{"id":1218,"date":"2019-09-04T20:31:09","date_gmt":"2019-09-04T20:31:09","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1218"},"modified":"2024-04-24T23:31:02","modified_gmt":"2024-04-24T23:31:02","slug":"current-diversity-related-trends","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/current-diversity-related-trends\/","title":{"raw":"Current Diversity-Related Trends","rendered":"Current Diversity-Related Trends"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss the role of allies<\/li>\r\n \t<li>Discuss the role of artificial intelligence<\/li>\r\n<\/ul>\r\n<\/div>\r\nTwo of the trends that are expected to drive the next wave of progress on diversity and inclusion are allies and artificial intelligence.\r\n<h2>Allies<\/h2>\r\nDeloitte suggests that allies may be the key to helping employees live the organization\u2019s values with regards to diversity and inclusion, serving as behavioral models and influencers in informal discussions and meetings.[footnote]\"<a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/us\/Documents\/about-deloitte\/us-inclusion-survey-research-the-bias-barrier.pdf\" target=\"_blank\" rel=\"noopener\">The Bias Barrier: Allyship, Inclusion, and Everyday Behaviors<\/a>.\" Deloitte. 2019. Accessed September 14, 2019.[\/footnote] Their research suggests that a majority of respondents consider themselves allies, but don\u2019t feel empowered or know what to do. Specifically, 92% of survey respondents agreed with the statement \u201cI feel dedicated to supporting individuals or groups who are different from me.\u201d This represents a massive force for change, and one that's positioned to see and respond to microaggressions in daily behavior. However, the research indicates allies need to be activated and, in particular, trained and supported to be effective. For perspective, although 73% of respondents indicated that they felt comfortable discussing bias, 30% ignored it when experienced or observed. Deloitte\u2019s conclusion: \u201cthe majority of today\u2019s workforce demonstrates that they want to be involved in advancing inclusion\u2014they just don\u2019t know how.\u201d\r\n<div class=\"textbox shaded\">\r\n<h3>Response to Bias in the Workforce today[footnote]Ibid.[\/footnote]<\/h3>\r\n<ul>\r\n \t<li>34% of people confide in a colleague<\/li>\r\n \t<li>31% of people confide in their supervisor<\/li>\r\n \t<li>29% of people address it in the moment by speaking up<\/li>\r\n \t<li>24% of people address it later by speaking to the person who was showing bias<\/li>\r\n \t<li>23% of people address it later by speaking to the person who experienced bias<\/li>\r\n \t<li>34% of people ignore it<\/li>\r\n<\/ul>\r\n<\/div>\r\nFor the action oriented, here are a few things that allies can do now:\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><strong>Understand how you can change your own way of doing things.<\/strong> Start by asking \u201cwhy?\u201d<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Develop greater empathy and understanding of different life experiences.<\/strong> Expose yourself to new people and perspectives and challenge your interpretation of \u201cnormal.\u201d<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>When people say they don\u2019t feel included, listen and support them.<\/strong> Cultivate a culture of safety and respect.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Recognize that when you\u2019re hiring and you aren\u2019t finding good diverse candidates, it\u2019s probably you not them.<\/strong> Evaluate your recruiting strategy to ensure you\u2019re not perpetuating a cookie cutter mold.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Talk to other allies about what you\u2019re doing and why.<\/strong> Be vocal, share what works (and what doesn\u2019t) and consider teaming up to amplify impact.<\/li>\r\n<\/ul>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/582dbd81-c047-434e-ad40-3fbef4d95e0c\r\n\r\n<\/div>\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Learn More<\/h3>\r\nFor additional action items and perspective, read Melinda Briana Eple\u2019s post \u201c<a href=\"https:\/\/blog.techinclusion.co\/tech-diversity-12-things-an-ally-can-do-ca5c93435d26\" target=\"_blank\" rel=\"noopener\">Tech Diversity: 12 Things Allies Can Do.<\/a>\u201d\r\n\r\n<\/div>\r\n<h2>Artificial Intelligence<\/h2>\r\n<img class=\"alignright wp-image-1811\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21184521\/artificial-intelligence-4389372_1920-1024x683.jpg\" alt=\"Illustration of a woman with a synthetic brain drawn over her head.\" width=\"400\" height=\"267\" \/>\r\n\r\nOne of the 2019 workplace diversity trends highlighted by HR application provider Ideal's Director of Marketing Kayla Kozan is the use AI or artificial intelligence; specifically, using technology like AI to avoid unconscious bias. A related trend, as Bohnet recommended, is testing diversity initiatives with data.[footnote]Kozan, Kayla. \"<a href=\"https:\/\/ideal.com\/workplace-diversity-trends\/\" target=\"_blank\" rel=\"noopener\">6 Best Workplace Diversity Trends for 2019<\/a>.\" Ideal. February 13, 2019. Accessed September 14, 2019.[\/footnote] One of the advantages of using AI for sourcing and evaluating candidates is the potential to to avoid bias based on demographic factors such as race, gender and age. However, the AI industry is experiencing its own diversity crisis. Fortune reports that New York University research group AI Now stated that \u201ca lack of diversity among the people who create artificial intelligence and in the data they use to train it has created huge shortcomings in the technology.\u201d[footnote]Vanian, Jonathan. \"<a href=\"https:\/\/fortune.com\/2019\/04\/23\/artificial-intelligence-diversity-crisis\/\" target=\"_blank\" rel=\"noopener\">Eye on A.I. \u2013 How to Fix Artificial Intelligence's Diversity Crisis<\/a>.\" Fortune. April 23, 2019. Accessed September 14, 2019.[\/footnote] According to writer Jonathan Vanian, \u201cThe report\u2019s authors believe that AI performance issues could be fixed if those working on the technology\u2019s development were more diverse, and noted that \u201cwhile tech companies say they are aware of the problem, they haven\u2019t done much to fix it.\u201d A MIT Sloan Management Review article recognizes the upside value of AI, asking \u201cwhat if, instead of perpetuating harmful biases, AI helped us overcome them and make fairer decisions...that could eventually result in a more diverse and inclusive world.\u201d[footnote]Daugherty, Paul R., H. James Wilson, and Rumman Chowdhury. \"<a href=\"https:\/\/sloanreview.mit.edu\/article\/using-artificial-intelligence-to-promote-diversity\/\" target=\"_blank\" rel=\"noopener\">Using Artificial Intelligence to Promote Diversity<\/a>.\" MIT Sloan Management Review. November 21, 2018. Accessed September 14, 2019.[\/footnote]\r\n\r\nIn order for that to happen, the people working with the technology need to do a better job of vetting the data used to train AI systems. In a New York Times article, Shorenstein Center on Media, Politics and Public Policy at the Harvard Kennedy School fellow Dipayan Ghosh notes that \u201cIt is far too easy to assume that technology has an objectivity that humans don\u2019t. But the reality is that \u2018artificial intelligence and machine learning and algorithms in general are designed by none other than us \u2014 people.\u201d[footnote]Tugend, Alina. \"<a href=\"https:\/\/www.nytimes.com\/2018\/11\/06\/business\/dealbook\/the-commonality-of-ai-and-diversity.html\" target=\"_blank\" rel=\"noopener\">The Commonality of A.I. and Diversity<\/a>.\" The New York Times. November 6, 2018. Accessed September 14, 2019.[\/footnote] Apparently Hellen Turnbull\u2019s point about the unchallenged brain refers to both humans and machines.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Questions<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/a43fadad-579a-457f-aefc-d289c818dc3e\r\n\r\nhttps:\/\/assess.lumenlearning.com\/practice\/6305d3be-6178-4e26-a0d7-0c99fc04a042\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss the role of allies<\/li>\n<li>Discuss the role of artificial intelligence<\/li>\n<\/ul>\n<\/div>\n<p>Two of the trends that are expected to drive the next wave of progress on diversity and inclusion are allies and artificial intelligence.<\/p>\n<h2>Allies<\/h2>\n<p>Deloitte suggests that allies may be the key to helping employees live the organization\u2019s values with regards to diversity and inclusion, serving as behavioral models and influencers in informal discussions and meetings.<a class=\"footnote\" title=\"&quot;The Bias Barrier: Allyship, Inclusion, and Everyday Behaviors.&quot; Deloitte. 2019. Accessed September 14, 2019.\" id=\"return-footnote-1218-1\" href=\"#footnote-1218-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> Their research suggests that a majority of respondents consider themselves allies, but don\u2019t feel empowered or know what to do. Specifically, 92% of survey respondents agreed with the statement \u201cI feel dedicated to supporting individuals or groups who are different from me.\u201d This represents a massive force for change, and one that&#8217;s positioned to see and respond to microaggressions in daily behavior. However, the research indicates allies need to be activated and, in particular, trained and supported to be effective. For perspective, although 73% of respondents indicated that they felt comfortable discussing bias, 30% ignored it when experienced or observed. Deloitte\u2019s conclusion: \u201cthe majority of today\u2019s workforce demonstrates that they want to be involved in advancing inclusion\u2014they just don\u2019t know how.\u201d<\/p>\n<div class=\"textbox shaded\">\n<h3>Response to Bias in the Workforce today<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-1218-2\" href=\"#footnote-1218-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/h3>\n<ul>\n<li>34% of people confide in a colleague<\/li>\n<li>31% of people confide in their supervisor<\/li>\n<li>29% of people address it in the moment by speaking up<\/li>\n<li>24% of people address it later by speaking to the person who was showing bias<\/li>\n<li>23% of people address it later by speaking to the person who experienced bias<\/li>\n<li>34% of people ignore it<\/li>\n<\/ul>\n<\/div>\n<p>For the action oriented, here are a few things that allies can do now:<\/p>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Understand how you can change your own way of doing things.<\/strong> Start by asking \u201cwhy?\u201d<\/li>\n<li style=\"font-weight: 400;\"><strong>Develop greater empathy and understanding of different life experiences.<\/strong> Expose yourself to new people and perspectives and challenge your interpretation of \u201cnormal.\u201d<\/li>\n<li style=\"font-weight: 400;\"><strong>When people say they don\u2019t feel included, listen and support them.<\/strong> Cultivate a culture of safety and respect.<\/li>\n<li style=\"font-weight: 400;\"><strong>Recognize that when you\u2019re hiring and you aren\u2019t finding good diverse candidates, it\u2019s probably you not them.<\/strong> Evaluate your recruiting strategy to ensure you\u2019re not perpetuating a cookie cutter mold.<\/li>\n<li style=\"font-weight: 400;\"><strong>Talk to other allies about what you\u2019re doing and why.<\/strong> Be vocal, share what works (and what doesn\u2019t) and consider teaming up to amplify impact.<\/li>\n<\/ul>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_582dbd81-c047-434e-ad40-3fbef4d95e0c\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/582dbd81-c047-434e-ad40-3fbef4d95e0c?iframe_resize_id=assessment_practice_id_582dbd81-c047-434e-ad40-3fbef4d95e0c\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>For additional action items and perspective, read Melinda Briana Eple\u2019s post \u201c<a href=\"https:\/\/blog.techinclusion.co\/tech-diversity-12-things-an-ally-can-do-ca5c93435d26\" target=\"_blank\" rel=\"noopener\">Tech Diversity: 12 Things Allies Can Do.<\/a>\u201d<\/p>\n<\/div>\n<h2>Artificial Intelligence<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1811\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21184521\/artificial-intelligence-4389372_1920-1024x683.jpg\" alt=\"Illustration of a woman with a synthetic brain drawn over her head.\" width=\"400\" height=\"267\" \/><\/p>\n<p>One of the 2019 workplace diversity trends highlighted by HR application provider Ideal&#8217;s Director of Marketing Kayla Kozan is the use AI or artificial intelligence; specifically, using technology like AI to avoid unconscious bias. A related trend, as Bohnet recommended, is testing diversity initiatives with data.<a class=\"footnote\" title=\"Kozan, Kayla. &quot;6 Best Workplace Diversity Trends for 2019.&quot; Ideal. February 13, 2019. Accessed September 14, 2019.\" id=\"return-footnote-1218-3\" href=\"#footnote-1218-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a> One of the advantages of using AI for sourcing and evaluating candidates is the potential to to avoid bias based on demographic factors such as race, gender and age. However, the AI industry is experiencing its own diversity crisis. Fortune reports that New York University research group AI Now stated that \u201ca lack of diversity among the people who create artificial intelligence and in the data they use to train it has created huge shortcomings in the technology.\u201d<a class=\"footnote\" title=\"Vanian, Jonathan. &quot;Eye on A.I. \u2013 How to Fix Artificial Intelligence's Diversity Crisis.&quot; Fortune. April 23, 2019. Accessed September 14, 2019.\" id=\"return-footnote-1218-4\" href=\"#footnote-1218-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> According to writer Jonathan Vanian, \u201cThe report\u2019s authors believe that AI performance issues could be fixed if those working on the technology\u2019s development were more diverse, and noted that \u201cwhile tech companies say they are aware of the problem, they haven\u2019t done much to fix it.\u201d A MIT Sloan Management Review article recognizes the upside value of AI, asking \u201cwhat if, instead of perpetuating harmful biases, AI helped us overcome them and make fairer decisions&#8230;that could eventually result in a more diverse and inclusive world.\u201d<a class=\"footnote\" title=\"Daugherty, Paul R., H. James Wilson, and Rumman Chowdhury. &quot;Using Artificial Intelligence to Promote Diversity.&quot; MIT Sloan Management Review. November 21, 2018. Accessed September 14, 2019.\" id=\"return-footnote-1218-5\" href=\"#footnote-1218-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/p>\n<p>In order for that to happen, the people working with the technology need to do a better job of vetting the data used to train AI systems. In a New York Times article, Shorenstein Center on Media, Politics and Public Policy at the Harvard Kennedy School fellow Dipayan Ghosh notes that \u201cIt is far too easy to assume that technology has an objectivity that humans don\u2019t. But the reality is that \u2018artificial intelligence and machine learning and algorithms in general are designed by none other than us \u2014 people.\u201d<a class=\"footnote\" title=\"Tugend, Alina. &quot;The Commonality of A.I. and Diversity.&quot; The New York Times. November 6, 2018. Accessed September 14, 2019.\" id=\"return-footnote-1218-6\" href=\"#footnote-1218-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a> Apparently Hellen Turnbull\u2019s point about the unchallenged brain refers to both humans and machines.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\n<p>\t<iframe id=\"assessment_practice_a43fadad-579a-457f-aefc-d289c818dc3e\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/a43fadad-579a-457f-aefc-d289c818dc3e?iframe_resize_id=assessment_practice_id_a43fadad-579a-457f-aefc-d289c818dc3e\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<p>\t<iframe id=\"assessment_practice_6305d3be-6178-4e26-a0d7-0c99fc04a042\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/6305d3be-6178-4e26-a0d7-0c99fc04a042?iframe_resize_id=assessment_practice_id_6305d3be-6178-4e26-a0d7-0c99fc04a042\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1218\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Current Diversity-Related Trends. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Image: Artificial Intelligence. <strong>Authored by<\/strong>: Gerd Altmann. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/illustrations\/artificial-intelligence-brain-think-4389372\/\">https:\/\/pixabay.com\/illustrations\/artificial-intelligence-brain-think-4389372\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1218-1\">\"<a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/us\/Documents\/about-deloitte\/us-inclusion-survey-research-the-bias-barrier.pdf\" target=\"_blank\" rel=\"noopener\">The Bias Barrier: Allyship, Inclusion, and Everyday Behaviors<\/a>.\" Deloitte. 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1218-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1218-2\">Ibid. <a href=\"#return-footnote-1218-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1218-3\">Kozan, Kayla. \"<a href=\"https:\/\/ideal.com\/workplace-diversity-trends\/\" target=\"_blank\" rel=\"noopener\">6 Best Workplace Diversity Trends for 2019<\/a>.\" Ideal. February 13, 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1218-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-1218-4\">Vanian, Jonathan. \"<a href=\"https:\/\/fortune.com\/2019\/04\/23\/artificial-intelligence-diversity-crisis\/\" target=\"_blank\" rel=\"noopener\">Eye on A.I. \u2013 How to Fix Artificial Intelligence's Diversity Crisis<\/a>.\" Fortune. April 23, 2019. Accessed September 14, 2019. <a href=\"#return-footnote-1218-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-1218-5\">Daugherty, Paul R., H. James Wilson, and Rumman Chowdhury. \"<a href=\"https:\/\/sloanreview.mit.edu\/article\/using-artificial-intelligence-to-promote-diversity\/\" target=\"_blank\" rel=\"noopener\">Using Artificial Intelligence to Promote Diversity<\/a>.\" MIT Sloan Management Review. November 21, 2018. Accessed September 14, 2019. <a href=\"#return-footnote-1218-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-1218-6\">Tugend, Alina. \"<a href=\"https:\/\/www.nytimes.com\/2018\/11\/06\/business\/dealbook\/the-commonality-of-ai-and-diversity.html\" target=\"_blank\" rel=\"noopener\">The Commonality of A.I. and Diversity<\/a>.\" The New York Times. November 6, 2018. Accessed September 14, 2019. <a href=\"#return-footnote-1218-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":18,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Current Diversity-Related Trends\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Image: Artificial Intelligence\",\"author\":\"Gerd Altmann\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/illustrations\/artificial-intelligence-brain-think-4389372\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"}]","CANDELA_OUTCOMES_GUID":"2fc118b1-28e2-4aa7-bed8-e8312df6739e, 3df3312e-0296-4e86-b4f4-741cc3cb57d6, 6685e76e-0d8c-4ab0-b9c0-d5881e1530ea","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1218","chapter","type-chapter","status-publish","hentry"],"part":1200,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1218","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":18,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1218\/revisions"}],"predecessor-version":[{"id":3325,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1218\/revisions\/3325"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1200"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1218\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1218"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1218"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1218"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1218"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}