A gift to say thank you ??
Stacey A. Gordon, MBA
Bias Disruptor ?? Unapologetic Evangelist for Inclusion ?? Top Voice in Gender Equity ??Global Keynote Speaker ?? I do DEI differently - Disrupt, Evolve & Innovate
Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them.?
I need your advice.
As we wrap up 2021, I want to know: what do YOU want to learn next from Simply Diversity??
Break it down:?
We’ve published nearly 30 issues, covering topics from recruiting and nonbinary pronouns to microaggressions and proactive inclusion.?
You’ve asked great questions and left thoughtful comments. And since we haven’t “solved” the challenges to diversity, equity and inclusion ??, there’s more to learn and practice!
Drop a comment below with the topic you’re most eager to learn, understand, or see covered here in Simply Diversity.
And as thanks, I have something for you:?
This free snapshot calendar will keep you on top of the diversity days, monthly themes, and social justice occasions that span our year.?
Observing these days at work and personally is a powerful way to stay engaged in DEI thinking, and ensure you’re learning and growing with every occasion.
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Do Something Different:
To close out the year, I want to make sure you saw our most popular issues of Simply Diversity:
We need to talk about microaggressions
How do you know if it's a microaggression? I share what you need to know to understand microaggressions, avoid committing them, and what to do if you commit one. These harmful acts are pervasive in workplaces, and we all need to do better!
Wanna be inclusive? Correct pronoun use is NOT negotiable
Do you notice when someone doesn’t use he/she pronouns? A lot of us lack practice with nonbinary pronouns, and getting comfortable with pronouns is a crucial part of making workplaces inclusive. Calling someone by correct pronouns is also a civil right.
The greatest threat to inclusion is this
There’s a part of our culture so deeply embedded in the water supply that we barely notice it… and it's a HUGE barrier to inclusion. Discover what this is, and what you can do differently to bake inclusion into your actions and decisions.
And that’s a wrap for 2021! Thanks for being on this ride with Rework Work. Our offices will be closed from Monday, December 20th through the New Year. Depending on what you celebrate, I hope you enjoy Pancha Ganapati, Solstice, Christmas, Kwanzaa, ōmisoka, and the New Year. And stay tuned for our next installment of Simply Diversity in January!
About Stacey Gordon and Rework Work:
Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community, a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work, at Amazon, Barnes & Nobles, and wherever books are sold.
Bachelor's degree at Sint-Franciscus instituut Poperinge - Univ.of Orl. - pr. school for business and legal
3 年Thanks for sharing
Em busca de novos desafios.
3 年I'm following your work, and I was surprised.
Turning experts into household names | Content, LinkedIn and email growth marketing for women and nonbinary leaders | Gender and authority researcher
3 年I LOVE the calendar, Stacey! Thank you!
CEO of Mobile Mission 2, non-profit for the homeless
3 年Stacy, I want to let you know that maybe if the people meet and see people that had to deal with the very ugly side of racism they would try their best to stop it. I had to deal with racism from second grade in Boston, MA in the Busing to intergrate shcools. The most horrible experience in my life. Our bus was stoned every day for two years. I went to school with glass in my hair and came home with glass in my hair. I heard such ugliness from people that stoned our bus. I would have a hard time sleeping because I thought they were going to come to my house and stone me. My Mother and Grandmother tried to calm me down and help me through it. It was hard to deal with. I never felt liked or cared for by any of the children. Their parents told them not to talk to me. One Teacher made it bareable. Sister Canes. She like me and treated me like all the other children. She taught me to read and made school interesting. I was a special child to her and I felt that way too. Parents, you have the opportunity to teach your children to be true to the golden rule, "Treat others the way you want to be treated." So be mindful what you teach your children, they will show the world who "YOU ARE" in public. Thank you for allowing me to tell some of my story. Maybe this might be a once a month thing. People sharing how they were treated and how they had to deal with racisim. This may open people's eye and hearts to how to fix this challenge we face daily. Please know that I fight for inclusion every day for all people. I hate no one, but I pray all the time for a solution to this situation in our country. Be Blessed everyone. Merry Christmas to all. Amen.
Global HR Professional ?? | Talent Acquisition & Workforce Solutions | Multilingual: English, French, Spanish | Employee Engagement & HR Strategy
3 年Love your newsletters Stacey! I would like to see /HEAR talk, if ever, about ageism & "mature" candidate's challenges in the job market & the same being addressed in the work environment. We've come such a long way with inclusiveness, even if still a ways to go, but I RARELY hear talk of ageism & how to address this issue.