In 2017, right working for a popular news company, I went on vacation to Nigeria. When I left, my hair was straight and straight. When I returned, I was wearing long sleeves. “Oh my god, I love that! ”An Englishwoman told me in the living room, and I entered without my permission. Someone, with all eyes, asked, “How long does it take? It’s so good!” And he came to my place to see it. to walk in difficult times.
Companies have failed to address such issues. Instead, they rely on it its size fits all diversity, fairness, and integration (DEI) – confusing demonstrations, unpleasant videos, and hidden licenses to sign at the end. These programs are common forget it, a lack that can be measured, and, Research shows, not working. After George Floyd’s assassination sparked outrage across the country last summer, American companies relied heavily on the solution. The companies were quick to do so promise the working class, they filled their social media pages with black and brown faces, praised their colleagues, and dressed away. town halls on the ground.
Recently, however, some major corporations are experimenting with something new: real. What if, VR makers say, instead of images for obsession, organizations can have employees it happened self-determination? By putting the ideas of the digital media people in mind, technology companies say they can help companies to be fair and efficient, and to test DEI’s commitment.
This feature is a high-performance component from cartoons containing PowerPoint. But these problems go beyond the basics of inclusive education – and it can take more than advanced technology to fix. No real country can teach white people in America to see what they don’t want to see for real the world; seeing that black people are found outside the racist ideology and the violence they inflict on us.
Real facts as a tool to increase racial understanding is not new. Professional startups with established companies like Problems VR, Learning Area, Oculus I’m a Man, and Google: Turn off VR Recognition of Nations explores comparative potential that promotes ethnic interest. Yet the personality, which is tested by the growth of hate cases, racists.
In 2020 a reports published by the International Data Corporation found that the demand for real-life experiences is growing, and sales of VR headphones are said to be growing at 48% per year over the next four years. In addition to the American company’s awareness of its DEI shortcomings, which makes it an ideal time for technology agencies to re-evaluate it — it’s a good business.
Try labsFor example, it is a new platform that allows users to identify different types of race and gender to address discrimination. After beta testing with Zoom, Amazon, Google, Uber, and Target, it was officially launched in February. The founders – Elise Smith, the black woman, and Heather Shen, the first-century Chinese mother – say this Most Important Events DEI Training software is a immersion solution that can close the gaps that exist.
“Praxis immersion is learning to understand” in a way, Shen tells me. “It’s not just a matter of giving just a moment, ‘Well, you’ve had a well-known problem.'” In their VR world, co-workers have a feeling in their head, the form of another person– A hijab or Sikh woman with a pagan head, for example – or as a representative of certain events in which some of the events see the avatar’s appearance in which she participated approx glass. They agree and respond aloud to other avatars. Finally, there are tests that are asked to be able to visualize the experience, hoping that in time the demonstrations will show a compassionate user.
Courtney Cogburn, a ethics scientist and professor of labor at Columbia University who Shen and Smith asked about the experience, strongly doubts this approach. “The question I ask myself is, ‘Is it possible to empathize with others?'” He says.