{"id":901,"date":"2021-08-08T19:15:57","date_gmt":"2021-08-08T19:15:57","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/?p=901"},"modified":"2021-08-08T19:15:57","modified_gmt":"2021-08-08T19:15:57","slug":"discussion-8-2","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/2021\/08\/08\/discussion-8-2\/","title":{"rendered":"Discussion 8\/2"},"content":{"rendered":"\n<ol><li>In \u201cEven at \u2018Inclusive\u2019 Companies, Women of Color Don\u2019t Feel Supported\u201d, by Beth A. Livingston and Tina R. Opie, the importance of connections between women of varying ethnicities\/race in the workplace is examined. Through \u201cshared sisterhood\u201d, women can come together to \u201cdesign strategies, dismantle structures that prevent advancement, or even just offer mutual support\u201d (Livingston &amp; Opie, p,1). However, due to the exclusionary attitudes and tone-deaf conversations, women of color are less likely to be emotionally vulnerable in the workplace. This hesitation to be open with another suppresses professional growth and productivity. After conducting a survey, the authors concluded that connections are unlikely to form until organizations recognize and address biases within.\u00a0<\/li><\/ol>\n\n\n\n<p><\/p>\n\n\n\n<p>2.  This article is hyperlinked to \u201cemotional labor and taxation\u201d in Wynn\u2019s article. This phrase appears under one of the solutions (minimizing microaggressions) to create organizational change. This article is useful because it expands further than providing a simple explanation. In this piece, relevant research to emotional struggles in the workplace has been conducted and questions have been posed. I would like to personally research this topic further because it is an area I have never given much consideration.<\/p>\n\n\n\n<p>I think white people would benefit from reading this article because it explains how even if an organization is labeled as \u201cinclusive\u201d that does not mean the work towards equity ends there. Additionally, I think that managers\/executive positions would benefit from reading this because they are supervising behavior and setting the tone for the workplace. Additionally, I think women of color should read his because it encourages connections even if it is challenging.&nbsp;<\/p>\n\n\n\n<p>An excerpt for managers\/executive positions:<\/p>\n\n\n\n<p><em>\u201cYou can\u2019t build meaningful connections between women of different races and ethnicities, let alone ask them to advocate for their collective advancement, if black and Hispanic women report being excluded from the relationships required to make an organization run.\u201d<\/em><\/p>\n\n\n\n<p><a href=\"https:\/\/hbr.org\/2019\/08\/even-at-inclusive-companies-women-of-color-dont-feel-supported\">https:\/\/hbr.org\/2019\/08\/even-at-inclusive-companies-women-of-color-dont-feel-supported<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In \u201cEven at \u2018Inclusive\u2019 Companies, Women of Color Don\u2019t Feel Supported\u201d, by Beth A. Livingston and Tina R. Opie, the importance of connections between women of varying ethnicities\/race in the workplace is examined. Through \u201cshared sisterhood\u201d, women can come together to \u201cdesign strategies, dismantle structures that prevent advancement, or even just offer mutual support\u201d (Livingston &hellip; <a href=\"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/2021\/08\/08\/discussion-8-2\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Discussion 8\/2&#8221;<\/span><\/a><\/p>\n","protected":false},"author":177,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[2],"tags":[26,75,74],"_links":{"self":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/901"}],"collection":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/users\/177"}],"replies":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/comments?post=901"}],"version-history":[{"count":1,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/901\/revisions"}],"predecessor-version":[{"id":902,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/901\/revisions\/902"}],"wp:attachment":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/media?parent=901"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/categories?post=901"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/tags?post=901"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}