I don’t know about you but I saw Nicki Minaj’s recent posts on Instagram as commentary on the clear double standard between displays people’s reaction of white and black women’s sexuality. The last picture, the newly released cover of her new single “Anaconda”, has received some backlash for it’s display of Nicki’s behind.
have u ever had your opinion of someone change so fast you were disgusted you liked them ever at all
"Poverty and racism, etc. are not poorly designed systems. They are systems working exactly as they were designed. In order for rich people to continue to amass wealth, poverty has to exist. In order for white people to have racial privilege in the US, slavery had to happen, genocide of indigenous people had to happen, and the exploitation of all people of color had to happen (and has to continue).
#TOO FUCKING TRUE
Poverty and racism exist to serve those in power, and ultimately, as long as we are taking our cues (and capital) for from those in power, we aren’t changing a thing. For example: if your vision is to create a social venture that provides a product to ‘the bottom billion’ and not to, say, eradicate slavery, wage slavery, and other worker exploitation that keeps the bottom billion at the bottom, then ultimately you’re not designing to resist poverty. You’re designing very well-thought-out bandaids."
Women Penalized for Promoting Women, Study Finds →
#women in the workplace
Dedication to diversity can be a liability in the workplace, according to a new study.
Researchers at the University of Colorado found that women and non-whites executives who push for women and non-whites to be hired and promoted suffer when it comes to their own performance reviews. A woman who shepherds women up the ranks, for example, is perceived as less warm, while a non-white who promotes diversity is perceived as less competent. Both end up being rated less highly by their bosses, according to the paper, which is set to be presented at an Academy of Management conference next month.
“Women can lean in and try to bridge the confidence gap all they want, but they’re going to be penalized for advocating for other women, just like non-whites are,” said David Hekman, an author of the study and an assistant professor of management at the University of Colorado’s Leeds School of Business.
Often, having women or minorities atop a company is perceived as a marker of progress for diversity efforts, but Hekman’s research suggests their presence might not have a large impact on the rest of the organization. If they believe it’s too risky to advocate for their own groups, it makes sense that successful women and non-white leaders would end up surrounded by white males in the executive suite, he said.
"Date someone who is interested in you. I don’t mean someone who thinks you’re cute or funny. I mean someone who wants to know every insignificant detail about you. Someone who wants to read every word you write. Someone who wants hear every note of your favourite song, and watch every scene of your favourite movie. Someone wants to find every scar upon your body, and learn where each one came from. Someone who wants to know your favourite brand of toothpaste, and which quotes resonate deep inside your bones when you hear them. There is a difference between attraction and interest. Find the person who wants to learn every aspect of who you are, and hold onto them."