Is representation enough?

We have to admit that representation has become a big feature in diversity, equity, and inclusion, as well as contemporary anti-racism programming.

But how do we ensure that representation is not a trap?

Consider this scenario: If an Indian man were to become Prime Minister, would this automatically result in the issues faced by Indians being heard? Would it signify a win for anti-racism?

The patriarchal system has ruled the world and is at the helm of all social structures.

Because of this, the need for representation of women and other historically excluded groups is more urgent than ever before. Adding different perspectives to decision-making or the economic security needed by those who are not white, male, or cis-gendered is imperative.?

So, representation in diversity, equity, and inclusion programs as well as anti-racism advocacy are designed to ensure that the views and presence of those historically marginalised, are represented.

Who can argue with that?

Except when the system is already unjust, and we have situations of unbalanced representation, the hand-picked individuals into spaces or sitting on tables or boards where justice work is required, yet those representing don’t have the skill, the gumption, or are simply not interested in working to dismantle systems of oppression, then I find representation from this construct, a problem, not a solution.?

We have seen representation hired in the public service and other not-for-profit organisations specific to combating racism in the workplace, and much-needed representation has not materialised in any wins, but the diversity is there.

I believe that often these hand-picked hires and the individual in question care more about their own career development, advancement, and accolades, than doing the anti-racism work required.?

Therefore, handpicking individuals because they don’t rock the boat for the sake of representation fails to do the justice work needed. As a result, the inclusive society we aspire to lacks accountability, which is a detriment to the people that it is meant to represent.

This is because being represented isn’t the same as power being shared or a win for anti-racist culture. So, representation can be an illusion, not progress.

Nothing will ever change if we continue to handpick individuals who don’t have the right skills or experience needed for the kinds of changes needed, so the same problems will continue to exist despite the representation.

How can we make representation more useful and helpful?

Let me illustrate with this example:

As an organisation, you want to make a difference.

You want to lead an anti-racism agenda and become a leader in doing something tangible about racism in your industry.

Instead of just employing people for representation, do this instead.

Engage the right personnel who understand the problem and can guide your company into anti-racism. Embracing these actions will greatly support the majority of your employees affected by racism, ultimately strengthening your company's impact and success.

Be discerning about the visual representation of diversity, as it may conceal toxic cultural aspects and unsafe work environments. Appointing someone from a marginalised community doesn't mean the organisation is equitable or inclusive.

It is best to look at who is employed at the management level and can have a say in the decisions of the organisation that directly affect its people. Not forgetting to dive into the data on how they recruit. How transparent is it? And whether marginalised employees represent at the top with evidence of retention and any staff turnovers. In other words, who is not staying but leaving the organisation?

Does representation matter? And if so, what are its limitations? How did representation politics become a feature in anti-racist work? Should we do away with representation altogether and engage the right personnel who understand the problem we are trying to solve with conviction?

Let's discuss.

Author of this article:

Gloria Tabi's family consists of white and Black ancestry by marriage, which gives her a broad understanding and lived-experience of both sides of the spectrum. She brings well-grounded knowledge and experience of the impacts presented by race and gender identities.

Gloria is a High Degree Researcher specialising in Social Analysis on Race, Racism, Inequalities, Anti-Racism and Gender within Humanities, Communications and Arts at Western Sydney University.

Gloria is the author of Inclusive Teams & Workplaces: Everyone Wins!! She wrote this book to help leaders become aware of the unique racial barriers faced by some of their staff and how to fix it.

Gloria established EVERYDAY INCLUSION to work with leaders to achieve Diversity, Equity, and Inclusivity for their workplace.

Gloria is also Co-founder of VoiceEverydayRacism which gives a platform for those on the receiving end of workplace exclusion to voice these issues for leaders to learn about.

Gloria is passionate about helping businesses reach inclusivity by supporting people and future-proofing their businesses.

Gloria curates these articles to generate discussions about how to be strategic with your workplace DEI efforts and achieve Anti-racism. They are?FREE to subscribe.?Visit her website to learn more about services that can be tailored to your specific needs, or book a FREE 30-minute consultation call to see how Gloria can help you elevate your workplace diversity, equity, inclusion, and Anti-racism efforts.

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Gloria's?utmost and real desire is to see your business succeed in inclusivity. That comes before anything else, and that’s her promise to you.

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