The Controversial seat in the table

This has been a long-standing issue that highlights the importance of inclusion, diversity, and representation. However, it doesn't only affect marginalized groups, even typical employees

This systemic issue has been historically significant and did not end with Martin Luther King Jr.'s March on Washington; it merely subsided. The problem will not be eradicated because it is human nature to prefer those who are similar to oneself, which can lead to the exclusion of those who are different. These deeply ingrained beliefs are difficult to change and continue to marginalize individuals and certain groups.

It is important to continue implementing policies and practices that promote inclusivity at all levels. This includes enhancing hiring practices and developing leadership programs for underrepresented groups to access opportunities and resources. Many on social media continue to voice their support for this initiative, and it is crucial that this momentum persists, as we do not want underrepresented groups to be left behind. We aim to navigate challenges and build confidence for others; it is a moral obligation for each of us living in this country to help one another and ensure that no one is left feeling defeated.

Some countries' prosperity can be attributed to how their cultural beliefs and moral obligations are upheld at all times. This contributes not only to financial progress but also to moral advancement. One notable country that has made significant progress in promoting moral obligations among its citizens is Finland. It ranks high in global happiness and well-being indexes, largely due to its strong social welfare system, emphasis on education, and commitment to equality and inclusivity.

In contrast, Singapore is highly regarded for its low level of corruption and strong governance. According to Transparency International's Corruption Perceptions Index, it is the least corrupt country in the Asia-Pacific region and the third least corrupt in the world. This reflects Singapore's commitment to maintaining high ethical standards and ensuring accountability in both the public and private sectors.

The term is often used in discussions about inclusion, diversity, and representation. It refers to situations where certain groups or individuals are excluded from critical decision-making processes or discussions directly impacting them. This exclusion can occur in various contexts, such as the workplace, politics, or social settings.

Representation is important, and it is essential to ensure that diverse voices are heard and included in decision-making processes. This is vital for creating equitable and inclusive environments. Over the years, we have seen many expressions of concern on social media regarding unfair practices.

The DEI has improved and is starting to thrive, but this success could be undermined if the environment attracts individuals with personal issues regarding inequality. Societal attitudes and cultural biases can reinforce inequality, stereotypes, prejudice, and discrimination, contribute to the marginalization of certain groups, and hinder efforts to create a more equitable society.

Cultural biases are an inherent part of human nature. Everyone views the world through the lens of their own experiences, cultural background, and upbringing, which can influence their perceptions, beliefs, and behaviors. This tendency to interpret and judge phenomena by the standards inherent to one's culture can lead to misunderstandings a nd misrepresentations when interacting with people from different cultural backgrounds.

The phenomenon known as in-group bias refers to the tendency of people, including Caucasians, to prefer their group. This behavior is a common aspect of human nature and is not limited to any single group; it is observed across various ethnicities, cultures, and social groups.

People generally favor those similar to them in terms of race, ethnicity, or social affiliation. This preference can foster a sense of belonging and identity. According to this theory, individuals derive part of their self-concept from their membership in social groups, which can lead to positive feelings toward their group and, at times, negative feelings toward out-groups.

Cultural norms and socialization processes often reinforce in-group favoritism, teaching individuals to prefer those who share similarities. As a result, people with similar cultural backgrounds or experiences frequently feel a stronger connection and understanding of each other.

Many individuals with this mentality often feel threatened, leading them to protect their territory by surrounding themselves with their group. Breaking this cycle is challenging because leaders prioritize their power over following rules. When someone in the workplace influences to affect decisions, they may ignore or even break the rules, as their power positions them above them. This has always been the case, explaining why many employee disputes escalate to lawsuits. Such mentalities are prevalent among leaders in the workplace.

Terminations often do not end equitably and typically lead to a strained relationship, with employees feeling compelled to leave due to a lack of common ground. This situation is becoming more frequent in various workplaces and is closely related to the concept of having a seat at the table.

Policy and legislation can be helpful, but they can undermine the system without proper promotion. Addressing systemic inequality requires a collective effort, like that of a village. However, if even one person in that village works against it, the result is a domino effect of construction and destruction. Stability ultimately depends on those in power, as their influence affects the entire populace.

Tokenism refers to inviting individuals to participate in discussions or decision-making processes solely to meet diversity quotas without genuinely valuing their contributions. This can lead to their voices being ignored or sidelined. As a result, inclusion often becomes a performative act rather than a means of fostering meaningful engagement and participation.

The lack of confidence or self-doubt experienced by individuals from marginalized groups often leads to feelings of imposter syndrome. The individuals themselves do not develop this phenomenon; rather, it stems from the influence of people in their surroundings, whether in work or personal settings. This psychological pattern has adverse effects on those who are frequently silenced or marginalized.

The impact on mental health is significant as prolonged feelings of inadequacy and self-doubt can contribute to depression. Overall, emotional well-being can be negatively affected.

Consider this scenario of a holiday invitation I once experienced when my parents were still alive. Inviting the same people can be comfortable, but it can also be boring. Bringing in someone new can create excitement, as you get to hear different perspectives. This is also true in a professional setting; having the same people at the table fosters familiarity and streamlines decision-making processes. However, including a diverse range of voices enhances creativity and innovation.

Inviting the same people to the table consistently can lead to stagnation and a lack of new ideas. Limited viewpoints may result in decisions that do not fully consider all relevant factors or the needs of diverse stakeholders. Additionally, homogeneous groups may perpetuate biases and miss opportunities for improvement.

An inclusive invitation must assess the current composition of the decision-making group and identify any gaps in representation. It is important to make a conscious effort to invite individuals from diverse backgrounds. Create a safe space where all voices feel comfortable and encouraged to share their perspectives. Actively listen to ensure everyone has the opportunity to speak, and that their contributions are valued and considered.

The seat at the table can be achieved through constant resilience, even when facing challenges and setbacks.