video key takeaways

LM 5 Part I

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Instructions

Businesses across the U.S. have started to focus on Diversity, Equity and Inclusion (now being rebranded as Inclusions and Belonging

)

in the workplace as one of their primary business strategies.  We do not have a chapter in our textbook that covers this topic specifically, but because the initiative drives many strategies and goals in employment, I thought we should be prepared to enter the workplace knowing really what DEIB means and how it can be used by employers to advance their companies.

Please complete the following assignments by Friday of this week and place your responses in the appropriate Dropbox or Discussion Thread!  Also, I have attached a DEIB PPT slide set that covers basic terminology.

Part 1:   Students are to watch the following two Ted Talk videos:

; .

Post your reflection on the top 5 takeaways from each video in the associated Dropbox — LM 5 Part 1.

LM 5 Part 2

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Part 2:  Complete the following activities are record your scores.

Privilege Survey Activity (add up the total number of boxes you have checked, and then report that Score in Dropbox)

Harvard IAT Exercise (

https://implicit.harvard.edu/implicit/Study?tid=-1

) (Race Test only –Report your score, i.e. Strong, Moderate, Slight, Neutral in Dropbox)

Part 2 of the Module 5 homework is designed as a self-assessment.  One of my favorite quotes is from the author James Baldwin, who once said “Not everything that is faced can be changed. But nothing can be changed until it is faced.”Remember that there are no “good” or “bad”, or “right” or “wrong” answers.  These exercises simply reflect your personal lived life experiences that are related to the time and place you have lived and situations that were not withing your control but would have likely impacted your life in some way. (IVE got divorced parents that do not speak to each other)

Due on May 31, 2024 11:59 PM

Attachments

Privilege Exercise Instructions.docx

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Privilege Exercise.pdf

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LM 5 Part 3

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Part 3:

Students should write a 3 – 4 paragraph reflection after watching the videos below on (1) what they learned about unconscious biases and how it affects people’s actions and decision making in general, (2) what they learned about their own unconscious biases, and (3) steps they can take to keep unconscious biases from affecting their actions or their words.

Students should know that their individual responses will not be seen by anyone other than the instructor.

(PBS)

(Anderson Cooper/ CNN)

https://www.youtube.com/watch?v=eDPTVEqkGa4%20

(Starbucks Training Video)

(IAT Test on Millennials)

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Watch and summarize these three videos.

Current Perspectives on Diversity, Equity, Inclusion and Belonging

(Belonging: A Critical Piece of Diversity, Equity, and Inclusion)

(Don’t Take the Exit on People: A Diversity and Inclusion Approach)

(How We Can Reshape Diversity, Equity, and Inclusion Together

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Read the attached powerpoint and answer the following questions:

Name 5 major organizations that support affirmative action and the business strategy of DEIB.

Identify 5 reasonswhy self-identified major business organizations are committed to DEIB strategies in the workplace.

Explain the essential workplace skills that these businesses have identified as being connected to an understanding of DEIB.

Describe two studies that confirm the positive impact of diverse teams on decision making, innovation, and meeting customer needs.

Due on Jun 1, 2024 11:59 PM

Attachments

Inclusive Excellence Lecture.Business Case for …

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Video Summaries Chapter 6Hide Folder InformationInstructions

Chapter 6:

(Race Discrimination at Work)

(Examples of Race Discrimination at Work)

(Personal testimony)

(The Crown Act)

(What is colorism)

(Doll Test)

)Mississippi Burning Article AnalysisHide Folder InformationInstructions

Questions for the Mississippi Burning article:

1.      What are the basic facts of the case?

2.         What scenes in the movie have been fictionalized, according to the author?

3.         Do you think it is appropriate for films about historic events to take dramatic license and “change” or “make up” facts?

4.         What happened to the real defendants in this case?

Due on Jun 7, 2024 11:59 PMAttachments4334.Mississippi Burning article.2024.docMississippi Burning Movie Critical PaperHide Folder InformationInstructionsUse the attached rubric to frame your Critical Paper.  Your analysis of the movie should be approximately 2 – 3 typed pages and should address the following questions in an essay format, NOT question an answer format.  Be sure to use many examples from the movie and the course materials to support the answers that you give to these questions.  Your answers need to be well supported (as opposed to generalizations or opinions) in order to receive full credit for the assignment.Due on Jun 10, 2024 11:59 PMAttachments

4334.Mississippi Burning.critical paper.2024.docx

(13.54 KB)Download All Filesplease read the directions for each of the 3 LM parts carefully so that you fully complete each section), I have also included a few extra videos below for you to view and summarize as another extra credit opportunity.  You will see that all of these presentations on topics related to evolving DEIB work were given post-pandemic.  I hope you will find the topic enlightening and keep an open mind if you have heard that DEIB is a negative thing, because the workplace is not driven by politics and votes, but by the bottom line.  At the end of the day, your personal views and decisions outside of the workplace are your own and this material is not designed to be a change agent.  Change of personal beliefs and perceptions only happens when individuals are confident, secure, and open to new ideas.  That is for you to decide.  However, as business educators, we have a responsibility to prepare you for the culture you are about to enter, and this is a business strategy that is not a fad, because an appropriate application leads to significant bottom line success.  One of the top qualities employers are looking for today is for the ability to work with a variety of diverse people whose personal backgrounds and experiences can be very different, if not foreign, to our own lived life experiences to date.