Gen Z and Y on D&I: Recognizing Toxic Organizational Culture
How does one recognize when an organization’s culture is toxic? To follow, I will outline four types of toxic culture that might be present in your organization.
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Author: Dr. Emerald Templeton
A Point of View: Diversity Bombing
We’ve seen it before. An organization reacts to an employee complaint about discrimination. In an effort to get ahead of the complaint, the leaders in said organization hire a DEI consultant, require a series of diversity trainings, and release a statement about supporting diversity in the workplace. However, once the dust settles, the organization returns to its former self. It is often the case that more harm has been incurred and tensions may be even deeper than before. I call this phenomenon: Diversity Bombing.
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Gen Z and Y on D&I: When Interests Converge
Racism metamorphoses based upon the needs of the hegemonic order. The theory of interest convergence provides a lens for understanding Brown v. Board of Education and other major changes to the social order in which the power structure enacts policies that appear to be in the interest of subjugated or oppressed communities, yet is really intended to serve the best interest of those in power.
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Gen Z and Y on D&I: What, Now, is the “American Dream”?
Homeownership is seen as the pathway to wealth — a path to the “American Dream.” However, for many marginalized communities, this dream is far off, even unattainable. Structural barriers, such as low wage employment, a lack of intergenerational wealth, unfair mortgage loan policies and mortgage bias, and systemic racism, are impediments to achieving the dream of homeownership. What, now, is the “American Dream” if not every American has access to it?
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A Point of View: We Still Wear the Mask: On Facing Racism In A Virtual Workplace
In Paul Laurence Dunbar’s “We Wear the Mask,” and then, in Maya Angelou’s expounded version “The Mask,” we read about the phenomenon many BIPOC endure: we must shelter our authentic selves as a means of survival in a white world. Smiling to mask pain or laughing when we feel like crying, have been knee-jerk reactions to the trauma and violence of racism. As Dunbar and Angelou so eloquently describe, we so often choke down the pain in our realities for fear of white rage — as though revealing that we no longer want to be oppressed is cause for visceral attack.
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