Let me guess, you are one of those "Bosses" right?
That's an unnecessary judgement based on a severe lack of communication.
Which leads to another point: If someone doesn't directly and exactly agree with you, labelling them as "part of the problem" dilutes the original message and doesn't help your cause.
The original message here is to be sensitive to issues of inclusion. It's not about race, or gender or even any specific minority. That boss, based on your original post, seemed to be taking the track that I would have taken: "I'm more interested in complete the project to spec."
Now, I would have added to the conversation "If you think it's a discussion to be had, here's who you might talk to". Further, I would probably have helped you navigate the labyrinth to at least get a response.
The boss cast his opinion, which had no affect on anything . . . neither getting things done nor your drive to find a solution for accessibility. He didn't stop you from pursuing it elsewhere, which you could have done, regardless. Even in the end, if everyone at the office had told you "no" to the question, there are plenty of external resources and advocacy groups that would be willing to hear your story and perhaps even pursue a path of getting such a change made.
BUT . . . since I didn't agree with your directly and exactly, I'm part of the problem?
A group of black folks hollering "Black Lives Matter!" at a Bernie Sanders rally dilutes the message. Hollering "Sexual assault!" when an 80 yr old man pats a 26 yr old on the shoulder dilultes the message. Hollering "Pedophile!" at an 18 yr old with a 17 yr old significant other dilutes the message.
Casting an opinion that a person attempting to give you corporate perspective is part of the problem faced by... whoever it is you're trying to champion... it dilutes the original message and it does not help the cause.
Thanks for that man!! And sorry, I was quite stressed that day and sometimes I say stupid sh*t, I'm trying to improve that.
You are totally right and really appreciate your point, and that you took the time to explain it. Most people would have just ignored it, so thanks!
I might add this, we are now in the 3rd year of refactoring that project because this "Boss" left 3yr tech depth on a 1yr project... this might give an insight into why I wasn't happy with him... this does not mean he was wrong not caring about that at the moment, but this translated to many other aspects of the project. And he did not accept opinions nor ideas from anyone... not even his boss.
Now, I would have added to the conversation "If you think it's a discussion to be had, here's who you might talk to". Further, I would probably have helped you navigate the labyrinth to at least get a response
This would have been a better approach, many managers/bosses should try and do this more, better than saying bad things about it or not considering it... so yeah, I don't think you're one of "them".... sorry again.
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That's an unnecessary judgement based on a severe lack of communication.
Which leads to another point: If someone doesn't directly and exactly agree with you, labelling them as "part of the problem" dilutes the original message and doesn't help your cause.
The original message here is to be sensitive to issues of inclusion. It's not about race, or gender or even any specific minority. That boss, based on your original post, seemed to be taking the track that I would have taken: "I'm more interested in complete the project to spec."
Now, I would have added to the conversation "If you think it's a discussion to be had, here's who you might talk to". Further, I would probably have helped you navigate the labyrinth to at least get a response.
The boss cast his opinion, which had no affect on anything . . . neither getting things done nor your drive to find a solution for accessibility. He didn't stop you from pursuing it elsewhere, which you could have done, regardless. Even in the end, if everyone at the office had told you "no" to the question, there are plenty of external resources and advocacy groups that would be willing to hear your story and perhaps even pursue a path of getting such a change made.
BUT . . . since I didn't agree with your directly and exactly, I'm part of the problem?
A group of black folks hollering "Black Lives Matter!" at a Bernie Sanders rally dilutes the message. Hollering "Sexual assault!" when an 80 yr old man pats a 26 yr old on the shoulder dilultes the message. Hollering "Pedophile!" at an 18 yr old with a 17 yr old significant other dilutes the message.
Casting an opinion that a person attempting to give you corporate perspective is part of the problem faced by... whoever it is you're trying to champion... it dilutes the original message and it does not help the cause.
Thanks for that man!! And sorry, I was quite stressed that day and sometimes I say stupid sh*t, I'm trying to improve that.
You are totally right and really appreciate your point, and that you took the time to explain it. Most people would have just ignored it, so thanks!
I might add this, we are now in the 3rd year of refactoring that project because this "Boss" left 3yr tech depth on a 1yr project... this might give an insight into why I wasn't happy with him... this does not mean he was wrong not caring about that at the moment, but this translated to many other aspects of the project. And he did not accept opinions nor ideas from anyone... not even his boss.
This would have been a better approach, many managers/bosses should try and do this more, better than saying bad things about it or not considering it... so yeah, I don't think you're one of "them".... sorry again.