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Tag: Ilesha Prabhudesai

Social Media for Social Justice: How Brands Can Promote EDI Online

As we have progressed in society, the concept of technology has begun to branch away from just a luxury that the wealthy can afford and head towards a common, everyday tool. With phones no longer being simply used for their calling feature, what it means to communicate has transformed into something more interactive, seemingly social, yet unnaturally distant all the same. Social media has become a strong force as a platform for creating and sharing content that promotes expression, facilitates communication, shares knowledge and experiences, and can bring people together just as easily as it can tear them apart.

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The Dark Side of Academia: How People With Disabilities Are Excluded And Exploited

Academia is already daunting on its own, but when you factor in ableism, the conversation often comes to a halt. Many individuals of authority are afraid of uncomfortable discussions, the ones that spill over into unventured topics, and, likely, the same ones they are not educated enough upon. The hesitancy to tackle subjects like ableism, Indigenous rights, antisemitism, racism, and most other ‘isms’ you can name, gives permission to the world to continue as it were and suppresses the needs, concerns, and valid criticism of those willing to take a stand.

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The Hidden Costs of Diversity and Inclusion in Journalism

When you consider newspaper articles, television broadcasts, think pieces on global and domestic issues, or reports on current events, how often have you thought about the person behind its delivery? The foundation of journalism lies in the hands of the voices that are brave enough to step up, unearth the unspoken topics, and bring them into the limelight. Without a diverse set of hands willing to dig into the truth, we are left with a collage of the same stories about the same people, presented in the same way. This creates turbulence in society’s gradual descent into becoming fully aware and cognisant of the different types of issues that affect underrepresented groups worldwide. It hinders one’s ability to perceive the reality that many racialized and marginalized individuals undergo without any media coverage to bring the issues to light, and hopefully garner support to aid them in their struggles.

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Diversity Behind the Scenes of Film and Television

When I first watched Mindy Kaling’s hit show ‘Never Have I Ever…’ or Marvel’s Disney+ series ‘Ms. Marvel’, I finally understood what it meant to be visible. Similarly, the implications of Dees Rees’s 2011 film, ‘Pariah,’ ring true for the young, Black, queer women in our society and unearth an avenue for more nuanced discussions regarding race, gender, sexuality, and socioeconomic status. Widely praised and critically acclaimed films such as ‘Everything Everywhere All At Once’ by Daniel Kwan and Daniel Scheinert, and ‘The Woman King’ by Gina Prince-Bythewood, are all glimpses into the rich and complex stories of people grappling with the weight of their multifaceted identities.

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The Ultimate Guide to Celebrating the Holidays with Neurodivergent Colleagues (And Why You Should Care)

As the bright lights roll in and the mist of joy flutters in the air, there comes a chirp in your step and excitement for the well-deserved break waiting for you ahead. For many, the holidays are a time to get away from the hectic frames of everyday life and escape to a short-lived utopia. For others, this is a time to catch up on the moments of life they missed out on, pick up a hobby they’ve been meaning to try, or simply be present and attentive in their moments with family. A season as such hopes to invoke feelings of gratitude, peace, joy, and love for all that we have, but for some, this reality might be difficult to maintain.

Walking into work in December, most neurodivergent people are met with bright, flickering holiday decorations, maybe gentle music in the background, loud colours and decorations, and bold scents of the holiday season. The attributes that help define the holiday season for many neurotypical people can simultaneously disturb the experience of those with neurodivergence.

Things such as sensory overload– which includes sensory food aversions regarding taste, texture, and smell–, social anxiety, a sense of dread and overwhelming feelings, overstimulation, and anxiety surrounding perfectionism and social acceptance, are likely to make an appearance (Neurodiversity in the workplace, 2022). Granted, this is not to say that every neurodivergent person experiences neurodivergence in the same manner. Still, many of these feelings have been common for a significant number of people under this category.

I can already sense the fear and panic through the screen as readers probably shuffle in their seats, sick with anxiety or fear, that I will suggest completely shutting down holiday celebrations in the workplace. But not to worry, it’s not always a one-or-the-other situation; compromises can always be made, and it is not a jarring, uncomfortable act to be more equitable and accommodating to others in a shared environment.

For instance, when setting up holiday decorations, consider the perspectives of your fellow neurodivergent colleagues and decorate in accordance with their limits as well. Flickering lights can be replaced with soft lights that don’t flicker, and things with strong scents can be put in a secluded area rather than the main common room (Doyle, 2020). Another main point is the privilege of a choice. Showing people that they have autonomy over their holiday experience can take off a great deal of anxiety, pressure, and urgency that follows this period of time. Giving them the freedom to eat other foods if they want, with respect to their sensory issues, or creating a no-pressure, low-stakes gift exchange event that is not mandatory or taken extremely seriously, are some ways to make this holiday season a more joyful time for all (Doyle, 2020).

In the end, however, a direct conversation is always the best way to ensure you are truly meeting the needs of others. Asking them about ways you can best support them during this season, getting educated on any accommodations that other companies have used, and being perceptive of the social norms that dictate this month are good starting points. The month of December can be a daunting time for many, so it is important for employers and employees to be kind, compassionate, and open-minded so everyone can soak in the joys of this festive month.

Reference

Doyle, N. (2020, December 18). A neuroinclusive Christmas. Forbes. https://www.forbes.com/sites/drnancydoyle/2020/12/18/a-neuroinclusive-christmas/?sh=719ee0673c99
Neurodiversity in the workplace: The Next Frontier in the world of work. The Adecco Group. (2022, August 31). https://www.adeccogroup.com/future-of-work/latest-insights/neurodiversity-in-the-workplace-the-next-frontier-in-the-world-of-work/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada,

Privilege: The Hidden Factor That Determines Your Success

Privilege. It seems that this word is thrown around quite freely these days. Whether it be internet trolls, passionate teenagers, or your average chronically-online individual, they all follow their own interpretation of privilege. But how much does anyone really know about it? Is it a good or a bad position to be in? How do we recognize it in ourselves and others, especially when intersectionality is considered? These are rudimentary questions for any employee and employer looking to become more knowledgeable, educated, and an active participant in the EDI (equity, diversity, and inclusion) conversation.

What comes to mind when you think of privilege? You’d be lying if you didn’t immediately picture something along the lines of a cisgender, heterosexual, white man, probably with generational wealth, sitting on his yacht and having the time of his life. But privilege comes in all forms and is evident in all our lives, even if it doesn’t follow the clear-cut, textbook definition illustrated in the previous example.

To examine the different facets of privilege in our lives, let us first determine how it operates in our societal structure. Privilege is a position to be had in a society where an individual benefits from their identification with a certain social group or aspect of their identity (Kish-Gephart et al., 2022). This permits them an inherent advantage in society and gives them the liberty to dream big and foresee a reality where these dreams are fulfilled. Some privileges are set from birth, such as race and ethnicity. Still, others, such as socioeconomic status, class, gender expression, and religious identity, can easily oscillate throughout the course of one’s life.

With this in mind, privilege becomes an untenured, ever-changing place in the societal hierarchy that directs your lifestyle and opportunities. You could be a queer person of colour, but your male gender identity and the fact that you are able to access and read this article, presume your class and academic privileges, which subsequently put you in a higher position of power and influence than many others. Understanding that there is no black-and-white nature to this concept will allow employers and employees to become more self-aware, accommodating, and compassionate towards their colleagues and themselves.

In a workplace setting, this topic can manifest itself in the hiring process, working environment, social events, promotions, and thus, one’s experience in the workplace. Classism refers to the subjective treatment of those of a certain social status (Kalita, 2023). One’s socioeconomic status ties in with their class, where those higher up on this hierarchy have access to greater resources and networks and can afford to participate in opportunities that will set them apart from other candidates and colleagues. Those living in remote, lower-income communities are more likely to encounter transportation delays, and might not have the luxury to stay late at work or participate in external social gatherings with colleagues, such as getting drinks at a bar on Friday nights to network, or work lunches every week for team building (Kalita, 2023). How is it that despite only getting paid for the standard 9-5, being an employee means you have to dedicate a part of your personal time to your work and have to pay for it yourself?

Instances of classism can feel mundane and insignificant to a person until they find themselves in a position where every penny starts to hold tenfolds of value. A relatable example would be the popular comedy series named ‘Schitt’s Creek’, where the once-wealthy Rose family loses all their money and finds themselves having to live at a motel in a small town called Schitt’s Creek. The family is instantly struck by the landfill of struggles and inaccessibility– a direct contrast from their comfortable, lavish lifestyle– and finds it difficult to be employed and sustain a basic lifestyle without their greater-than-life networks. Viewers easily digest this true fact– to attain the same opportunities as those with a higher class and socioeconomic status, individuals have to overcome countless external and situational obstacles and fight twice as hard to obtain respect from the world and for employers to consider them invaluable (Kish-Gephart et al., 2022).

By investigating the position of privilege that an individual’s social class puts them in and how easily this position can fluctuate, we are able to understand the importance of equity in the workplace. Regardless of the disadvantages that certain intersectionalities possess in our social structure, we all hold some form of privilege, and the problem arises when we turn a blind eye to it (Kish-Gephart et al., 2022). To be a great employer, one must check the privileges they bear, the assumptions they carry in the workplace, and operate with the intention of equity.

Reference
Kalita, S. M. (2023, July 25). How “professionalism” harms workers of color. Time. https://time.com/charter/6297289/professionalism-racism/
Kish-Gephart, J. J., Moergen, K. J. N., Tilton, J. D., & Gray, B. (2022). Social Class and Work: A Review and Organizing Framework. Journal of Management, 49(1), 509–565. https://doi.org/10.1177/01492063221076822

This article was written by summer student Ilesha Prabhudesai. This article was funded bythe Government of Canada.

How Social Movements Fail to Change the Workplace Culture for Women of Colour

When considering the amount of media chatter we have witnessed in the past decade about social justice, women’s rights, Black Lives Matter, innumerable humanitarian crises, and whatnot, how much of it actually translates to a constructive structural change?

I remember going to school and hearing male teachers mutter about the #MeToo movement and the word feminist being thrown around as a derogatory slang– which, now years later, seems to have completely lost its true meaning– but never did I witness an honest, thoughtful discussion. Following the major spotlight that Black Lives Matter received in 2020 and onwards, I, for one, had hoped to see a more socially conscious workplace environment. Although a social movement not directly tied to the workplace, it aimed to bring light to the socioeconomic disparities faced by Black people and encouraged others to get educated. But often, it all unravels in the same way, where people self-assign a label that aligns with the political climate and throw away their tag when the world isn’t watching.

For instance, my friend, a Black woman, once told me that when she asked her boss if she could apply for a managerial position, she was advised to set her sights elsewhere because she ‘won’t fit the manager look’. It begs the question, if massive social movements can fail to find a stream of reason amidst this sea of chatter, then what can we depend on for long-lasting, structural and environmental change in the workplace?

Let’s look at the statistics. A racialized woman makes an average of 59.3% of the annual salary of a white man in Canada, where Black women make 58.5% of this salary, and South Asian women make 55.1% of it (Women’s earnings – The pay gap: Quick Take, 2023). This discrepancy exists because women are inherently valued less for their labour, and as a result, female-dominant professions and industries observe significantly lower wages than their counterparts. As highly debated as the gender wage gap is, I find it even more appalling that introspective, thorough research around a woman’s struggle with seeking respect and authority in leadership positions is so difficult to uncover and even harder to determine as credible.

A paper on the roads that led four Black women to their leadership positions in an educational workplace environment outlines the hurdles and means of resilience that led them to their positions today (Johnson & Fournillier, 2021). It becomes clear that without irrefutably strong pillars of support in their lives, they would have had little to no chance of dreaming this big (Johnson & Fournillier, 2021). Unfortunately, not everyone has these community-based support systems that can help them rise despite macro, or systemic, aspects of prejudice, which include socioeconomic, financial, academic, and mental health issues, and the micro instances of prejudice, such as the daily encounters. Such factors are the birthing grounds for social movements that challenge these inequities and rally for a more fair sociopolitical structure to navigate.

This is not to say that social movements have had no impact on the structural integrity and policy decisions in our society, but it does aim to point out the urgency of longstanding issues that are primarily underlined in corporate culture yet never acted upon. The manner in which social movements are conducted is also important; does it focus on addressing a policy change, or is it inquisitive about the people who get a seat at the decision-making table? However, even with a clear goal, a widespread reach, and big names to support the cause, the most that the people get is that ‘their voices are being heard’. The governing body of a nation takes what seems like eons to reach a conclusion on minute policy changes, but since the people expect a substantial response, that now feels obsolete in comparison to the grand escalation of the issue in the meantime.

Racialized women deserve to equitably grasp their desired leadership positions, but considering the structures of government and policy present today, this vision appears far-fetched. Social outreach is necessary for policymakers to recognize that the issue can no longer be ignored, and thus, activism is always encouraged. However, as long as the system itself is held together by voices that don’t take BIPOC issues seriously, unfortunately, these women will continue to have to work ten times harder to achieve upward mobility in the workplace, unless their employers operate with a prejudice-free, educated philosophy.

References

Johnson, N. N., & Fournillier, B. J. (2021). Intersectionality and leadership in context: Examining the intricate paths of four black women in educational leadership in the United States. International Journal of Leadership in Education. DOI: 10.1080/13603124.2020.1818132
Women’s earnings – The pay gap: Quick Take. (July 5, 2023). Catalyst. https://www.catalyst.org/research/womens-earnings-the-pay-gap/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

The Differences in Workplace Hierarchies Between Different Cultures

Walking through life, we encounter people with different cultural backgrounds, and thus, many unique and influential experiences have shaped their beliefs and behaviour today. The workplace often approaches diversity in a boxed perspective, where race and gender are significant players in the institution’s EDI (equity, diversity, and inclusion) quota. These intersectionalities are definitely of value, however, the idea of cultural diversity is one left unexplored. Much like other intersectionalities, one’s cultural upbringing and experiences in different workplace cultures affect the way employees approach innovation, problem-solving, the social aspect of the work environment, collaboration, and success. By identifying the components of unfair workplace arrangements in different work cultures, companies can enhance their own working environments and reevaluate the holes in their management designs.

A hierarchical system addresses the question of ‘what authority can I report to when the authority in direct line of my position is inadequate?’. In Westernized countries such as Canada and the United States, the corporate ladder is built with an architecture of privilege, often leading to a white, cis man at the top with an unjust amount of wealth. This system works because immigrants and people of colour are foundational in the economy of North American countries, which correspondingly produces a sliding scale of privilege with these communities at the bottom. This is not to say that merit is not of considerable importance or that egalitarianism is not enforced in North America, however, it would be incorrect not to address the line of privilege that structures the Western employment system.

In countries where multiculturalism is not of factor, such as those in the South Asian diaspora, this hierarchy is catapulted by the cultural significance of age and the amount of time an individual has worked in that institution (Hofstede Insights Oy, 2021). Communities in India, for instance, hold great respect for elderly people, so seniority greatly influences leadership choices in companies. A characteristic that many in Western countries find as a disadvantage, can often be of advantage in these countries due to the contrast in cultural values.

Despite merit, technologically up-to-date skill levels, work attitude, or workplace contributions, those with seniority are favoured for high-paying managerial positions and promotions, receive high praise, respect, and recognition from colleagues, and as a result, are granted a say in important corporate decisions (Hofstede Insights Oy, 2021). These individuals can also be quite attached to the ‘old’ way of doing things and thus, become resistant to change, causing an unfortunate domino effect on their company’s progress in a rapidly changing environment.

Regardless of cultural differences, one common thread of privilege rings true for all: nepotism. This is the act of intentionally favouring an individual due to your personal bias or affiliation with them, whether it be toward a family member, a friend, or a partner (Cambridge Dictionary). When meritocracy– a system also affected by the sociopolitical determinants of race– is given no value in the workplace, employees begin to question their worth, respect for the company, and their motivations for self-improvement and advancement in the workplace. As a consequence of not rewarding employees for their work, their feelings of underappreciation can lead to hopelessness, underperformance, and resignation.

As evolving social influences put pressure on traditional, outdated ideologies and management styles, cultural dynamics shift over time. It is important not to dismiss these dynamics because a lack of cultural expression restricts societies from approaching the work environment in contiguity with their social structures. Moving forward, individuals should look deeper into the webs that uphold their work environment, to better understand the elements that have subconsciously affected their motives while seeking upward mobility.

References

Cambridge Dictionary. (n.d.). Nepotism. https://dictionary.cambridge.org/dictionary/english/nepotism
Hofstede Insights Oy. (2021). Country comparison tool. Hofstede Insights. https://www.hofstede-insights.com/country-comparison/india/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

The Fine Line Between Cultural Appreciation and Appropriation in the Workplace

Without any prior knowledge of its cultural significance, many companies conduct activities related to other cultures in the name of diversity and inclusion. The social perception within corporations in regard to their view on equity, diversity, and inclusion (EDI) has shifted, from a topic one must oblige to reluctantly while doing the bare minimum, to retaining the same attitude but now with an overzealous tint. When organizations do too little for their racialized and marginalized employees, it sends the message that they don’t value their experiences and perspectives, however, when organizations put on a grand performance of diversity and inclusion, it becomes apparent that they care more about public approval than employee satisfaction. Between this is a delicate balance– but how do we reach it? How do we know the intent aligns with its impact?

Microaggressions in a workplace setting refer to statements or actions, with an intent of malice or due to subconscious bias, that discriminate against a marginalized group member (Falcone, 2023). Comments such as ‘you drive well for a woman’, ‘all Asians are good at Math’, ‘Indian food smells bad’, or ‘but you don’t look gay’, perpetuate harmful stereotypes, disrupt the safe environment that a workplace strives to create, and limits individuals to labels (Falcone, 2023).

Along the same thread, the act of cultural appropriation aims to grasp onto an aspect of another culture for your personal gain without any semblance of respect or knowledge regarding the culture and its customs. In order to bridge this gap between the curiosity of another culture and appropriate actions to honour the culture, we must walk on the path of appreciation. This requires you to educate yourself regarding the culture’s customs and traditions, and its significance, and participate in it with the lens of respect. Unfortunately, such a notion is largely dismissed by the masses, resulting in stories like that of Lakshmi Nair– the founder of the very first POC-owned Yoga studio in the United States of America, Satya Yoga Cooperative (Nair, 2019).

When Lakshmi Nair, an Indian-American woman from Denver, Colorado, was a young girl interested in teaching Yoga, she was met with mounts of microaggressions, racism, and an inevitable alienation from the sacred practices of her own culture (Nair, 2019). Her time as a volunteer at a yoga class soured when she was made to be the subject of comments on her expression of her cultural identity, where every compliment was backhanded and a stab at the stereotype of the social and political dynamics in India (Nair, 2019).

Many white Yoga teachers used sacred Hindu deities for their end-of-the-year skits. When Lakshmi spoke out about the utter disregard and disrespect of Hinduism that it reinforces, her concerns were ignored and invalidated (Nair, 2019). In another instance where she witnessed racism and microaggressions towards Black people, as perhaps the only person of colour in the room, she felt compelled to speak out, which resulted in her getting fired from the Yoga studio (Nair, 2019). Despite it not being their community, many people of colour, like Lakshmi, risk their careers by standing up in the face of adversity and prejudice as they realize this directed behaviour is often synonymous with any person of colour, regardless of race.

Due to these experiences, many marginalized and racialized individuals feel ostracized in their work environment, leading to a disconnection between them and their colleagues, their boss, their relationship with employment, and most importantly, their relationship with their identity. A loss of self-identity can trigger severe mental health issues, leading to a lack of pleasure in life, and often, depression. Feeling like they are not ‘Black enough’, ‘gay enough’, ‘too feminine’, or ‘too Indian’ distorts a person’s view of their intersectionalities. Witnessing cultural appropriation makes a person feel invisible in a room where they should technically feel represented because the room lacks the sense of respect and appreciation that is necessary for belonging.

With this knowledge, it is strongly encouraged that companies and workplaces make the conscious decision to educate themselves and their employees prior to practicing or partaking in cultural events and activities (Falcone, 2023). A celebration of diversity is a fulfilling experience as long as it is done with pure intention as well as an educated course of action.

References

Falcone, P. (2023, June 5). Dealing with microaggression in the workplace. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/dealing-with-microaggression-in-the-workplace.aspx#:~:text=%22Microaggressions%20can%20be%20generally%20defined,Institute%20in%20Portland%2C%20Ore.%2C
Nair, L. (2019). When Even Spirit Has No Place to Call Home: Cultural Appropriation, Microagressions, and Structural Racism in the Yoga Workplace. Race and Yoga.

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.

Breaking the Tokenism Cycle: How to Achieve True Diversity and Inclusion in the Workplace

Is it my merit or my identity? Is it my responsibility to educate? If not me, then who? If not now, then when? Are my skills of enough value, or is my intersectionality the defining factor for my success? If you have ever looked around your office and failed to identify anyone else that looked like you, these anxieties likely keep you up at night, circling the drain in an endless loop of self-doubt. Sometimes it’s quite empowering to be reminded of the difference that your identity brings to the table, but when you’re the only one bringing in that variance, you start to feel more like an anomaly than a success story.

The ever-growing discussion of inclusion and diversity in professional settings aims to give individuals in minority groups the opportunity to achieve the same level of success as the majority, create a safe, inclusive working environment, and develop a holistic view toward problem-solving. With an array of experiences, cultures, ideas, and styles of thought, employees and employers are forced to consider a multitude of ways to approach a situation, have an awareness of their personal biases and blindspots, and thus, can better decide on a plan of action that supports a larger demographic.

Most of us, however, are simply cradling this perfect dream in our minds. More often than not, it is proven time and again that companies vocalize their value for EDI, only for it to be a facade full of reverence and insincerity. Hiring individuals, usually from minority groups, for the sake of an appearance of diversity in the workplace is a term coined as ‘tokenism’ (Sherrer, 2018). This practice can be harmful as it insinuates an ingenuity from the company’s efforts to diversify its team and creates a dissonance between employees that are minorities and their employers.

A study by Hilton Kelly regarding racial tokenism that Black people experience in a school workplace setting introduces the idea of feeling like a “pink poodle” and the overwhelming demand to be engrossed in racial-based chatter (Hilton Kelly, 2007). Here, the “pink poodle” metaphor refers to the ‘deer in the headlights’-like feeling of being exposed, under a spotlight, different, when, for instance, you gather outside the school for a fire drill or sit in a school-wide assembly (Hilton Kelly, 2007). Teaching in predominantly white schools, the two Black teachers, Shelia and Timothy, resonate with the “pink poodle” feeling, but continue to stay despite the apparent tokenism because ‘if not us, then who? If not here, then where?’ – a common string tethering many minorities to their white, cis-gendered workplace environments. When expressing their thoughts on the obvious, racially-driven conversations about ‘the documentary about Africa’ or new developments in neighbouring ‘urban cities’ from coworkers, they reason that “you can legislate behaviours, but you can’t legislate attitudes” (Kelly, 2007).

Although these are only a few specific stories of individuals who have taken on the burden of tokenism in their place of work, countless other such reports exist, and each person’s experience and attitude toward it may vary. While facing internal battles of self-worth, minorities face heavy topics regarding race, gender, culture, and sexuality– matters of conversation never expected of their white, cis-gendered counterparts– and, consequently, carry the pressure to address and speak for their entire community appropriately. The social climate vehemently critiques people of colour (POC), women, LGBTQ+ individuals, and other marginalized or racialized groups for being ‘political,’ possibly because their existence simply questions numerous political and social ideologies. Similarly, on a smaller scale, this mindset is carried out in work environments, usually subconsciously, when small talk becomes a discussion about the Indigenous housing crisis and the new laws against transgender healthcare.

To bring forth change, companies must consider the significance of equity, diversity and inclusion (EDI) and practice it while recruiting new employees, engaging with current employees, and restructuring oppressive systems in the workplace (Sherrer, 2018). Respecting employees as people rather than viewing them as the spokespeople for a community is the most basic requirement for EDI. Hiring a more diverse workforce and actively illustrating that the company values the diversity of its employees suggests their willingness to learn and grow alongside their team rather than to meet a diversity quota. When diversity becomes a duty, it inches closer to becoming an act, whereas a genuine regard for equity and inclusion will always lead to a fulfilling work experience.

References
Kelly, H. (2007). Racial Tokenism in the School Workplace: An Exploratory Study of Black Teachers in Overwhelmingly White Schools, Educational Studies, 41:3, 230-254, DOI: 10.1080/00131940701325712
Sherrer, K. (2018, February 26). What is tokenism, and why does it matter in the workplace?. Vanderbilt University Owen Graduate School of Management. https://business.vanderbilt.edu/news/2018/02/26/tokenism-in-the-workplace/

This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.