Set as Homepage - Add to Favorites

日韩欧美成人一区二区三区免费-日韩欧美成人免费中文字幕-日韩欧美成人免费观看-日韩欧美成人免-日韩欧美不卡一区-日韩欧美爱情中文字幕在线

【thirsty sex video】Of Damages and Dog Whistles
Your Sorry Ass Amber A’Lee Frost ,thirsty sex video May 23, 2018

Of Damages and Dog Whistles

Putting a stop to racist coworkers without snitching to HR What's a dog whistle blower to do? / Mother Goose's Nursery Rhymes,1877
Word Factory W
o
r
d

F
a
c
t
o
r
y

Welcome to The Baffler’sagony corner, YOUR SORRY ASS, where Amber A’Lee Frost dispenses bossy, judgmental advice on how to live your life fairly, kindly, and with good humor. Send us your rants and pleas, please: [email protected].

Dear Your Sorry Ass,

After four years and a liberal arts degree that didn’t really give me a clear career path, I have been lucky enough to establish a career that requires very little work for quite a bit of pay, and I am generally very happy with where I am. I won’t be too specific about what my job involves, ?but it’s a public-facing gig for a corporation, and I often have to deal with people making claims for damages.

Ninety-nine percent of the time these are legitimate claims and I pay exactly what the complainants are looking for without incident. Rarely, it’s very clear that the person is doing some kind of fraud, and in these cases we still pay, but just a little less. I have become pretty good at this job and it’s probably one of the only things I can do for the amount of money I make.

The problem is that my coworkers and management have been racially profiling certain claimants when it comes to elements of fraud—specifically the Roma. This is a long-lasting stereotype directed at the Roma, and when talking about them, our management team often refers to them by the common slur “gypsy.” This makes me uncomfortable, is bad for our Roma claimants (obviously), and could open the company up to some pretty significant risk. I do know that there is a company-provided protocol for reporting these issues, but it’s through HR, and in my experience HR departments solely have the company’s interest in mind, and I don’t see them as a valuable resource.

Additionally, a lot of this discrimination is coming from women and people of color, and I feel it may be awkward or out of place for me to call out this behavior.

Is there a way I could approach this issue with a sort of?“restorative justice” tactic? Could I helpfully shift this culture from my position without snitching on my coworkers and jeopardizing their jobs?

Thanks,

Dog Whistle Blower

 

Most shitty behavior on the job isn’t worth reporting. This is one of those times, so don’t risk getting your coworkers fired. Nonetheless, there are things you can do.

Dear Dog Whistle Blower,

First of all, congratulations on signing off with the very best nom de plume I have encountered in my time as an advice columnist. Kudos on an elegant portmanteau.

And as to your question, well done on recognizing the moral conundrum here; sometimes the socially and/or professionally prescribed ethical intervention to call out a wrongdoing would cause more harm to others (and possibly yourself) than is merited by the crime. Regardless of what certain Grey Lady “ethicists” might say, snitching is at times deeply immoral in its punitive implications. There are rare occasions when you are justified in tattling on someone in a way that would endanger that person’s livelihood—say when there is a case of actual abuse or harassment, or if your airline pilot is knocking back Jaeger bombs before he climbs into the cockpit—but most shitty behavior on the job isn’t worth reporting. This is one of those times, so don’t risk getting your coworkers fired. Nonetheless, there arethings you can do.

Forget the “restorative justice” stuff altogether—you’re at work and you have no say in how “justice” is dispensed. That kind of thing is only useful to legal scholars and democratic institutions—the former being rare, and the latter possibly mythical. You need to look at what cards you do have.

I am assuming from the phrase “it may be awkward or out of place for me to call out this behavior” that you are white (if I’m wrong, my apologies, but come on, you’re writing to The Baffleradvice column). For the most part, white people don’t know what exactly to do when a person of color is being racist, and they assume nothing productive would come out of a frank impromptu discussion about racism with a stranger, especially one who has likely experienced racism. (And for the record, this is often a correct read on the situation.)

But these are your coworkers, and you can address their racism subtly and without scolding them. (Indeed, you should never scold people; it is a rare and likely broken adult human being who responds positively to an upbraiding).

A casual “actually, they prefer to be called ‘Roma,’ and ‘gypsy’ is considered a slur” might be enough to set the tone—you’d be surprised how powerful an understated objection can be. (And actually say “gypsy,” not “the g-word” or some PC euphemism. Talk to these women like they’re adults.) If the discrimination persists, combine your moral objection with an argument appealing to their own professional self-preservation, e.g.,“you have to stop scrutinizing claims from Roma like this; it’s discriminatory and grounds for a lawsuit—you might get caught.” This has the double-utility of acknowledging their wrongdoing whileadvocating for the welfare of your colleagues. Again, stay casual; avoid scolding and make absolutely sure you don’t sound like you’re threatening them. High and mighty denunciations might make you feel like a righteous anti-racist, but they won’t make your co-workers less racist and they certainly won’t help the Roma. This is about practical moral outcomes, not sanctimony.

I have to add one more thing—be friendly and social with your co-workers both before and after you respond to any racism. This will help you talk to them more frankly and comfortably, and will mitigate any defensive or potentially adversarial response that your comments might otherwise spark. If this is the first thing you’ve ever said to them (or if it’s your last), it will not go over well.

Bringing up this sensitive issue willbe awkward, but it is notout of place—indeed, it is essential to making your workplace more civil, and less prone to abusive talk and conduct going forward. You’re in a position to intervene without harming anyone, and your instincts are good.

0.119s , 12088.4296875 kb

Copyright © 2025 Powered by 【thirsty sex video】Of Damages and Dog Whistles,Public Opinion Flash  

Sitemap

Top 主站蜘蛛池模板: 国产理论剧情大片在线播放 | 久久精品国产亚洲v色欲密臂 | 国产精品热久久高潮AV袁孑怡 | 99久久这里只有精品 | 嘟嘟嘟WWW日本视频在线 | 国产精品系列在线一区 | 狠狠狠色丁香婷婷综合久久88 | 久久久久亚洲精品无码网址蜜桃 | 国产激情无码一区二区在线看 | 国产av高清无亚洲 | 欧美精品一区天堂久久 | 亚洲国产成人 | 国产老妇全程露脸视频 | 精品久久久久久中文字幕无码软件 | 久久精品国产亚洲精品2024 | 国产精品一区二区久久精品 | av―极品视觉盛宴正在播放 | 国产精品久久国产精麻豆99网站 | 在线视频一区二区三区三区不卡 | 国产精品中文色婷婷综合蜜桃视频 | 亚洲AV无码乱码精品国产 | 日本里番大全无码工口 | 国产下药迷倒白嫩美女96 | 久久久久久精品一级毛片外国 | 日本一视频一区视频二区 | AV国産精品毛片一区二区小说 | 日韩一区二区三区无码A片 日韩一区二区三区无码免费视频 | 人妖视频第一区第二区在线观看免费 | 日韩一区二区三区无码免费视频 | 麻豆影视在线 | 天美传媒MV在线播放高清视频 | 公妇仑乱小说你yin我荡 | 国精品无码一区二区三区在线 | 国产片av不卡在线观看 | 精品日产a一卡2卡三卡4卡乱 | 清除唯美第一区二区三区 | 日韩video| 国产福利高清在线视频 | 2024国产丝袜在线观看 | 国产高潮流白浆免费观看不卡 | 无码av啪啪一区二区三区 |