Post by nurefatehi on Feb 26, 2024 23:41:09 GMT -5
Many companies in Mexico and the world have chosen to include practices in favor of diversity in their business model. What does this mean? Diversity in companies implies that they open their doors to anyone, regardless of their gender, religion, ethnic origin or health condition . Likewise, companies with extensive diversity policies affirm that this begins in the selection process, here recruiters have the responsibility of selecting new talent without using any type of discrimination. The landscape of diversity in companies For example, since the death of George Floyd and the Black Lives Matter protests —an international movement to speak out for African Americans—companies are looking for ways to combat racial bias and discrimination at work. Almost 75% of recruiters in the US were less likely to hire candidates with names that referred to other ethnicities and only recruited those who were white even if they had the same experience as others. In Silicon Valley about 1% of tech entrepreneurs are black, while African Americans are severely underrepresented in leadership positions at influential tech companies. As evidence, in Fast Company reported that there were fewer black women in technology than in .
Given this more companies are now obliged to offer their employees diversity training, in order to properly incorporate and manage this characteristic that has Nigeria WhatsApp Number List become an added value for companies, but these trainings are not always successful. What are the diversity trainings? Diversity training is understood as those practices within the company that help educate employees and train them through classes to achieve inclusion and significantly reduce bias against certain groups. The renowned Fast Company portal states that there are five main reasons why sociologists believe that diversity training generally does not reduce discrimination. Here we present them to you! 5 reasons why trainings fail 1. Trainings do not lead to behavioral change Frank Dobbin, a professor of sociology at Harvard, and Alexandra Kalev, an associate professor of sociology and anthropology at Tel Aviv University, writing for Anthropology Now , say that short-term diversity trainings generally don't change people. 2. Changing attitudes does not change behaviors Diversity training can affect the way workers think and feel, although that doesn't always translate into changing the way they act.
People routinely discriminate against others without feeling biased or thinking poorly of them. At the same time, they may feel systematically biased against people or think poorly of them without engaging in discriminatory behavior. 3. Training often reinforces stereotypes The portal claims that asking people to let go of their stereotypes can encourage people to hold on to them more tightly, since it is difficult to ignore something they tell you to ignore. Experts say that diversity training generally encourages people to recognize and fight stereotypes, but this can simply be counterproductive. 4. These trainings activate the famous White Fragility White Fragility or White Fragility 2018, is a book written by Robin DiAngelo that talks about race relations in the US and how it is so difficult for white people to talk about racism. Therefore, at this point an allusion is made to this work since the expert portal states that some feel more hostility and confusion towards other groups after diversity training. As a result, they believe they must deny any bias in order to continue believing that they are good people.
Given this more companies are now obliged to offer their employees diversity training, in order to properly incorporate and manage this characteristic that has Nigeria WhatsApp Number List become an added value for companies, but these trainings are not always successful. What are the diversity trainings? Diversity training is understood as those practices within the company that help educate employees and train them through classes to achieve inclusion and significantly reduce bias against certain groups. The renowned Fast Company portal states that there are five main reasons why sociologists believe that diversity training generally does not reduce discrimination. Here we present them to you! 5 reasons why trainings fail 1. Trainings do not lead to behavioral change Frank Dobbin, a professor of sociology at Harvard, and Alexandra Kalev, an associate professor of sociology and anthropology at Tel Aviv University, writing for Anthropology Now , say that short-term diversity trainings generally don't change people. 2. Changing attitudes does not change behaviors Diversity training can affect the way workers think and feel, although that doesn't always translate into changing the way they act.
People routinely discriminate against others without feeling biased or thinking poorly of them. At the same time, they may feel systematically biased against people or think poorly of them without engaging in discriminatory behavior. 3. Training often reinforces stereotypes The portal claims that asking people to let go of their stereotypes can encourage people to hold on to them more tightly, since it is difficult to ignore something they tell you to ignore. Experts say that diversity training generally encourages people to recognize and fight stereotypes, but this can simply be counterproductive. 4. These trainings activate the famous White Fragility White Fragility or White Fragility 2018, is a book written by Robin DiAngelo that talks about race relations in the US and how it is so difficult for white people to talk about racism. Therefore, at this point an allusion is made to this work since the expert portal states that some feel more hostility and confusion towards other groups after diversity training. As a result, they believe they must deny any bias in order to continue believing that they are good people.