An honest conversation about diversity
Whilst many of my professional friends and colleagues have lamented the presidency of Donald Trump, the decision by the UK electorate to support BREXIT and the rise of nationalism in a number of countries, I am actually quite glad in some respects. Particularly around speech and expression.
The main reason for me is that for too long many individuals were tip-toeing around concerns they had on things like race, gender, religion, orientation. For too many, vernacular is super couched into not causing offence. Bold characters are reduced to milquetoast because they can't speak freely. These incidences opened up something which for many was lying underneath. People spoke out or supported the people who felt could speak out on their behalf.
Now I am not advocating any bigotry, let's be clear, but I do like it when people do speak their mind. I am of the school of thought that says "I disapprove of what you say, but I will defend to the death your right to say it" as written by Evelyn Beatrice Hall in The Friends of Voltaire.
As someone who has spoken at enough conference, lunch and learns, away days and seminars for businesses, I have seen quite a lot that really concerns me about organisations and their trumpeting of diversity initatives.
Let me lay a couple out for you.
Fear of getting things wrong.
In an honest conversation, a number of years back, with a Korean colleague, we were frank enough to admit that we could not tell the difference between ethnicities from our racial backgrounds. I couldn't tell the difference between, say Japanese, Chinese and Korean and he couldn't tell the difference between say African, Caribbean and their descendants in the Americas. We offered to school each other on some of the differences in terms of accent, general facial features and habits, but we were also frank enough to say that it was OK if we didn't know the difference. That actually knowing it wasn't going to be life changing or affirming for either of us.
I consider myself a very open person. That said I have no transgender friends and do not have clue as to react around things like shared toilets, pronouns, etc. Now before individuals say that I should just treat them like I do anyone else, it is important to note a couple of things. Firstly, my cultural background and upbringing views heterosexuality as a norm. (I have had to unlearn this over many years)There is a lot of unlearning to do here about these implicit biases. Secondly, part of my journey in challenging those hetero norms was in having conversations with gay and bisexual friends and colleagues about the way they see the world and the many challenges they face. Sadly many have reaffirmed those implicit biases by the way they have treated those who are transgender. Pride is not a reflection of the reality.
I raise this because way too often we focus on diversity and inclusion without people actually having conversations with those whose voices are not in the majority. Policy works it's way in before we master the art of listening.
All mouth and no trousers
For want of a better metaphor I have spoken at a number of women conferences. (I used to say female before a most enlightening conversation). A few of them have been with majority men panels.
Heck, I have chaired a number of women's events myself wondering where the female chair is. How the heck is this a reflection of diversity when men are still playing the major role? Whether on panels, chairing or the go-to solution, as sponsors and mentors for women to break the glass ceiling.
It is often way too easy to roll out the same trope of "pale, male and stale", but for me this does not move the conversation forward, it keeps it stuck. And conversations around diversity, inclusion, talent management and effective communication deserve to be more nuanced. Binary thinking is so limiting.
There is a fundamental shift needed in any organisation leadership, be it large or small, to explore where the talent lies and how to get it outside of those who just look like you or your close circle of friends and family.
The truth is we are going to get somethings wrong.
Hey, I almost titled the last section all fur coat and no knickers. On reflection, the impact of the last metaphor is a bit more demeaning than the one I used. It is being big and bad and bold enough to deal with things that others may see as wrong and trying to understand it without losing your shit.
Honest open dialogue
In the workplace, before I stepped out on my own, I have seen a lot of demeaning language in action. As a speaker, storyteller and communications coach I believe it is important to think about the words we use, as they can have a massive impact.
If you mess up, part and parcel of any progressive culture is about being able to fess up and challenge that. To not only be willing to be corrected on terms that can be deemed offensive but also to ensure that those slighted are giving tools to be able to not see all incidents as something malicious and worthy of dismissal.
That is a tough balancing act. Take it from someone who once sat in a meeting where one of my favourite directors used the term "trying to find a nigger in a wood pile". Lots of blushing an explanation later that regardless of background, it is important to be aware of the staff you work with and the words you use.
Whether it is the right pronouns. Understanding that different cultural hairstyles don't amount to one being unprofessional. Knowing that banter you here on TV the night before may not be as relevant back in the office on the factory floor, or whatever.
It is all about good communication.
I personally think that diversity is a term that should be left in 2016. It is so layered and I have seen enough eye rolls, looks of fear and pure misunderstanding. Mainly because the ideology of diversity, equality and inclusion is through negative filters as opposed to equity, good talent management and creating a highly productive and engaged work force who are living in fear of saying the wrong thing.
Anyway, these are some thoughts of mine for now.
I have a bit more to say on this and how it plays out in the work place. Would love to hear your thoughts? Respectfully yours.
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Semi Retired Systems Integrator. Mr Fixit. IT Consultant, Problem Solver and Troubleshooter
7 年Firstly, heterosexuality is a norm. What is there to unlearn? and how do you actually unlearn a fact? That is why you don't have any transgender friends they are few and far between unless you go to certain places where they congregate. You don't go duck hunting in Harrods. Most people do respect others enough to be careful what they say and do. The issue isn't with them on diversity it is with those who demand special privileges because they are diverse with punishments under the excuse of white privileged for people that have done no wrong. Demands for every white person to pay compensation because of things that happened hundreds of years ago. That may be acceptable to our namby pamby politicians who see a few votes in it and don't pay it anyway but not to everyone else. In my view equality means equality, we are all treated the same, as I do regardless of white, black, queer or blue with white spots. However, there is alway some that will be bigoted, they are in a minority too. Best just to make fun of them and ignore them.
I help leaders across the globe | FCCT FRSA | Senior Leader | Educational Consultant (EdTech/Science) | Coach | Trustee | International Public Speaker | Author | #WomenEdTech
7 年Spot on, David.
Implementation Manager at the WorkTech Group - which includes Shopworks, fastP.A.Y.E and SolvedBy.Ai
7 年absolutely brilliant article :) Hats off to you sir.
Freelance Consultant, Coach, Trainer and Researcher, The Centre for Race, Education and Decoloniality
7 年Yes. Yes. And yes.