Black Skin Means Bad News #diversity #race #discrimination
I’ve talked to many diversity executives over the years, and almost all have confirmed that in order to create real traction for their initiatives, to even gain acceptance of their presence and value, they have to talk about diversity like a business. That means hard numbers, tangible connections to key stakeholders and strategic alignment to established business goals and needs. No soft stuff.
Emotion, historical baggage, discussions of right or wrong, or playing the blame game and pointing fingers, these things do not work, they say. In fact, these things actively work against the diversity executive, even in situations where there are acknowledged or apparent workforce diversity issues.
But according to some new research, numbers may not always work to sway hearts and minds and promote positive action. A study from Stanford University psychologists Jennifer L. Eberhardt and Rebecca C. Hetey revealed you can’t fight racial injustice with statistics either. Continue reading “Black Skin Means Bad News #diversity #race #discrimination”