Most historical & current equity & diversity programs aim to "fix" individuals. They are fatally flawed because they don't address systems.
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Endless research shows that minorities & White women can be as "confident" as possible but the structural barriers stop them progressing.
Longitudinal research shows individual-level programs (mentoring, bias training) benefit only tiny subgroup of White, middle class women
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Why? Because current approaches still put the onus on individual WW & URM with no power to fit themselves into a system made for White men.
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E.g. "Bargaining for promotions" training for women teach women to be more masculine (use "I" language rather than "we"!). That's status quo
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Treating minorities as White women as the problem is a big part of inequality. And most policies and programs get this wrong.
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Presumption is system can stay unperturbed but we just need to hire more minorities & White women & things will improve. Not evidence based.
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Did your work fail to recruit women? Does your team employ disabled people in prof roles? Are your teams led by senior Aboriginal people?
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Orgs fail to live up to equity & diversity bc programs & policies guided by "intuition" rather than targeting systemic issues via evidence.
End of conversation
New conversation -
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Any chance you'd be able to link/point me in the direction of this research?
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