{"id":775,"date":"2020-06-28T20:22:11","date_gmt":"2020-06-28T20:22:11","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=775"},"modified":"2020-06-28T20:22:11","modified_gmt":"2020-06-28T20:22:11","slug":"discussion-week-6-22","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/06\/28\/discussion-week-6-22\/","title":{"rendered":"Discussion Week 6\/22"},"content":{"rendered":"
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  1. I think one of the most\u00a0helpful search tools I used was the category feature on most search engines and in the Syracuse Library database system. It was much easier to search for\u00a0\u201cinclusion organizational culture\u201d and then narrow down the search\u00a0further by\u00a0specifying that I waned articles about inclusion from a business\u00a0perspective, since our area of focus is diversity in\u00a0the workplace. There were a few roadblocks\u00a0I hit, one of the first being how broad the term\u00a0\u201cinclusive\u201d is. It is used to refer to any situation that can include and\u00a0encompass a wider variety, whether it be in terms of people in a group or items in a bag. I think finding ways around this roadblock were of use, but even so, the term inclusive is used so often to describe so many situations in our world today that remain\u00a0\u201cexclusive\u201d. Another roadblock I ran into was when choosing the\u00a0articles, finding ones that were substantial and related to our research on inclusion and in organizational culture. There were plenty of articles that just spit out statistics of companies being successful with a\u00a0more diverse workforce, which is great and statistics are a way to analyze the success and failure of some approaches leading towards more inclusion. What was troublesome was articles having both the\u00a0statistical research and the connections back to those being discriminated or excluded. It is one thing to hear the numbers and see the results and data, it is\u00a0another to humanize these numbers and put more emphasis on the toll this takes on being a human ostracized for something they feel is the most representative of their identity.<\/li>\n
  2. I hope to find texts coming from those who have felt\u00a0\u201cexcluded\u201d, especially in the work place. As stated before, numbers can only show and help us to learn how to be more inclusive, but it is from the retelling and words of those who have been discriminated that will help those who feel as though this is an\u00a0unnecessary action to sympathize and possibly change their own opinion. I would love to find a written account of someone perspective on inclusion within the workplace from a before, during, and after perspective. I want to use voices of those who are part of the discriminated sum of employers, the people that face their fears every day to do something so normal and just so organic. To work, to socialize, to do anything within society should be reconsidered just because of the way someone identifies. I think that it was\u00a0most definitely be easier to find the primary source article,\u00a0I think that scholarly articles are a bit heavy on the data and research side of the issue which is the side\u00a0I hope to not highlight as much.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

    I think one of the most\u00a0helpful search tools I used was the category feature on most search engines and in the Syracuse Library database system. It was much easier to search for\u00a0\u201cinclusion organizational culture\u201d and then narrow down the search\u00a0further by\u00a0specifying that I waned articles about inclusion from a business\u00a0perspective, since our area of focus … <\/p>\n

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