"Black Excellence" is Never Enough, 60% of Workers Are STILL Masking Some Aspect of Their Identities, & Cali Now Has Gender-Neutral Toy Aisles

In today’s DEI in 5:

• Claudine Gay Resigns From Harvard: Why “Black Excellence” Is Never Enough (deep sighs 😮‍💨)

• Uncovering Culture: A Call To Action For Leaders (an update on a 10-year research study on employees hiding aspects of their identities 🫣)

• Gender-Neutral Toy Aisles Now Compulsory in Major California stores (as a kid who spent most of my time in the “boys” aisles, looking at K’nex, Legos, and model car kits, yes! 🥹🫶🏾)

• Study Shows That LLMs Are Gender Bias (ya don’t say 🫠)

• Mark Cuban Just Schooled Elon Musk on DEI with a Clear-Eyed Explanation for Why it’s Good for Business (ok, we see you, Mark —not all hope is lost)

  Read time: 5 minutes

Claudine Gay Resigns From Harvard: Why Black Excellence Is Never Enough

Summary: Dr. Claudine Gay, Harvard University’s first Black president, announces her resignation amidst scrutiny, highlighting the broader issue of intense scrutiny faced by Black women in leadership roles.

The Details:

• Resignation Amidst Controversy: Dr. Gay faced criticism for her response to antisemitism on campus and allegations of plagiarism, leading to her resignation from the presidency, which lasted less than a year.

• Broader Trend of Scrutiny: Black women leaders, especially those who are “firsts” in their positions, often face heightened scrutiny and unrealistic standards, as seen in the experiences of Ketanji Brown Jackson during her Supreme Court confirmation hearings and Nikole Hannah-Jones with the tenure issue at the University of North Carolina.

• The Myth of Black Excellence: The concept that exceptional achievements by Black individuals should protect them from systemic oppression is challenged, as exemplified by the experiences of prominent Black women.

Why is this relevant: The resignation of Dr. Claudine Gay from her position as Harvard’s president underscores the persistent issue of misogynoir and the disproportionate expectations and pressures placed on Black women in high-profile roles. It reflects the need for systemic change to support Black women leaders to ensure they are evaluated equitably and without bias. This situation serves as a reminder of the work that remains to be done in creating truly inclusive and supportive environments for diversity in leadership.

Uncovering Culture: A Call To Action For Leaders

Summary: The "Uncovering Culture" report by Deloitte is a follow-up on a previous 2013 report, exploring the practice of "covering," where employees downplay their “disfavored” identities to conform to mainstream corporate culture, revealing that it remains prevalent and harmful to both individuals and organizations.

The Details:

• Definition of Covering: Workers hide aspects of their identity that are known but deemed unfavorable by the mainstream, impacting their sense of self and commitment to their organization.

• Landmark Studies: Original research by Deloitte and Professor Kenji Yoshino in 2013, and a follow-up in 2023, highlight the enduring nature of covering in corporate America.

• Widespread Issue: Despite the increased focus on diversity and inclusion, 60% of workers (that’s all workers—of all identities) still engage in covering, with many feeling it is expected by their leaders.

• Leadership's Role: The perpetuation or disruption of a culture of covering is significantly influenced by organizational leadership.

• Proposed Solutions: The report suggests practical measures for leaders to cultivate an "uncovering culture" that encourages authenticity and a sense of belonging.

Why is this relevant: Understanding and addressing covering is crucial for leaders aiming to create inclusive workplaces where all employees can fully express their identities. By fostering an environment that reduces the need for covering, organizations can enhance employee well-being, unlock the full potential of their workforce, and ultimately drive better organizational outcomes. The 2023 report includes practical tools and exercises for leaders to consider.

Gender-Neutral Toy Aisles Now Compulsory in Major California Stores

Summary: California has mandated gender-neutral toy aisles in large retail stores, a change aimed at dismantling traditional gender norms in product marketing for children.

The Details:

• New State Law: As of Monday, retail stores in California with a workforce of 500 or more must have a gender-neutral section for children's toys and items.

• Fines for Non-Compliance: Stores that do not adhere to the new law will face financial penalties, starting at $250 for the first offense and increasing to $500 for subsequent violations.

• Requirement Specifications: The law requires a reasonable selection of children's items to be displayed irrespective of traditional gender marketing.

• Legislative Intent: Introduced by Democrat Evan Low, the legislation seeks to eliminate gender-based assumptions in toys, allowing children to make choices free from bias.

• Mixed Reactions: While some praise the law for promoting inclusivity, others, like the California Family Council, oppose it on the grounds of free speech and critique the broader implications for gender identity issues.

Why is this relevant: This legal development reflects an ongoing societal debate about gender roles and the freedom of choice for children. It highlights the intersection of commerce, politics, and social values, and represents a significant step in the push toward a more inclusive society that challenges traditional gender norms.

• Study Shows that LLMs are Gender Bias  [AIM]

• AI to diversity: What to expect at the workplace this year [Mint Lounge]

• Mark Cuban just schooled Elon Musk on DEI with a clear-eyed explanation for why it’s good for business [Fast Company]

• UCLA creates new disability studies major [Spectrum News 2]

• UCLA creates new disability studies majorUkraine prepares to serve veterans with disabilitiesUkraine prepares to serve veterans with disabilitiesUkraine prepares to serve veterans with disabilities [Global Voices]

• Netflix’s First-Ever Director Of Product Accessibility, Heather Dowdy, Is Pioneering Tech Inclusion [POCIT]