advertisement advertisement advertisement Last week, Coca-Cola, whose Twitter bio is a simple and warm "Everyone welcome," found itself at the center of a telling diversity-related crisis. For those who missed it: A set of problematic slides from one of its DEI training sessions, leaked by one of its employees, asked the company's workers to be " less white "—with "white" equated to "oppressive," "arrogant," and "offensive," among other things. As expected, Twitter went through the cycle of outrage, calls to boycott, and memes, which were followed by an explanation from Coca-Cola on how that content had found its way into their training in the first place. advertisement advertisement The dust seems to have settled on this incident for now, but the Coca-Cola slides are indicative of how a lot of companies are handling DEI issues—in a prescriptive, didactic way. This approach doesn't actually get employees to reflect on their biases and blind spots in any meaningful way. No one can, or should, wake up one morning and "be less white," but they can think about how their whiteness affords them privilege; how it helps sustain structures of oppression at work and outside of it; and how it impacts the way… Read full this story
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