United in Diversity

In tribute to Black History Month, we will discuss the significance of black people in the workplace, as well as the challenges they face.

Does your employee population reflect what you see outside? If 17.8% of our human population is black, what do you see when you look around our organizations? What does it say about an organization if its population continues to be unrepresentative of the population in which you live?

Companies and businesses must recognize the significance of black people as product consumers. With a global population of 1.41 billion, black people constitute a sizable consumer base with the potential to significantly impact a company's success. With more suppliers demanding employee diversity, you may find yourself losing to companies with a more diverse landscape.

I understand that you want to hire the best person for the job as a business owner. The problem is that black candidates have never had the same opportunities as white candidates. In this article, we'll go over some of the things you can do as a studio executive to make sure you don't miss out on business opportunities.

Understanding the various types of workplace bias, such as:

Implicit bias - Implicit bias is an?unconscious preference for (or aversion to) a particular person or group. Although these feelings can be either positive or negative, they cause us to be unfair toward others. Affinity bias or the tendency to favor people who are similar to us is an example of this unfair behavior.

Structural bias - discrimination or unequal treatment on the basis of membership in a particular ethnic group (typically one that is a minority or marginalized), arising from systems, structures, or expectations that have become established within society or an institution.

Conscious bias - A conscious bias, also known as?explicit bias, is one of the main types of biases that are characterized by a person's awareness surrounding their own biases. Unlike implicit bias, conscious biases often feature intentional behaviors and expressions that adhere to prejudices, opinions, and judgmental attitudes.

Studios need to ensure that the message they receive from the top leaders is about the importance of cultural awareness and sensitivity. Explore the importance of being culturally aware and sensitive in the workplace and discuss how this can help to create a more inclusive and respectful work environment. Develop cultural awareness, such as attending diversity and inclusion training programs or participating in cultural exchange programs, implementing diversity and inclusion policies, creating a diverse and inclusive recruitment process, and providing diversity and inclusion training to employees. Training on racial microaggressions and how to element them from your environment.

Examples of racial microaggressions

1. Assuming that someone is a criminal or asking to see their identification because of their race
2. Telling someone they "speak good English" or "act white"
3. Telling someone the only reason you hired them, is because they were black
4. Assuming that someone is from a different country because of their accent or appearance
5. Making assumptions about someone's intelligence or competence based on their race
6. Being told that they're "articulate" or "well-spoken" in a way that suggests a surprise
7. Being asked to speak on behalf of all Black people, or being assumed to have certain experiences or perspectives based on their rac
8. Being excluded from social events or professional development opportunities because of their race
9. Having their hair or natural hairstyles criticized or policed in the workplace
10. Being subjected to racial slurs or racist jokes, even if made in jest
11. Microaggressions related to stereotypes:
12. Being assumed to be less competent or knowledgeable because of their race
13. Being subject to negative stereotypes about Black people, such as assumptions about intelligence, work ethic, or criminal behavior
14. Being assumed to have grown up in poverty or to have had fewer opportunities because of their race
15. Being subjected to assumptions about their lifestyle or cultural background because of their race
16. Microaggressions related to implicit bias:
17. Being passed over for promotions or other opportunities because of implicit biases held by managers or colleagues
18. Being given less support or feedback from managers or colleagues because of implicit biases?
19. Being subjected to increased scrutiny or surveillance in the workplace because of implicit biases
20. Being subjected to differential treatment in the workplace because of implicit biases, such as being given more difficult assignments or being held to higher standards than colleagues

These are just a few examples of workplace microaggressions that Black people may face. Microaggressions can be subtle and often unintentional, but they still have a significant impact on individuals and communities. We can create a more inclusive and respectful workplace for everyone by raising awareness of these issues and taking steps to address them.

What are the various strategies companies can use to determine the microaggression of black people in the workplace?

Identifying microaggressions against Black people in the workplace is a critical step toward creating a more inclusive and equitable workplace. Companies can use the following strategies to identify and address microaggressions:

Employee Surveys

Employee surveys can be used to gather information about Black employees' experiences. Companies can ask employees about their experiences with workplace microaggressions, bias, and discrimination.

Diversity and Inclusion Training

Providing employees with training on microaggressions, diversity, and inclusion can help raise awareness of the issue and provide employees with the tools to recognize and respond to microaggressions.

Employee Resource Groups (ERGs)

ERGs can provide a safe environment for employees to share their experiences and offer support to one another. ERGs can also be used by businesses to gather information and feedback about their experiences as a black person?

Incident reporting

Creating a system for employees to report incidents of microaggressions can provide valuable information to the company and aid in identifying areas for improvement.

Culture audits

A culture audit can assist businesses in identifying patterns of microaggressions and other forms of bias and discrimination. This can be accomplished by investigating company policies, practices, and cultural norms, as well as conducting employee focus groups.

Data collection and analysis

Collecting data on the experiences of Black employees can help companies understand the extent of the problem and track progress over time. Companies can use this data to make informed decisions about how to address microaggressions and create a more inclusive work environment.

These are just a few of the strategies that businesses can employ to identify microaggressions against Black people in the workplace. To address this issue and create a more inclusive and equitable work environment, businesses must take a comprehensive and multifaceted approach.

As always, thank you for reading and we hope you found this newsletter informative and helpful in your recruitment efforts. We wish you all the best in your search for top talent and as always, if you have any related questions or need any help, please do not hesitate to reach out to us. Stay tuned for our next newsletter where we'll delve deeper into some of the most effective recruitment strategies. Until then, happy recruiting!

NEW STUDIO HIRE ANNOUNCEMENTS

Colm Mackay - Sr. CG Lighting/ Compositing Artist - Snowball Studios, Tiago Ferreira - Singing Frog Studio, ShuChen Lin - Sr. Lighting Technical Artist - DreamWorks Animation, Bill Draper- VP. Production - Netflix, Mina Mikhail - Compositor - ReDefine, Marieke van Neutigem - Production Pipeline TD - Netflix, Shivam Sharma - Compositor - Rodeo FX, Bruce Vallee - Head of FX - MPC, Anthony Walcerzak - CG Department Manager - Cinesite, Jody Morrison - Sr, Producer - Relish Studios, Alixandriya Schafer - Matte Painter - Sony Entertainment, Aurelie Badin - Head of Assets - Cinesite, Melissa Graham - Director of Production - Nelvana,

GAMING STUDIO NEW HIRE ANNOUNCEMENTS

David Laurin - Technical Artist - Lucky VR, Cameron Casey - Associate VFX Artist - Blizzard Entertainment, Marvin Jimenez - Expert Environment Artist - Beenox, Nicole Wielga - Programming Manager - Double A Labs, Bryan Venzen - Technical Director - Wildseed Games.