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“Tone policing is defined as "a conversational tactic that dismisses the ideas being communicated when they are perceived to be delivered in an angry, frustrated, sad, fearful, or otherwise emotionally charged manner." Managers striving to create a workplace based on equity and inclusion must understand how tone policing silences members of marginalized groups and allows discrimination to persist.” https://www-businessinsider-com.cdn.ampproject.org/c/s/www.businessinsider.com/how-to-identify-and-help-stop-tone-policing-in-workplace-2020-8?amp
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I wholeheartedly disagree with you. Inclusion creates a diverse set of opinions which are incredibly important to bring to the table
So... you have a gay friend. That’s really where you are going to go with this? Do you have a black friend too?
You understand that the fact that you as a straight white man have “never noticed a problem” with inclusion is literally the point and the reason the position is needed, I hope?
🍿 🍿
That argument is problematic. I wouldn’t advise a client to add more voices when they can already accomplish the goal. If this was an engagement I’d say get your governance model correct and actualized The solution shouldn’t be to add more voices, it should be to hold those present accountable
I’ll give you that A3. I guess I just wonder why this isn’t a core function of HR
I think the point is you should not have to have an inclusion officer. But you do need it if you look at the world. So that’s sad.
Still ww3 is probably 6 years Away. So who cares anymore about anything...
Think it’s modeled after Salesforce, the company that’s taking over the B2B world. Didn’t the original chief inclusion officer bail and go to Apple after seeing the light?
A8, are you trying to prove companies don’t better off with having more equality compared to those compiles with more men simply through the performance of an ETF, which is affected by many other factors?
A8
“There are plenty of reasons why companies and investors should take gender diversity seriously.
But if a quantitative reason based on stock-market returns is needed, Morgan Stanley has it.
Strategists at the bank recently updated their study on 1,600 public companies around the world and found that the shares of public companies that are more gender diverse experience less volatility and outperform those that aren't.”
https://www.google.com/amp/s/amp.businessinsider.com/how-gender-diversity-affects-stock-market-returns-2016-10
Now where is your research?
E6 - I posted an article from Fortune magazine earlier outlining why it should be a C-suite role. Also Principal 2 provided firm insights into Deloittes’ move on this. The fact is that there’s major money involved which is a primary focus of the C-suite role: increase gains, decrease loss
http://prsay.prsa.org/wp-content/uploads/2014/02/anchorman-diversity.gif
I want that job
Where is OP?
@EY4 Seriously. Highly doubt we’d separate ourselves by race during the zombie apocalypse.
1) this should go under hr not an entire new c level and 2) there are ETFs you can invest in that are focused on women and minorities. For whatever reason, they are tracking BELOW the s&p500, meaning that it would be better to invest in all but those. Why? Not sure, but those are data points to consider.
A1 i said the creation is not a sound business decision, and gave real market data, where is yours
Hahahahahah H1, that is such an amazing burn.
A1, please explain how an ETF which the trading algorithm is derived from gender diversity is an anecdote. Stock price directly comes from percieved company value, and the fact that $SHE has historically trended below standard indices from which the stocks are chosen by approx 50% is extremely interesting. Cash flow is a nice metric, but that's not the full package. Stock indicates priced out value.
D7, I think it would be more interesting to determine the true underlying factors as to why A) the disparity exists and B) the disparity is as large as it is. I was more surprised that A1 merely called it an anecdote rather than directly respond and instead brought up a number or two that directly goes into the larger factor that is most commonly used to determine how a company may be doing.
I do understand that D7, and I am stating that the disparity is too large to solely blame the ETF's algorithmic decisions. In addition, stock price does say a lot, as it estimates a company's valuation out to X quarters, so unless you believe that the entire market is wrong, which would be an extremely naive belief, there is definitely more to be looked into. Further, an ETF comprised of stocks from an index should attempt to relatively track said index if not outperform, and instead the ETF tracks very well the ups and downs, but at a 50% degredation during upswings.
Just because someone wrote an article, it doesn’t make it a good idea
Really bummed I never got to see OPs responses