Learning about identities and groups outside of our own can help take meaningful action on behalf of the LGBTQIA+ community. True allyship can only be found in tangible action. It’s not just a mindset. <ul><li>The Supreme Court has upheld marriage equality as a constitutional right since 2015.</li><li>21% of Gen Z now identify as LGBTQ</li><li>The Biden administration announced U.S. citizens would be able to select their own gender markers on their passports.</li><li>Even our language has changed.</li><li>However, trans rights are under attack in a number of states.</li></ul>

Being an Ally Starts with Education

In the 1950s, anxiety about homosexuals reached such a high that it led to mass firings of gay people in the federal government. But in the 1960s, with the Civil Rights Movement, it started to change. Marches and other demonstrations of solidarity informed the gay liberation movement and the first Pride parades.
Pride was, therefore, born out of protests. For many in the community, Pride became a necessary release from the harsh everyday reality of queer life in America.

Short History Of Pride

Pride is a party and a protest, but it is also a loud declaration of visibility in their own communities. Visibility is only the start. Engaging with Pride requires a deeper education.
Pride is also a forum for people of any background to learn more about LGBTQIA+ people. Pride the protest is a necessary reminder that critical issues are still faced by many members of the LGBTQIA+ community. It’s only through visibility and transparency that allies can learn about the realities they face.

Why Pride Still Matters Today

Pride is both a party and a protest. It’s also a necessary reminder that there are critical issues that allies need to act on with their votes, voices, and wallets.


Stashed ideas

An ally’s guide to Pride

<ul><li>Finland has a country-wide media literacy program at all levels of education.</li><li>Research suggests that misinformation-related education works; Finland is the top European country for media-related critical thinking.</li><li>Research in Uganda suggests that such training can work even in low-resource contexts.</li><li>The United States could benefit from evidence-based curricula aimed at media literacy.</li></ul>

Finland: A Model for Media Literacy Training

The Finnish educational model  teaches young students to push back against “fake news” as early as primary school. The Finnish government began this pedagogical push in 2014 when Russian disinformation became increasingly widespread in Finland.Such a program is increasingly necessary as Finnish children, like their counterparts around the world, consume news not from traditional sources, but from social media, including WhatsApp, Instagram, and Snapchat.

Making Them Aware At An Early Age

Finland is overwhelmingly the top country in the <a href="http://osis.bg/wp-content/uploads/2019/11/MediaLiteracyIndex2019_-ENG.pdf">European Media Literacy Index</a>. The report described Finland and other high-scoring countries as  best equipped to withstand the impact of fake news due to the quality of education, free media, and high trust among people. This early media education is an essential part of Finland’s success.

Early Media Literacy Education Works

The education system emphasizes the breakdown of misinformation, disinformation, and "malinformation".Misinformation includes errors that may be unintentional. Disinformation encompasses outright lies. And malinformation is what know as “gossip.” Malinformation may be accurate or inaccurate; either way, the goal is to cause harm.

Don’t Call It “Fake News”

Finland is a model for media literacy training at any age.

How Finland Fights Disinformation

People are often misinformed about things. Sometimes they obtain that bad information from false or misleading media coverage; sometimes that media coverage is deliberately false. And there’s a fine line between media coverage that seeks to frame issues appropriately and coverage that’s propagandistic.Propagandistic media coverage is bad, spreading false information deliberately or carelessly is bad, misleading people is bad, and it’s unfortunate that voters (and, frankly, elite policymakers) often make important decisions operating under misconceptions.

Misinformation and Propaganda

Accusing other people of being misinformed is easy since the stupidity of others will always be more evident than our own blind spots.Thanks to the internet, now we can:<ul><li>Read many abstracts of new academic research, read some actual papers, and maintain a vast storehouse of links.</li><li>Directly access think tank output on policy issues, as well as the running commentary from think tankers and university scholars on the issues that they study.</li><li>Look up anything that we are curious about. </li></ul>

The Internet Makes Us Better Informed

A survey from the <a href="https://www.annenbergpublicpolicycenter.org/political-communication/civics-knowledge-survey/">Annenberg Public Policy Center found</a> that in 2006, only 33 percent of people could correctly identify the three branches of government. By 2021, that was up to 56 percent. It’s also a powerful reminder that a huge share of the population doesn’t pay any attention at all to politics and government. A broader survey of political knowledge from the American National Election Survey shows <a href="https://twitter.com/thomasjwood/status/1491423064852398082/photo/1">no change in civic awareness</a> except perhaps a small rise since the 1990s in knowledge of which party controls the majority in Congress.

People Getting More Aware

If you give people a <a href="https://www.nber.org/papers/w25514">cash incentive to turn off their Facebook account</a>, they spend more time watching TV but also more time socializing with friends and family. This leads to an increase in their subjective well-being (i.e., they’re happier) and generates “a large persistent reduction in post-experiment Facebook use.” People struggle to go cold turkey. But once they do, they generally like it. So what about misinformation? It turns out that getting offline “reduced both factual news knowledge and political polarization.”

Facebook Really Is Bad For You!

A normal person can tell you lots of factual information about his life, his work, his neighborhood, and his hobbies but very little about the FDA clinical trial process or the moon landing. But do you know who knows a ton about the moon landing? Crazy people who think it’s fake. They don’t have crank opinions because they are misinformed, they have tons and tons of moon-related factual information because they’re cranks.

Normal People Vs Crazy People

A lot of people know that the licensing of the polio vaccine in the 1950s was widely greeted with celebratory headlines and the ringing of church bells. A lot of people also know that as part of a pro-vaccination effort led by the March of Dimes, Elvis Presley got vaccinated on camera for the Ed Sullivan show. The <a href="https://sph.umich.edu/polio/">announcement came on April 12, 1955</a>, and Elvis went on TV in <a href="https://sph.umich.edu/polio/">October of 1956</a>. Eighteen months after authorization, vaccine uptake was still slow, and that was after a much longer development process.

Anti-Vaccine Sentiment Isn’t New

There is fundamentally no way anyone could be unaware that the bulk of public health and medical professionals say the vaccines are safe and effective. The anti-vax stance isn’t misinformed about this reality; it simply asserts that public health and medical professionals are bad and you shouldn’t listen to them.

The Deeper Issue Of Trust: Expert Views Gone Wrong

Discerning the truth is hard, and it requires debate and dissent. Functional expert communities and well-run journalism institutions are open to new information, to changing their minds, and to correcting the record. Our overall level of public health knowledge is improving rather than getting worse. People take the health risks of smoking much more seriously, and compliance with seatbelt rules is high even though practical enforcement is weak. Remember: S<a href="https://www.washingtonpost.com/archive/business/1984/07/13/ny-is-first-state-to-get-seat-belt-law/b86fd522-bb32-4286-980a-caefdb3edfa5/">eatbelt mandates were very controversial when they were first introduced</a>, taking years to be fully accepted.

Truth Is a Moving Target

The thing that really has increased is polarization and the accompanying “everything is about everything” totalizing political conflict.Polarization seems more likely a consequence of good information than bad. This creates a lot of very real problems for a political system that is not built to operate with highly organized, highly ideological political parties. But misinformation doesn’t seem to be a significant contributor to it. If anything, things are getting harder because information has gotten better.

Information and Polarization

Things are getting worse because information has gotten better!

If anything people have become better informed

The "misinformation problem" seems like misinformation

Everything created on a digital device, such as a smartphone or laptop, has a digital fingerprint attached to the file. That digital fingerprint is called metadata. It sticks to the document, whether a video, photo, spreadsheet or other document, until some person or program removes it. For example, if you take a photo with your phone and view the photo with a metadata viewer, the data will include what phone you used, the date and time, and the latitude and longitude.

Understanding metadata

It is possible to change metadata. For example, when you pull your photo into Photoshop, you can edit the metadata to make it appear that you were anywhere else in the world. It is essential to triangulate metadata with other elements to confirm or debunk an image. Sites such as Twitter or Facebook does not pass along metadata. However, Telegram does not remove metadata on videos and photos shared on it, making it possible to know where images were captured.

Metadata isn't foolproof

When you view a photo or video, the metadata can show if the information is accurate or questionable. If the metadata does not match the claims, it is possibly staged. In addition to examining metadata, researchers also look at smaller details to see if they add up.

Metadata in action

A look at the techniques that journalists and other investigators use to verify whether images and videos are real and in accurate context.

How to spot video and photo fakes

Giving and taking credit is a tough subject to speak up about. The prevailing cultural narrative around the world is to be humble, that no task is too small, and when you work hard, the satisfaction of a job well done should be reward enough. If you keep working hard, you’ll be recognized—or so the logic goes.But women and women of colour, in particular, are often denied the opportunity to do the work that is recognized and celebrated in an organization.

The Gap In Opportunity And Credit

While a gap exists even in the recognition that white women receive compared with white men, white women are still more likely to be in high-visibility positions compared with women of colour.For people who do get credit for their brilliance, and whose social identities largely afford them opportunities to progress and prosper, there is a chance to use their privilege for good.

Women Of Colour And Lack Of Recognition

If you’re a manager who leads many meetings, there’s ample opportunity for you to be inclusive on purpose. The first step is to take stock of who usually leads meetings, who gets to present at them, and who is celebrated as innovative and productive during them. In most cases, this is a white person. Being inclusive on purpose requires leaders to seek opportunities to create room for women of colour. If women are interrupted during meetings by their male counterparts, we need to interrupt the interrupters.

Run Inclusive Meetings

Often when women state an idea, <a href="https://www.marketwatch.com/story/women-who-speak-out-at-work-get-ignored-men-become-leaders-2017-11-07">it’s ignored</a>, but when a man repeats it, it’s revered and applauded. This even has a name: hepeating.Meritocracy convinces us that like cream, brilliance rises to the top. But in reality, it depends on who delivers the message. The phenomenon shows us that men are frequently viewed as brilliant and leader-like—the ones with the good ideas, while women supposedly don’t have good ideas.If you find that you don’t have trouble getting attention in meetings, but the woman of colour next to you does, you can repeat the idea, credit her and then get out of the way.

Repeat and Then Get Out Of the Way

Become aware of who is considered a visionary and who is seen as a follower. Once you intentionally observe, you will notice that it’s largely white people and men who are given the floor to air ideas or ask questions.Whenever possible, call on women of colour in meetings or other settings to share their ideas, especially if you are facilitating the gathering. Avoid tokenizing behaviour, however, or just taking this action as a symbolic gesture to signal that you’re including women of colour in the moment.

Pass the Mic to Amplify

Research shows that high-visibility projects disproportionately are led and staffed by men. Just 22% of the women’s project budgets exceeded $10 million, compared with 30% of the men’s. Most troubling of all, one-third of men reported that their assignments got significant attention from the C-suite compared with only a quarter of women. Recommend women of colour for high-visibility assignments and roles. Take the time to cultivate relationships with various high-potential employees in your organization, not just the ones who are the same race or gender as you.

Sponsor Women of Color for High-Visibility Projects and Roles

Office housework refers to routine administrative tasks that keep an organization running smoothly. Measure what work in your workplace has to be done for things to run smoothly—from taking meeting notes, organizing birthday/retirement celebrations, ordering lunches, and serving on committees. Where possible, create a rotating system so that different people are responsible for these tasks and it doesn’t default to women of colour.

Redistribute Office Housework

Too often the same people are praised for work while others are consistently overlooked.

Giving credit matters. Here’s how to give it—and get it

Falsehood flies, and truth comes limping after it.

All misconception is a distortion of the original, but the nature of that distortion can vary. Some misconceptions contain disinformation - deliberate false information designed to mislead people. However, many misconceptions centre on misinformation - misleading information resulting from unintentional mistakes.

Why a half-truth is so easy to believe

The reasons for unintentional mistakes can vary. For example: <ul><li>We reshape information every time it is shared with other parties, similar to a game of telephone.</li><li>We try to simplify more complicated concepts in our desire for clear stories about the world around us. However, when we hear a good story, we find it difficult to change how we see that information, even if exposed to new evidence.</li></ul>

Unintentional mistakes

How facts can become distorted and misleading.

How does a fact become a misconception? Dig into the world of misinformation to see how facts can become distorted and misleading. -- In 1901, David Hänig published research that led to what we know today as the taste map: an illustration that divides the tongue into four separate areas. It has since been published in textbooks and newspapers. There is just one problem: the map is wrong. So how do misconceptions like this spread, and what makes a fake fact so easy to believe? Joseph Isaac dives into the world of misinformation. Lesson by Joseph Isaac, directed by CUB Animation. Animator's website: http://cubanimation.com/en/intro-en/ Sign up for our newsletter: http://bit.ly/TEDEdNewsletter Support us on Patreon: http://bit.ly/TEDEdPatreon Follow us on Facebook: http://bit.ly/TEDEdFacebook Find us on Twitter: http://bit.ly/TEDEdTwitter Peep us on Instagram: http://bit.ly/TEDEdInstagram View full lesson: https://ed.ted.com/lessons/why-people-fall-for-misinformation-joseph-isaac Thank you so much to our patrons for your support! Without you this video would not be possible! Maria Lerchbaumer, Ever Granada, Marin Kovachev, Ravi S. Rāmphal, Penelope Misquitta, Tekin Gültekin, Jhuval, Hans Peng, Gaurav Mathur, Erik Biemans, Tony, Michelle, Katie and Josh Pedretti, Vaibhav Mirjolkar, Thomas Bahrman, Allan Hayes, Aidan Forero, Uday Kishore, Mikhail Shkirev, Devesh Kumar, Sunny Patel, Anuj Tomar, Lowell Fleming, David Petrovič, Hoai Nam Tran, Stina Boberg, Alexandrina Danifeld, Kack-Kyun Kim, Travis Wehrman, haventfiguredout, Caitlin de Falco, Ken, zjweele13, Anna-Pitschna Kunz, Edla Paniguel, Elena Crescia, Thomas Mungavan, Alejandro Cachoua, Jaron Blackburn, Yoga Trapeze Wanderlust, Sandy Nasser, Venkat Venkatakrishnan, Nicolle Fieldsend-Roxborough, John Saveland, Jason Garcia, Robson Martinho, Martin Lau, Senjo Limbu, Joe Huang, SungGyeong Bae, Christian Kurch, Begum Tutuncu.

Why people fall for misinformation - Joseph Isaac

Experts in diversity, equity and inclusion (DE&I) agree that the long-term success and sustainability of a DE&I initiative depends on an organization's ability to create an environment in which everyone's voice is heard and every employee is treated fairly and with respect.The relationship between diversity and inclusion is both circular and interdependent. While diversity without inclusion can create a toxic culture, inclusion without diversity runs the risk of creating a stagnant and unimaginative organization.

Diversity and Inclusion in the Workplace

Many organizations need to redefine what they mean by diversity. We tend to think of diversity in terms of demographics. While demographics are one part of diversity, diversity goes beyond demographics to include diverse opinions, thoughts, perspectives, experiences. Focus more broadly on "psychographics." This means taking a closer look at individual beliefs, values, aspirations and other psychological criteria.

More than Demographics

Find out how employees feel about the diversity practices currently in place. Their feelings, mindsets and behaviors all shape the diversity climate. The best predictor of success is employee sense of belonging.

Diagnosing the Problem 

This includes the following steps: <ul><li>Create diverse interview panels. Identify the most effective recruiters for different markers of diversity.</li><li>Use structured and unstructured interviews with candidates to manage bias among recruitment team members.</li><li>Provide job candidates with the position's salary range and avoid asking about salary history.</li><li>Have candidates perform a sample work test so you can test the quality of the candidate's work versus subconsciously judging them based on their traits.</li><li>Write job descriptions that inspire and are balanced, inclusive and fair.</li></ul>

Diversify Your Recruitment Strategy 

When organizations make perfunctory or symbolic efforts to give the appearance of inclusiveness, employees (and candidates) from marginalized or under-represented groups often perceive those efforts as performative and insincere. Here's how to start the p

Beyond the Numbers: Creating a Truly Diverse Organization

A conversation is one of the most powerful ways to build knowledge, awareness, and empathy, and ultimately effect change. It is also a primal way for people to form bonds, build trust and create community. When people are given the opportunity to have a conversation after being exposed to new information they are more likely to have changes in behavior.We are more likely to talk, listen, influence, and be influenced through productive conversation.

The Power of Conversation

The PRESS model is created by Robert Livingston, the author of this book and a public policy lecturer at Harvard Kennedy School.This model offers corporate and organizational leaders to implement effective interventions to address racism. PRESS stands for:Problem awarenessRoot-cause analysisEmpathyStrategiesSacrificeThis model applies not only to racism but to almost any personal or social problem.

The PRESS Model

People are not entirely rational or objective ... It is important to understand how emotions, needs, and desires impact the interpretation of facts, and what people accept as truth.

The very existence of racism violates the notion that the world is fair and just, which makes people feel uncomfortable.

If people are only attacked, threatened, or criticized, then they will retreat. If you confront and correct while giving resources, reassurance, and opportunity to grow, then many will rise to the challenge.

There are many definitions going around for "racism" however, the author wants to underscore his definition of it:Racism occurs when individuals or institutions show more favorable evaluation or treatment of an individual or group based on race or ethnicity.The author believes that racism can manifest in the forms of "evaluation" and "treatment." Moreover, racism is mostly about how society operates. It doesn't have to involve hatred toward the "other" but it is frequently motivated by an opportunistic desire to promote self-interest or group interest.

Racism

This is a term that is used to refer to a form of racism that is embedded in the laws and regulations of a society or an organization. It doesn't have anything to do with what's in your heart, brain, or intentions but it is all about how your actions and inactions allow the dynamics that are already in place.

Systemic Racism

The two types of privilege are: individual and institutional.Institutional privilege refers to all the advantages of Whiteness that are inherited through baked-in foundational forces and their impact on political, economic, legal, and social structures, policies, and practices. Individual privilege is what individuals obtain for themselves, often called "achieved" status.Institutional privilege is tied to individual privilege because a lack of the former constrains or restricts the latter.The only group of people who have full privilege is the group of high-class Whites.

The 2 Types of Privilege

White privilege is the term used to refer to the inherent advantages that are possessed by a white person on the basis of their race in a society that is characterized by racial inequality and injustice. It, along with Black Stigma, are residual effects of enslavement.Robert Livingston underscores three points:<ul><li>White people are socioeconomically disadvantaged;</li><li>There is a racial caste system that makes the nature of the social disadvantages facing Whites and Blacks quite distinct; and</li><li>That the angst of the working-class Whites is misdirected.</li></ul>

White Privilege

Social dominance theory has identified the two primary mechanisms that help maintain social hierarchies: legitimizing myths and institutional terror.Legitimizing myths are widely held with fictitious beliefs (meritocracy, divine right of the kings) where people accept valid explanations for social hierarchical positions, but when people stop believing in myths, institutional terror then actively maintains the hierarchy through the use of force, intimidation, violence, or oppressive legal policies or practices.

The Mechanisms That Maintain Social Hierarchy

Contrary to popular belief, not everyone wants social justice. There are people who prefer oppression and social inequality as long as they or their group is doing the oppressing.Racism is perpetuated to the extent that people are willing to turn a blind eye to racist systems. These systems have been put in place hundreds of years ago but it is still alive today — continuing to perpetuate racial inequality without requiring those who benefit from the systems to be aware of its existence.

The Impetus Behind The Injustice

<ul><li>Structural Threat - a disruption to the racial hierarchy or status quo</li><li>Psychological Threat - is comprised of an individual's sense of competence, certainty, status, or self-worth</li></ul>These two types of threats can occur simultaneously, a great example would be the film Mississippi Burning.

Threats That Perpetuates Racial Inequality

Power.The origin of racism (even sexism) comes from the desire to maintain power and the fear of losing power.The name of the game is the preservation of the existing social hierarchy, in large because it is an arrangement that feels comfortable, secure, and familiar to many Whites. On the flip side, feeling uncomfortable and insecure can lead to higher levels of racial bias.

The Origin of Racism

<ol><li>Have the people be mindful. There are people who are not aware that their feelings about their own shortcomings are directly tied to their political leanings and racial evaluations of other people.</li><li>Practice self-affirmation. Power has a palliative effect on fear. It does nothing to cure the underlying insecurities caused by fear, but it sure does make people feel better about themselves by providing the illusion of invulnerability.</li></ol>

Breaking the Fall into Racism Traps

According to the optimal distinctiveness theory, humans are drawn to social groups that simultaneously fulfill two conflicting needs: the need for assimilation (the desire for social connection and belonging) and differentiation (the desire to be unique).In order to satisfy both needs at the same time, we must join optimally distinct (or medium-sized) groups of similar others.

The Origins of All Intergroup Biases

Racial microaggressions are subtle and often inadvertent messages sent to people of color by "well-intentioned" white people that are unaware of the hidden meanings sent to them. Basically, unconsciously acting with bias.Microaggressions (e.g., a higher tendency to interrupt people of color who are speaking, ignoring input from people of color, or displaying cold or hostile nonverbal behaviors) manifest racism directly—so much so that some scholars and practitioners have begun using the term racial harassment, in place of microaggression, to convey the seriousness of their impact.

Racial Microaggressions

“I no longer believe we can “win” justice simply by filing lawsuits, flexing our political muscles, or boosting voter turnout. Yes, we absolutely must do that work, but none of it—not even working for some form of political revolution—will ever be enough on its own. Without a moral or spiritual awakening, we will remain forever trapped in political games fueled by fear, greed, and the hunger for power”

Equality simply means everyone is treated the same exact way, regardless of need or any other individual difference. Equity, on the other hand, means everyone is provided with what they need to succeed. Thus, equity entails treating people differently but that is not the same as "special" treatment. The latter is based on pure favorites or cronyism, not need, merit, obstacles, or other criteria of commensuration.Equal treatment in the face of unlevel playing fields and disparate barrier heights merely perpetuates systems of injustice that are already in place.

Equality vs Equity

Racism is a textbook example of harm because it hurts people of color in every sense imaginable—psychologically, physically, financially, and professionally.It epitomizes how past events continue to produce harmful attitudes and outcomes in the present. The social, economic, political, and health disparities created by historical structures are still with us today. Moreover, racism persists because people allow self-interest, tribalism, and other factors to conveniently distort their conception of fairness, values, and moral foundations.

How Racism Hurts People

<ul><li>Having diversity provides a sense of equity and belonging. The business case for diversity and moral case are intertwined—the former requires the latter in order to work.</li><li>Failure to do so could damage the organization's reputation.</li><li>Having people of color in an organization can provide to new markets.</li><li>Diversity is a valuable asset unto itself. Diverse teams can generate higher levels of creativity and effectiveness.</li><li>Diversity reduces social cohesion.</li></ul>However, it is important to keep in mind that in order for diversity to pay dividends, it must be fully committed to equity and inclusion.

Why Organizations Should Care About Diversity

Strong reasons for ending racism can be made on the basis of both self-interest and collective interest. Systems of racial oppression don’t just harm Black people; they harm other people of color, and many White people as well.People who are prejudiced against one social group are very likely to be prejudiced against multiple social groups. When you condone hatred against one group, you simultaneously enable or increase the likelihood of hatred against other groups, including, quite possibly, your own.

The Negative Effect of Racism on All of Humanity

The derogation of one stigmatized group by another is an effective way to remove oneself from the very bottom of the barrel, it serves merely as an emotional salve that temporarily assuaged feelings of threat and shame. It does nothing to address the actual problem and enables and exacerbates it by ignoring its real source.

<ol><li>Control your behavior and seek out repetitive contact with or substantive exposure to out-group members.</li><li>Be mindful of societal-level power differences without perpetuating them yourself.</li><li>Be respectful.</li><li>Leaders should devote considerable effort and attention to creating the right conditions for optimal intergroup contact.</li><li>Practice simple empathetic mental exercises like putting yourself in someone else's shoes and thinking about what life is from their perspective.</li><li>People must be given the chance or opportunity to do better.</li></ol>

What Everyone Can Do to Promote Racial Equity

<ol><li>You can reduce prejudice simply by feeling good, calm, and secure. Practicing self-affirmation helps but also pondering the ways of love and kindness.</li><li>White people should resist the temptation of falling victim to White solidarity.  If there is no willingness to incur inconvenience, it will not work.</li><li>Have actionable goals that pose a clear idea of what you can do to achieve the outcomes that matter to you.</li></ol>

Combating Racism on a Psychological Level

<ol><li>There must be an institutional-based incentive to embrace diversity, by having so, opens up opportunities for individual behavioral changes.</li><li>Hold organizations accountable for diversity in a clear, measurable, and unambiguous way. By examining the core values of the organization will help to clarify the utility of diversity and help the organization to establish priorities. </li><li>Leaders have the ability to affect organizational culture through their words, actions, and policies, which influences employees' decision and behaviors. </li></ol>

Combating Racism on a Structural Level

Building diversity, equity, and inclusion requires the courage to do things differently. Individuals, businesses, community leaders, and large organizational all have a role to play. It is within our discretion to do the hard work for the changes that we want to see happen.

A Final Note on "Sacrifice"

In this book, Robert Livingston has culled theory, data, and research from a range of scientific disciplines, including social psychology, behavioral economics, sociology, organizational behavior, political science, history, and evolutionary and molecular biology to address the fundamental question of how we can better name, understand, discuss, and resolve the problem of racism in society and the workplace. 

FINALIST FOR THE FINANCIAL TIMES AND MCKINSEY BUSINESS BOOK OF THE YEAR AWARD An essential tool for individuals, organizations, and communities of all sizes to jump-start dialogue on racism and bias and to transform well-intentioned statements on diversity into concrete actions—from a leading Harvard social psychologist. “Livingston has made the important and challenging task of addressing systemic racism within an organization approachable and achievable.”—Alex Timm, co-founder and CEO, Root Insurance Company How can I become part of the solution? In the wake of the social unrest of 2020 and growing calls for racial justice, many business leaders and ordinary citizens are asking that very question. This book provides a compass for all those seeking to begin the work of anti-racism. In The Conversation, Robert Livingston addresses three simple but profound questions: What is racism? Why should everyone be more concerned about it? What can we do to eradicate it? For some, the existence of systemic racism against Black people is hard to accept because it violates the notion that the world is fair and just. But the rigid racial hierarchy created by slavery did not collapse after it was abolished, nor did it end with the civil rights era. Whether it’s the composition of a company’s leadership team or the composition of one’s neighborhood, these racial divides and disparities continue to show up in every facet of society. For Livingston, the difference between a solvable problem and a solved problem is knowledge, investment, and determination. And the goal of making organizations more diverse, equitable, and inclusive is within our capability. Livingston’s lifework is showing people how to turn difficult conversations about race into productive instances of real change. For decades he has translated science into practice for numerous organizations, including Airbnb, Deloitte, Microsoft, Under Armour, L’Oreal, and JPMorgan Chase. In The Conversation, Livingston distills this knowledge and experience into an eye-opening immersion in the science of racism and bias. Drawing on examples from pop culture and his own life experience, Livingston, with clarity and wit, explores the root causes of racism, the factors that explain why some people care about it and others do not, and the most promising paths toward profound and sustainable progress, all while inviting readers to challenge their assumptions. Social change requires social exchange. Founded on principles of psychology, sociology, management, and behavioral economics, The Conversation is a road map for uprooting entrenched biases and sharing candid, fact-based perspectives on race that will lead to increased awareness, empathy, and action.

The Conversation

These individuals are not at your organization just to do a job, but rather to make their mark on the company as a whole. 
They are deeply inquisitive - this means they see beyond just the roles and responsibilities outlined in their job description. Instead, they view their day-to-day work as a way to further the organization’s vision at large. They inherently connect the dots —understanding that each task, big or small, supports a collective push.

Being naturally curious

An employee’s natural curiosity will, in most cases, sharpen his or her ability to learn quickly. Though it may sound straightforward, the propensity to learn new things quickly and effectively is an integral skill. 
Being able to absorb information rapidly, process it and ultimately translate that new information into action spurs growth at scale.

The innate ability to learn

Feedback is the foundation of any successful relationship, personal or professional. And, while giving feedback can at times be uncomfortable, having hard conversations are imperative, particularly in business. 
Perfection doesn’t exist, not even among standout employees, so feedback is compulsory and encouraged. What truly sets top performers apart is the way in which they react to feedback.

Being able to turn feedback into action

Naturally, people who can work with little or no guidance are exceedingly valuable at work. They take direction well and require no handholding. Top performers are not only autonomous, but they also thrive in group settings. Able to collaborate, share ideas and grind independently, these rare individuals are a double threat — in the best possible way.

Being dually autonomous and collaborative

Real standout employees are the ones that make everyone around them better. 
<ul>
<li>If it’s a standout manager or leader, this means developing and nurturing the talent that reports to them. </li>
<li>If it’s a junior or entry-level employee, this involves uplifting and inspiring peers they collaborate with regularly. </li>
</ul>
This component leans more on an individual’s emotional intelligence. Standout employees are able to empathize with the people they work alongside.

Empower those around them

How to become a standout employee, as told by a CEO.  

5 Ways to Become a Top Performer at Any Company

If you tend to worry about a lot of things, you're no different from any exception achiever. Worrying is not a bad thing because it can often encourage us to better ourselves and improve.However, worrying to the point of catstrophizing is dangerous and will ultimately end your career (worst-case scenario).It's important to find a balance where you have enough distance from your "impending doom" thoughts in order to see them clearly.

The Right Amount of Worry

<ol><li>What is the financial state of your company, the industry it's in, and the economy?</li><li>What's the general culture of your company/organization/institution?</li><li>Does your manager think and act critically?</li><li>Do you have any personal biases and if so, what are they?</li></ol>

Questions To Determine If Your Fear is Rational

There are many fears surrounding job stability and it is reasonable for it to cause you worry however doing the proper research on your company or ask for direct feedback from your manager, this allows you to get clues on whether you have to prepare for a potential layoff or not.It's okay to overthink things but it's much more important to think abour your mental health and that your fears should be grounded in evidence. Regardless, always keep in mind that if in the case that you were fired, you will bounce back because your career is not over yet.

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