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Have you considered the deeply ingrained issue of colorism in the workplace, especially for dark-skinned Black professionals? Recent discussions surrounding racial equity can sometimes overlook this critical aspect. A recent report from Catalyst sheds light on a staggering statistic: 51% of women from marginalized racial and ethnic groups experience racism at work—and it's even more pronounced for dark-skinned women. Dr. Sarah Webb, founder of Colorism Healing, has been vocal about the lack of light-skinned privilege in her life and the need to confront colorism head-on. The divisive legacy of the "one drop rule" and the historical differentiation between house and field slaves have reverberated through time, translating into stereotypes and barriers in today's corporate world. The Catalyst report underscores a damning reality: dark-skinned Black people are often subject to exaggerated stereotypes and face steeper challenges in their personal and professional lives because of deeply rooted prejudices. As a society, we must recognize and debunk the harmful myths that perpetuate these biases. Key points: Catalyst Report Findings: The report from Catalyst reveals that over 50% of women from marginalized racial and ethnic groups encounter racism at their workplace, with dark-skinned women facing even higher instances. Historical Context of Colorism: The United States history of slavery and the subsequent one-drop rule has created lasting impact on perceptions and treatment within the African American community, based on skin tone. House Slaves and Field Slaves: The division between house slaves and field slaves historically has had long-term effects on the opportunities and societal perceptions of light-skinned versus dark-skinned Black people. House Slaves and Field Slaves: The division between house slaves and field slaves historically has had long-term effects on the opportunities and societal perceptions of light-skinned versus dark-skinned Black people. Persistent Stereotypes: Dark-skinned individuals are often unfairly labeled with negative stereotypes such as being "aggressive" or "threatening," regardless of their true personalities.
We Need To Talk About Colorism In The Workplace
forbes.com
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https://lnkd.in/eT3UVH74 After Oct 7, some purple-haired genderqueer activists on TikTok have taken to reading the Koran and are pondering converting to Islam. That may seem like a leap, but once you’re a teenage girl who decides to be a boy for internet clout, changing to Islam is less difficult. Hijabs, like dyed hair and androgynous clothes, have long become just another accessory of restless social change. Commercials that claim to relate to the youth invariably include a woman in a hijab as a progressive marker alongside a purple haired they/them, an ascetic activist type in a t-shirt and random minorities laughing together while having lattes on a college campus. Every generation in the last 60 years has grown up with less of a sense of who it is than the previous one. The intangible sense of being an American that once came from boundless frontiers, a work ethic, a sense of fair play and meritocracy was replaced by cultural programming distributed by daily newspapers, big publishing houses and movie theaters, then television networks and colleges, and finally a massive chaotic stream of social media sewage. American identity used to be so strong because it was internal and acquired through hard work and the character shaping experiences of life in a country with many possibilities, but it became performative for those members of newer generations with diminishing frontiers who acquired theirs from following a script written for them by the entertainment industry and radical academics. Rather than learning who they were, they copied who they thought they should be. Social media combined with academic theories that reduced all identities to a construct unleashed a generation of mutants who mimeographed behaviors on social media. Identity became a game. And identity could be gamed for maximum advantage. Socially astute and emotionally unstable teens spread social media diseases like transgenderism or facial tics Politics became just another cultural identity that could be cosplayed at will. Some social media influencers played far-leftists and then fascists, putting on and taking off costumes, swapping t-shirts with different slogans, Antifa shirts giving way to farm dresses and then hijabs. On Sunday, they’re wearing pink hats, on Monday, they’re attending alt-right art shows, on Tuesday, they have their fists in the air for BLM, and on Wednesday they’re waving ‘Palestinian’ flags. “Hands Up, Don’t Shoot” segueways to “From the River to the Sea.” They rarely understand any of the causes they embrace, but politics to them is just a fashion show.
Mutants Among Us
https://www.jihadwatch.org
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More on the inclusiveness of TopSoccer!
TOPSoccer getting kids with disabilities onto the field
https://www.ksn.com
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CEO of The Resource Key | LinkedIn Top Voice | Empowering Leaders with Accessible Marketing Solutions| Disability Inclusion | Speech Language Pathologist | Aphantasia | Partnering with Brands Securing $20M+ in Funding |
Two Powerful Quotes from Patrick Cokley and Rebecca Cokley: Quote from Patrick Cokley: "We have a generation of young people that have grown up with the ADA, going to school side by side with their friends and loved ones with disabilities. And so they expect their society to also be the same." Quote from Rebecca Cokley: "My parents raised me with the strong belief that we have a responsibility to use our privilege, to use the access that we have, to use our education on behalf of communities that have less access, less privilege. And that continues to be as I raise this next generation of people with disabilities in my family." Full Post Below on CBS News' Instagram... #Representation #Disability #DisabilityRights #ADA #Education #Healthcare #YoungPeople #Youth #Family #Children #NextGeneration #Generation #Future #Accessibility #Inclusive #Responsibility #Society #Advocacy #Advocate #Inclusion #TheResourceKey #Community
CBS News on Instagram: "A generation has grown up alongside their loved ones with disabilities — 34 years after the Americans with Disabilities Act was signed. But advocates say there is much more to be done when it comes to health care for people with disabilities. Read what experts say is needed at the link in bio."
instagram.com
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Purpose-Driven Commercial & Operations Leader | Igniter of High-Performing Teams | Bridging the Gap Between Strategy & Execution
It is important to be aware of and prepared for the impact and implications of the U.S. Census new racial categories.
The new census racial categories ‘erase’ Afro Latinos
https://thehill.com
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▶️ Watch this reel https://lnkd.in/dF-WwC4V
On International Women's Day, let's reflect on the progress we've made and the work that still lies ahead. Together, we can challenge stereotypes, advocate for equal rights, and create a world where every woman and girl can thrive. Happy International Women's Day Let's keep pushing for progress. 👩🎓🌎 ##internationalwomensday #womensupportingwomen | Gateway Education Systems | Tash · You (Instru
facebook.com
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It is good to see action being taken to disallow shock devices on people with I/DD. https://lnkd.in/dHDZ-udS
FDA Expected To Reissue Ban On Shock Devices For Those With Disabilities
https://www.disabilityscoop.com
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Digital access is now a vital part of everyday life and states must ensure services are inclusive. Read more about the Department of Justice's latest requirements to meet the needs of everyone: https://okt.to/PWqIFQ
States Work to Make Digital Services Accessible for All
govtech.com
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Shift 20 Initiative wants to change that. Learn more about how the initiative is making the advertising, media and marketing industries more inclusive for people with disability. Read the full story 👇 https://lnkd.in/e_KZCGMj
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Ask Proactive! How are A1005: Ethnicity, and A1010: Race supposed to be coded on an unplanned Discharge Assessment or Death in Facility Tracking Record? Find the answer at https://lnkd.in/eHV6gFte
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