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I think the definition one is the main thing - what does being 'woke' mean, and why is it being seen as unfavorable? There are a lot people that are very threatened by these measures and don't see the good of it - just what they perceive to be losing
Ask them to define woke, ask for specific examples.
Often this is a good way to engage them, I also think it challenges this problems to address real issues too because it demonstrates where the work still needs to be done.
Depends on whether they're just making flippant comments. I try to remind myself that a lot of people are just mimicking what they've heard or picked up on social media and they think they're being funny. But in serious cases, yeah, it can be a minefield to navigate while staying true to one's convictions.
"Sticks and stones may break my bones, but names will never hurt me."
I don't give a damn about the color of skin or who people are attracted to.. I only care about the content of character.
I doubt you’re going to change their minds. It’s their right to have an opinion. As long as they aren’t disrespecting you, who cares?
In the past, I have contested the pejorative use of the term "woke," but my stance was challenged when I found myself at the receiving end of what some might refer to as the "woke agenda." While I maintain that "woke" may not be the apt descriptor, akin to feminism, there are individuals who have skewed the original intent, morphing a movement into a conduit for gender or racial discrimination.
To elucidate, I will recount an instance from 2021 when our department was subjected to a cultural assessment that unveiled a toxic work environment. Following the findings, the Human Resources (HR) department hastily issued Performance Improvement Plans (PIPs) to all three male employees, neglecting to provide them an opportunity to counter the accusations made by three female colleagues. The manager, attempting to advocate for the male staff, was dismissed from his position as a consequence. Post his dismissal, a sexual harassment and discrimination complaint was lodged against one of the female employees, supported by a dossier of 150 emails over 13 years demonstrating explicit instances of sexual harassment. However, the claim and the subsequent investigation were abruptly dismissed without justification.
A later inquiry under a new Equal Opportunity (EO) director revealed that the previous EO director had harbored a bias, asserting that white males were not categorized as a protected class and, hence, could not be victims of discrimination. It was speculated that this director had implemented measures that impeded EO investigators from adequately probing Title IX complaints. Additionally, two HR personnel were discovered to have provided false testimonies during an EO investigation, fabricated accusations against male staff to undermine their credibility, overlooked evident toxic behavior by female employees, and disregarded discriminatory remarks made by two female staff during the cultural assessment. Disparities in pay and advancement opportunities, favoring female staff over male staff, were also unearthed.
The conclusive findings from the two-year EO investigation led to the revocation of the PIPs imposed on the male staff. However, despite compelling evidence of fraud, discrimination, and sexual harassment, no disciplinary action was taken against the female staff, whether in HR or other positions. The senior administration opted to obscure the entire incident. In light of the evidence and the endeavors by management to tarnish and penalize male employees, it challenges my ability to dispute the notion of an anti-male bias within academia. I have also encountered expressions from faculty suggesting a preference for dismissing white male staff in favor of hiring female or minority individuals to enhance the department's Diversity, Equity, and Inclusion (DEI) profile and statistics.
Interesting story, but didn't help answer my question
Listen to the concerns of critics to understand the root of their resistance or distrust. Don't automatically assume everyone who is critical of DEIA programs is ignorant or a bigot. Soliciting feedback from employees, including critics, and making adjustments based on constructive criticism can improve the quality and acceptance of these initiatives. If you are struggling with filtering yourself for the workplace, are you really listening to the people who have concerns?