REACTION PAPER

EUNICE DIMPLE B. CALIWAG

I enjoyed the video titled “Purl Pixar SparkShorts”. Purl, the main character is all
of us girls trying to fit in a man’s world. Pixar has done a lot but nothing hits me as close
as this short. The focus of the video is about a fuzzy pink ball of yarn that is excluded
from employees and treated badly. After watching this short video, I can say that
workplace diversity and inclusivity is very important. Purl is ignored, excluded from out-
of-office bonding events and shut down at meetings because she's different. I think that
this is an interesting way to learn about equality. Throughout the video, I noticed and
learned so many things about the workplace. Purl’s co-workers, who are the tall dudes
in suits, extended leg-room might be a standard perk at B.R.O. Capital. But, since Purl
is about a quarter of the size of the average BRO, that benefit would not exactly
improve her travel experience. Surveys and focus groups can give great insight into
what actually matters most to employees.

The problem that I noticed in this video is they not properly onboard a new
employee especially one who doesn't resemble the rest of the team. The person
assigned to greet Purl on her first day at B.R.O. Capital spends most of his time
checking his phone, laughing at her, and eventually texting his pals about the new
recruit instead of introducing her. This is the kind of failure that can do a lot of damage
in the first days when a new employee needs and wants to introduce into a team. They
should give her a map, an organizational chart, and a new employee Frequently Ask
Question to anticipate and satisfy her needs. And lastly, they should assign her an
appropriate buddy to provide additional insight and support. I know that lonely feeling
and I love what I do, but the people working around me is equally important. That's why
I am picky in where I work in the future, a place I can feel comfortable for being different
and being valued to be different. The diversity idea and practice should be everywhere
in an organization, and most effective if it is top-down.

I realized that no one, other than perhaps a CEO hired specifically for that
purpose needs to take on trying to change corporate culture. It's not your job, the odds
will be stacked against you, and if the flaws are as severe as illustrated the culture will
fall of its own weight anyway. I can see where the video could be seen as a little
idealistic. That said, from my personal learnings, the CEO is definitely not the only
person capable of or responsible for impacting corporate culture, and it has to start
somewhere. I agree that the overarching organizational culture will struggle and take
much longer if ultimately senior leadership doesn't support it. However there are always
sub-cultures within an organization that leaders can create and can rapidly spread.