told FOX Business. “This could be a very overwhelming time for you and your family, so it is important that you are employed by a company or organization that makes you feel comfortable.”

Job candidates who are pregnant can find out if they’re compatible with a potential employer by checking its benefit packages.

Ebata went on to say that pregnant job candidates need to think about which employer “will allow you to champion your career while advocating for the needs of your family.””You get to decide what you’re capable of doing and where your limitations lie,” Ebata continued.

Understand the company’s culture

Getting an idea of a company’s culture will help job candidates determine if an employer is a good fit, said Sinclair.

placeholder“Not every company will be a fit for you — and that’s OK. If an employer appears to cater to every candidate’s needs, it’s a facade,” Sinclair said. “As a candidate, you need to find the employer whose values and priorities align with yours, whether it’s flexibility, compensation, benefits, the opportunity to learn and progress, or stability and job security.”

Pregnant job candidates should research a company and ask interviewers questions to determine a workplace’s culture.

Sinclair noted that job candidates can “uncover” an employer’s “value proposition” and list of “unique traits” during an interview. Making note of these details should help candidates figure out if they’re a good match for the company they’re interviewing with and considering.

Searching for a new job while pregnant (or during period of life) can take time.

Stay optimistic

Remaining optimistic about your job prospects is one of the best things you can do during any career shift, Brandstetter said.

“A job search can be discouraging. There is rejection as well as ‘ghosting’ by employers,” she told FOX Business. “Just keep moving forward in your search, stay positive — and you will find the right opportunity.”

All job candidates should try to keep a positive attitude during their search for a new position.

Don’t be overly critical

Ebata said it’s important to not let “negative emotions get the best” of you during a job search. placeholder

Instead of assuming there are better candidates out there, she recommends thinking of times when you’ve succeeded when the competition was fierce. She also said it’s worth considering other options that may get in the way — such as when internal candidates are given priority.

Pregnant job candidates shouldn’t be hard on themselves if their search for a new role takes a while. (iStock)

“The goal is to find balance in the things you’re thinking about,” Ebata said. “If you feel the worst image taking shape, make yourself think of the best image.”

Have patience

Like most things in life, finding a new job that you’ll be happy with takes time. “Give yourself grace in the process and know that each company and recruiter have a profile in mind when they set out to fill a role,” Sinclair told FOX Business.

“If you end up not being the right fit for what they’re looking for, it doesn’t represent personal failure — it just shows that another candidate was a better fit for that specific position and profile.”

placeholderSinclair noted that job candidates can feel burnout during their search, and in these cases, he recommends taking a break to “recharge and reset.” Pregnant job candidates should make sure to take breaks during their search if they find themselves feeling overwhelmed.

“If we don’t give ourselves that break, we will see diminishing returns from our search efforts,” Sinclair said.

Source: Finding a new job while pregnant: A guide to searching, interviewing and succeeding | Fox Business

.More contents:

Does Having Kids Make You Happy?

1Research has found that having children is terrible for quality of life—but the truth about what parenthood means for happiness is a lot more complicated.

Few choices are more important than whether to have children, and psychologists and other social scientists have worked to figure out what having kids means for happiness. Some of the most prominent scholars in the field have argued that if you want to be happy, it’s best to be childless. Others have pushed back, pointing out that a lot depends on who you are and where you live. But a bigger question is also at play: What if the rewards of having children are different from, and deeper than, happiness?

The early research is decisive: Having kids is bad for quality of life. In one study, the psychologist Daniel Kahneman and his colleagues asked about 900 employed women to report, at the end of each day, every one of their activities and how happy they were when they did them. They recalled being with their children as less enjoyable than many other activities, such as watching TV, shopping, or preparing food.

Other studies find that when a child is born, parents experience a decrease in happiness that doesn’t go away for a long time, in addition to a drop in marital satisfaction that doesn’t usually recover until the children leave the house. As the Harvard professor Dan Gilbert puts it, “The only symptom of empty nest syndrome is nonstop smiling.”

After all, having children, particularly when they are young, involves financial struggle, sleep deprivation, and stress. For mothers, there is also in many cases the physical strain of pregnancy and breastfeeding. And children can turn a cheerful and loving romantic partnership into a zero-sum battle over who gets to sleep and work and who doesn’t.

As the Atlantic staff writer Jennifer Senior notes in her book, All Joy and No Fun, children provoke a couple’s most frequent arguments—“more than money, more than work, more than in-laws, more than annoying personal habits, communication styles, leisure activities, commitment issues, bothersome friends, sex.” Someone who doesn’t understand this is welcome to spend a full day with an angry 2-year-old (or a sullen 15-year-old); they’ll find out what she means soon enough.

Read: It isn’t the kids. It’s the cost of raising them.

Children make some happy and others miserable; the rest fall somewhere in between—it depends, among other factors, on how old you are, whether you are a mother or a father, and where you live. But a deep puzzle remains: Many people would have had happier lives and marriages had they chosen not to have kids—yet they still describe parenthood as the “best thing they’ve ever done.” Why don’t we regret having children more?

One possibility is a phenomenon called memory distortion. When we think about our past experiences, we tend to remember the peaks and forget the mundane awfulness in between. Senior frames it like this: “Our experiencing selves tell researchers that we prefer doing the dishes—or napping, or shopping, or answering emails—to spending time with our kids … But our remembering selves tell researchers that no one—and nothing—provides us with so much joy as our children.

It may not be the happiness we live day to day, but it’s the happiness we think about, the happiness we summon and remember, the stuff that makes up our life-tales.” These are plausible-enough ideas, and I don’t reject them. But other theories about why people don’t regret parenthood actually have nothing to do with happiness—at least not in a simple sense.

One involves attachment. Most parents love their children, and it would seem terrible to admit that you would be better off if someone you loved didn’t exist. More than that, you genuinely prefer a world with your kids in it. This can put parents in the interesting predicament of desiring a state that doesn’t make them as happy as the alternative. In his book Midlife, the MIT professor Kieran Setiya expands on this point.

Modifying an example from the philosopher Derek Parfit, he asks readers to imagine a situation in which, if you and your partner were to conceive a child before a certain time, the child would have a serious, though not fatal, medical problem, such as chronic joint pain. If you wait, the child will be healthy. For whatever reason, you choose not to wait. You love your child and, though he suffers, he is happy to be alive. Do you regret your decision?

Read: How adult children affect their mother’s happiness

That’s a complicated question. Of course it would have been easier to have a kid without this condition. But if you’d waited, you’d have a different child, and this baby (then boy, then man) whom you love wouldn’t exist. It was a mistake, yes, but perhaps a mistake that you don’t regret. The attachment we have to an individual can supersede an overall decrease in our quality of life, and so the love we usually have toward our children means that our choice to bring them into existence has value above and beyond whatever effect they have on our happiness.

This relates to a second point, which is that there’s more to life than happiness. When I say that raising my sons is the best thing I’ve ever done, I’m not saying that they gave me pleasure in any simple day-to-day sense, and I’m not saying that they were good for my marriage. I’m talking about something deeper, having to do with satisfaction, purpose, and meaning. It’s not just me.

When you ask people about their life’s meaning and purpose, parents say that their lives have more meaning than those of nonparents. A study by the social psychologist Roy Baumeister and his colleagues found that the more time people spent taking care of children, the more meaningful they said their life was—even though they reported that their life was no happier.

Raising children, then, has an uncertain connection to pleasure but may connect to other aspects of a life well lived, satisfying our hunger for attachment, and for meaning and purpose. The writer Zadie Smith puts it better than I ever could, describing having a child as a “strange admixture of terror, pain, and delight.” Smith, echoing the thoughts of everyone else who has seriously considered these issues, points out the risk of close attachments:

“Isn’t it bad enough that the beloved, with whom you have experienced genuine joy, will eventually be lost to you? Why add to this nightmare the child, whose loss, if it ever happened, would mean nothing less than your total annihilation?” But this annihilation reflects the extraordinary value of such attachments; as the author Julian Barnes writes of grief, quoting a friend, “It hurts just as much as it is worth.”

By Paul Bloom

Source: Does Having Kids Make You Happy? – The Atlantic

.

More Contents:

. “A review of the relationship among parenting practices, parenting styles, and adolescent school achievement” (PDF). Educational Psychology Review. 17

 “Parenting Style as a Moderator of Associations Between Maternal Disciplinary Strategies and Child Well-Being”

“The Influence of Parenting Style on Academic Achievement and Career Path”Day, Nicholas (10 April 2013). “Parental ethnotheories and how parents in America differ from parents everywhere else”. Slate. Retrieved 19 April 2013.[verification needed]

“The Terrible Twos Explained – Safe Kids (UK)”Kenneth R. Ginsburg. “The Importance of Play in Promoting Healthy Child Development and Maintaining Strong Parent-Child Bonds” (PDF). American Academy of Pediatrics. Archived from the origina

4 Ways You Can Tackle Racial Discrimination In Your Workplace

Group portrait of a creative business team standing outdoors, three quarter length, close upHealthy workplaces are ones that increase understanding among races, celebrate differences and ... [+] Getty

Racial discrimination is a global issue that has been an ongoing and commonly ignored problem. Staying silent has proven to be deadly, making one complicit in the system of oppression. 2020 has proven to be a historical year surrounding the pandemic, and now, the uprising against racial injustice after George Floyd’s recent death.

Protests have spanned across the nation with over 30 countries bringing awareness to the racism that exists today. These protests in combination with social media have exposed companies, brands, individuals and even the NFL for their behaviors, comments and practices.

While many brands are posting black squares in response to #blackouttuesday or tweeting #blacklivesmatter, very few are creating conversations or doing anything more than that. David Weisenfeld, J.D., XpertHR podcast host, advised: “Don’t make a statement just to make a statement. It needs to be meaningful.” More than ever, consumers and communities are looking to brands and individuals to see how they’re responding to the protests and what action they’re taking to promote equality and social justice.

There are four ways employers can take meaningful action to tackle racism in the workplace.

Keep The Conversation Going

This is a turning point in not only the workplace but throughout the world. The first step is acknowledging the injustices currently present and expressing your commitment to doing better. It’s critical that there are actions to back up your words or else they’ll remain empty promises. Employers can do this by initiating productive and respectful discussions, forming employee resource groups, training on preventing harassment and discrimination and creating channels where employees feel safe speaking up about racial issues.

Chief people officer at PMI Worldwide, Tammy Perkins, said, it’s important for managers to seek input from missing voices to help obtain different ideas for a diverse point of view. Jessica Lambrecht, founder of The Rise Journey, explained “ensuring you have diverse voices represented at all levels of the organization will help to create an inclusive workplace.”

Tina Charisma, founder of Charisma Campaign, explained “diversified work forces support empathy and compassion between people beyond their race in that the awareness shared during conversations goes on to influence relationships and eventually work practices.”

Embed Anti-Racism Into Your Values, Training And Actions

Building a stronger, healthier and better workplace culture is dependent on having a solid set of core values that are integrated into every policy, decision and process. Now is the time to denounce any weak policies, behaviors, partnerships and client relationships that contradict your company values. Maudette Uzoh, owner of Amazing Days Nursery, said “companies should focus on how they can cultivate an environment where it’s impossible for racism of any sort to sprout or thrive.”

Anti-racism training should never be conducted to check-the-box, but to educate and drive positive change. Training alone isn’t enough to shift people’s perspectives. This is because racism exists in attitudes, cultural messages, stereotypes and beliefs due to implicit bias. Companies can actively reduce bias through training along with embedding processes, policies and expectations that help create a culture rooted in diversity and inclusion.

Ultimately, it’s management’s responsibility to demonstrate their commitment to diversity and the value it brings to the company as well as holding others accountable. Furthermore, they need to actively communicate their stance on racial discrimination and what won’t be tolerated along with the consequences for violation. Racism, in any form, should never be overlooked, excused or tolerated, regardless of someone’s rank or title.

Spread Awareness

Aside from conversations, employers can spread awareness by providing resources to educate individuals about the culture of racism and the history of different races. Most individuals are unaware of racial injustice and the comments they unconsciously make towards their BIPOC (Black, Indigenous, and People of Color) colleagues.

The unfortunate reality is victims of racism often remain silent for fear of retaliation or being unfairly judged. This is where management falls short because they turn a blind eye to the discriminatory comments made or downplay the severity of the remarks or behavior.

More awareness needs to be brought to racial discrimination. Justifying or letting one comment slide sets the tone that racism is acceptable. This is how toxic cultures breed. It starts with one incident that’s overlooked and then turns into two, five, ten and soon becomes the norm.

Companies need to hold themselves accountable on what they stand for as well as bringing more awareness to social issues by utilizing their platforms to stand up for the cause. Publishing a statement on the company website, similar to Ben & Jerry’s, is a powerful way to show support for the movement and take meaningful action. Taking one look at Ben & Jerry’s website or social media platforms, there’s no question they are fighting against white supremacy.

Likewise, on their website, they share four ways readers can dismantle white supremacy in addition to releasing a new ice cream flavor called Justice Remix’d. This has undoubtedly given Ben & Jerry’s a competitive edge over other ice cream companies such as Halo Top, Carvel or Breyers who have yet to acknowledge the current situation.

Cultivate Diversity And Tackle Unconscious Bias

The hiring process is just one of many ways employers can combat racial discrimination. Leaders are the ones who establish the company culture whether it’s intentional or not. Taking meaningful action against racism means leaders need to step up and actively support BIPOC. Talking about diversity and inclusion efforts means little when there’s no action taken.

Many employers unknowingly perpetuate racism in their own workplace because they fail to acknowledge the flaws of their own internal company culture. Tackling unconscious bias with the help of a third party, accepting feedback from BIPOC colleagues and taking an honest look at ones culture can help minimize the constraints that prevent the culture from thriving.

The Harvard Business School wrote an article on how minority job applicants are deleting references to their race on their resume in hopes of boosting their chances at getting a job. The article explained how “Asian applicants often change their foreign-sounding names to something more American-sounding” as well as Americanizing their interests by using common white western culture activities such as snowboarding or hiking. Furthermore, African Americans tone down their involvement in black organizations by removing the word “black” from a professional society or scholarship.

Katherine DeCelles, Associate Professor at Rotman School of Management, University of Toronto, shared “a bias against minorities runs rampant through the resume screening process at companies throughout the United States.” Applicants should not have to sacrifice their achievements, cultural connection or human capital for fear of not being hired.

Companies now have an opportunity to recognize their unconscious bias and prioritize creating a more diversified workplace. One way of doing this is adding blind hiring into the recruitment process. Madison Campbell, CEO of Leda Health Company, said “name-blind applications will increase the focus on qualifications and merit rather than the biases that even the best allies can have.”

I’m a Leadership Coach & Workplace Culture Consultant at Heidi Lynne Consulting helping individuals and organizations gain the confidence to become better leaders for themselves and their teams. As a consultant, I deliver and implement strategies to develop current talent and create impactful and engaging employee experiences. Companies hire me to to speak, coach, consult and train their teams and organizations of all sizes.

Source: 4 Ways You Can Tackle Racial Discrimination In Your Workplace

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Randall Emmett Hit With Racial & Religious Discrimination, Hostile Workplace Suit; Used N-Word, … Deadline Hollywood

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CourseAlly eLearning   https://jvz4.com/c/202927/384759/
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Credit Repair   https://jvz8.com/c/202927/377815/
Cryptokit    https://jvz8.com/c/202927/383809/
CryptoRocket    https://jvz6.com/c/202927/378113/
CryptoUnderworld     https://jvz8.com/c/202927/374345/
Dealcheck     https://dealcheck.io?fp_ref=armin16
DesignaSuite      https://jvz2.com/c/202927/297271
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DevelopSelfEmpowerment     https://jvz6.com/c/202927/383094/
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DFYSuite   https://jvz3.com/c/202927/381194/
Diabetes Guide    https://jvz2.com/c/202927/358870/
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DUX Forex Signals   https://jvz3.com/c/202927/128215/
EBook Agency    https://jvz2.com/c/202927/384573/
Ejaculation Total   https://jvz2.com/c/202927/75989/
Email Monetizer    https://jvz2.com/c/202927/386337/
EngagerMate  https://jvz8.com/c/202927/328172
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Extreme Coupon  https://jvz1.com/c/202927/216101/
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Ezy MultiStores  https://jvzoo.com/c/202927/381935
Facebook Cash Machine   https://jvz4.com/c/202927/382333/
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Fitness Nutrition   https://jvz4.com/c/202927/353334/
Followup Builder   https://jvz3.com/c/202927/386313/
Forex Atlatian   https://jvz8.com/c/202927/25069/
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Hostley Domain Creator   https://jvz1.com/c/202927/379223/
Human Synthesys Studio  https://jvz8.com/c/202927/367353/
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Insta Keyword    https://jvz6.com/c/202927/351606/
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LiteTrading   https://www.litefinance.com/?uid=929237543
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Toon Video Maker    https://jvz2.com/c/202927/357201
TrafficForU   https://jvz3.com/c/202927/381950/
Trendio  https://jvz3.com/c/202927/381003/
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Tubeserp   https://jvz3.com/c/202927/370472
TubeTargeter  https://jvz6.com/c/202927/377211
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VIADZ Ad Template  https://jvz4.com/c/202927/379307/
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Videevolve   https://jvz4.com/c/202927/381011/
Video Campaignor      https://jvz4.com/c/202927/387058/
Video Games   https://jvz3.com/c/202927/184902/
VideoEnginePro     https://jvz2.com/c/202927/372916
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VideoRobot Enterprise   https://jvz8.com/c/202927/291061
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