Authenticity for some...

Let's have a candid conversation about our workplaces, shall we?

Starting with authenticity - in 2023, it was the word of the year but let's cut through the fluff. Many of the folks I talk to are downright terrified of embracing their true selves because they believe there's a heavy price attached to it. And you know what? Recently, more often than not, they're right.

On a personal level, this is deeply personal. I'm Palestinian, and in the last four months, I've endured immense loss and the painful denial of my own experiences. These scars run deep, and the sense of exclusion is painfully real, not some imaginary concept.

But here's the blunt reality - demanding that people suppress their feelings and trauma is dehumanizing. Expecting employees to check their emotions at the office door? well, it is the antithesis of progressiveness.

I've been in the trenches, working with companies to make their cultures more inclusive, and what I've witnessed is staggering. It's like we're leading two separate lives. On one side, we see the world falling apart before our eyes, with tens of thousands of Palestinians, mostly women and children in Gaza, losing their lives, their homes, their livelihoods - a chilling reminder of the indifference we face daily. Yet, in countless offices, it's business as usual, with a silence so thick you could cut it with a knife. How can we, in good conscience, pretend that the world's turmoil doesn't affect us on a profound level?

This disconnect is deeply troubling. Ironically, while we champion diversity, we often push people to conform, asking them to be 'less' of who they are - 'less' Palestinian, 'less' black, 'less' brown, 'less' Muslim, 'less' Jewish, 'less' woman - the list goes on. In essence, we're demanding everyone to fit into the mold of the dominant few, and it's high time we address this uncomfortable truth.

Silencing hurts us all...

Silencing has become the norm, and I've seen it firsthand. In boardrooms and break rooms, raising your voice about your pain and trauma often leads to cold stares or even worse, being next on the chopping block. This silence, disguised as professionalism, is a betrayal of our shared humanity, leaving deep, unspoken scars among those carrying the weight of these traumas day in, day out.

Political correctness is eroding culture...

When political correctness turns into a muzzle, in our attempt to not step on toes, we've muzzled the voices that need to be heard the most. I'm all for being respectful, but let's not confuse respect with suppression. True growth, innovation, and connection arise from the messy, uncomfortable process of sharing diverse perspectives. Starving our workplaces of this nourishment results in an artificial, disconnected environment that fails to foster genuine connections.

The disenfranchisement of a significant portion of employees has a detrimental impact on productivity, engagement, and ultimately, your bottom line - you don't need a calculator to figure that out.

Empathetic Leadership...

Empathetic leadership has never been more critical. Authentic empathy isn't just about understanding or sharing feelings; it's about taking tangible actions and creating a culture where employees' voices are heard and valued. Yes, easier said than done, but organizations should prioritize helping their leaders become truly inclusive and empathetic instead of making DEI, a box-checking exercise.

A Necessary Paradigm Shift: The Trauma-Informed Approach

To tackle these issues head-on, organizations must adopt a trauma-informed approach. It prioritizes safety, trustworthiness, and empathy when interacting with those who've experienced trauma. Recognizing the far-reaching effects of trauma, it aims to create environments where those affected feel safe, respected, and empowered.

A Path for Organizations: Nurturing Inclusivity and Celebrating Diverse Voices

Organizations need to create a safe and welcoming environment where every voice isn't just accepted but truly celebrated. This goes far beyond just checking diversity, equity, and inclusion boxes. Whether we like it or not, opposing viewpoints exist in every workplace, organizations should actively reach out to and attentively hear from a diverse array of perspectives.

Starting with the following suggestions can provide your employees with the much-needed support to engage at work.

Authentic Empathy: Employers must prioritize genuine empathy, creating safe spaces for employees to express their emotions and concerns without fear of judgment.

Education: Offering resources and information about trauma, mental health, and support services empowers employees to seek help when needed.

Open Dialogue: Encouraging respectful conversations within the workplace bridges the divide between differing viewpoints, fostering understanding and collaboration. It is critical that you foster an environment where that welcomes opposing views, and allows people to express their feelings openly without fear of retaliation.

Mental Health Support: Accessible mental health resources and support should be readily available, enabling employees to seek assistance when grappling with the emotional toll of current events.

Cultural Sensitivity: In certain instances, well-intentioned employers may inadvertently offer employee support without considering cultural sensitivities. Numerous stories highlight instances where such support falls short of addressing crucial aspects related to cultural identity, ultimately resulting in demoralization. Taking cultural sensitivity into account should be nonnegotiable and an important consideration.

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