- I thought Cost of Diversity didn’t convey what I wanted to say, so I illustrated it.
- the majority’s perception of the current situation is out of sync with reality.
- Red circles are placed where you think is best for the range of your observations.
- But in reality minority is forced to pay the cost (“far … .“)
- Proposed correction: moved the red circle to the optimal position (center of gravity) for the whole
- But for a minority, it’s just a drop in the bucket.
- Majority that did not observe the minority feels “far away”.
- This is what I wanted to say in “Cost of Diversity.
- The “cost of diversity,” as the majority calls it, is simply a cost that has not been observed before
- And they think they’ve paid the cost, but it’s not at all sufficient to meet the needs of the minority.
- The ideal state is not “moving the red circle to where it belongs,” but “increasing the red circle itself.”
- To use a specific example, it’s not about what kind of work you do, but about how you choose to work. - Cybozu’s Human Resources System - > 2007-2018 Selective Personnel Systems - > Initially 2 classifications, later 3, then 9 in 2013, ending in 2018 with the ability to set up each person individually.
- This would allow for the participation of those who have been in the minority because of the costs imposed on them.
- Blue X markings are increasing.
- For example, people who could not work 9:00-5:00 or 7:00-3:00 will be able to work by diversifying their options.
- relevance - A uniform three-day weekend ignores diversity. - Mandatory regular leave also low discretionary status
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