...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Law Library Journal >Navigating Law Librarianship While Black: A Week in the Life of a Black Female Law Librarian
【24h】

Navigating Law Librarianship While Black: A Week in the Life of a Black Female Law Librarian

机译：在黑人中导航法律图书馆员工作：黑人女性法律图书馆员生活中的一周

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

1 The ideal work environment provides a sense of purpose and validation. Inevitably, however, unconscious or implicit biases permeate the workplace because we all have them. These biases can be based on race, age, gender, religion, socioeconomic status, physical disability, and other characteristics. Implicit bias in the workplace can "stymie diversity, recruiting and retention efforts, and unknowingly shape an organization's culture." People of color, in particular, experience challenges as a result of racial microaggressions in the workplace.2 Racial microaggressions are "brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color." Racial microaggressions may not raise an eyebrow right away, but they are harmful to the work environment. Due to their subtle nature, racial microaggressions can be "difficult to identify, quantify, and rectify'' For this reason, Derald Wing Sue and colleagues identified three forms of racial microaggressions: microassaults, microinsults, and microinvalidations.3 Microassaults are "explicit racial derogation[s] characterized primarily by a verbal or nonverbal attack meant to hurt the intended victim through name-calling, avoidant behavior, or purposeful discriminatory actions." Microassaults are what one would consider "old-fashioned" racism. Microinsults, more subtle and frequently unknown to the perpetrator, are "communications that convey rudeness and insensitivity and demean a person's racial heritage or identity''
机译：1理想的工作环境具有目标感和验证感。但是，不可避免地，潜意识或隐性偏见弥漫在工作场所，因为我们所有人都有。这些偏见可以基于种族，年龄，性别，宗教，社会经济地位，身体残疾和其他特征。工作场所内隐的偏见可能“阻碍多样性，招聘和挽留工作，并且在不知不觉中塑造了组织的文化”。特别是有色人种在工作场所遭受种族微侵略的挑战。2种族微侵略是“简短和普通的日常言语，行为或环境上的侮辱，无论是有意还是无意的，它们都表现出敌对，贬低或消极的种族。对有色人种的侮辱和侮辱。”种族微攻击可能不会立即引起人们的注意，但它们对工作环境有害。由于其微妙的性质，种族微攻击可能“难以识别，量化和纠正”。为此，Derald Wing Sue及其同事确定了三种形式的种族微攻击：微攻击，微侮辱和微无效。3微攻击是“显性种族”。克减主要是通过口头或非语言攻击，旨在通过称呼，回避行为或有目的的歧视性行为伤害预期的受害者。”微攻击是人们认为的“老式”种族主义。施暴者经常不知道的是“传达粗鲁和麻木并贬低一个人的种族传统或身份的交流”

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号