and I’m scratching my head about why these same questions arent asked for “employee resource groups” of other minority “themes”
as well as why the ability to empathise is so apparent for those other themes but not so easily imagined for this person who is white
forgot the EEOC, I’m about to go to the SEC Whistleblower bounty program since shareholders might want to know how misguided the population there is
We considered many black folks property until 1865, and we had segregation of some schools in the 1960s. We didn't let women vote until 1920. We put Japanese people in internment camps until 1946. Gay folks couldn't marry in all states until 2015. Do I have to list more?
If you don't think this kind of stuff leaks into the workplace, then I don't think you're paying attention.
Why are you invalidating their experience, its look like you have let something else leak into the workplace under an amusingly ironic interpretation of empathy
Let's write it again in a different way: Nothing about the name "Employee Resource Group" suggests that "state-sanctioned disenfranchisement at some point in the country's history" is the only reason or prerequisite for an employee seeking resources
Looks like an another race and ethnicity settlement is brewing
What experience are you talking about? What resources are lacking that don't address those experiences?
I'm not sure what OP actually proposed, but I'm reasonably sure he's not telling the whole story.
And now they are economically ahead of the average American. Universities actually discriminate against them by their malevolent definition of "fairness" where success is a punishable offense. People are where they are because of what they do today, not what happened to their ancestors in the past.