{"id":239,"date":"2020-05-27T22:12:22","date_gmt":"2020-05-27T22:12:22","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=239"},"modified":"2020-06-20T07:12:38","modified_gmt":"2020-06-20T07:12:38","slug":"week-of-5-25-discussion","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/05\/27\/week-of-5-25-discussion\/","title":{"rendered":"Week of 5\/25 – Discussion"},"content":{"rendered":"

1. When it comes to the topic of organizational diversity policies in the workplace, most of us will readily agree that said policies bring beneficiary values.\u00a0 <\/span>Where the agreement usually ends, however, is on the question of \u201cwhether<\/em> and how<\/em> these can play a pivotal causal role in shaping minority group member\u2019s leadership-related perception\u201d (p 173). Whereas some are convinced that we should explicitly value the characteristics of diverse minority members, others maintain that suppressing the categorization of people into distinct groups will eliminate negative consequences such as prejudice or conflict. My own view is that ideologies of colorblindness will always influence a time and place for assessing the best possible workplace type and climate based environment.<\/span><\/p>\n

For this exercise I worked off a template that introduced an ongoing debate. Where I decided to expand off this template was in the last sentence of the paragraph. Here I\u2019m basically trying to say that the nature of colorblind theory (whether positive or negative) carries a be-all and end-all placement for determining the direction of diversity policies in the workplace. I think because my knowledge on the subject is fairly new and limited, the point I wanted to make may read a bit difficult, however, it is an area of research I\u2019d be interested in exploring further. Overall I found this approach pretty useful for getting my thoughts to follow a logical process onto the page. <\/span><\/p>\n

2. Something these weekly readings have began to do is expand my horizon for how I think about diversity in organizations. In my earlier views I always thought about diversity kind of as a black and white slate. The readings particularly on neurodiversity illuminated groups I had not fully considered. Even more so as I kept reading on the topic, it unveiled how widespread these organizations can be. Often times they\u2019ll break up into further subgroups and subcultures within an already distinct body. Being a minority myself found me agreeing with a lot of the claims made especially in Gundemir\u2019s reading. It made me reflect on conversations I\u2019ve had in the past with family or friends alike whom identify as such. From our discussions we would talk about how being a minority places one on a constant pedestal (showcase) to society. As individuals we have a role and responsibility to live up our name or fall in either stereotypical category. Its sad to think like that though most would agree that if there were greater personal and leadership examples in the workplace, we would feel more motivated to excel. The reality is though with our current policy standards and systems in place, it isn\u2019t as easy to progress. To say \u201cyes we support diversity, here it is\u201d is not enough. Theres a teetering and sensitive balance for how companies and individuals can work. As I\u2019ve come to learn, instilling a new message requires discussing all grounds no matter how uncomfortable or confrontational they may be. <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

1. When it comes to the topic of organizational diversity policies in the workplace, most of us will readily agree that said policies bring beneficiary values.\u00a0 Where the agreement usually ends, however, is on the question of \u201cwhether and how these can play a pivotal causal role in shaping minority group member\u2019s leadership-related perception\u201d (p … <\/p>\n

Continue reading “Week of 5\/25 – Discussion”<\/span><\/a><\/p>\n","protected":false},"author":112,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[5],"tags":[30,19,22],"_links":{"self":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/posts\/239"}],"collection":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/users\/112"}],"replies":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/comments?post=239"}],"version-history":[{"count":5,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/posts\/239\/revisions"}],"predecessor-version":[{"id":688,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/posts\/239\/revisions\/688"}],"wp:attachment":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/media?parent=239"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/categories?post=239"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/wp-json\/wp\/v2\/tags?post=239"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}