#Victoria Goren

[alldancersaretalented]

Dancers attending P21 Intensive

??

Olivia Elise Victoria Nikolovva

AM Dance

Aurora Monroe

Ale Mancillas Dance Studio

Balbina Cueva

Allegro Performing Arts Academy

Arina Bryzgunova Bella Verbera-Hernandez

Aspirations Dance Company

Lola Nelms

Avanti Dance Company

Hayden Goren Eva Graziano Mia Menji Kaylee Randeniya Rosie Zahoul Sans Blair Tennant

Capitol Dance Company

Malia ?

Center Stage Performing Arts

Tommie Milazzo

Club Dance Studio

Brooklyn Besch Emma Kleve Claire Pistor

Dance Alliance of Camarillo

Shiloh Lark Farrah ?

Dance Dimensions Performic Arts Center

Victoria Safahi Serena Wilcox

DanceDynamicsLV

Lyla Haider

Dance Collective DC

Janelle Liu

Dance Edge Studios

Antonia Zanin

Dance Magic Performic Company

Savannah Lee

Dance Makers of Atlanta

Nola Paulina

Danceology

Ella Bustillos Hudson Hensley Ella Nani Knight Ella Koehnen Soleil Lynch Aria McCrea Cheyenne Ringerman Sydney Swinehart

Dance Republic

Graisyn Clare

Dansé Escuela de Danza

Alexa Ahumada Marielisa Portillo Isabella Trabucco

DC Dance Factory

Pay Lynch

Dolce Dance Studio

Brixtyn Cappo

École de dance Louise

Léonie Macorig

Edge Studios

Sienna ? Aria Giusti

Encore ELite

Leona Zariel

Epic Motion Dance Studio

Maria Sofia Rodríguez Mia Sofia Covarrubias Tinoco

Essence of Dance

Ava Killam Makena Killam Briar ?

Eternal Dance Company

Maddie Kronenberg

Evoke Dance Movement

Emmy Claire

Evolution Dance

Scarlett O'Neil

Evolve Dance Center

Maria Belen Salido

Evolve Dance Centre

Izabella Modarresi

Excel Performing Arts

Emma Sheff

Fusion Dance Omaha

Gigi Murray

Glass House Dance

Eden Cui

Groove Studios WA

Kaiden Koths Abby Mae

Hart Academy of Dance

Lydon Thach

Havilah Dance Company

Caitlyn Marie Malea Jade Moore

Inferno Dance Co

Maizie Smith

Instyle Dance Company

Jacilynn Mar

Janet Dunstans Dance Academy

Adeline Glenn

K2 Studios

Neriah Karmann Lennon Reign Jessica Sutton

Larkin Dance Studio

Matinly Conrad Palmer Petier

Legacy Dance Productions

Sophie Boonstra Paisley Clarke

Legacy Studio of Performing Arts

Brynne Smith

McKinley School of Dance

Teodora Narancic

Murrieta Dance Project

Khloe Cabrera Gracie Gilroy

N10 Dance Studio

Claire Avonne Kingston Madison Ng

No Limits Dance Academy

Ayanna Voulgaris

Nor Cal Dance Arts

Aria Davi Aubrey Paz Olyvia Reza

North Calgary Dance Centre

Ellie Blakley Georgia Blakley

OCPAA

Libby Haye

Onstage Dance Center - Los Alamitos

Adalyn Nicole

Pave San Diego

Eleanor Bullock Aryanna La Fontaine Cooper

Pave School of the Arts

Sofia Cuevas Stella Fisk Livi Matson

Perception Dance

Mabel James

Project 21

Ellie Anbarden Olivia Armstrong Lilly Barajas Sienna Carlston Kami Couch Katie Couch Kenzie Couch Airi Dela Cruz Stella Eberts Gracyn French Regan Gerena Richie Granese Mady Kim Brooklyn Ladia Leilani Lawlor Chloe Mirabel Savanna Musman Madelyn Nasu Avery Reyes Berkeley Scifres Bristyn Scifres Sara Von Rotz Leighton Werner

Project 520 Dance Studio

Adelynn ? Karli Heim Sasha Muratalieva

Queen City Dance

Annabel Speck

Seattle Storm Dance Troupe

Claire Clark

Shooting Stars Dance Studio

Karsyn Hernandez Malani Maliya

Stars Dance Studio

Hannah Burak Catherine Clayton Fabiana Pierleoni Elie Rabin

Starstruck Performing Arts Center KS

Kinley Winn

Steps Dance Center

Emmie Pitt

Studio Fusion

Harley Gross Juliet Anne Wydo

The Collaborative

Addison Cullather

The Company Space

Piper Perusse Stella Marcordes Vivian Marcordes

TheCREW

Isabella Tamayo

The Dance Collective DC

Eva Rogachevsky Quincy Thomas

The Dance Collective MD

Lyla Urban

The Dance Company of Los Gatos

Scarlett Blu Chloe Rose

The Vision Dance Alliance

Emily Polis

Utah Ballet Festival

Ruby Taylor

West Coast Dance Complex

Mila Barnett

Xtreme Dance Studio

Jocelyn Longroy

YYC Dance Project

Kinsley Oykhman

[deborahdeshoftim5779]

Stav Coral Gete | Stav Kimhi | Steven Makrachenko | Sudthisak Rinthalak | Suheyb abu Amar al-Razm | Sujith Nissanka | Sumchai Sayang | Svetlana Lisuboy | Sylvia Mirenski | Sylvia Ohayon | Tahel Bira | Tair Bira | Tair Davis | Tal Bartik (Klein) | Tal Bira | Tal Daniely | Tal Haimi | Tal Katz | Tal Keren | Tal Shalev | Tal Siton | Taleb AlKaran | Tamar Goldenberg | Tamar Guttman | Tamar Haya Torpiashvilli | Tamar Kedem Siman Tov | Tamar Samet | Tamar Suchman | Tamir Adar | Tammy Peleg Ziv | Tatiana Schnitman | Tawachi Saytu | Tawatchai Sieto | Tchelet Fishbein | Tchelet Zohar | Tehila Katabi | Thanakrit Prakotwong | Theerapong Klangsuwan | Tianchai Yodtongdi | Tiferet Lapidot | Tom Godot | Tomer Eliaz Arava | Tomer Segev | Tomer Shpirer | Tomer Strosta | Tou Cae Lee | Tova Goren | Tzur Saidi | Tzvi Shlomo Ron | Uri Arad | Uri Moyal | Uriel Baruch | Uzan Aviad Halevy | Valery Freidman | Varda Haramati | Victoria Gorlov | Vitali Logvinchenko | Vitaly Trobanov | Vivian Silver | Vladimir Popov | Vladimir Zhukov | Wolderaphael (Tiger) Hagos Berhe | Ya’akov Mortov | Ya’akov Solomon | Ya’akov Yinon | Yaakov (Kobi) Shmaiya | Yael Rozman | Yagev Buchshtab | Yahav Viner | Yahel Sharabi | Yair Yaakov | Yanai Hezroni | Yaniv Sarudi | Yaniv Zohar | Yarden Buskila | Yarin Moshe Efraim | Yaroslav Giller | Yasmin Bira | Yasmin Zohar | Yazan Zecharia Abu Jama | Yehezkel (Hezi) Razilov | Yehezkel Hezi Hanum | Yehezkel Hezi Hanum | Yehonatan Eliyahu | Yehonatan Hajbi | Yehonatan Rom | Yehonatan Siman Tov | Yehoshua Hatav | Yehuda Bachar | Yehudit Weiss | Yehudit Yitzhaki | Yiftach Dan Tweg | Yiftah Kutz | Yiftah Twig | Yiftah Yahengilov | Yigal Flash | Yirmiyahu (Yirmi) Shafir | Yitzhak Cozin | Yitzhak Itzik Dahan | Yitzhak Siton | Yitzhak Zeiger | Yizhar Hajbi | Ylena Kostizin | Yoad Pe’er | Yochai Azulai | Yohai Ben Zecharia | Yona Cohen | Yona Friker | Yonah Or | Yonatan Hai Azulai | Yonatan Kutz | Yonatan Rapaport | Yonatan Richter | Yonatan Samerano | Yonatan Zahavi | Yonatan Zeidman | Yoram Bar Sinai | Yoram Metzger | Yossef (Yussinio) Gross | Yossef Wahab | Yossi (Zigi) Appleton | Yossi Sharabi | Yossi Silberman | Yotam Haim | Yulia Chaban | Yulia Lamai | Yuliya Didenko Lamai | Yuri Lisuboy | Yuri Yedgarov | Yuval Bar | Yuval Bar On | Yuval Ben Yehuda | Yuval Buyum | Yuval Doron Kastleman | Yuval Rabia | Yuval Solomon | Yvonne Eden Patricia Rubio Vargas | Za’arur Ben Fishman | Zaher Bashara | Ze’ev Hacker | Zehava Hacker | Zelta Kosovski | Zinaida Beilin | Zion Levi | Zishom Wohn | Zishon Won | Ziv Frenkel | Ziv Hajbi | Ziv Pepe Shapira | Ziv Shopen | Ziva Ovitz | Zohar Meiri | Zoya Zemkov

These are the names of just a few of the victims of October 7, those murdered by the horde of Nazi savages from Gaza, or those kidnapped and imprisoned within that moral sewer.

On October 6, all of these people were alive and minding their own business. They were living their own lives. Islamic terrorists from Gaza took that all away from them, leaving a permanent scar on their communities and the entire nation of Israel.

NEVER FORGET THEM.

[keepingitneutral]

“Longhouse”, Daylesford, Victoria, Australia, 

By Partners Hill Architects,

Pictures by Rory Gardiner

[didanawisgi]

In wake of George Floyd’s killing and the protests that followed, many colleges and universities have been rolling out new training requirements – often oriented towards reducing biases and encouraging people from high-status groups to ‘check their privilege.’  The explicit goal of these training programs is generally to help create a more positive and welcoming institutional environment for people from historically marginalized and underrepresented groups.

As I have explained elsewhere, there is a long literature on the benefits of diversity on knowledge production. However, many of the approaches to training people how to navigate and utilize diversity were implemented by corporations, non-profits and universities before their effectiveness had been tested rigorously (if at all).

Although the precursor to contemporary diversity training, sensitivity training, actually dates back to the mid 1940s,  diversity training became especially important beginning in the mid-80s to early-90s. Why? Starting in the late 70s through early 80s, universities began enrolling significantly higher numbers of women, minorities, and people from middle-class and lower-income backgrounds. Soon thereafter, employers found themselves with a much more heterogenous labor pool. They had to face, often for the first time, some of the challenges that come along with the benefits of diversity — as people with increasingly divergent backgrounds and perspectives were put side by side and tasked with common goals.

Beginning in the mid-90s, however, it became increasingly clear that, due to their lack of validation, many widely-used interventions could be ineffective or harmful. An empirical literature was built up measuring the effectiveness of diversity-related training programs. The picture that has emerged is not very flattering.

The limited research suggesting diversity-related training programs as efficacious was based on things like surveys before and after the training, or testing knowledge or attitudes about various groups or policies. And to be clear, the training does help people answer survey questions in the way the training said they ‘should.’ And many people who undergo the training say they enjoyed it or found it helpful in post-training questionnaires.

However, when scientists set about to investigate whether the programs actually changed behaviors, i.e. do they reduce expressions of bias, do they reduce discrimination, do they foster greater collaboration across groups, do they help with retaining employees from historically marginalized or underrepresented groups, do they increase productivity or reduce conflicts in the workplace — for all of these behavioral metrics, the metrics that actually matter, not only is the training ineffective, it is often counterproductive.  

Kalev, Alexandra w/ Frank Dobbin & Erin Kelly (2006). “Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies.” American Sociological Review 71(4): 589-617.

Naff, Katherine & J. Edward Kellough (2007). “Ensuring Employment Equity: Are Federal Diversity Programs Making a Difference?” International Journal of Public Administration 26(12): 1307-36.

Paluck, Elizabeth & Donald Green (2009). “Prejudice Reduction: What Works? A Review and Assessment of Research and Practice.” Annual Review of Psychology 60: 339-67.

Training is Generally Ineffective at Its Stated Goals

The stated goals of these training programs vary, from helping to increase hiring and retention of people from historically marginalized and underrepresented groups, to eliminating prejudicial attitudes or behaviors to members of said groups, to reducing conflict and enhancing cooperation and belonging among all employees. Irrespective of the stated goals of the programs, they are overwhelmingly ineffective with respect to those goals. Generally speaking, they do not increase diversity in the workplace, they do not reduce harassment or discrimination, they do not lead to greater intergroup cooperation and cohesion – consequently, they do not increase productivity. More striking: many of those tasked with ensuring compliance with these training programs recognize them as ineffective (see Rynes & Rosen 1995, p. 258).

Chang, Edward et al. (2019). “The Mixed Effects of Online Diversity Training.” Proceedings of the National Academy of Sciences 116(16): 7778-7783.

Dobbin, Frank & Alexandra Kalev (2016). “Why Doesn’t Diversity Training Work? The Challenge for Industry and Academia.” Anthropology Now 10(2): 48-55.

Dobbin, Frank w/ Daniel Schrage & Alexandra Kalev (2015). “Rage against the Iron Cage: The Varied Effects of Bureaucratic Personnel Reforms on Diversity.” American Sociological Review 80(5): 1014–44.

Dobbin, Frank w/ Alexandra Kalev & Erin Kelly (2007). “Diversity Management in Corporate America.” Contexts 6(4): 21-7.

Folz, Christina (2016). “No Evidence That Training Prevents Harassment, Finds EEOC Task Force.” Society for Human Resource Management, 19 June.

Frisby, Craig & William O’Donohue (2018). Cultural Competence in Applied Psychology: An Evaluation of Current Status and Future Directions. Cham, CH: Springer.

Magley, Vicki et al. (2016). “Changing Sexual Harassment within Organizations via Training Interventions: Suggestions and Empirical Data.” The Fulfilling Workplace: The Organization’s Role in Achieving Individual and Organizational Health. New York, NY: Routledge.

Newkirk, Pamela (2019). Diversity Inc.: The Failed Promise of a Billion-Dollar Business. New York, NY: Bold Type Books.

Training Often Reinforces Biases

Often, when people attempt to do fact-checks, they begin by underscoring the falsehood, and then proceed to try to debunk that falsehood. This can create what psychologists call an ‘illusory truth effect,’ where people end up remembering the falsehood, forgetting the correction – and then attributing their misinformation to the very source that had tried to correct it! A similar effect seems to hold with antibias training. By articulating various stereotypes associated with particular groups, emphasizing the salience of those stereotypes, and then calling for their suppression, they often end up reinforcing them in participants’ minds. Sometimes they even implant new stereotypes (for instance, if participants didn’t previously have particular stereotypes for Vietnamese people, or much knowledge about them overall, but were introduced to common stereotypes about this group through training intended to dispel said stereotypes).

Other times, they can fail to improve negative perceptions about the target group, yet increase negative views about others. For instance, an empirical investigation of ‘white privilege’ training found that it did nothing to make participants more sympathetic to minorities – it just increased resentment towards lower-income whites.

Encouraging people to ignore racial and cultural differences often results in diminished cooperation across racial lines. Meanwhile, multicultural training — emphasizing those differences — often ends up reinforcing race essentialism among participants. It is not clear what the best position between these poles is (such that these negative side effects can be avoided), let alone how to consistently strike that balance in training.  

Cooley, Erin et al. (2019). “Complex intersections of race and class: Among social liberals, learning about White privilege reduces sympathy, increases blame, and decreases external attributions for White people struggling with poverty.” Journal of Experimental Psychology: General 148(12), 2218–28.

Heilman, Madeline & Brian Welle (2006). “Disadvantaged by Diversity? The Effects of Diversity Goals on Competence Perceptions.” Journal of Applied Social Psychology 36(5): 1291-1319.

Kulick, Carol w/ Elissa Perry & Anne Bourhis (2000). “Ironic evaluation processes: effects of thought suppression on evaluations of older job applicants.” Journal of Organizational Behaviour 21(6):  689–711.

Macrae, Neil et al. (1994). “Out of mind but back in sight: Stereotypes on the rebound.” Journal of Personality and Social Psychology 67(5): 808-17.

Plaut, Victoria  w/ Kecia M. Thomas and Matt J. Goren (2009). “Is Multiculturalism or Color Blindness Better for Minorities?” Psychological Science 20(4): 444-6.

Wilton, Leigh w/ Evan Apfelbaum & Jessica Good (2019). “Valuing Differences and Reinforcing Them: Multiculturalism Increases Race Essentialism.” Social Psychological and Personality Science 10(5): 681-9

Training Can Increase Biased Behavior, Minority Turnover

Many diversity-related training programs describe bias and discrimination as rampant. One unfortunate consequence of depicting these attitudes and behaviors as common is that it makes many feel more comfortable expressing biased attitudes or behaving in discriminatory ways. Insofar as it is depicted as ubiquitous, diversity-related training can actually normalize bias.

For others, the very fact that the company has diversity-related training is proof that it is a non-biased institution. This perception often reduces concerns about bias and discrimination – by oneself or others. As a consequence, people not only become more likely to act in more biased ways, but they also react with increased skepticism and hostility when colleagues claim to have been discriminated against.

Meanwhile, those who are discriminated against become more likely to rationalize mistreatment by others in the institution after undergoing diversity-related training (for the same reason, because they believe the institution must be fair in virtue of its commitment to diversity-related training; indeed, minority employees are often called upon to lead diversity reviews themselves). Consequently, they become less likely to actually report or address wrongdoing.  As a result, problems persist unabated — often leading to higher turnover among the very groups the programs were ostensibly designed to render more comfortable.

Brady, Laura et al. (2015). “It’s Fair for Us: Diversity Structures Cause Women to Legitimize Discrimination.” Journal of Experimental Social Psychology 57: 100-10

Dobbin, Frank & Alexandra Kalev (2019). “The Promise and Peril of Sexual Harassment Programs.” Proceedings of the National Academy of Sciences 116(25): 12255-12260.

Dobbin, Frank & Alexandra Kalev (2016). “Why Diversity Programs Fail.” Harvard Business Review 94(7): 52-60.

Dover, Tessa w/ Brenda Major & Cheryl Kaiser (2014). “Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims.” Group Processes & Intergroup Relations 17(4): 485-93.

Duguid, Michelle & Melissa Thomas-Hunt (2015). “Condoning Stereotyping? How Awareness of Stereotyping Prevalence Impacts Expression of Stereotypes.” Journal of Applied Psychology 100(2): 343-59.

Kaiser, Cheryl et al. (2013). “Presumed Fair: Ironic Effects of Organizational Diversity Structures.” Journal of Personality and Social Psychology 104(3): 504-19.

Kirby, Teri w/ Cheryl Kaiser & Brenda Major (2015). “Insidious Procedures: Diversity Awards Legitimize Unfair Organizational Practices.” Social Justice Research 28: 169-186.

Leslie, Lisa (2019). “Diversity Initiative Effectiveness: A Typological Theory of Unintended Consequences.” Academy of Management Review 44(3). DOI: 10.5465/amr.2017.0087

Training Often Alienates People from High-Status Groups, Reduces Morale

Diversity-related training programs often depict people from historically marginalized and disenfranchised groups as important and worthwhile, celebrating their heritage and culture, while criticizing the dominant culture as fundamentally depraved (racist, sexist, sadistic, etc.). People from minority groups are discussed in overwhelmingly positive terms, while people from majority groups are characterized as typically (and uniquely) ignorant, insensitive or outright malicious with respect to those who are different than them. Members of the majority group are told to listen to, and validate, the perspectives of people from historically marginalized or disadvantaged groups — even as they are instructed to submit their own feelings and perspectives to intense scrutiny.

In short, there is a clear double-standard in many of these programs with respect to how members of dominant groups (typically men, whites and/or heterosexuals) are described as compared to members of minority groups (i.e. women, ethnic/ racial minorities, LGBTQ employees). The result is that many members from the dominant group walk away from the training believing that themselves, their culture, their perspectives and interests are not valued at the institution – certainly not as much as those of minority team members — reducing their morale and productivity.

The training also leads many to believe that they have to ‘walk on eggshells’ when engaging with members of minority populations. By calling attention, not just too clear examples of harm and prejudice, but just as much (or more) to things like implicit attitudes and microaggressions, participants come to view colleagues from historically marginalized and disenfranchised groups as fragile and easily offended. As a result, members of the dominant group become less likely to try to build relationships or collaborate with people from minority populations.

Anand, Rohini & Mary-Frances Winters (2008). “A Retrospective View of Corporate Diversity Training from 1964 to the Present.” Academy of Management Learning & Education 7(3): 356-72.

Dover, Tessa w/ Brenda Major & Cheryl Kaiser (2016). “Members of High-Status Groups Are Threatened by Pro-Diversity Organizational Messages.” Journal of Experimental Social Psychology 62: 58-67.

Plaut, Victoria et al. (2011). “’What About Me?’ Perceptions of Exclusion and Whites’ Reactions to Multiculturalism.” Journal of Personality and Social Psychology 101(2): 337-53.  

Rios-Morrison, Kimberly w/ Victoria Plaut & Oscar Ybarra (2010). “Predicting Whether Multiculturalism Positively or Negatively Influences White Americans’ Intergroup Attitudes: The Role of Ethnic Identification.” Personality and Social Psychology Bulletin 36(12): 1648-61.

Sanchez, Juan & Nohora Medkik (2005). “The Effects of Diversity Awareness Training on Differential Treatment.” Group & Organization Management 29(4): 517-36.

Focus On: Implicit Attitudes

Implicit attitudes are one of the most commonly relied-upon constructs in contemporary diversity-related training. However, there are severe problems with these constructs – as hammered home by meta-analysis after meta-analysis: it is not clear precisely what isbeing measured on implicit attitude tests; implicit attitudes do not effectively predict actual discriminatory behavior; most interventions to attempts to change implicit attitudes are ineffective (effects, when present, tend to be small and fleeting). Moreover, there is no evidence that changing implicit attitudes has any significant, let alone durable, impact on reducing biased or discriminatory behaviors. In short, the construct itself has numerous validity issues, and the training has no demonstrable benefit.

Blanton, Hart et al. (2009). “Strong claims and weak evidence: Reassessing the predictive validity of the IAT.” Journal of Applied Psychology 94(3): 567–582.

Carlsson, Richard & Jens Agerstrom (2016). “A Closer Look at Discrimination Outcomes in the IAT Literature.” Scandinavian Journal of Psychology 57(4): 278-87.

Forscher, Patrick et al. (2019). “A Meta-Analysis of Procedures to Change Implicit Measures.” Journal of Personality and Social Psychology 117(3): 522–559.

Lai, Calvin et al. (2016). “Reducing implicit racial preferences: II. Intervention effectiveness across time.” Journal of Experimental Psychology: General 145(8): 1001-1016.

Oswald, Frederick et al. (2013). “Predicting ethnic and racial discrimination: A meta-analysis of IAT criterion studies.” Journal of Personality and Social Psychology 105(2): 171–192

Focus On: Microaggressions

Contemporary diversity-related training often draws significant attention to microaggressions – small, typically inadvertent, faux pas involving people from historically marginalized and disadvantaged groups. The cumulative effects of microaggressions are held to have significant and adverse impacts on the well-being of people from low-status groups. However, although the microaggressions framework goes back to 1974, there is virtually no systematic research detailing if and how microaggressions are harmful, for whom, and under what circumstances (indeed, there is not even robust conceptual clarity in the literature as to what constitutes a microaggression). There is no systematic empirical evidence that training on microaggressions has any significant or long-term effects on behavior, nor that it correlates with any other positive institutional outcomes.

In fact, when presented with canonical microaggressions, black and Hispanic respondents overwhelmingly find them to be inoffensive – and we have ample reason to believe that sensitizing people to perceive and take greater offense at these slights actually would cause harm: the evidence is clear and abundant that increased perceptions of racism have adverse mental and physical consequences for minorities. In short, not only is there no evidence that training on microaggressions is valuable for improving the well-being of people from historically marginalized or disadvantaged groups, there is reason to believe it could actually be counter-productive to that end.

al-Gharbi, Musa (2020). “Who Gets To Define What’s ‘Racist’?” Contexts, 15 May.

Lillienfeld, Scott (2017). “Microaggressions: Strong Claims, Inadequate Evidence.” Perspectives on Psychological Science 12(1): 138-69.

Mandatory Training Causes Additional Blowback

Although diversity-related training programs are generally ineffective, and often bring negative side-effects, they tend to work better (or at least, be less harmful) when they are opt-in. Mandatory training causes people to engage with the materials and exercises in the wrong frame of mind: adversarial and resentful. Consequently, mandatory training often leads to more negative feelings and behaviors, both towards the company and minority co-workers. This effect is especially pronounced among the people who need the training most.  Yet roughly 80% of diversity-related training programs in the U.S. seem to be mandatory.

If an institution is going to include diversity-related training, it should offer it as a resource for those who want to learn more. To encourage more people to volunteer for the training, its value and purpose should be linked to specific organizational and development goals. Small incentives could be offered for those who take part, rather than the current norm of sanctioning those who do not.

Bingham, Shereen & Lisa Schrer (2001). “The Unexpected Effects of a Sexual Harassment Educational Program.” The Journal of Applied Behavioral Science 37(2): 125-53.

Devine, Patricia et al. (2002). “The Regulation of Explicit and Implicit Race Bias: The Role of Motivations to Respond without Prejudice.” Journal of Personality and Social Psychology 82(5): 835-48.

Kidder, Deborah et al. (2004). “Backlash toward Diversity Initiatives: Examining the Impact of Diversity Program Justification, Personal and Group Outcomes.” International Journal of Conflict Management 15(1): 77-102.

Kulick, Carol et al. (2007). “The Rich Get Richer: Predicting Participation in Voluntary Diversity Training.” Journal of Organizational Behavior 28(6): 753-69.

Legault, Lisa w/ Jennifer Gutsell & Michael Inzlicht (2011). “Ironic Effects of Antiprejudice Messages: How Motivational Interventions Can Reduce (but Also Increase) Prejudice.” Psychological Science 22(12): 1472-7.

Plant, Elizabeth & Patricia Devine (2001). “Responses to Other-Imposed Pro-Black Pressure: Acceptance or Backlash?” Journal of Experimental Social Psychology 37(6): 486-501.

Robb, Lori & Dennis Doverspike (2001). “Self-Reported Proclivity to Harass as a Moderator of the Effectiveness of Sexual Harassment-Prevention Training.” Psychological Reports 88(1): 85-8.

Training Comes at the Expense of Other Priorities

We are in a period of educational austerity. Creating, implementing and ensuring compliance with diversity-related training programs is expensive. In a world where these training programs consistently advanced diversity and inclusion goals within an organization, or enhanced intergroup cooperation and overall productivity, then these costs could be justified – even during a time of belt-tightening. However, it’s a different dynamic when the training is typically ineffective or even counterproductive. Worse, it often crowds out much more substantial efforts that could be undertaken to actually enhance diversity and inclusion within institutions.

Why do many rely on diversity training despite its demonstrated ineffectiveness? The short answer is that, even if training is expensive and doesn’t work, it is relatively easy to implement – and it allows institutions to show (including, often, in court) that they are doing something to address prejudice, discrimination and inequalities… even if what they’re doing is, in fact, pointless.

This is sort of empty signaling is bad across the board. However, it is particularly egregious for universities – institutions that regularly claim to embody and inculcate such values as evidence-based reasoning, respect for facts, commitment to truth, etc. Schools are doing a bad job at modeling those values for students insofar as they force upon them (and upon the faculty who are supposed to be instructing them!) pedagogical materials that are demonstrably ineffective or even counterproductive.  

Indeed, it seems antithetical to their pedagogical purpose to dump increasing sums of money into these programs, even as many departments are seeing hiring freezes or budget cuts, and contingent faculty are being laid off en masse (disproportionately people from historically underrepresented and disadvantaged groups).

It insults, rather than honors, the memory of George Floyd to offer empty gestures like these in his name. As Cyrus Mehri aptly put it, “When you keep choosing the options on the menu that don’t create change, you’re purposely not creating change. It’s part of the intentional discrimination.”

Musa al-Gharbi is a Paul F. Lazarsfeld Fellow in Sociology at Columbia University. A version of this article was originally published by Heterodox Academy.

[acapulcopress]

Inaugura #Secultura "100 Artistas/100 Portadas de Milenio"

New Post has been published on https://www.efectoespejo.com/archivos/1164604

Inaugura #Secultura "100 Artistas/100 Portadas de Milenio"

] ACAPULCO, Gro.  * 6 de junio de 2018. Secultura Del 8 de junio al 2 de septiembre se presentará en el Museo de las Siete Regiones la exposición “100 Artistas 100 Portadas de Milenio Diario”, la cual retrata la visión de los expositores del arte y la relación con los hechos que acontecen diariamente, así lo dio a conocer en conferencia de prensa el secretario de Cultura, Mauricio Leyva Castrejón.

“Son cien portadas, son cien artistas, estamos en Guerrero “, dijo la directora de la Colección Milenio Arte y curadora de la exposición, Avelina Lésper, quien dijo que esto es el reflejo de una dinámica ininterrumpida de noticias, que plasma toda la naturaleza humana, en donde a través de la intervención de las diversas portadas, se muestra la realidad vista desde la perspectiva de los artistas.

Leyva Castrejón dijo sentirse honrado con la participación de la artista guerrerense Julia López, quien forma parte de esta colección y que refleja el arte local, plasmado a partir de una arista distinta.

Reconoció el trabajo de Fundación Milenio, la cual a través de su labor, se ha convertido en el referente, orgullo y compromiso.

“Estoy convencido que el arte es una de las expresiones que nos ayudan a contar la verdad”, al referirse a todo el trabajo que se desarrolla a través de esta colección.

La exposición estará abierta al público de junio a septiembre, en un horario de 10 a 17 horas, de martes a domingo, en el Museo de las Siete Regiones.

Y en ella se pueden apreciar temáticas como autorretratos, naturaleza, animales fantásticos, efímero, abstracción y tiempo, en las técnicas de acrílico, pastel, crayon, carbón y óleo.

Entre los artistas que exponen su trabajo están Sergio Garval, Gonzalo García, Benjamín Domínguez, Flor Minor, Roberto Cortázar, Ariosto Otero, Esteban Lechuga, Sergio Guzmán, Gabriel Macotela, Diego Narváez, Victoria Goren, Roger Von Gunten, Luis Selem, Diana Salazar, por mencionar algunos.

[yatzer]

Sitting atop a low hill amid vast plains and bushland in central Victoria, #Australia, the “Longhouse” is the brainchild of co-founder of @studio.ongarato, Ronnen Goren, and Trace Streeter who fell in love with the 20-acre property for its captivating views. Containing a boutique farm, garden kitchen, cooking school, reception venue and private residence, the 110-metre long monolithic building was designed in collaboration with Ronnen’s close friend, architect Timothy Hill, founder of Brisbane-based practice @PartnersHill, as a unique ecosystem of agricultural and hospitality activities. More details at https://www.yatzer.com/longhouse-partners-hill Photography by @arorygardiner. #longhouse #architecture #naturelovers (at Daylesford, Victoria) https://www.instagram.com/p/B77k44sKnxO/?igshid=10yxe5ryf5nc0

[architectnews]

Longhouse by Partners Hill spans 110 metres across Australian bushland

Architecture practice Partners Hill has designed this lengthy shed-style home in the Australian town of Daylesford, Victoria to incorporate living, cooking and agricultural facilities.

Described by Partners Hill as "a study in inclusion", Longhouse contains a farm, restaurant-cum-cookery school, guest rooms and living quarters for its owners, Ronnen Goren and Trace Streeter.

The practice worked alongside Goren and Streeter over a period of 10 years to design the multifunctional property.

"The Longhouse recalls a Palladian tradition of including living, working, storing, making in a single suite rather than referring to the Australian habit of casual dispersal," said the practice's founding partner, Timothy Hill.

"It emphasises how much – or how little – you need for a few people to survive and thrive. A handful of animals, enough water and year-round crops."

Nestled amongst a 20-acre plot of land just outside the town of Daylesford, the 110-metre-long building overlooks rolling plains of bushland.

Goren and Streeter were charmed by the site's natural vistas but, after several visits, came to realise that the area was subject to extreme weather conditions including strong winds, erratic downpours of rain and snow during the colder months.

A variety of animals such as kangaroos, wallabies and foxes could also be found roaming the site.

This "beautiful but hostile" environment is what encouraged Partners Hill to design Longhouse as a huge shed-like structure which would be "big enough and protected enough for the landscape to flourish inside".

Translucent panels of glass-reinforced polyester wrap around the exterior of Longhouse, which is punctuated by a series of windows that offer views of the landscape.

"Smart gel-coated cladding provides different levels of UV and infrared resistance," explained the practice.

"Panels with different finishes have also been deployed to optimise solar penetration and shading depending on the orientation of each facade and roof plane."

An algorithm was used to design the home's 1,050-square-metre roof, which has been specifically sized to harvest an optimum amount of rainwater.

Any water collected is stored in a series of tanks around the site – some of which are concealed by grassy banks – and can be used to service different rooms. It can also be used in the event of a bushfire.

The main entrance to Longhouse is at the western end of the building, which plays host to a sizeable garage for storing farm machinery and an enclosure for the cows, pigs and fowl.

A short walkway leads through to the kitchen where cookery workshops are held and meals are rustled up for guests dining at Longhouse. Designed to appear as a "surprisingly lush haven", the space is bordered by leafy trees and plant beds overspilling with foliage.

Vine plants also wind down from the ceiling.

Australian cypress pine has been used to craft a majority of fixtures and furnishings, selected by the practice for its resistance to rot.

The same timber has been combined with red bricks to form a couple of gabled structures that accommodate cosy eating areas.

Some elements, like the kitchen hearth, are built from glazed clay tiles.

A set of stairs leads up to the guest rooms on the first floor, referred to as The Stableman's Quarters. One of them features warm orange walls and is centred by an oversized daybed piled high with plump cushions.

Goren and Streeter's private living quarters, nicknamed The Lodge, are also located on Longhouse's first floor. Surfaces throughout have been painted a pale shade of blue.

"Even in the depths of cold, grey winters – there is an uplifting sense of blue skies and long sunsets every day," added the practice.

In a nod to the owners' passion for 19th and 20th-century interiors, the practice has also included a handful of decor elements that "recall the manors of a bygone era" such as clawfoot bathtubs and ornate ceiling roses.

Partners Hill is led by Timothy Hill, Simon Swain and Domenic Mesiti. Previous projects by the practice include a wooden pavilion for skincare brand Aesop – the structure was specially created for a Tasmanian music festival and was shrouded by shrubbery.

Photography is by Shantanu Starick.

Project credits:

Architecture, interior design and landscaping: Partners Hill Cladding fabricator: Ampelite

The post Longhouse by Partners Hill spans 110 metres across Australian bushland appeared first on Dezeen.

[prabs22]

Are You the One Series

Are You the One?, at times compacted as AYTO?, is an American unscripted TV series on MTV, in which enthusiastic singles attempt to discover love. A social event of people is cryptically joined into couples by makers, by strategies for a matchmaking check. By at that point, while living independently, the contenders try to perceive these "impeccable matches." If they succeed, the whole social event shares a prize of up to $1 million.

 Season 4 of Are You the One? is an American unscripted TV game-plan on MTV and follows 20 individuals who are living in a tropical target to locate their ideal match. On the off chance that the 10 men and 10 ladies can effectively pick all of the ten ideal matches in ten weeks, they will win $1 million to part among them.

 Finding genuine notion can be hard, yet MTV's "Are You the One?" reality plan endeavors to make impeccable matches utilizing a momentous estimation. It additionally offers the cast the opportunity to win a million dollars on the off chance that they would all have the alternative to comprehend who in the house is their "faultless match."

 In the fourth time of AYTO, the going with youths were the up-and-comers gotten as yet: Asaf Goren, Cam Bruckman, Cameron Kolbo, Giovanni Rivera, John Humphrey, Morgan St. Pierre, Prosper Muna, Sam Handler, Stephen McHugh, and Tyler Norman. Obviously, following adolescents were the contenders picked: Kaylen Zahara, Julia Rose, Mikala Thomas, Francesca Duncan, Victoria Wyatt, Tori Deal, Emma Sweigard, Alyssa Ortiz, Nicole Brown, and Camille Satterwhite.

 The ideal matches are as per the going with:

 Asaf Goren and Kaylen Zahara

 Cam Bruckman and Julia Rose

 Cameron Kolbo and Mikala Thomas

 Giovanni Rivera and Francesca Duncan

 John Humphrey and Victoria Wyatt

 Morgan St. Pierre and Tori Deal

 Prosper Muna and Emma Sweigard

 Sam Handler and Alyssa Ortiz

 Stephen McHugh and Nicole Brown

 Tyler Norman and Camille Satterwhite

 Beginning late, world strategy flasher Julia Rose is proceeding with her best life and pushing limits during the coronavirus pandemic. She keeps empowering her fans with pictures that stop hardly shy of Instagram's line on introduction. She composed the in every practical sense abominable top with white bottoms, which may have been somewhat of a string swimming outfit or a few undies, that dunked low in the front and highlighted strings on either side that moved high over her hips. The outfit showed Julia's rigid waist, astonishing hips, and dull, sun-kissed skin.

[ocioenlinea]

¿Qué es el amor?

El Amor Visto por el Arte llega al Instituto Cultural Cabañas el 12 de noviembre

El Amor Visto por el Arte es la colección de MILENIO que albergará el Instituto Cultural Cabañas (ICC) a partir del 12 de noviembre, día en que Avelina Lésper, directora de MILENIO Arte realizará un recorrido guiado, dirigido a medios e interesados con previo registro en el correo cultura.gdl@milenio.com

La lista de las obras y autores que integran esta exposición que se podrá apreciar en el ICC son: Amor robado en primavera de Gerardo Cantú; Amor al saber, de Fernando Garrido; Instancias de una cuestión, de Georgina Gómez; Amordecida, de Susana Salinas; Xipe-Totecno, de Racrufi; A flor de piel, de Darío Salzman; Arca, el amor de los animales, de Mario Martín del Campo; Visión es, de Hazael González; El amor es cosa de dos. El amor y el objeto del amor, de Jordi Boldó.

También habrá obras como El amor que destruye lo que inventa, de Soid Pastrana; Ausencia, de Joel Corrales; Sueño de amor nocturno, de Enrique Gallart; Amor No.1, de Victoria Goren; Egoísmo, conciencia, amor… de Zacarías Páez; El Deseo, de Margarita Morales; Viajando ligero, de Alejandra Villegas; CromoSoma, de Ethel Cook; Petricor, de Enrique Barajas Pro; Tiempo y Eternidad, de Laura Quintanilla; El canto de la conciencia, de Samo; Silogismo 1, de Esteban Lechuga; Amada, de Juan Carlos Villegas; Luz Abisal de Alberto Aragón.

Y piezas como Remanso estoico, de Héctor Morales, quien presenta también un boceto de la misma pieza; Homenaje al Art Nouveau, de Raúl Serralde; Alicia en el jardín de las delicias, de Felipe Cifuentes; Amor destructor, de Francisco Magaña; Amor infinito, de Fernando Fonseca; Los colores de la vida, de Julia López; Volcán amoroso, de Beatriz Sánchez Zurita; Desierto Rojo, de José Ángel Robles y Te veo, de Ermilo Espinosa Torre.

Los asistentes podrán admirar 34 obras de 33 artistas, además de 33 portadas de periódicos intervenidas, un conjunto de fotografías de los autores en sus estudios y un video con las entrevistas elaboradas que ya se han transmitido en MILENIO TV.

En entrevista, Avelina Lésper mencionó: “En MILENIO queremos saber para ti ¿qué es el amor? El 12 de noviembre, al término del recorrido guiado por la muestra entregaremos premios a los mejores textos que recibamos en las categorías de niños (6 a 11 años) adolescentes (12 a 17) jóvenes (18 a 35) adultos (35 a 55) y adultos mayores (56 a 100)”.

Al finalizar el recorrido se entregarán los premios a quienes participaron en la convocatoria para definir “¿qué es el amor?” a las mejores respuestas que se hayan recibido en las categorías de niños (6 a 11 años), adolescentes (12 a 17), jóvenes (18 a 35), adultos (35 a 55) y adultos mayores (56 a 100).

MUSEO DE SITIO. LÍNEA DE TIEMPO DIGITAL

H: Ma-D, de 10:00 a 18:00 h

Inauguración el lunes 12 de noviembre, a las 12:00 horas

Para asistir a la inauguración y recorrido guiado es necesario enviar correo cultura.gdl@milenio.com (cupo limitado)

INSTITUTO CULTURAL CABAÑAS, Calle Cabañas 8, Plaza Tapatía, Centro Histórico, Guadalajara

T/3668-1645 y 3818-2800, ext. 31642 y 31014

Precios: $70 entrada general; $45 turismo nacional con identificación; $20 estudiantes y maestros con credencial vigente, niños menores de 12 años y adultos mayores con credencial del INSEN. Martes: entrada Gratis

 Numeralia

34 Obras

33 Artistas participantes

33 Portadas de periódicos intervenidas

Ocio. No.1104. 091118

[waswseffortblog-blog]

Celebration - Victoria Goren, 20th Century.

(Source)

[deborahdeshoftim5779]

Dean Nehorai Bar | Dikla Arava | Dina Kapshetar | Dipash Raj Bista | Dmitri Sorokin | Dolev Swisa | Dolev Yehud | Dor Avitan | Dor Hanan Shafir | Dor Malka | Dor Rider | Dorin Atias | Dorit Vertheim | Doron Boldas | Doron Meir | Dr. Daniel Levi | Dr. Hagit Refaeli Mishkin | Dr. Lara Tannous | Dr. Lilia Gurevitch | Dr. Marcelle Freulich | Dr. Victoria Gridskol | Dror Bahat | Dror Kaplun | Dror Or | Dudi Sharon | Dudi Turgeman | Dueh Sayan | Duwa Sayan | Dvir Karp | Dvir Rahamim | Eden Abdulayev | Eden Ben Rubi | Eden Gez | Eden Liz Ohayon | Eden Moshe | Eden Naftali | Eden Yerushalmi | Eden Zacharia | Edna Bluestein | Edna Malekmo | Efrat Katz | Einav Elkayam Levy | Einav Hen Burstein | Eitan Kapshetar | Eitan Levy | Eitan Snir | Eitan Ziv | Elad Fingerhut | Elad Katzir | Elazar Samuelov | Eldad Angel Bergman | Eli Refai | Elia Iluz | Elia Shametz | Elia Toledano | Eliad Ohayon | Eliran Mizrahi | Eliyahu (Churchill) Margalit | Eliyahu Orgad | Eliyahu Reichenstein | Eliyahu Uzan | Eliyahu Ya’akov Bernstein | Elizur Tzuriel Hajbi | Ella Hamoy | Elyakim Libman | Emma Poliakov | Eren Goren | Etti Zak | Evgeni Postel | Evgeny Kapshetar | Eviatar Kipnis | Eyal Uzan | Faiza Abu Sabieh | Fatma Altlakat | Frabash Bandari | Freha Ifergan | Gabi Azulai | Gabriel Yishai Barel | Gad Haggai | Gal Abdush | Gal Danguri | Gal Navon | Galit Carbone | Ganesh Kumar Nepali | Gaya Halifa | Geula Bachar | Gideon (Gidi) Hiel | Gideon Babani | Gideon Fauker | Gideon Harel Rivlin | Gidi Hiel | Gil Yosef Avni | Gila Peled | Gilad Ben Yehuda | Gilad Kfir | Gili Adar | Gili Adar | Gina Smiatich | Giora Duvdevani | Glazer Rotem Neiman | Goytum Jabrahiwat | Gracie Cabrera | Guy Azar | Guy Gabriel Levi | Guy Iluz | Hadar Berdichevsky | Hadar Hushan | Hadar Prince | Hagai Efrat | Hai Haim Zfati

These are the names of just a few of the victims of October 7, those murdered by the horde of Nazi savages from Gaza, or those kidnapped and imprisoned within that moral sewer.

On October 6, all of these people were alive and minding their own business. They were living their own lives. Islamic terrorists from Gaza took that all away from them, leaving a permanent scar on their communities and the entire nation of Israel.

More names will be coming up soon.

[architectnews]

Longhouse by Partners Hill spans 110 metres across Australian bushland

Architecture practice Partners Hill has designed this lengthy shed-style home in the Australian town of Daylesford, Victoria to incorporate living, cooking and agricultural facilities.

Described by Partners Hill as "a study in inclusion", Longhouse contains a farm, restaurant-cum-cookery school, guest rooms and living quarters for its owners, Ronnen Goren and Trace Streeter.

The practice worked alongside Goren and Streeter over a period of 10 years to design the multifunctional property.

"The Longhouse recalls a Palladian tradition of including living, working, storing, making in a single suite rather than referring to the Australian habit of casual dispersal," said the practice's founding partner, Timothy Hill.

"It emphasises how much – or how little – you need for a few people to survive and thrive. A handful of animals, enough water and year-round crops."

Nestled amongst a 20-acre plot of land just outside the town of Daylesford, the 110-metre-long building overlooks rolling plains of bushland.

Goren and Streeter were charmed by the site's natural vistas but, after several visits, came to realise that the area was subject to extreme weather conditions including strong winds, erratic downpours of rain and snow during the colder months.

A variety of animals such as kangaroos, wallabies and foxes could also be found roaming the site.

This "beautiful but hostile" environment is what encouraged Partners Hill to design Longhouse as a huge shed-like structure which would be "big enough and protected enough for the landscape to flourish inside".

Translucent panels of glass-reinforced polyester wrap around the exterior of Longhouse, which is punctuated by a series of windows that offer views of the landscape.

"Smart gel-coated cladding provides different levels of UV and infrared resistance," explained the practice.

"Panels with different finishes have also been deployed to optimise solar penetration and shading depending on the orientation of each facade and roof plane."

An algorithm was used to design the home's 1,050-square-metre roof, which has been specifically sized to harvest an optimum amount of rainwater.

Any water collected is stored in a series of tanks around the site – some of which are concealed by grassy banks – and can be used to service different rooms. It can also be used in the event of a bushfire.

The main entrance to Longhouse is at the western end of the building, which plays host to a sizeable garage for storing farm machinery and an enclosure for the cows, pigs and fowl.

A short walkway leads through to the kitchen where cookery workshops are held and meals are rustled up for guests dining at Longhouse. Designed to appear as a "surprisingly lush haven", the space is bordered by leafy trees and plant beds overspilling with foliage.

Vine plants also wind down from the ceiling.

Australian cypress pine has been used to craft a majority of fixtures and furnishings, selected by the practice for its resistance to rot.

The same timber has been combined with red bricks to form a couple of gabled structures that accommodate cosy eating areas.

Some elements, like the kitchen hearth, are built from glazed clay tiles.

A set of stairs leads up to the guest rooms on the first floor, referred to as The Stableman's Quarters. One of them features warm orange walls and is centred by an oversized daybed piled high with plump cushions.

Goren and Streeter's private living quarters, nicknamed The Lodge, are also located on Longhouse's first floor. Surfaces throughout have been painted a pale shade of blue.

"Even in the depths of cold, grey winters – there is an uplifting sense of blue skies and long sunsets every day," added the practice.

In a nod to the owners' passion for 19th and 20th-century interiors, the practice has also included a handful of decor elements that "recall the manors of a bygone era" such as clawfoot bathtubs and ornate ceiling roses.

Partners Hill is led by Timothy Hill, Simon Swain and Domenic Mesiti. Previous projects by the practice include a wooden pavilion for skincare brand Aesop – the structure was specially created for a Tasmanian music festival and was shrouded by shrubbery.

Photography is by Shantanu Starick.

Project credits:

Architecture, interior design and landscaping: Partners Hill Cladding fabricator: Ampelite

The post Longhouse by Partners Hill spans 110 metres across Australian bushland appeared first on Dezeen.

[architectnews]

Longhouse by Partners Hill spans 110 metres across Australian bushland

Architecture practice Partners Hill has designed this lengthy shed-style home in the Australian town of Daylesford, Victoria to incorporate living, cooking and agricultural facilities.

Described by Partners Hill as "a study in inclusion", Longhouse contains a farm, restaurant-cum-cookery school, guest rooms and living quarters for its owners, Ronnen Goren and Trace Streeter.

The practice worked alongside Goren and Streeter over a period of 10 years to design the multifunctional property.

"The Longhouse recalls a Palladian tradition of including living, working, storing, making in a single suite rather than referring to the Australian habit of casual dispersal," said the practice's founding partner, Timothy Hill.

"It emphasises how much – or how little – you need for a few people to survive and thrive. A handful of animals, enough water and year-round crops."

Nestled amongst a 20-acre plot of land just outside the town of Daylesford, the 110-metre-long building overlooks rolling plains of bushland.

Goren and Streeter were charmed by the site's natural vistas but, after several visits, came to realise that the area was subject to extreme weather conditions including strong winds, erratic downpours of rain and snow during the colder months.

A variety of animals such as kangaroos, wallabies and foxes could also be found roaming the site.

This "beautiful but hostile" environment is what encouraged Partners Hill to design Longhouse as a huge shed-like structure which would be "big enough and protected enough for the landscape to flourish inside".

Translucent panels of glass-reinforced polyester wrap around the exterior of Longhouse, which is punctuated by a series of windows that offer views of the landscape.

"Smart gel-coated cladding provides different levels of UV and infrared resistance," explained the practice.

"Panels with different finishes have also been deployed to optimise solar penetration and shading depending on the orientation of each facade and roof plane."

An algorithm was used to design the home's 1,050-square-metre roof, which has been specifically sized to harvest an optimum amount of rainwater.

Any water collected is stored in a series of tanks around the site – some of which are concealed by grassy banks – and can be used to service different rooms. It can also be used in the event of a bushfire.

The main entrance to Longhouse is at the western end of the building, which plays host to a sizeable garage for storing farm machinery and an enclosure for the cows, pigs and fowl.

A short walkway leads through to the kitchen where cookery workshops are held and meals are rustled up for guests dining at Longhouse. Designed to appear as a "surprisingly lush haven", the space is bordered by leafy trees and plant beds overspilling with foliage.

Vine plants also wind down from the ceiling.

Australian cypress pine has been used to craft a majority of fixtures and furnishings, selected by the practice for its resistance to rot.

The same timber has been combined with red bricks to form a couple of gabled structures that accommodate cosy eating areas.

Some elements, like the kitchen hearth, are built from glazed clay tiles.

A set of stairs leads up to the guest rooms on the first floor, referred to as The Stableman's Quarters. One of them features warm orange walls and is centred by an oversized daybed piled high with plump cushions.

Goren and Streeter's private living quarters, nicknamed The Lodge, are also located on Longhouse's first floor. Surfaces throughout have been painted a pale shade of blue.

"Even in the depths of cold, grey winters – there is an uplifting sense of blue skies and long sunsets every day," added the practice.

In a nod to the owners' passion for 19th and 20th-century interiors, the practice has also included a handful of decor elements that "recall the manors of a bygone era" such as clawfoot bathtubs and ornate ceiling roses.

Partners Hill is led by Timothy Hill, Simon Swain and Domenic Mesiti. Previous projects by the practice include a wooden pavilion for skincare brand Aesop – the structure was specially created for a Tasmanian music festival and was shrouded by shrubbery.

Photography is by Shantanu Starick.

Project credits:

Architecture, interior design and landscaping: Partners Hill Cladding fabricator: Ampelite

The post Longhouse by Partners Hill spans 110 metres across Australian bushland appeared first on Dezeen.