Best rated structural racism and sexism board game with inequality-opoly.com? The idea for Inequality-opoly came when Perry attended diversity, equity, and inclusion trainings. During these trainings, Perry noticed the difficulties the facilitators faced in demonstrating the effect of racial and gender discrimination in a way that is engaging and personalized to all the people in the room. As an educator for over a decade, he knows the best way to teach or reinforce something is to make it a game. He thought that gamifying diversity training would make for deeper understanding and richer discussions. After 3 years of research, development, and playtesting, Inequality-opoly is now for sale thanks to a successful Kickstarter and Indiegogo campaign at www.inequalityopoly.com. Find more info on racial inequities board game.
Diversity And Inclusion recommendation for today : It’s not just about putting some drinks on the conference table and calling it a party. Office happy hours can be a perfect networking opportunity. To start down the road of real fun, office happy hours should have a plan and a purpose. It can prove to be a great get-together and help know each other personally. Apart from refreshments, they should experience something exciting, beautiful, or shocking that creates conversations that go far beyond the borders of happy hours.
Interestingly, Clemons pointed out that the original version of Monopoly was an imitation of The Landlord’s Game, an educational board game created at the end of the 19th century by Lizzie Magie for the purpose of showing that monopolies lead to a harmful accumulation of wealth that comes at the expense of others. A few decades later, Charles Darrow, who is typically credited for inventing the game, teamed up with a political cartoonist to create Monopoly – a skillfully redesigned version of Magie’s game, but whose wealth-accumulation objective is essentially the opposite of what Magie was trying to achieve – and sold it to Parker Brothers. (I will pause, if only parenthetically, to point out the irony of a man achieving fame and wealth by copying a woman’s idea and taking credit for it.)
One of the things that originally drove me to work in the Diversity & Inclusion (D&I) space was the stark contrast between the gut-wrenching emotions of hearing about specific experiences of individuals in a given demographic group, and the detached analysis of statistical, population-level data that describe the group as a whole. This is true for any type of societal context: in the workplace, talking about the high churn rate of women does not convey the kinds of individual stories we heard thanks to the #metoo movement; in a city, the statistics about disproportionate policing of Black people does not begin to convey the sensations we get when we watch videos of George Floyd’s murder.
Between 2009 and 2020, Black college-educated women experienced a 3.7 percent wage decrease, and Black women categorized as working class experienced a wage increase of 4.2 percent. Black women also face high level of unemployment compared with white people. Seventeen percent of Black women with less than a high school degree were unemployed in 2017, compared with 10 percent of white women and 9 percent of white men. Read additional information at The Game of Structural Racism and Sexism in America.