Growing up as a young Black girl in a predominately White town, I always wore what we call in the Black communities a “protective hair style.” Specifically, I grew up wearing the single braid hairstyle to protect my hair from breakage caused by Old Man Winter.
A few years ago, my mother was submitting an online job application and mentioned to me that one of the questions asked whether the applicant was a visible minority. She told me that she left the answer blank so that she wouldn’t be used as a “token” to “check a box” – literally and figuratively
As awareness and understanding of gender diversity grows, more transgender, non-binary, and gender non-conforming persons are feeling supported and empowered to express their gender identities in the workplace.
It is readily acknowledged that the origins of “Pride” started on June 28, 1969, when police officers raided New York City’s Stonewall Inn in Greenwich Village, beating and harassing bar patrons and arresting 13 employees who were considered in violation of various gendered state legislation.
Lately I have noticed a renewed focus and attention placed on the racial identities of neutral decision makers and fact finders, and on the question of whether this is something we should be concerning ourselves with when selecting one.
In a decision earlier this year, considered a win for gender-diverse people, the Quebec Superior Court recognized the harms associated with the misidentification of non-binary and trans people on various forms of government issued identity documents (IDs).
On July 4, 2021, the New York Times published a story about a leaked video capturing the host of ESPN’s “The Jump,” Rachel Nichols, a White woman, questioning the merit of her colleague, Maria Taylor, a Black woman…