VIP Class Notes (Tibo)

I have not planned anything, work makes me very tired / is exhausting / is taking all my energy
Some of my colleagues may resign / maybe some of my colleagues will resign.

everybody is not interested in that -> nobody is interested in that

I don’t know branding work / I am familiar with branding but I have to design a website, to send email to other clients , manage a mailing list, and I have sent about 500 emails and now I had to design gift packages to give to the other clients.

They even let me work on other channels like Zhihu so I really don’t like this job.
We all don’t want to work here. -> nobody wants to be there / nobody wants to stay
It is an app like Quora so my boss wants me to choose some questions and answer them.

Our colleagues are very concerned about their social insurance so I asked the boss when the company could pay for it. He told me, maybe in June.

One colleague wanted to get a Shanghai residence certificate and he couldn’t get it because they stopped paying/contributing to the social insurance.

Another colleague started the process from last year and she failed because of the social insurance.

He gave us so much work.

He promised us a bonus but he didn’t pay (it) and he also evaded taxes.
The economic situation is so bad now so we are all very confused about our career.

We decided to tolerate it / bear with it
He gave us so much work and we can’t even take a vacation.

I don’t like big cities, I like to live just in a small circle / I live to live in a regional city
In SH I don’t have a good life quality / I feel live if hard in SH.

I want to work in SH for maybe 3-5 more years and then go to another city like Xian.
Xian is close to my hometown and we have a similar habits.

I have worked in BJ in 2019 but BJ is also so big and the food tastes bad. / I couldn’t get used to the food.
I don’t like the local food.

Now I am reading philosophy books, if my body is not free I can still set my mind free. / I hope it can let my mind escape

Married women are discriminated against in China / face strong discrimination.
If you get married our society thinks women should go home to take care of their children or the family. They assume more responsibility

We have the policy for minorities when they take the exam to enter university, they can get extra points / additional points.

Maybe we have an onboarding process.
We had a lunch together

every region has a special flavor.

people like to give labels to others. Sometimes we think the label is very suitable for some people.
It can be a way to get closer.

There are many conflicts compared to before, in the west there are many genders apart from men and women but Chinese we all think it is very funny.
I have seen a gender type called Wallmart bag
Someone on the internet added Wallmart bag to types of gender to joke about it

the company hired people with disabilities.
We ordered from an app called Meituan, I remembered that people who can’t speak delivered the food.

He taught some big concepts but for us we just need specific skills like how to make slides or how to use excel or how to do interviews.

Grammar

everybody is not interested in that -> nobody is interested in that

Vocabulary

**minority** (n) non han
minorities can take more vacations

**residence certificate** (n) certificate about where you live / hukou
He tried to change his residence certificate to Shanghai

1. **Discrimination (n)**: Unfair treatment based on a person’s characteristics or group membership.
Example: The company faced a lawsuit for racial discrimination in its hiring practices.

2. **Diversity (n)**: Variety in the workplace, including differences in race, gender, age, and other factors.
Example: Increasing diversity in the workforce can lead to more creativity and innovation.

3. **Inclusion (n)**: Ensuring all employees feel valued, respected, and involved in the organization.
Example: The new inclusion initiative aims to create a more welcoming work environment.

4. **Equal opportunity (n)**: Ensuring equal access to jobs and promotions, regardless of a person’s background or characteristics.
Example: The company follows an equal opportunity policy when hiring new employees.

5. **Harassment (n)**: Unwanted and offensive behavior towards an individual, often based on their group membership.
Example: The manager was accused of sexual harassment by multiple employees.

6. **Micro aggression (n)**: Subtle and often unintentional discriminatory comments or actions that communicate hostility towards a person or group.
Example: Asking someone where they are “really from” can be seen as a micro aggression.

7. **Implicit bias (n)**: Unconscious attitudes or beliefs that influence our actions and decisions, often leading to unintended discrimination.
Example: Implicit bias training can help HR professionals recognize and address their own biases.

8. **Affirmative action / positive discrimination (n)**: Policies that promote the hiring and advancement of underrepresented groups in the workplace.
Example: The university implemented affirmative action to increase diversity in its student body.

9. **Stereotype threat (n)**: The anxiety a person experiences when they feel at risk of confirming a negative stereotype about their group.
Example: Stereotype threat can negatively impact performance and hinder career progression.

10. **Gender bias (n)**: Discrimination or prejudice based on a person’s gender.
Example: The company is working to reduce gender bias in its recruitment processes.

12. **Prejudice (n)**: Preconceived judgments or opinions about a person or group, often based on stereotypes.
Example: The HR department must work to overcome prejudice in the workplace.

13. **Work-life balance (n)**: The equilibrium between personal life and professional responsibilities.
Example: Offering flexible work schedules can help employees achieve a better work-life balance.

14. **EEO (Equal Employment Opportunity) (n)**: A set of regulations prohibiting discrimination in the workplace.
Example: The company follows EEO guidelines when making hiring and promotion decisions.

15. **Protected class (n)**: A group of people with specific characteristics, such as race or gender, that are legally protected from discrimination.
Example: Age is a protected class under federal law.

16. **Bias (n)**: A preference or inclination that influences judgment or behavior, often leading to discrimination.
Example: HR professionals should be aware of their own biases when making decisions.

17. **ADA (Americans with Disabilities Act) (n)**: A US law that prohibits discrimination against individuals with disabilities.
Example: The ADA requires companies to provide reasonable accommodations for disabled employees.

18. **Mentorship (n)**: A relationship in which an experienced professional provides guidance and support to a less experienced colleague.
Example: Mentorship programs can help underrepresented employees advance in their careers.

19. **Diverse hiring (n)**: The practice of recruiting employees from various backgrounds and demographics.
Example: The HR department implemented a diverse hiring strategy to increase diversity

20. **Reverse discrimination (n)**: Discrimination against members of a majority or historically advantaged group, often as a result of affirmative action policies.
Example: Some argue that affirmative action can lead to reverse discrimination.

21. **Accommodation (n)**: Adjustments made in the workplace to help employees with disabilities or specific needs.
Example: The company provided ergonomic chairs as an accommodation for employees with back issues.

22. **Bystander intervention (n)**: Taking action to address or prevent harassment or discrimination when witnessing it.
Example: Bystander intervention training can help employees support their colleagues in difficult situations.

23. **Cultural competency (n)**: The ability to understand and interact effectively with people from different cultures.
Example: Developing cultural competency is essential for HR professionals in a diverse workplace.

24. **Unconscious bias (n)**: Prejudice or discrimination that occurs without the individual being aware of it, often based on ingrained stereotypes.
Example: Unconscious bias training can help employees recognize and address hidden prejudices.

25. **Systemic discrimination (n)**: Discrimination that occurs within an organization’s policies, practices, or culture, often unintentionally.
Example: The company is working to address systemic discrimination in its promotion processes.

26. **Hostile work environment (n)**: A workplace where harassment or discrimination creates an intimidating, offensive, or uncomfortable atmosphere for employees.
Example: The HR department must take action to prevent a hostile work environment.

27. **Intersectionality (n)**: The interconnected nature of different forms of discrimination, such as race, gender, and class, that overlap and compound each other.
Example: Addressing intersectionality is crucial for creating a truly inclusive workplace.

28. **Disparate treatment (n)**: Unequal treatment of employees based on their protected characteristics.
Example: Disparate treatment can occur in hiring, promotions, or other employment decisions.

29. **Disparate impact (n)**: Policies or practices that appear neutral but have a disproportionate negative effect on a protected group.
Example: A physical fitness test might have a disparate impact on older or disabled employees.