Work place re education training. Is this really good for the business?
The following is a real company directive. Identify the premise. Have discussion on how this would impact a large retail business and its employees. I have a very strong opinion about this as it directly offends... err... impacts me.
From: Shxxx Oxxx, Chief Diversity Officer
To: All Mxxx Colleagues
Coming Soon: Companywide Inclusive Workplace Training
One of the simplest ways to help promote diversity and inclusion at Xxxxx is to avoid bias in how we think, act and operate. Bias is one of the greatest roadblocks to an inclusive culture, especially because while the judgements we sometimes make about individuals or groups are often unintentional, they can have a big impact.
On Monday, June xx, we’re launching a new required course, Inclusive Workplace: Understanding and Managing Unconscious Bias, that will teach you how to understand, identify and mitigate bias. This is an expansion of the instructor-led course that Directors and above completed last year.
The new, online course will shed light on the impact of unconscious bias in the workplace and identify strategies to help you manage bias in everyday interactions with colleagues and, as applicable, customers. You’ll learn simple tips to start using immediately. If you participated in an unconscious bias session last year, this will be a great refresher.
The companywide training schedule is below. Timing varies based on your function and role. Look for an email with additional course information and instructions when it’s time to complete your training.
Corporate and Support Functions (including Sxxx Cxxxx)
• June xx-July xx | People Leaders and all Exempt Colleagues
• July x-August xx | Non-exempt Colleagues without direct reports
Xxxxx
• July x-xx | People Leaders and all Exempt Colleagues
• July xx-September xx | Non-exempt Colleagues without direct reports
Fostering a diverse and inclusive culture isn’t just the right thing to do. It’s crucial to building our business, developing top talent and responding effectively to changing customer expectations. The small choices that you make in the moments that matter can have a big impact on our colleagues, customers and community.
Thank you for your participation and support.
From: Shxxx Oxxx, Chief Diversity Officer
To: All Mxxx Colleagues
Coming Soon: Companywide Inclusive Workplace Training
One of the simplest ways to help promote diversity and inclusion at Xxxxx is to avoid bias in how we think, act and operate. Bias is one of the greatest roadblocks to an inclusive culture, especially because while the judgements we sometimes make about individuals or groups are often unintentional, they can have a big impact.
On Monday, June xx, we’re launching a new required course, Inclusive Workplace: Understanding and Managing Unconscious Bias, that will teach you how to understand, identify and mitigate bias. This is an expansion of the instructor-led course that Directors and above completed last year.
The new, online course will shed light on the impact of unconscious bias in the workplace and identify strategies to help you manage bias in everyday interactions with colleagues and, as applicable, customers. You’ll learn simple tips to start using immediately. If you participated in an unconscious bias session last year, this will be a great refresher.
The companywide training schedule is below. Timing varies based on your function and role. Look for an email with additional course information and instructions when it’s time to complete your training.
Corporate and Support Functions (including Sxxx Cxxxx)
• June xx-July xx | People Leaders and all Exempt Colleagues
• July x-August xx | Non-exempt Colleagues without direct reports
Xxxxx
• July x-xx | People Leaders and all Exempt Colleagues
• July xx-September xx | Non-exempt Colleagues without direct reports
Fostering a diverse and inclusive culture isn’t just the right thing to do. It’s crucial to building our business, developing top talent and responding effectively to changing customer expectations. The small choices that you make in the moments that matter can have a big impact on our colleagues, customers and community.
Thank you for your participation and support.
I'm quick to call out racism no matter who it's directed to or coming from. That's real equality. The leftists hate that. So be it. I'm too old to start living a lie...
Here is a six minute video snippet from 2017 where Jordan Peterson is having a deeply rational scientific discussion with some other professors about this type of “training” being made mandatory in many colleges, universities and now workplaces.
https://youtu.be/TXPGuWQHqNw
https://youtu.be/yx1CEsUBYVM
You're talking about a very complicated issue - an issue you don't even begin to understand - and you're going to legislate according to your own explicit biases and ignorance rather than listen to a subject-matter expert testify... Yup. That's one of the reasons I have no desire to emulate Canada.
Both groups tend to become authoritarians in training.
I probably should’ve said, “brutal authoritarians in training.”
We practice what we preach too and have a very diverse workforce of professionals who embrace our policy.
BTW, if you knew how HARD the government was ramming diversity and inclusion down all government employee and contractor's throats, it would make you nauseous.
What is their actual “policy?”
Mix the blood types (A+, A-, B+, B-, O+, O-, AB+, AB-).
Maybe that’s how The Walking Dead started.
Philosophy is deeply involved as ethics and principals guide the premise of the directive. This company sees it employees (and customers) driven by sub conscious bias and thinking in their relationships. Which code the authors of the directive base their assumptions of individuals is not stated. Certainly worthy of ethical discussion. Who thinks of this stuff and why? Politics may have been an obvious choice but for the lack of a stated agenda. This directive is PC driven and reflects where our culture is going. This is for sure political push back following the 2016 POTUS decision of US voters. Education also a viable choice for category. From where do these directive authors get this type of thinking? I don't believe humans are born with such evil outlooks of other humans. At least not to the extent of sending us all off to re-education and sub conscious alteration training. The Chief Diversity Officer of this company most likely is a product of 4 to 8 year higher education camps.
Business was my selection. The impacts on my personal economy via business are paramount to my life. I want my business to succeed. As it does so do I. When an entity comes along and threatens my business, I react. This directive has made me react. Thoughts?
has your company experienced bias and non inclusion in the past?...I doubt you have, save for HR which is always making stuff up in my observation.
Second: is this training really going to do any good? I doubt that too. from now on, everyone will be walking on egg shells and will rarely say anything to anyone.
Another company bits the dust.
This is not training. It is mandatory attendance to brainwashing. Nothing less than that. At this point I will refuse to attend while filing a conscious objection complaint. Should they fire me over it I will welcome the forced retirement golden parachute. I am an objectavist. Not a pawn of tyranny. This is all due to 2016 political nonsense. My company has fallen pray to them. And yes another great business bites the dust. So sad.
This is the LAST place on earth to be accused of bias and non inclusion.
Hospice means: Hospitality.
I asked all sorts of questions as to why they thought we needed to be targeted and we eventually got away from the subject to everyone's delight...score one for the people, score 0 for HR...I don't think she's come out of her office since.
Suits me just fine...but now I am labeled recalcitrant.
That too, suits me just fine.
in any discussion, it is...define or be defined...I have always gone by this premise and never lost a debate or discussion...key here is who defines "bias"...
The next discussion is covering the very subject of diversity and inclusion and how accepting people "different" from ourselves is somehow exceedingly beneficial to our organization (though it's never made clear, exactly why this is so). In fact, it reminds me of similar periodic discussions I had to attend, while in the Marine Corps (which were also a total waste of time).
All I've got to say is that I'm glad that I'm retiring at the end of the year. At that point, I will feel absolutely NO obligation to accept any kind of moral perversion. If I offend someone...I'll only answer to myself (and my wife, but she generally agrees with me).
You are not allowed to think independently, let alone freely, lest something creeps in there that is considered biased. People would feel guilty all the time, which is the idea behind this crap.
Guilty people are easy to control.
The most visible effect of this directive is tolerating underperforming employees who would otherwise be terminated.
We need to "understand" and be emphatic.
Companies are hiring people with degrees in "Gender studies" to lead and head these efforts.
That must be very effective tackling underperforming business units!