{"id":793,"date":"2020-07-01T16:10:20","date_gmt":"2020-07-01T16:10:20","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/?p=793"},"modified":"2020-07-01T16:10:20","modified_gmt":"2020-07-01T16:10:20","slug":"discussion-week-6-29","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/summer2020\/2020\/07\/01\/discussion-week-6-29\/","title":{"rendered":"Discussion Week 6\/29"},"content":{"rendered":"
1. I think one of the most significant contributions Wong made to our ongoing conversation of diversity is found in her\u00a0section about\u00a0\u201cEquity vs Equality\u201d (page 27 to 28). The paragraph was very eyeopening for myself when considering the conversation currently focusing on inclusion. A key point Wong made, that I never really considered, is that treating everyone the same would result in more inequality as everyone has different needs. It is to\u00a0recognize those different needs employees have to\u00a0ensure everyone is supported, helping to increase feelings of inclusivity\u00a0because no everyone is the same. Her metaphor of running shoes and runners in a race was a great way to represent visually what she is saying: not everyone is the same shoe size, but all the runners should have a tailored shoe to help them run the best. This can be used when treating employees too, as every employee would have different needs butt if they are all met with the same urgency and respect then all the employees would be able to perform their best. I think highlighting this need for different levels of treatment is crucial,\u00a0because no one is a carbon copy of the other. Some employees may need more support than others, but making that need for support a priority is what will change the work environment, providing more resources and care. Connecting this further with our ongoing conversation of inclusion while also promoting diversity, this comes to show that giving those what they specifically need will only improve a\u00a0company.\u00a0<\/span><\/div>\n
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2.\u00a0Wong\u00a0utilizes\u00a0the use of\u00a0\u201cconnecting the parts\u201d throughout the entire article, as she\u00a0seamlessly flows from one topic of\u00a0conversation to another through her subtitles and subheadings. One instance of this is is her transition into the subheading of\u00a0\u201cStarting with Better Questions\u201d as Wong \u00a0transitions from providing the context of the situation, this being shifting the workplace environment, to starting the conversation about how to challenge the\u00a0initiative to shift the workplace. Using the word\u00a0\u201capproaching\u201d to begin the paragraph is a transition word as she elaborates more on\u00a0how to shift these misunderstood issues with inclusion.\u00a0Following in her next sentence, Wong uses the pointer word\u00a0\u201cit\u201d claiming that understanding the backdrop of these inequities in the workplace can shift the questions used to\u00a0\u201cguide and inform\u201d those who have trouble\u00a0understanding means of inclusion. Repeated use of the word inequities highlights that it is\u00a0the main issue at hand, that there are\u00a0discrepancies when it comes to how different demographics of employees are treated. She continues to use the idea of repeating the phrase yourself but with a difference, as she further contends to changing the wording and meaning behind questions that challenge the issues of inequity in the workplace.<\/div>\n

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1. I think one of the most significant contributions Wong made to our ongoing conversation of diversity is found in her\u00a0section about\u00a0\u201cEquity vs Equality\u201d (page 27 to 28). The paragraph was very eyeopening for myself when considering the conversation currently focusing on inclusion. A key point Wong made, that I never really considered, is that … <\/p>\n

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