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Hi how is HSBC client in LTI ?
Community Builder
Just came from a salatul janazah.. 😢 😔 😞
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Tackling, unconscious bias. I feel like it is so incredibly pervasive yet no one wants to talk about it.
I don't know your approach, but I've found approaching it from a conscious inclusion position, making it a skill to be developed, has allowed me to get more traction. I also seen more committed colleagues help other colleagues be more inclusive rather than alienating them which had been a problem when the client only spoke about unconscious bias.
HR insisting that they don't have problems with representation or inclusion. They did, they were choosing to be ignorant.
Leadership using cost/budget to justify lack of investment or program to make real change.
Leadership refusing to acknowledge a problem, especially when leadership is all white.
Leadership not being transparent with salaries on job postings.
It's leadership, historically created from white, patriarchal values thriving from capitalism and consumerism.
You've described a cyclical problem. The entire company is devoted to capitalism and consumerism. The real change you describe sounds like it's against what the company wants, which is? You guessed it. Profit. Presently Dei investment is a cost. Make it profitable, and watch it spread like wildfire.
Not being able to hire justice involved individuals who bring unique perspectives.
DEI mostly ends at the door of the corporate building. You go home and what happens? News shows black on black crime, illegals crossing the border, social media and sexualized content (fitness models, etc), dangerous tik tok challenges, and so on. American society is simply fascinated with “me me me” and toxic clickbait content - the richest man on Earth (Elon) is mostly a child on Twitter. The first black First Lady was consistently called an ape by folks in office.
How does DEI even compete?
You know, one of the most frustrating things when it comes to barriers to DE&I is the persistence of outdated biases that can hinder progress. It's disheartening to see these biases still lurking in the background, despite all the efforts to promote diversity, equity, and inclusion. But it only strengthens my resolve to keep pushing for change. 💪🏽🌟 #DEI #ChangeIsComing
The focus on skin color.
Bingo. And we're sick of it.
Not being evaluated on contributions to DEI
My company seems to be entirely reactive instead of proactive. It's three years since George Floyd and they are still hosting "listening sessions" where black colleagues are once again asked to present (for no additional pay) about their experiences as black Americans. I very much do not get the impression that they will ever progress beyond this stage until there is an event or a backlash that makes them go to a next step.
My firm has listening sessions as well where white employees who are married to blacks lecture us incessantly. They love reminding us that they are in interracial marriages.
The only people who get involved in DEI so long as it’s optional are those who are in that community. We’re not the problem so initiatives within these groups don’t result in change 🤡
It might not seem as complex as other posts, but getting a name change through. Internal comms, slack, Teams, email, etc. especially without a legal name change. So much red tape. And, the whole time employees have to use a name they no longer identify with and everywhere else in their life they have changed their name. So frustrating. This type of thing should be immediate, IMO.
I was in this scenario and eventually got the name change through, but it took over a month. IMO, that is not acceptable. Any company that has a similar policy should have a process in place to speed things up and make it a stress free as possible for the employee.
Leadership that only pays lip service to DE&I initiatives, so real change isn't implemented.