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A DiversityInc reader believes whites are the ones being discriminated against now--and that the only way to move forward is to "get over the color." The White Guy explains why these beliefs are proof of white privilege.
A controversial Ask the White Guy on religion in the workplace sparked a slew of responses from DiversityInc readers, one of whom asked how to respond to someone who says rejecting religious beliefs (such as Christian beliefs that trump the rights of LGBT people) is itself intolerant. The White Guy provides the answer: All civil and human rights are absolute.
A reader wants to know if younger employees, who are increasingly multicultural, will still find employee-resource groups useful. The White Guy explains why they are inclusive and very valuable to both companies and workers.
The same reader who asks the White Guy why the descendants of African tribal leaders shouldn't pay reparations for slavery also questions his racial/ethnic identity. What does the White Guy have to say?
When you have your eye on a job with a particular employer, is an MBA from an Ivy League school the only way to go? See what the White Guy has to say.
A reader thinks the White Guy was dismissive of the struggles of non-white job candidates. The White Guy, while not denying "the struggle," thinks not all candidates deserve to be hired.
A reader asks why companies that are known as diversity leaders sometimes seem to be biased in hiring decisions. Here's the White Guy's answer.
Ever heard someone tell a white person with a strong southern accent to "learn English?" Why do people view foreign accents and the accents of white southerners differently? The White Guy has the answers.
What happens when you support equal rights for everyone--except LGBTs? Read what the White Guy tells this active-duty service member about "don't ask, don't tell."
A reader wonders why African Americans are in disbelief over white people not wanting to pay reparations to descendants of slaves. Read the White Guy's answer that explains why the ramifications of slavery are very much still with us and how everyone benefits by leveling the playing field.
Why aren't there any oil companies in The 2007 DiversityInc Top 50 Companies for Diversity? And why do they think having white women means they are diversity champions? The White Guy knows the answers.
Why don't most white people in corporate America understand the particular challenges facing blacks? Read what the White Guy has to say.
Should we use the word "diversity" or "inclusion" or neither? What is the best word? Does the White Guy think the name even matters?
If the president of your company told you not to include African Americans in advertising, would you quit? Here's what the White Guy advises.
Is it better to accept a job with a company that has a record as a diversity leader or be a pioneer at a company that hasn't embraced the business benefits of diversity? The White Guy gives you his informed opinion.
Why would white people choose to do business with a black company over a white one? The White Guy has the answer.
Why should diversity be particularly important to utility companies? The White Guy has the answer.
A reader asks if "people of color" is the appropriate terminology to define a diverse population. What does the White Guy think?
The Wall Street Journal wrote that "having a white male in charge of diversity efforts lends legitimacy to the effort and brings other white males on board." One reader asks the White Guy if he agrees. Read his answer here.
The Double Standard: Do black-oriented shows face the same scrutiny for racist content as white radio hosts Don Imus and Rush Limbaugh? What did the White Guy say?
A reader argues that there's a double standard for using racial slurs. The White Guy disagrees.
The news about MSNBC dropping Don Imus' simulcast is not surprising. From a purely business standpoint, Imus is no longer worth retaining. Regardless of what audience he may command in the future, sponsors have backed off and a radio/television program without advertising is an expense, not a business proposition.
A former Navy helicopter pilot and DiversityInc CEO, Luke Visconti offers his view on Gen. Pace ... and it's one you might not expect.