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  1. Prikvačeni tweet
    7. sij 2019.

    Hi! 👋 we're a Diversity & Inclusion resource aiming to provide you practical, actionable tips✨🌈💖 Our advice is usually: - to URMs: nope, you aren't crazy - to leaders: let's hold ourselves to high standards in building our teams 🚀 👉👈

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  2. proslijedio/la je Tweet
    28. sij

    D & I are in the national news today so I'll take this opportunity to say: - if "diversity" to you means sprinkling some color and gender on top of a foundation without it, you don't get it - I hate the word "inclusion" - it still implies one group holds the party invites

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  3. proslijedio/la je Tweet
    24. sij

    People of Color searching for a competent therapist: I strongly urge you to ask [at initial intake/consultation] - “can you please share with me your thoughts about the psychological impact of white supremacy/racism/oppression?” Calmly wait for a response. You deserve one.

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  4. proslijedio/la je Tweet
    24. sij

    It concerns me that the bar for a good manager is “gives feedback” and “treats me like a human”

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  5. proslijedio/la je Tweet

    How to distinguish a ”real” ally from a not really an ally just wants to be perceived as one. PT 1 Pay attention to: 📌 Who roots/supports you when positive things happen vs 📌 Those who offer conditional support - they’re only cool if they’re involved/it benefits them.

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  6. proslijedio/la je Tweet
    19. pro 2019.

    Allyship, especially in service of increasing diversity and making orgs more equitable and inclusive, must anchor to humility

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  7. proslijedio/la je Tweet
    19. sij

    Hey people managers! Here's a free, practical tip for making your organization more inclusive. It's one of the easiest and most cost effective ways to increase representation of senior level underestimated folk, and improve retention. It has to do with "Stretch Opportunities."

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  8. proslijedio/la je Tweet
    19. sij

    Something that's been on my mind for a bit: Not everyone has the privilege of being conflict-averse. Some of us, especially minorities, require confrontation in order to exist. Yes, this means diversity will not happen in a space that cannot foster productive disagreements.

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  9. proslijedio/la je Tweet
    14. sij

    Quick hiring tip for something that a LOT of companies are fumbling right now: When a candidate asks, “What % of the current team is women/POC/etc?” a good answer is more about HOW you respond than the actual number.

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  10. proslijedio/la je Tweet
    10. sij 2019.

    If your personal feedback isn’t given with the intent to help someone grow and succeed, it’s not feedback.

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  11. proslijedio/la je Tweet
    11. sij

    A brilliant woman that used to be on my current team (but now manages her own team) told me in more or less words: No one is just going to hand opportunity to you. You need to carve your own path and take what you want. I live by that insight & pass it on all the time. 🙌✨❤️

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  12. proslijedio/la je Tweet
    31. pro 2019.

    Too many aspiring white allies think racial justice is about diversity, "inclusion", and multiculturalism. No, no, no, sweetie. This is about overthrowing power that benefits you disproportionately, often exclusively. Are you ready to sacrifice access, entitlement, innocence?

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  13. proslijedio/la je Tweet
    2. sij

    "A little known fact is that doing 80% of the job often receives the same performance review as doing 120% of the job." good thoughts on balancing between expanding your role vs working more

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  14. proslijedio/la je Tweet
    4. sij

    HEY! LISTEN! "White men learn to gaslight the rest of us by labeling the harm they inflict on people as trivial." The BEST White men I know do this. I have never seen it put so succinctly, but wow, that's the exact behavior. I want to put that on a billboard. I might, actually.

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  15. proslijedio/la je Tweet
    15. lip 2019.

    If you are a lead in any capacity your primary job is no longer to be the best coder in the room. Your job is to invest in learning the skills you need to effectively communicate and grow those you lead. Your words have the potential to sit with people for years, act accordingly.

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  16. proslijedio/la je Tweet
    9. pro 2019.

    “Doubts about the effectiveness of current diversity and inclusion programs are driving more black professionals to give up on the corporate ladder and pursue autonomy and their own businesses instead.”

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  17. proslijedio/la je Tweet
    9. pro 2019.

    Men are promoted more by men than they would have been if they were assigned to female managers. Women are promoted regardless of manager's gender. This effect is 33% of the gender promotion gap—and cannot be explained by differences in effort or output.

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  18. proslijedio/la je Tweet
    8. pro 2019.

    Important: while your view as an underrepresented individual can be important to helping your team create an inclusive product or service, that weight doesn't lie solely on your shoulders. It's important for companies to create a listening culture.

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  19. proslijedio/la je Tweet

    Do you want to see effective DEI work? This is it. When the input of a wide range of voices affect the core choices of the company, INCLUDING INSIDE THE PRODUCT, that’s where it gets really good

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  20. proslijedio/la je Tweet

    Here's some of the best advice I got when I became a manager last year! It's simple, but considering most people receive no management training whatsoever these days, it's better than nothing. Thread!

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  21. 4. pro 2019.

    Want to avoid diversity-related PR disasters (see: recent news about Apple Card and its gender-biased algorithm)? Having underrepresented groups on your team can help, but it's not enough—they have to be *included* and *empowered* to speak up. Read more:

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