organizations use diversity and inclusion training to prevent hostility and build inclusive, respectful work environments that foster a productive workforce. they don’t understand how they’re being impacted by inequity in the system.” proudman said often in order for white males to care about diversity and inclusion, they need to be shown directly how it affects them. “straight white men have to be brought into this inclusion work in a very different way than they have been historically,” he said.
and if people want to talk about a problem, they should talk about their own. “one of the biggest d&i issues is men getting together and speaking about what the problem with women is,” harris said. unfortunately, a lot of people doing d&i work want to correct other people instead of building them up to be more inclusive leaders, harris said. “part of it is how to help leaders have patience but also a sense of urgency — and have both of those running simultaneously,” he said.
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