In Diverse Company is a Diversity and Inclusion firm that measures workplace inclusion and engagement. Through our technology, data science and human expertise, people can engage, connect and develop inclusive behaviours in the workplace.
We work globally with private and public sector clients to raise the bar around diversity and inclusion. We work with their data to assess, analyse and make specific recommendations that will move the culture, behaviours and therefore the growth of their organisation with the help of our pioneered approaches to identifying, measuring and addressing D&I challenges through our unique tools and technology.
Visit www.indiversecompany.com to know more about what we do and how we can help you.
Yes, we agree that developing empathy from a young age is crucial. Early childhood is a formative period where values and social skills are best cultivated, and both education and parental guidance play essential roles in this process. By fostering empathy early on, we lay the foundation for compassionate and understanding adults. It's never too late to learn, but starting young certainly has its advantages!
Serious question, if you are a religious person whose religion teaches to be sexist/racist/etc, so then individuals under that religious banner go on to make microinvalidations and microaggressions, how does one call out said religion for their poor and intolerant behavior without making jabs at the religion for teaching people to believe and adhere to those behaviors?
Thanks for the question, this is a complex issue for sure! Religious texts are open to interpretation, and throughout history, they've been used to justify both positive and negative actions. People of the same religious denominations have used their beliefs both as justification for slavery and as justification for abolishing slavery. People picked and chose different tenets and principles from the same corpus to arrive at opposite conclusions. Quite often, individuals don't want to take ownership of their choices and their consequences. So, they project the responsibility outwards - towards the victims of their actions, towards society, or something else. This is the same reason why asking sex criminals their motive is usually pointless - they will blame the survivor, society and everything else but not take any responsibility themselves. People with sexist, racist, or intolerant views will find ways to interpret their religion in a way that validates those beliefs. People committed to values like equality, love, acceptance will focus on those aspects of their faith. When it comes to calling out microaggressions and intolerance, it depends on the context. For instance, if any religious convictions are running counter to an organisation's policies, this discrepancy would need to be pointed out politely and firmly. Maybe they might then realise that this organisation isn't the best fit for that individual. If this were someone closer like a friend, some Socratic questioning over a series of conversations might work, sprinkled with some humour and warmth. Remember to lead by example. Promote messages of tolerance and acceptance in your own interactions. Ultimately, it's up to individuals to decide how they interpret their religion. But we can all work together to create a more inclusive and respectful environment.
The people who are blaming uk for racism also should look into themselves and see how racist they are also. Like how people treat bihari in subcontinent from Pakistan to Bangladesh and india.
Thank you for sharing your experience! Racism is a serious issue, and it's never okay. Nobody should have to experience such pain. Here a piece by our team member Arifa Syed that you may find interesting: www.indiversecompany.com/where-are-you-really-from/
I have been working at the same office for 23 years. I don't feel any connection to others here, my work is meaningless and uninteresting. I also hate the DEI here that they force on you like you have done something wrong already.
Wow, 23 years is a long time! That shows incredible dedication to the company! It sounds like you're feeling disconnected and unfulfilled... Have you considered talking to your manager about finding ways to make your work more engaging? As a loyal and As for the DEI matter, feeling frustrated is understandable if it's not implemented well. With your experience, your voice definitely deserves to be heard. Perhaps there's an opportunity to provide constructive feedback on how to improve things for everyone.
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