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== Reporting == | == Reporting == | ||
* Provided a "Diversity and Inclusion Toolkit" document to its employees. | * Provided a "Diversity and Inclusion Toolkit" document to its employees.<ref name="whistleblower">https://archive.is/AiygS</ref> | ||
* The only way to make progress is when everyone takes on the responsibility of diversity and inclusion change agents. | * The only way to make progress is when everyone takes on the responsibility of diversity and inclusion change agents.<ref name="whistleblower"></ref> | ||
* Employees have a duty to progress towards a more equitable World. | * Employees have a duty to progress towards a more equitable World.<ref name="whistleblower"></ref> | ||
* Focusing on diversity and inclusion will create a positive impact on culture, products and communities. | * Focusing on diversity and inclusion will create a positive impact on culture, products and communities.<ref name="whistleblower"></ref> | ||
* Promoting diversity and inclusion will boost profitability, relevance and sales. | * Promoting diversity and inclusion will boost profitability, relevance and sales.<ref name="whistleblower"></ref> | ||
* Employees should be asking what peoples gender identity is and whether that has changed since their birth. | * Employees should be asking what peoples gender identity is and whether that has changed since their birth.<ref name="whistleblower"></ref> | ||
* An ally's value is determined by their intended beneficiaries, not by the individual. You cannot call yourself an ally without the intended beneficiaries recognising you as one. | * An ally's value is determined by their intended beneficiaries, not by the individual. You cannot call yourself an ally without the intended beneficiaries recognising you as one.<ref name="whistleblower"></ref> | ||
* Employees should become collaborators, accomplices, and co-conspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy. | * Employees should become collaborators, accomplices, and co-conspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy.<ref name="whistleblower"></ref> | ||
* Employees should interrupt and educate and initiate an organised response. | * Employees should interrupt and educate and initiate an organised response.<ref name="whistleblower"></ref> | ||
* Employees have a naivety bias if they believe in object reality. | * Employees have a naivety bias if they believe in object reality.<ref name="whistleblower"></ref> | ||
* A colour-blind attitude towards racism will cause early deaths in black people, and instead we should state and awesome black people. | * A colour-blind attitude towards racism will cause early deaths in black people, and instead we should state and awesome black people.<ref name="whistleblower"></ref> | ||
* Calling grandma a bigot at the Christmas table is a desirable outcome. | * Calling grandma a bigot at the Christmas table is a desirable outcome.<ref name="whistleblower"></ref> | ||
* Calling a black people articulate is a microagression. | * Calling a black people articulate is a microagression.<ref name="whistleblower"></ref> | ||
* Dismissing ones lived experience is racist regardless of intention. | * Dismissing ones lived experience is racist regardless of intention.<ref name="whistleblower"></ref> | ||
* Microaggressions are like mosquito bites, where the victim may then shoot mosquitos who carry diseases. | * Microaggressions are like mosquito bites, where the victim may then shoot mosquitos who carry diseases.<ref name="whistleblower"></ref> | ||
* Acknowledging biological realities is aggressive. | * Acknowledging biological realities is aggressive.<ref name="whistleblower"></ref> | ||
* Made staff perform "privilege walks" where people would score points on their perceived victim status. | * Made staff perform "privilege walks" where people would score points on their perceived victim status.<ref name="whistleblower"></ref> | ||
* Nobody in a majority can be discriminated against. | * Nobody in a majority can be discriminated against.<ref name="whistleblower"></ref> | ||
* Staff must respect everyone's self-identification. | * Staff must respect everyone's self-identification.<ref name="whistleblower"></ref> | ||
* In order to create an open space of inclusive conversations, staff should always ask for pronouns at the start of every meeting and introduce themselves with their own pronouns. | * In order to create an open space of inclusive conversations, staff should always ask for pronouns at the start of every meeting and introduce themselves with their own pronouns.<ref name="whistleblower"></ref> | ||
* Misgendering people can risk someone's safety. | * Misgendering people can risk someone's safety.<ref name="whistleblower"></ref> | ||
* Wearing a sombrero at a fancy dress party requires an apology for cultural appropriation. | * Wearing a sombrero at a fancy dress party requires an apology for cultural appropriation.<ref name="whistleblower"></ref> | ||
* Chief foreign affairs commentator, [[Gideon Rachman]], says mass immigration is a sign of a healthy and dynamic society.<ref name="chief">https://archive.is/ruMfH</ref><ref name="mass">https://archive.is/O7WpF</ref> | * Chief foreign affairs commentator, [[Gideon Rachman]], says mass immigration is a sign of a healthy and dynamic society.<ref name="chief">https://archive.is/ruMfH</ref><ref name="mass">https://archive.is/O7WpF</ref> | ||
Latest revision as of 09:51, 21 March 2024
Reporting
- Provided a "Diversity and Inclusion Toolkit" document to its employees.[1]
- The only way to make progress is when everyone takes on the responsibility of diversity and inclusion change agents.[1]
- Employees have a duty to progress towards a more equitable World.[1]
- Focusing on diversity and inclusion will create a positive impact on culture, products and communities.[1]
- Promoting diversity and inclusion will boost profitability, relevance and sales.[1]
- Employees should be asking what peoples gender identity is and whether that has changed since their birth.[1]
- An ally's value is determined by their intended beneficiaries, not by the individual. You cannot call yourself an ally without the intended beneficiaries recognising you as one.[1]
- Employees should become collaborators, accomplices, and co-conspirators who fight injustice and promote equity in the workplace through supportive personal relationships and public acts of sponsorship and advocacy.[1]
- Employees should interrupt and educate and initiate an organised response.[1]
- Employees have a naivety bias if they believe in object reality.[1]
- A colour-blind attitude towards racism will cause early deaths in black people, and instead we should state and awesome black people.[1]
- Calling grandma a bigot at the Christmas table is a desirable outcome.[1]
- Calling a black people articulate is a microagression.[1]
- Dismissing ones lived experience is racist regardless of intention.[1]
- Microaggressions are like mosquito bites, where the victim may then shoot mosquitos who carry diseases.[1]
- Acknowledging biological realities is aggressive.[1]
- Made staff perform "privilege walks" where people would score points on their perceived victim status.[1]
- Nobody in a majority can be discriminated against.[1]
- Staff must respect everyone's self-identification.[1]
- In order to create an open space of inclusive conversations, staff should always ask for pronouns at the start of every meeting and introduce themselves with their own pronouns.[1]
- Misgendering people can risk someone's safety.[1]
- Wearing a sombrero at a fancy dress party requires an apology for cultural appropriation.[1]
- Chief foreign affairs commentator, Gideon Rachman, says mass immigration is a sign of a healthy and dynamic society.[2][3]