Marginalization and its impact on belonging – a Black History Month reflection

Black History Month celebrates the rich cultural heritage, triumphs and adversities that are an indelible part of our country’s history. Another indelible part of our history, present and future, is marginalization. I am moved to explore it this month as part of my Black History Month reflection.?

I recently saw the film Origin, based on the book Caste: The Origins of Our Discontents by Isabel Wilkerson about how America, today and throughout its history, has been shaped by a hidden caste system, a rigid hierarchy of human rankings. It’s a confronting piece of research where Wilkerson links the caste systems of America, India, and Nazi Germany (she documents how the Nazis studied the racial systems in America to plan their out-cast of the Jews).

Wilkerson finds many common threads in the marginalization faced historically by these groups, including but certainly not limited to:

• Being defined by birth/heredity rather than individual qualities. African Americans by skin color/ancestry, Jews by religion/ethnic background, and the lowest castes in India by birth into a caste considered “untouchable”.??
• Legalized discrimination and enforced segregation. From Jim Crow laws in America, to Nuremberg race laws against Jews in Germany, to long-standing social restrictions for the “untouchables” in India. Rules denied rights and access.
• Portrayals as the “other” – scapegoating based on group identity and inducing fear/suspicion among the wider public to justify mistreatment. Stereotyping as outsiders; not belonging within wider society despite generational presence.??
• Generational suffering and restrictive effects on freedoms, dignity, prosperity. Persistent dehumanization, peril and disadvantage.?
• Fear and trauma used as tools for subjugation by the dominant hierarchy. Brutality and subhuman treatment.

We are all part of this ‘system’ whether we realize it or not. As Wilkerson observes: “The cruel logic of caste requires that there be a bottom rung for those in the middle to measure themselves against.”

There is a hierarchy of human value and worth that elevates certain groups and denigrates others. Privileges and opportunities are systematically denied to those at the bottom. Discrimination shapes life outcomes and the system persists, generation after generation.

Wilkerson’s concept of a hidden caste system in America can also be applied to dynamics in the workplace, leadership, and careers.?

Some examples of how marginalization might play out are:

• Hiring and promotion practices may favor dominant caste members (white, able-bodied, male, etc.), leading to demographic disparities, especially at senior levels. Assumptions made about competence and leadership potential skew opportunities.
• Lack of mentorship and sponsorship impedes networking, visibility to key decision makers, advocacy, and insider knowledge that aids career advancement.?
• Exclusion from informal circles, social events, golf outings, etc. hinders relationship-building with influential colleagues. Casual workplace interactions may also reveal biases.
• Harassment, microaggressions, racist/sexist comments, gaslighting may force lower caste members to expend emotional/mental energy to survive the workplace culture.
• Lack of diversity in leadership can perpetuate systems of advantage/disadvantage. Leaders may be unaware or in denial about caste barriers within the organization.

As we can imagine, the collective impact can profoundly shape career trajectories and advancement potential, widening gaps in representation and influence. Addressing this hidden infrastructure could significantly improve equity.?

Corrective actions as part of a sustained effort to help mitigate marginalization and make inclusion and advancement opportunities equitable could include:

1. Conduct comprehensive diversity, equity and inclusion audits to uncover biases or barriers embedded in current systems and practices. Examine hiring, promotions, compensation, etc.
2. Establish employee resource groups that provide support, community, and advocacy for marginalized groups. Provide programming and leadership opportunities.
3. Formulate sponsorship/mentorship initiatives that actively create connections between those in non-dominant groups and senior leaders focused on advancing careers.?
4. Encourage both formal and informal interactions and networks that increase understanding between all employees. Model inclusive behavior from the top-down.??
5. Promote cultural competence and psychological safety within the organizational culture so issues can be raised without repercussions when incidents occur.?

There’s no easy fix here. Multiple interventions aimed at systems and culture change will be needed. I hope our shared humanity will propel us towards action.?