Learning from History: Modern Workplace Discrimination 80 Years After Auschwitz

On January 27, 1945, Auschwitz, a symbol of humanity's darkest capacity for cruelty, was liberated.

This day stands as a solemn reminder of the horrors that can arise when prejudice, hatred, and dehumanisation go unchecked.

As we reflect 80 years later, we must ask ourselves: How have we changed how we relate to one another?

Have we truly learned from past errors or invented new ways to discriminate, exclude, and harm each other?

Have We Invented New Vices?

While society has progressed in some areas, new forms of division and subtle dehumanisation persist, especially in workplaces. Often, they are cloaked in modern vices that may not be as overt as past atrocities but still undermine human dignity.

These vices include:

1. Microaggressions

Subtle, often unintentional, actions or remarks that demean someone's identity.

Examples include dismissing someone's ideas because of their accent or making assumptions based on gender or ethnicity.

- Impact: These behaviours may seem minor but cumulatively erode trust, morale, and self-esteem.

2. Unconscious Bias

Decisions and judgments are influenced by stereotypes or preconceived notions that people may not even be aware they hold.

- Impact: Bias affects hiring, promotions, and opportunities, perpetuating inequality and resentment in the workplace.

3. Workplace Bullying

Repeated, harmful actions such as humiliation, intimidation, or exclusion aimed at an individual.

- Impact: This creates toxic environments, leading to mental health issues and reduced productivity.?

4. Systemic Inequality

Institutional policies or practices that disproportionately disadvantage certain groups.

- Impact: Unequal pay, lack of representation, and limited growth opportunities fuel dissatisfaction and distrust.

5. Tokenism

The practice of making a superficial effort to be inclusive, such as hiring or promoting a small number of people from underrepresented groups, to give the appearance of equality without addressing systemic barriers.?

- Impact: Individuals may feel undervalued, isolated, and unsupported, as their inclusion often lacks genuine opportunities for growth or contribution.??

6. ?Digital Exclusion?

Discrimination or marginalisation based on an individual's technological proficiency or access to digital resources.

This is particularly relevant in modern workplaces that rely heavily on digital tools and systems.?

- Impact: Employees lacking access or skills may face barriers to participation, career progression, and full integration into workplace activities.??

7. Cultural Insensitivity

A lack of awareness, respect, or accommodation for diverse cultural backgrounds, beliefs, or practices. This often leads to misunderstandings, exclusion, and undervaluation of certain employees.?

- Impact: A culturally insensitive workplace creates an environment where employees feel unseen and unsupported, ultimately affecting morale and engagement.??

8. Ageism?

Discrimination based on age that affects both younger and older employees.

Younger professionals may be deemed inexperienced, while older individuals may be viewed as less adaptable or nearing the end of their careers.?

- Impact: Ageism limits opportunities for growth, undermines confidence and perpetuates stereotypes that hinder inclusivity.?

9. Ableism

Prejudice against individuals with disabilities is often reflected in inaccessible work environments, biased hiring practices, or assumptions about their capabilities.?

- Impact: Ableism marginalises talented individuals, reducing their opportunities and creating an inequitable work culture that overlooks the value of diverse abilities.??

10. Emotional Disconnection

Failing to empathise with colleagues, focusing solely on outcomes rather than people.

- Impact: This diminishes morale and creates an environment where individuals feel undervalued and unseen.

Our Collective Responsibility

As individuals and as a society, we are responsible for ensuring that history's lessons are not just remembered but actively applied.

The key is cultivating a culture that honours the humanity of every individual, regardless of their background.

To do so:

1.???? Reflect on Biases: Acknowledge personal and systemic biases and commit to challenging them.

2.???? Foster Inclusion: Ensure every voice is heard, respected, and valued, particularly those from historically marginalised groups.

3.???? Practice Empathy: Make an effort to understand others’ experiences and perspectives.

4. Commit to Growth: Invest in developing skills that promote better relationships, such as emotional intelligence.

The Role of Emotional Intelligence in Overcoming Workplace Vices

Emotional Intelligence (EI) is the ability to recognise, understand, and manage one’s emotions while empathising with others.

It serves as a powerful antidote to the vices that plague workplaces today.

1. Combatting Microaggressions with Empathy

- EI Skill: Empathy helps individuals become more aware of how their words and actions impact others.

- Application: Before speaking or acting, consider how someone from a different background might perceive your behaviour.

2. Overcoming Bias with Self-Awareness

- EI Skill: Self-awareness allows individuals to identify and challenge their own unconscious biases.

- Application: Regularly reflect on your decisions to ensure they are fair and equitable.

3. Addressing Workplace Bullying with Emotional Regulation

- EI Skill: Emotional regulation helps leaders and employees manage frustration and conflict without resorting to harmful behaviours.

- Application: Practice de-escalation techniques to handle workplace disagreements constructively.

4. Promoting Inclusion Through Social Skills

- EI Skill: Strong interpersonal skills enable individuals to create an inclusive and collaborative work environment.

- Application: Facilitate open dialogue where all team members feel comfortable sharing their perspectives.

5. Dismantling Inequality with Motivation

- EI Skill: Motivation drives leaders to champion diversity, equity, and inclusion initiatives.

- Application: Advocate for systemic changes that promote equal opportunities for everyone.

6. Building Connection Through Empathy

- EI Skill: Empathy fosters genuine relationships by acknowledging and valuing others’ emotions.

- Application: Take time to listen actively to colleagues, validating their experiences and offering support when needed.

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Treat Others as They Want to Be Treated

While the "Golden Rule" teaches us to treat others as we want to be treated, the "Platinum Rule" goes further: Treat others as they want to be treated.

This requires understanding and honouring individual needs, values, and preferences.

Emotional intelligence enables us to bridge the gap between our intentions and others’ expectations, fostering relationships built on respect and understanding.

As we remember the liberation of Auschwitz, let us recommit to a world where dehumanisation has no place.

The journey begins with each of us—challenging vices, fostering empathy, and creating environments where everyone can thrive.

The workplace is a microcosm of society, and by cultivating emotional intelligence and practising inclusivity, we can build a culture of respect, dignity, and shared humanity.

The question is not just whether we've learned from history but whether we have the courage to create a different future.

Every interaction, decision, moment of silence, or statement of opinion shapes the world we create.

Let us honour the memory of those lost by ensuring that "never again" applies not just to the most extreme forms of hatred but to all forms of dehumanisation.

Our workplaces, where we spend much of our lives, are the perfect place to start this transformation.

What kind of legacy will you leave for the generations to come? Let’s ensure it is one we can be proud of.

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