5 Things / Behavior
Monday is Juneteenth, the newest federal holiday, and I hope you are getting paid for the day off. I also hope that your company is providing some programming around Juneteenth and/or at least a meaningful explanation of what it is and why it’s important. I only learned about it a few years ago…it’s not too late.
This week, one of our clients hosted me for a fireside chat. I was asked about how to respond to people whose sincerely held beliefs (religious or not) counteract current demographics, culture, and progressive thought. For example, a co-worker who believes that there are only two genders.
Here’s my take: in my work, I’m not trying to change someone’s beliefs, only to encourage them to change their behavior to be more inclusive of people who are different from themselves. Behavior, not beliefs. If the organization has a code of conduct and includes microaggressions in its anti-harassment policy, there can be accountability.
And also – I have empathy for a wide variety of people – even those who believe very different things than me. I have this empathy, in part, because I know trauma and pain may contribute to those beliefs. Still, sometimes finding empathy is easier said than done. I hope this perspective is useful.
Here are the good vibes I found this week:
Lizzo Released a New Version of Her Single “Grrrls,” Changing the Lyrics to Eliminate an Ableist Slur That Received Backlash
Lizzo showed humility and allyship when she apologized sincerely for including the ableist term “spaz” in a new song. She quickly updated the lyrics and released a new version. Simple as that. This matters because it illustrates allyship in action – now you know what that looks like.
Google’s New Skin Tone Scale Could Make the Internet More Inclusive
Google introduced a new skin tone scale for the internet to replace a decades-old one that doesn’t accurately read dark skin tones. The goal is to help Google (and other tech companies – since the scale is open-source) reduce racial bias from images. This matters because people with medium-darker skin tones are often not detected by cameras.
Microsoft Announces It Will Include Pay Ranges In All U.S. Job Postings
Microsoft will include pay ranges in all job postings by early 2023. This is to meet a deadline imposed by Washington state, although the policy will apply nationally. Including pay, ranges encourage women and BIPOC people to ask for their value, as those groups are traditionally paid less than white cisgender men. This matters to help reduce the pay gaps, but also to inspire other companies to follow suit.
Four Diversity and Inclusion Goals Are Tied to Compensation at Walgreens Boots Alliance
algreens outlined their policy describing how bonus-eligible employees are measured on DEI. DEI accounts for 10% of the employee bonus and there are four specific metrics, including diverse supplier spend diverse candidate slates and promotion of women and BIPOC. This matters because it requires many employees to have accountability for DEI, and provides a roadmap that other companies can follow.
Ulta Beauty Is Doubling Down on BIPOC-Founded Brands
Ulta Beauty launched a new accelerator program for BIPOC founders. The program provides early-stage beauty brands with mentorship, brand development resources, $50,000, and pitch opportunities with investors. Ulta is the largest beauty brand in the company but has been playing catch up to rival Sephora’s robust DEI initiatives. This matters because it gives young founders access and opportunities to resources that can help them build a strong company, create jobs, and ultimately help build BIPOC wealth.
Listen to previous episodes here:
Watch previous episodes here: