Why We Should Stop Telling Employees To Advocate for Themselves
Why We Should Stop Telling Employees To Advocate for Themselves
Kristy Lilas, VP of DIB at GoDaddy, outlines best practices for inclusion that don't rely on self-advocacy.
GoDaddyDIB副總裁克里斯蒂·利拉斯概述了不依賴自我宣傳的包容性最佳實踐。
NORTHAMPTON, MA / ACCESSWIRE / May 14, 2024 / GoDaddy
馬薩諸塞州北安普敦/ACCESSWIRE /2024年5月14日/GoDaddy
One diversity, inclusion and belonging exec paints a different picture of inclusion: One where marginalized people don't have to shoulder the burden of vying for management's attention alone. Nicola Katie via Getty Images
一位多元化、包容性和歸屬感高管描繪了一幅不同的包容性畫面：在這幅畫中，邊緣化群體不必單獨承擔爭奪管理層注意力的負擔。尼古拉·凱蒂通過蓋蒂圖片社
Originally published on HR Dive
最初發表在 HR Dive
By Kristy Lilas
作者：克里斯蒂·利拉斯
Kristy Lilas is vice president of diversity, inclusion and belonging at GoDaddy.
克里斯蒂·利拉斯是GoDaddy多元化、包容性和歸屬感副總裁。
In an era that champions self-advocacy as a pathway to professional success, it is important to recognize that it can only go so far, especially for people from marginalized communities. For individuals facing biases - both unconscious and systemic - the expectation of self-advocacy can pose unique challenges and create complex team dynamics.
在倡導將自我宣傳作爲職業成功之路的時代，重要的是要認識到，自我宣傳只能走得這麼遠，特別是對於來自邊緣化社區的人來說。對於面臨偏見（包括潛意識和系統偏見）的人來說，對自我宣傳的期望可能會構成獨特的挑戰，並形成複雜的團隊動態。
Personal biases and institutional barriers hinder the ability of these employees to navigate the often-suggested pathways of self-promotion. In fact, some studies have shown that Black employees are penalized for self-promotion versus people with other identities. Recognizing these disparities is the first step in creating a more inclusive and equitable work environment for all.
個人偏見和制度障礙阻礙了這些員工走上經常建議的自我晉升途徑的能力。實際上，一些研究表明，與具有其他身份的人相比，黑人員工因自我宣傳而受到懲罰。承認這些差異是爲所有人創造更具包容性和公平的工作環境的第一步。
Advocacy means championing oneself and others
At work, this often involves finding opportunities to educate others and develop one's capabilities. But it can also vary from person to person: For some, meaningful advocacy is volunteering for or being recommended for stretch projects. For others, it might mean speaking up or creating space for their voice.
倡導意味着捍衛自己和他人
在工作中，這通常涉及尋找機會教育他人並發展自己的能力。但這也可能因人而異：對於某些人來說，有意義的宣傳是自願參加或被推薦參與延伸項目。對於其他人來說，這可能意味着大聲說出來或爲他們的聲音創造空間。
Read the full article on HR Dive here
點擊此處閱讀有關 HR Dive 的完整文章
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Empowering through Equity & Inclusion: A GoDaddy Series - At GoDaddy, we make apps and services that our worldwide community of entrepreneurs can relate to and that serve our mission of empowering entrepreneurs everywhere, making opportunity more inclusive for all. Our people and culture reflect and celebrate that sense of diversity and inclusion in ideas, experiences and perspectives. But we know that's not enough to build true equity and belonging in our communities. That's why we prioritize integrating diversity, equity, inclusion and belonging principles into the core of how we work every day. This article is part of the Empowering through Equity & Inclusion thought leadership series that reflects on how organizations can strive for more equitable and inclusive workplaces - as well as communities.
通過公平與包容賦能：GoDaddy 系列- 在 GoDaddy，我們開發的應用程序和服務是我們的全球企業家社區可以與之關聯的，這些應用程序和服務符合我們的使命，即賦予世界各地的企業家權力，爲所有人提供更具包容性的機會。我們的員工和文化在想法、經歷和視角中反映並讚揚這種多樣性和包容性。但是我們知道這還不足以在我們的社區中建立真正的公平和歸屬感。這就是爲什麼我們優先將多元化、公平、包容和歸屬感原則納入我們日常工作的核心。本文是 “通過公平與包容賦權” 思想領導力系列的一部分，該系列反思了組織如何努力建設更加公平和包容的工作場所以及社區。
View additional multimedia and more ESG storytelling from GoDaddy on 3blmedia.com.
在 3blmedia.com 上查看 GoDaddy 提供的更多多媒體和更多 ESG 故事。
Contact Info:
Spokesperson: GoDaddy
聯繫信息：
發言人：GoDaddy
SOURCE: GoDaddy
資料來源：GoDaddy
譯文內容由第三人軟體翻譯。