Empowering Organisations with Genuine Connections in the Workplace - An Intersectional Analysis for a Lasting Impact
With this article, my aim is to provoke thought rather than provide definitive answers. I believe that the true journey towards empowering organisations - and the wider community - to uphold a Work-Life promise for their employees has only just begun.
Life Journey in a 'Liquid Workplace'?
Life is a brief yet profound journey.
A significant portion of this journey unfolds within our workplaces, which often serve as microcosms reflecting the wider world's intricate dynamics. Amidst the perpetual motion of routines, processes, and expectations, we are left to ponder - are we allocating our precious time to managing these or are we utilising these precious moments to foster genuine progress, connections, understanding, and support one another? Why are division and competition favoured over - and quite often at the expense of - collaboration? Why is a substantial increase in short-term projects resulting in decreased commitment delivering fleeting results?
Navigating the Job Market with Unique Intersectional Requirements
As I navigate the job market with my unique intersectional requirements, I realise the weight of societal norms and expectations often proves challenging. It feels as though the structures we operate within, whether in our jobs or society at large, are not built to accommodate those who fall outside the conventional inclusion categories. The roles that pique my interest often appear dominated by certain strict expectations, rigid boundaries, and groups, creating a stark imbalance. It seems as though industries, perhaps unknowingly, have erected barriers that discourage or exclude people with intersectional identities. This analysis wishes to go well away and beyond the current and - as often portrayed on social media as tribal - conflictual language used by some 'representatives of basic components of diversity and inclusion'.
Real-Life Examples of Intersectional Requirements
Let's delve deeper into the matter by illustrating with some real-life examples of intersectional requirements:
Consider Jane, a skilled programmer on the autism spectrum. She finds the open office layout overwhelming. However, her concerns are often dismissed as her being 'difficult' or 'overly sensitive.' This situation only serves to question - how can we rectify this and foster an environment that truly accepts neurodiversity?
Reflect on the struggles of working parents like John, a dedicated project manager and a single father. His professional commitments often clash with his responsibilities towards his children. When he tries to address these issues, he's met with comments like "everyone has personal responsibilities." Doesn't this demonstrate a need for more empathetic and flexible workplaces that truly understand and support individuals like John?
Let's think of Amira, a colleague from a diverse cultural background. Despite her skills, she struggles with subtle language cues and customs. When she voices these challenges, her concerns are often dismissed with "you'll get used to it." How can we cultivate a more culturally sensitive environment to respect such cultural differences?
Consider the case of Alex, a dedicated salesperson and a single father. Alex's role requires him to be flexible yet 'on call' 24/7. This work model presents a unique set of challenges. While the flexible hours might initially seem compatible with his family responsibilities, the reality soon unfolds to be quite different. The unpredictability of his schedule, coupled with the expectation to be constantly available, begins to take a toll on both his personal life and professional performance. Despite his best efforts to juggle his responsibilities, the demanding nature of the job makes it increasingly difficult for Alex to maintain his work-life balance, eventually questioning the sustainability of his role in the long term.
The Intersectionality of Experiences
Imagine when these experiences may intersect or even converge in a single individual. Imagine when no support or adaptations are offered and the impact on results, customers, individuals, their families, and the overall society.
The Impact of Economic Constraints
Meanwhile, economic constraints often add another layer of complexity to the issue. The cost of living significantly impacts our freedom to make choices. Some interesting and highly skilled jobs, despite their demands, are underpaid, limiting the options for many talented individuals and thereby indirectly contributing to the homogeneity of certain sectors.
Flexible Contracts: A Double-Edged Sword
Should we add to the mix the rise of flexible contracts with short notice periods and minimum guarantees as another challenge? While they offer organisations the flexibility to adapt quickly to changing needs, they can potentially undermine commitment to inclusion. The relative ease of replacing individuals on short-term contracts may inadvertently disincentivise organisations from investing in DEI initiatives, creating an environment that isn't truly inclusive.
Societal Repercussions of 'Liquid' Relationships
These issues are not confined to the workplace but echo through the broader fabric of our society. The prevalence of liquid employment relationships reflects a broader societal trend towards 'liquid' relationships - fleeting, transient, and easily replaceable. This societal shift has significant repercussions on the well-being and mental health of children. The lack of stable, long-lasting relationships in their immediate environment can negatively impact their resilience and perception of relationships.
The Issue of Unintentional Gaslighting
Furthermore, unintentional gaslighting in the workplace and in society, albeit subtle, can create an environment rife with misunderstanding and exclusion. How can we promote understanding, empathy, and flexibility in our daily interactions? In our collective pursuit of Diversity, Equity, and Inclusion (DEI), it's vital to confront the often-overlooked issue of unintentional gaslighting, particularly within the realm of intersectionality. Rigid work practices and expectations further exacerbate this issue. Yet, despite these challenges, we must ask ourselves: How can we foster understanding, empathy, and flexibility in our daily interactions?
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Moving Towards a Holistic Work-Life Integration Approach
By shedding light on these issues, we hope to drive a shift from traditional, one-size-fits-all DEI initiatives towards a more holistic Work-Life Integration approach. This involves recognising and respecting the unique circumstances of every individual, thereby fostering a culture of empathy and understanding.
Moving Beyond Material Transactions
Life is more than just material transactions. It's about the impact of our words and actions and the connections we form that define our journey. Our fleeting moments present opportunities to create positive change, to understand and support one another better, and to challenge the status quo.
As we navigate these intricate webs of personal decisions and systemic constraints, we hope to find industries and organisations that value true inclusivity and equity. They should not just pay lip service to diversity but actively work towards dismantling barriers and biases and creating an environment where everyone, regardless of their intersectional identities, has an opportunity to thrive.
Getting a job isn't the be-all and end-all; thriving in it, having a sense of belonging, and feeling valued is just as important. Yet, it often seems as if the current culture and work arrangements cater more to a different demographic that with a superficial look I am meant to represent, and I don't? Is it for everyone a question of choice? But then, societal expectations and stereotypes greatly influence these choices and how we are chosen. Shouldn't I have the freedom to follow my interests and talents, without the constant pressure to conform to the 'norm'? Is is a luxury?
Here lies a complex web of personal decisions intertwined with systemic constraints. It's high time organisations transcend beyond paying lip service to diversity and inclusion. They should actively work towards dismantling barriers and biases, creating an environment where everyone, irrespective of their intersectional identities, has an opportunity to thrive.
Fostering Inter-Organizational Dialogue for Inclusive Work-Life Environments
It is crucial for organisations to engage in open and meaningful dialogue across diverse experiences of employees. This includes fostering collaboration and communication between various stakeholders, such as charities and corporations, local authorities and central governments, and different organisations within a community.
By facilitating these conversations, we can create opportunities for knowledge sharing, exchange of best practices, and collective problem-solving. This collaboration can help bridge gaps in understanding, address systemic challenges, and promote inclusive policies and practices that benefit employees from all walks of life.
It is through these interconnected dialogues and partnerships that organisations can work together to build a more inclusive and supportive work-life ecosystem. By leveraging the strengths and resources of each stakeholder, we can collectively drive positive change and create an environment that truly honours the diverse experiences and needs of employees.
Let us foster these conversations and collaborations, enabling organisations to come together in pursuit of a shared vision: a future where work-life integration is not only promised but genuinely embraced and realised for the well-being and success of all.
Conclusions
In closing, I encourage readers to reflect on the complexities of creating inclusive and empowering work environments. Let us embrace the ongoing journey towards a better future, where organisations and communities come together to honour the Work-Life promise for all individuals. By challenging norms, dismantling barriers, and fostering genuine inclusivity, we can collectively strive towards a more equitable and fulfilling professional landscape.
In this shared journey, your thoughts, experiences, and suggestions are invaluable. How can we navigate this shared journey on the existential plane, fostering understanding and inclusion? How can we ensure our fleeting moments leave lasting, positive impacts? How can we work together to create a more inclusive and empathetic workspace where everyone feels truly valued?
Suggested reading:
Helping leaders deliver shared success
6 个月Strongly suggest watching this documentary to those who are interested about the subject:
I choose collaboration. The issue is often that people are too protective and think only their way is right sadly or that they will lose funding somehow which I totally get. I’m glad in some ways that I’m self funded as this keeps me purely focussed on what my clients need practically. It’s not about us. It should always be about them.
Helping People, Families, Organisations Use Conflict Creatively| #EffectiveCommunication | Training + Consultancy: #Mediation, #Conflict Coaching, #PsychologicalSafety, #WorkplaceBullying Resolution, #No-blame Approach
1 年Agree entirely with the article Sergio. Unfortunately in many workplaces there is a competitive viewpoint taken by many suggesting 'well why do they get taken into consideration when I don't' rather than 'how do we all support each other with these challenges and acknowledge that we can't know how hard it is for another but if they raise a concern we listen'.....but I'd see many single fathers having a response such as 'huh, now he knows what it's like for single mums so he should stop complaining' ....and similar comparisons in other intersectionalities where the basis is more about competing to be the biggest victim rather than acknowledging that ALL have challenges and none of us can understand another's challenges fully, so remaining open to hearing them is more important than comparing our interpretation of them to our own difficulties and considering that either 'ours is worse' or 'ours is just as bad' so we should all just keep the status quo and 'put up with it'. That way stagnation, in-fighting and resentment lie.