Abstract  American employers frequently impose dress and grooming restrictions on their employees, and courts routinely uphold their decisions to discipline and even fire workers for violating these dress codes. Workplace dress codes thus serve as a focus for contestation over the visual representation and performance of personal identity. The representation and performance of race and gender—two of the core social identities in contemporary American culture—is achieved in part through elaborate semiotic style codes in dress and grooming. The cases discussed in this chapter demonstrate worker resistance to dress codes that force them to perform core identity attributes in ways that contradict their individual sense of identity. By insisting that the performance on the job of identities such as race and gender by their workers is a matter for the employer to determine, courts are asserting the primacy for the workers of their identity as “employees” over their individualized racial and gender identities. Far from being about trivial matters of personal taste or style, conflict between employers and employees over dress codes serves both as an arena for worker resistance to employer assertions of control over the construction and performance of their “true selves” and as a prime site for cultural contests over the meaning and instantiation of race and gender identities more generally in the modern world.

Abstract  Racism is part of the foundation of U.S. society and institutions, yet few studies in community psychology or organizational studies have examined how racism affects organizations. This paper proposes a conceptual framework of institutional racism, which describes how, in spite of professional standards and ethics, racism functions within organizations to adversely affect the quality of services, the organizational climate, and staff job satisfaction and morale. Grounded in systems theory and organizational empowerment, the framework is based on data that describe how racism was made manifest in a county public health department. The findings highlight the importance of understanding how organizations are influenced by external forces and can negatively affect clients, communities, and their own staff members.

Abstract  Pod for the Cause, podcast was created for those of you wanting to effect change, who understand the importance of restoring our democracy and want to engage in deep conversation around the issues.

Abstract  A fast and engaging read, Equity helps leaders create more inclusive organizations using human-centered design and behavior change principles.

Abstract  In this New York Times bestseller, Ijeoma Oluo offers a hard-hitting but user-friendly examination of race in America. Widespread reporting on aspects of white supremacy--from police brutality to the mass incarceration of Black Americans--has put a media spotlight on racism in our society. Still, it is a difficult subject to talk about. How do you tell your roommate her jokes are racist? Why did your sister-in-law take umbrage when you asked to touch her hair--and how do you make it right? How do you explain white privilege to your white, privileged friend? In So You Want to Talk About Race, Ijeoma Oluo guides readers of all races through subjects ranging from intersectionality and affirmative action to "model minorities" in an attempt to make the seemingly impossible possible: honest conversations about race and racism, and how they infect almost every aspect of American life

Abstract  A practical guide to shutting down workplace sexual harassment so it doesn't derail your career or your life, from the first on-air personality to sue ESPN for sexual harassment

Abstract  Information and communication technologies provide the necessary infrastructure for individuals from different cultures and locations to work and learn collaboratively. However the inner workings of such collaboration still keeps its mystery. In this literature review, the issues of how collaborative work comes into being and develops in multicultural virtual teams, the ways to facilitate them and what makes the work in such a team satisfactory and successful are explored. More specifically, how communication works among team members who come from different cultural backgrounds in a context lacking social cues; how potential conflicts due to different cultural understandings on very basic issues are resolved; or how certain notions such as trust is formed, maintained, etc. In pursuit of exploring these concerns, various articles obtained from the conducted literature survey were examined to discover recurring issues. Based on the findings and interpretations from the literature, this paper provides strategies to overcome and leverage similarities and differences inherent in team members. The findings of this literature review are especially important for those people who are planning to organize activities, which involve collaborative multicultural virtual teams.

Abstract  Throughout American history, skin color, eye color, and hair texture have had the power to shape the quality of Black people's lives, and that trend continues today for Black women in the workplace.

Abstract  Many of us can recall the targeting of South Asian, Arab, Muslim, and Sikh people in the wake of 9/11. We may be less aware, however, of the ongoing racism directed against these groups in the past decade and a half. In We Too Sing America, nationally renowned activist Deepa Iyer catalogs recent racial flashpoints, from the 2012 massacre at the Sikh gurdwara in Oak Creek, Wisconsin, to the violent opposition to the Islamic Center of Murfreesboro, Tennessee, and to the Park 51 Community Center in Lower Manhattan. Iyer asks whether hate crimes should be considered domestic terrorism and explores the role of the state in perpetuating racism through detentions, national registration programs, police profiling, and constant surveillance. She looks at topics including Islamophobia in the Bible Belt; the "Bermuda Triangle" of anti-immigrant, anti-Muslim hysteria; and the energy of new reform movements, including those of "undocumented and unafraid" youth and Black Lives Matter. In a book that reframes the discussion of race in America, a brilliant young activist provides ideas from the front lines of post-9/11 America.

Abstract  Drawing on her expertise as a meditation teacher and diversity consultant, the author helps readers of all backgrounds examine with fresh eyes the complexity of racial identity and the dynamics of oppression. She offers guided instructions on how to work with our own role in the story of race and shows us how to cultivate a culture of care to come to a place of greater clarity and compassion. Here, she invites us to explore: Ourselves as racial beings, the dynamics of oppression, and our role in racism The power of paying homage to our most turbulent emotions, and perceiving the wisdom they hold Key mindfulness tools to understand and engage with racial tension Identifying our "soft spots" of fear and vulnerability--how we defend them and how to heal them Embracing discomfort, which is a core competency for transformation How our thoughts and emotions "rigidify" our sense of self--and how to return to the natural flow of who we are Body, breath, and relaxation practices to befriend and direct our inner resources Identifying our most sensitive "activation points" and tending to them with caring awareness "It's not just your pain"--the generational constellations of racial rage and ignorance and how to work with them And many other compelling topics

Abstract  Equity in the Center, works to shift mindsets, practices and systems in the social sector to center race equity and build a Race Equity Culture™ they maintain a library of many more resources. This publication is the culmination of Equity In The Center research, which illustrates in detail how organizations can move through the Race Equity Cycle® by activating specific organizational levers.