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HuffPost: What Not To Say To Your Black Colleagues Right Now

02 Jun 2020
Don't focus on your own feelings or make assumptions when offering support to Black colleagues amid police brutality protests.

Originally found at Huffington Post, by Monica Torres

Nationwide demonstrations have been taking place across the U.S. this past week to protest the injustice of yet another Black person killed by police.

George Floyd died after three Minneapolis police officers pinned him down, with one of them pressing his knee against Floyd’s neck and ignoring his repeated statements that he could not breathe. His death followed the March killing of Breonna Taylor, a Black woman who was shot by police who invaded her home as she slept, looking for a suspect who did not live there and was already in custody.

During these protests, police at times have erupted in violence and attacked protesters. More than 4,000 protesters have been arrested so far nationwide, according to an Associated Press tally. And on Monday, law enforcement officials shot and killed David McAtee, a Black restaurant owner in Louisville, Kentucky.

The feelings a Black colleague may experience after witnessing or being a victim of police violence do not end when the workday begins. And for many, the workplace is yet one more space in which they have to grapple with other people’s racism and indifference.

If your colleagues include Black people, it’s your duty to figure out what genuine care and support you can offer, moving beyond assumptions of how they should feel or talk with you....

Do back up your words with action.

If your words of support are simply “I wish I knew what to say,” “I’m so sorry,” or just “Thinking of you,” do more research on how you can become informed and take action before reaching out to a Black person to make you feel better.

Castillo said instead of folks asking what they can do, she is more interested in hearing what initiatives these folks are committing to with their own lives. She said it’s encouraging when she sees colleagues who are “willing to put skin in the game, they’re willing to have those harder, difficult conversations in the workplace ... and they’re doing it all without expecting me to praise them for it.”

Another common mistake that occurs is under-preparation for these conversations, Thomas said. “When colleagues haven’t done their homework, Black employees bear the burden of steering conversations about race or correcting misinformation,” she said.

Consider the cost of investing in conversations about race to Black colleagues’ careers. Women and minorities are penalized for promoting diversity like racial differences and are rated worse by their bosses, while their male and white counterparts face no penalty, according to a 2016 study published in the Academy of Management Journal.


Continue reading the original article at HuffPost

Read the original research in Academy of Management Journal

 

Learn more about the AOM Scholars and explore their work:

Blog Image Top with Categories

HuffPost: What Not To Say To Your Black Colleagues Right Now

02 Jun 2020
Don't focus on your own feelings or make assumptions when offering support to Black colleagues amid police brutality protests.

Originally found at Huffington Post, by Monica Torres

Nationwide demonstrations have been taking place across the U.S. this past week to protest the injustice of yet another Black person killed by police.

George Floyd died after three Minneapolis police officers pinned him down, with one of them pressing his knee against Floyd’s neck and ignoring his repeated statements that he could not breathe. His death followed the March killing of Breonna Taylor, a Black woman who was shot by police who invaded her home as she slept, looking for a suspect who did not live there and was already in custody.

During these protests, police at times have erupted in violence and attacked protesters. More than 4,000 protesters have been arrested so far nationwide, according to an Associated Press tally. And on Monday, law enforcement officials shot and killed David McAtee, a Black restaurant owner in Louisville, Kentucky.

The feelings a Black colleague may experience after witnessing or being a victim of police violence do not end when the workday begins. And for many, the workplace is yet one more space in which they have to grapple with other people’s racism and indifference.

If your colleagues include Black people, it’s your duty to figure out what genuine care and support you can offer, moving beyond assumptions of how they should feel or talk with you....

Do back up your words with action.

If your words of support are simply “I wish I knew what to say,” “I’m so sorry,” or just “Thinking of you,” do more research on how you can become informed and take action before reaching out to a Black person to make you feel better.

Castillo said instead of folks asking what they can do, she is more interested in hearing what initiatives these folks are committing to with their own lives. She said it’s encouraging when she sees colleagues who are “willing to put skin in the game, they’re willing to have those harder, difficult conversations in the workplace ... and they’re doing it all without expecting me to praise them for it.”

Another common mistake that occurs is under-preparation for these conversations, Thomas said. “When colleagues haven’t done their homework, Black employees bear the burden of steering conversations about race or correcting misinformation,” she said.

Consider the cost of investing in conversations about race to Black colleagues’ careers. Women and minorities are penalized for promoting diversity like racial differences and are rated worse by their bosses, while their male and white counterparts face no penalty, according to a 2016 study published in the Academy of Management Journal.


Continue reading the original article at HuffPost

Read the original research in Academy of Management Journal

 

Learn more about the AOM Scholars and explore their work:

Blog Image Right (For Homepage only)

HuffPost: What Not To Say To Your Black Colleagues Right Now

02 Jun 2020
Don't focus on your own feelings or make assumptions when offering support to Black colleagues amid police brutality protests.

Originally found at Huffington Post, by Monica Torres

Nationwide demonstrations have been taking place across the U.S. this past week to protest the injustice of yet another Black person killed by police.

George Floyd died after three Minneapolis police officers pinned him down, with one of them pressing his knee against Floyd’s neck and ignoring his repeated statements that he could not breathe. His death followed the March killing of Breonna Taylor, a Black woman who was shot by police who invaded her home as she slept, looking for a suspect who did not live there and was already in custody.

During these protests, police at times have erupted in violence and attacked protesters. More than 4,000 protesters have been arrested so far nationwide, according to an Associated Press tally. And on Monday, law enforcement officials shot and killed David McAtee, a Black restaurant owner in Louisville, Kentucky.

The feelings a Black colleague may experience after witnessing or being a victim of police violence do not end when the workday begins. And for many, the workplace is yet one more space in which they have to grapple with other people’s racism and indifference.

If your colleagues include Black people, it’s your duty to figure out what genuine care and support you can offer, moving beyond assumptions of how they should feel or talk with you....

Do back up your words with action.

If your words of support are simply “I wish I knew what to say,” “I’m so sorry,” or just “Thinking of you,” do more research on how you can become informed and take action before reaching out to a Black person to make you feel better.

Castillo said instead of folks asking what they can do, she is more interested in hearing what initiatives these folks are committing to with their own lives. She said it’s encouraging when she sees colleagues who are “willing to put skin in the game, they’re willing to have those harder, difficult conversations in the workplace ... and they’re doing it all without expecting me to praise them for it.”

Another common mistake that occurs is under-preparation for these conversations, Thomas said. “When colleagues haven’t done their homework, Black employees bear the burden of steering conversations about race or correcting misinformation,” she said.

Consider the cost of investing in conversations about race to Black colleagues’ careers. Women and minorities are penalized for promoting diversity like racial differences and are rated worse by their bosses, while their male and white counterparts face no penalty, according to a 2016 study published in the Academy of Management Journal.


Continue reading the original article at HuffPost

Read the original research in Academy of Management Journal

 

Learn more about the AOM Scholars and explore their work:

Blog Blocks Horizontal

HuffPost: What Not To Say To Your Black Colleagues Right Now

02 Jun 2020
Don't focus on your own feelings or make assumptions when offering support to Black colleagues amid police brutality protests.

Originally found at Huffington Post, by Monica Torres

Nationwide demonstrations have been taking place across the U.S. this past week to protest the injustice of yet another Black person killed by police.

George Floyd died after three Minneapolis police officers pinned him down, with one of them pressing his knee against Floyd’s neck and ignoring his repeated statements that he could not breathe. His death followed the March killing of Breonna Taylor, a Black woman who was shot by police who invaded her home as she slept, looking for a suspect who did not live there and was already in custody.

During these protests, police at times have erupted in violence and attacked protesters. More than 4,000 protesters have been arrested so far nationwide, according to an Associated Press tally. And on Monday, law enforcement officials shot and killed David McAtee, a Black restaurant owner in Louisville, Kentucky.

The feelings a Black colleague may experience after witnessing or being a victim of police violence do not end when the workday begins. And for many, the workplace is yet one more space in which they have to grapple with other people’s racism and indifference.

If your colleagues include Black people, it’s your duty to figure out what genuine care and support you can offer, moving beyond assumptions of how they should feel or talk with you....

Do back up your words with action.

If your words of support are simply “I wish I knew what to say,” “I’m so sorry,” or just “Thinking of you,” do more research on how you can become informed and take action before reaching out to a Black person to make you feel better.

Castillo said instead of folks asking what they can do, she is more interested in hearing what initiatives these folks are committing to with their own lives. She said it’s encouraging when she sees colleagues who are “willing to put skin in the game, they’re willing to have those harder, difficult conversations in the workplace ... and they’re doing it all without expecting me to praise them for it.”

Another common mistake that occurs is under-preparation for these conversations, Thomas said. “When colleagues haven’t done their homework, Black employees bear the burden of steering conversations about race or correcting misinformation,” she said.

Consider the cost of investing in conversations about race to Black colleagues’ careers. Women and minorities are penalized for promoting diversity like racial differences and are rated worse by their bosses, while their male and white counterparts face no penalty, according to a 2016 study published in the Academy of Management Journal.


Continue reading the original article at HuffPost

Read the original research in Academy of Management Journal

 

Learn more about the AOM Scholars and explore their work:

Blog Blocks Vertical (For Subpage Column)

HuffPost: What Not To Say To Your Black Colleagues Right Now

02 Jun 2020
Don't focus on your own feelings or make assumptions when offering support to Black colleagues amid police brutality protests.

Originally found at Huffington Post, by Monica Torres

Nationwide demonstrations have been taking place across the U.S. this past week to protest the injustice of yet another Black person killed by police.

George Floyd died after three Minneapolis police officers pinned him down, with one of them pressing his knee against Floyd’s neck and ignoring his repeated statements that he could not breathe. His death followed the March killing of Breonna Taylor, a Black woman who was shot by police who invaded her home as she slept, looking for a suspect who did not live there and was already in custody.

During these protests, police at times have erupted in violence and attacked protesters. More than 4,000 protesters have been arrested so far nationwide, according to an Associated Press tally. And on Monday, law enforcement officials shot and killed David McAtee, a Black restaurant owner in Louisville, Kentucky.

The feelings a Black colleague may experience after witnessing or being a victim of police violence do not end when the workday begins. And for many, the workplace is yet one more space in which they have to grapple with other people’s racism and indifference.

If your colleagues include Black people, it’s your duty to figure out what genuine care and support you can offer, moving beyond assumptions of how they should feel or talk with you....

Do back up your words with action.

If your words of support are simply “I wish I knew what to say,” “I’m so sorry,” or just “Thinking of you,” do more research on how you can become informed and take action before reaching out to a Black person to make you feel better.

Castillo said instead of folks asking what they can do, she is more interested in hearing what initiatives these folks are committing to with their own lives. She said it’s encouraging when she sees colleagues who are “willing to put skin in the game, they’re willing to have those harder, difficult conversations in the workplace ... and they’re doing it all without expecting me to praise them for it.”

Another common mistake that occurs is under-preparation for these conversations, Thomas said. “When colleagues haven’t done their homework, Black employees bear the burden of steering conversations about race or correcting misinformation,” she said.

Consider the cost of investing in conversations about race to Black colleagues’ careers. Women and minorities are penalized for promoting diversity like racial differences and are rated worse by their bosses, while their male and white counterparts face no penalty, according to a 2016 study published in the Academy of Management Journal.


Continue reading the original article at HuffPost

Read the original research in Academy of Management Journal

 

Learn more about the AOM Scholars and explore their work:

Event Blocks Vertical (For Subpage Column)

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

Event Blocks Horizontal

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

News Blocks Horizontal

News Blocks Vertical (For Subpage Column)

Video Management

Test Video

Mar 6, 2020

Test Video

Kimberly Elsbach - AOM Scholar Interview

Jan 24, 2020

AOM Insights - Women Who Cry at Work Need to Know These Five Things - Crying at work is not always a big problem, researchers have found, but in the wrong situation, it can be a reputation-killer.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.

It Takes a Village to Sustain a Village: A Social Identity Perspective

Jan 24, 2020

This paper examines the powerful yet overlooked role of community-based enterprises (CBEs)—enterprises that are collectively established, owned, and controlled by the members of a local community, for which they aim to generate economic, social and/or ecological benefits—in addressing a broad range of problems facing many rural communities around the globe.

The AMD Paper Development Workshop Experience

Aug 5, 2018

These Broadly-based Workshops Create a Better Understanding of How Management Research Is Changing

How Do I Know if My Paper is Right for AMD?

Aug 5, 2018

Things to Consider Before Submitting

What Makes AMD Unique?

Aug 5, 2018

What Makes AMD Unique and Why You Should Publish Your Next "Discovery" With Us

To use the "Featured Video" widget template, which only shows one video and provides the ability to play that video directly, there are special settings that need to be made.  One may think they should choose the only one video item to display. However, doing so will remove the option for a user to click on the video's information to go to the video's detail page to see more information on the video. This is because Sitefinity has built-in functionality where if only one result is selected, it automatically shows the item in the "Detail Template". To work around this we need to force the widget to show the result as a single item list so it uses the "Featured Video" list template.

To work around this, apply a unique category to the video so that the video is the only item with that category applied to it. Set the widget to only show videos by that category. This forces Sitefinity to use a "List Template" instead of a "Detail Template". For good measure, limit results to "1" in the list settings and select the "Featured Video" widget template. See below.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.