Timeline for Frameworks to advance diversity, equity and inclusion
Current License: CC BY-SA 4.0
20 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Jun 18 at 13:06 | comment | added | Or4ng3h4t | 2024 and this answer is still extremely discriminatory and victimizing. "Mentoring is crucial for oppressed groups." what exactly is even an oppressed group ? Is there even a metric for what could be considered oppressed ? | |
| Jul 22, 2020 at 22:49 | comment | added | Aida Paul | The fact that you include some sort of bibliography but do not provide actual referencing is extremely misleading and, as far as I can tell, is just trying to give credence to what are your personal opinions and interpretations. Which chapter of Glass, Jennifer book says that "Women and people of color tend to be given projects with shorter career potential by default"? Not to mention that this doesn't answer the question asked, just makes a lot of highly debatable statements and assumptions. | |
| Jul 21, 2020 at 13:08 | comment | added | Kevin | I really wish there wasn't so many single-variable statements used as evidence for something. I mean, here's a simple example: "A much larger percentage of men vs women are incarcerated for violent crime" Which is true, except its not evidence of anti-male bias in the judicial system - we have to dig deeper and add more variables until we get to the root cause of the difference (men commit more violent crime). Items 1 through 4 in this answer are simple, single-variable statements that could be relevant... or be the same as the example above. | |
| Jul 20, 2020 at 8:53 | comment | added | Diane M | I like your answer, but aside from providing proof that the problem exists, it doesn't cover much how the cognitive mechanisms of discrimination work. Sure, some people discriminate in full consciousness, but there are many more that do it without realizing they actually are. | |
| S Jul 20, 2020 at 2:50 | history | suggested | Josh | CC BY-SA 4.0 |
Helped with formatting
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| Jul 19, 2020 at 14:56 | history | bounty ended | Josh | ||
| Jul 19, 2020 at 14:55 | review | Suggested edits | |||
| S Jul 20, 2020 at 2:50 | |||||
| Jul 19, 2020 at 14:52 | vote | accept | Josh | ||
| Jul 17, 2020 at 0:29 | comment | added | JanetPlanet | m.raynal - Oppressed groups wind up working harder to receive the same level of recognition, due to the prejudicial perceptions by their colleagues. I hope I clarified the statement with the update. | |
| Jul 17, 2020 at 0:27 | history | edited | JanetPlanet | CC BY-SA 4.0 |
added 3815 characters in body
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| Jul 16, 2020 at 9:59 | comment | added | Jacob Horbulyk | 3) The more you focus on candidate GitHub profiles, the more your pool will become non-poor, young, white, single & male. | |
| Jul 16, 2020 at 9:52 | comment | added | Jacob Horbulyk | Additional ideas not covered in this answer: 1) For job postings write applicant requirements that are accurate minimum requirements; not exaggerations of what is required. 2) When evaluating candidates fresh from university, weighing academic performance (i.e. grades) over nonsense side projects will generally increase the diversity of your interviewee pool. | |
| Jul 16, 2020 at 9:17 | comment | added | m.raynal | @Kat that was my guess too, considering the content of the rest of the answer. I still think that it deserves some editing to remove any ambiguity about what 'accomplishing the same goals' refer to. | |
| Jul 16, 2020 at 6:36 | comment | added | Erik | @another-dev how is this answer discriminatory? I'm not seeing it. It just says "make sure you treat people fairly, here's some pointers". | |
| Jul 15, 2020 at 20:25 | comment | added | another-dev | This answer is extremely discriminatory and counter productive I would advice against following it | |
| Jul 14, 2020 at 22:05 | comment | added | Kat | @m.raynal I think they're saying that minorites tend to work more for the same results, not because they're getting less done but because they have to do more to get the same recognition. So if you find that minorities tend to work more hours in your company, you might have that problem in your organization. | |
| Jul 14, 2020 at 12:52 | comment | added | m.raynal | Is your first point stating that women/people of color are generally less skilled ot efficient ? If so, I beg to disagree. Otherwise, it may require an edit to clarify the point. From my experience in the field, I've never distinguished a correlation between skill and skin tone or gender. | |
| Jul 14, 2020 at 12:52 | comment | added | Josh | This is very useful. Thanks Janet. I'm wondering if you know of any articles that summarize and back up this framework with e.g. links to the literature and peer-reviewed studies that demonstrate the effectiveness of the specific items in this list. Not because I necessarily need to be convinced myself, but because I would like to use and share any framework with others who are often very skeptical that these problems are real (see other answers here for examples). | |
| Jul 13, 2020 at 23:17 | review | First posts | |||
| Jul 14, 2020 at 8:04 | |||||
| Jul 13, 2020 at 23:14 | history | answered | JanetPlanet | CC BY-SA 4.0 |