Fluent Essays

read the article and watch the ted talk. and finish the worksheet here is the ted talk link:  https://www.ted.com/talks/kimberle_crenshaw_the_urgency_of_intersectionality?language=en the article is on the file!!!!!!!!!!!MGMT 640 - Paraphrasing Worksheet For this activity, you will prepare a summary for the article Why So Many Organizations Stay White and a summary for the video The Urgency of Intersectionality that is directed towards specific people. 1. Identify a specific person/people who could benefit from learning the information you gained from Why So Many Organizations Stay White and The Urgency of Intersectionality. They can be a manager, coworker, friend, family member, neighbor, professor, etc. They will be the target audience for your summaries. In the space below, write their initials and role(s)/relation to you. This can be 1 or more people. Initials:  Role/relation to you:  2. Think about special considerations regarding your target audience -- such as their social identities / group memberships, values, biases, privileges, triggers/defensiveness, skepticism, resistance, etc. -- that might affect their reactions to Why So Many Organizations Stay White and The Urgency of Intersectionality. In the space below, describe these special considerations (1-2 sentences each). 1. Article - Special Consideration #1:  2. Article - Special Consideration #2:  3. Video - Special Consideration #1:  4. Video - Special Consideration #2:  3. Write a summary for Why So Many Organizations Stay White and a summary for The Urgency of Intersectionality with the person/people you identified above as the target audience. That is, use your own words to paraphrase the information you learned in such a way that it will be understandable and digestible to someone who has never taken this class.  Summary #1: Why So Many Organizations Stay White Summary #2: The Urgency of Intersectionality 4.What are some strategies or tactics you used in your summary to address the special considerations you listed in Step 2? In other words, how did you address any indifferences/skepticisms that your target audience might have had towards the article and video? In the space below, write a few sentences describing the strategies or tactics you used. Save your responses as a PDF before uploading on iLearn./ WHY SO MANY ORGANIZATIONS STAY WHITE BY VICTOR RAY NOVEMBER 19, 2019 Organizations are not race neutral. Scholars, managers, journalists, and many others routinely recognize “black capitalism,” “black banks,” and “ethnic restaurants,” yet we think of banks that are run by and serve whites simply as “banks” and white corporations simply as “businesses.” This way of thinking reinforces the fallacy that only people of color have race, and obscures the broad, everyday dynamics of white racial power within organizations. Hiring for elusive notions of “fit,” locating operations in largely white communities, mandating dress and grooming rules rooted in European beauty standards, and expecting nonwhite employees to code-switch can all subtly disadvantage nonwhite employees. By leaving white organizations racially unmarked, it becomes difficult to explain why several decades of antidiscrimination and diversity policies ostensibly aimed at equalizing opportunity have done little to alter the overall distribution of organizational power and resources. Such organizational policies, while sometimes helpful ARTWORK FROM LEFT: Alexis Tsegba, “Come As You Are,” 2019; “Interconnected,” 2019 https://hbr.org/2019/11/the-costs-of-codeswitching / in increasing minority representation, fail to address the racial hierarchies historically built into American organizations. Rather than asking how to bring diversity into the workplace, a better question is why so much power and organizational authority remain in white hands. I argue that the idea of the race-neutral organization has done a great disservice to our understanding of race relations in the workplace, allowing scholars and practitioners to see racial exclusion as unfortunate aberrations or slight deviations from otherwise color-blind ideals. In reality (and even though we typically do not say this out loud), many mainstream American organizations have profited from and reinforced white dominance. Many still do. Understanding this context is vital to seeing organizations for what they really are: not meritocracies, but long-standing social structures built and managed to prioritize whiteness. Only then can leaders begin thinking differently about race — not as a temporary problem to solve or a box to check, but as a fundamental part of what it means to be a company in America. Only then can they have a better understanding of why their diversity efforts do so little to attract, retain, and promote people of color — and what they need to do to change that. JUST HOW WHITE ARE ORGANIZATIONS? The simplest way to think about organizational whiteness is through statistics. For example, black representation at the top of organizational hierarchies, as measured through CEOs in Fortune 500 companies, has decreased from six CEOs in 2012 to three today. Steady declines in minority representation at the helm of these businesses since their peak in the early and mid-2000s have led some