Did this episode get you thinking, or did we miss the mark? Let us know by leaving us a message on SpeakPipe.TW: Within the first 10 minutes of this episode, Chris and Jake reference in passing an incident of institutionalized sexual abuse and despite having permission have beeped the name of their friend throughout. Forward to the 12:25 mark of the episode to skip the reference and discussion.In this episode, Chris tells the story about misunderstood generosity and the important function it can play in building inclusive community. Jake shares about when he had to choose a Black option or not for a work event. They also discuss how painful it can be to experience exclusion (like actual physical pain) and why companies ought to pay attention to ensuring the conditions for belongingare in place for employees from historically marginalized communities.For more information:https://www.rw.institute/Follow Disorienting Dilemma on Twitter:@podcastdilemmaResources/materials:Exclusion - A pill for what ails you: “Research has shown that physical pain and social pain are influenced by some of the same biological processes in the brain and body. Based on this research, we thought that acetaminophen, which is commonly used to treat physical pain, might also be able to reduce social pain”. https://neurosciencenews.com/acetaminophen-forgiveness-exclusion-pain-15704/ & https://academic.oup.com/abm/article/53/12/1045/5485256Seen, Safe & Supported: “We asked our interviewees what they wished their organizations andbosses would do differently and what advice they would give their CEOs about DEI efforts.We learned that these employees feel marginalized, under-appreciated, and poorly understood. Inmany cases, they know that their organizations support DEI, but they judge their efforts — forexample, anti-bias training or the creation of affinity groups — to be inadequate. They told us thatthey lack strong coaches and mentors and still don’t feel that they can “bring their whole selves towork.” Asked to name a company that was doing things right, none of them could.”Generous or Genius – Community Building through Giving: “There is an element of risk in thisgame, because if you contribute anything to the shared pot there is no way of knowing, and noguarantee that anyone else from the group will do the same. So what is surprising is that low statusindividuals are willing to take a bigger risk, with fewer resources, than the high status individuals. Inother words, you take a risk by being pro-social because you have no idea if it will be reciprocated.”Switching It Up: “Based on our research and the work of others, we argue that code-switching isone of the key dilemmas that black employees face around race at work. While it is frequently seenas crucial for professional advancement, code-switching often comes at a great psychological cost. Ifleaders are truly seeking to promote inclusion and address social inequality, they must begin byunderstanding why a segment of their workforce believes that they cannot truly be themselves in theoffice. Then they should address what everyone at the company needs to do to change this.”Why Rejection Hurts: “Though it may seem far-fetched to claim that social rejection can actually“hurt,” an overlap in the distress associated with physical and social pain makes good sense from anevolutionary perspective. As a mammalian species, humans are born relatively immature, unable tofeed or fend for themselves. Because of this, infants, in order to survive, must stay close to acaregiver to get the necessary nourishment and protection. Later on, connection to a social groupbecomes critical to survival; its members benefit from shared responsibility for gathering food,thwarting predators, and caring for offspring.”

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