Category: Anti-Black Racism

Moving past diversity towards inclusion and racial equity

Organizations have had diversity, inclusion and equity departments for a better part of two decades. While much of the focus in our workplaces has been on the varying definitions of diversity, there has been inaction or very little action towards inclusion and equity. So how can organizations move towards inclusion and equity? We must look at the present state of diversity.

Diversity isn’t about the cultural theatrics of hosting a “Caribbean Day” or a “Filipino Day” at our workplaces or sporting events. Nor is it about “improving the numbers of traditionally underrepresented people in your workplace”. It does not provide benefits as Ely & Thomas mention in their Harvard Business Review article Getting Serious About Diversity: Enough Already with the Business Case. Furthermore, taking a “diversity and stir” approach while continuing business as usual will not spur leaps into your organizations’ financial performance or effectiveness. What matters is how an organization harnesses diversity and it’s willing to disrupt the power structure.

Sarah Mayorga, a professor of sociology at Brandeis University concluded that diversity was an ideology that enables whites to superficially commit to achieving racial justice. She states diversity dictates that intentions only really matter as opposed to outcomes and taking specific actions towards inclusion and equity. Diversity becomes about inclusion and tolerance yet not having the uncomfortable conversation of how one group is systemically privileged over another.

Mayorga mentions that diversity is a held as a commodity and pluralistic in that the latter tends to focus on representation rather than equity. There must be discussions on how equity relates to an organization’s values and culture. It is about naming oppression and racial harm, especially Anti-Black racism, in the first place rather than avoiding it.

What areas must leaders focus on?

Moving towards equity for organizations must have has multiple actions – class, building a cohesive culture, role-playing, expression, actively working against discrimination and subordination, and being open to different cultural communication styles.

Don’t be afraid to discuss social class

First, organizational leaders must talk about anti-racism and class simultaneously. The first point is obvious because it identifies the structural racism that exists and looks at ways to address it head on. The second characteristic is not so obvious to many because diversity tends to solely be focused on race, gender and ability.

In Ingram’s article The Forgotten Dimension of Diversity, “a person’s social class origins leave a cultural imprint that has a lasting effect, even if the individual gains money and status later in life”. Ingram states, for example, that those from lower-class origins are 32% less likely to become manager than those that come from higher origins.

There is a class disadvantage in management. Research has shown that representation from equity-seeking groups among their managerial peers produces more effective advocacy. Inherited privilege in the promotion process can therefore be a source of long-lasting inequities.

From an organizational perspective, while companies like Google, Facebook established employee resource groups to support employees from underrepresented groups but none mention social class.

Building a Cohesive Culture

Workers from lower social classes are more likely than those from higher ones, as Ingram posits, to “understand that their outcomes and responsibilities in the organization are interdependent with those of the people around them. Therefore, organizational culture can be strengthened by implementing strategies of social active inclusion. An example from Ingram’s article where one organization, Televerde, introduces employees to the organization through an intense socialization process. The process promotes values of caring for people, trust and courage to change, which resonates to those with social class origins.

Role-playing

Second, Ingram mentions role playing works to build organizational culture that support and integrate workers from lower social class origins. When those transitioning between classes, they can offer guidance to new employees from lower social classes and can make up the know-how deficit.

Expression

Third, leaders should be building trust where people can express themselves freely. This reminded me of a recent TEDx video from Jodi-Ann Burey where she states why you should not bring your authentic self to worth.

Near the end of the video, Burey stated:

Black people don’t need to be any more authentic. I will not be bringing my immigrant, disabled authentic self to work. Those of you with the power of position and the protection of your Whiteness and other societal privileges that are not earned to take that risk instead. Close the gap between what you say and how we are treated. We are told that we are to bring our whole authentic selves to the workplace.

Many publicly expressed their support for Black Lives Matter. They posted “blackout” images or posted books on Instagram promising to educate themselves on the oppression Black and other people of colour face on a regular basis, but not truly listening to their lived experiences or doing anything about it. Many fear that speaking truth to power would appear biased against whites. Instead Ruchika Tulshyan states to invite buy-in from Blacks and people of colour and listen with humility. All-white panels at conferences or in meetings to discuss racial equity is not the answer. Listen to those with the lived experiences then demonstrate how you’ve taken action.

Actively working against discrimination and subordination.

We need to confront the relationship between class and race when moving towards inclusion and equity. Leaders must learn how privilege and systems of oppression – racism, ableism, classism – operate in the wider culture. Educating themselves is on step towards transformational change. The other, as Ely and Thomas mention, is for leaders to use their personal experience to spur collective learning and systemic change. But those efforts stall. This “nervousness”that Susan T Gooden mentions in her book Race and Social Equity: A Nervousness in Government is what stifles progress.

As Gooden states in her book “it is the racial equity commitment of senior leadership that shapes and defines organizational culture, provided socialization to employees across the agency, and establishes clear norms and expectations of racial equity performance and accountability” (p 190-1).

Be open to a broad range of styles

We are aware of the stereotypes. The meek Asian woman who is told to speak up. A Black man who is told to smile more. A Latina woman who speaks with passion as someone who is too loud. Leaders who create trust and break down those barriers of discrimination, embraced the broad range of styles

Conclusion

Diversity must move past the business case and its pluralistic definition. Getting to equity is a long process with plenty of mistakes to be made throughout. These mistakes have been happening for the past two decades. There will be challenges from the status quo. Those who are the privileged, higher class few. In the end, organizations must innovate or they die. There are clear economic, psychological and societal benefits for organizations to become more equitable. The reckoning is here and the path to equity is surmountable, but only if leaders are willing to work to bring transformational and adaptive change towards equity.

2020 Year In Review. It was one of transition.

Every year, I would write a post reviewing what transpired over the year and plans to move forward. Last year it did not happen because of a major upheaval. This year, I decided to return to the long standing tradition.

This year it is a year of transition, while remaining consistent with others. The biggest accomplishment this year was the recommencement of graduate school in September to complete the Masters of Public Administration (MPA) program in Local Government at Western University. The last time I was in school was March 2016. Tragedy stuck where I lost my mother and took a lot of out of me emotionally. Now I return with greater confidence and purpose.

My research interests have slightly changed. I initially went into the program concentrating on regional transit governance. Those who have followed my blog, or those on social media, noticed my constant defense on the subject. I have been out of the transit profession for a while and the planning profession for three years and have been more focused on strategic and equitable leadership in local government. While governance remains a subject of interest from an organizational perspective, the majority of recent blog posts concentrated on racial and social equity.

This year’s international and national events surrounding addressing and eradicating racism after the deaths of innocent Black people with of Ahmaud Arbery, Breonna Taylor, George Floyd, and Regis Korchinski-Paquet was one factor. My post Enough is Enough from May highlighted my frustrations with systemic racism and my lived experiences navigating through White spaces in the professional world, and my own personal lived experiences from childhood to today.

Another factor was highlighted by the COVID pandemic that exacerbated the existing anti-Black racism and income gaps surrounding transit, public health and housing. Earlier this year, I contributed to an article to The Local Health Magazine where I spoke about my experience on the Jane 35, a Toronto transit bus route that traverses low-income neighbourhoods and where the hardest hit communities with COVID.

The plethora of Zoom webinars and meetings came with some positive results. One of them was meeting Carlton Eley, who provided me with some input on successfully maneuvering through the professional world focused on racial equity. I am forever grateful in him suggesting a book from Susan T Gooden titled Race and Social Equity: A Nervous Area of Government. I summarized the book in a post from the summer related to disrupting the status quo in the public sector. I will be incorporating some of her thoughts into my major research paper.

During this pandemic, I took up running as a form of physical activity in lieu of gyms being closed. As novice runner, it was more for exercise as well as visiting new neighbourhoods such as Oak Ridge and Birch Cliff in Scarborough and trails like the Finch West Hydro Corridor and the Beltline Trail.

But my social justice conscience went into high gear where I witnessed such disparities between the aforementioned Jane Street corridor and the Swansea neighbourhood as well as my experience seeing a makeshift encampment in Alexandra Park in Downtown Toronto. It was my last post on addressing the housing inequities in the City.

Finally, I started Urban Equity Consulting as a stop gap to find a way to work on contract developing solutions in strategic and technical urban planning and policy. But work has been scarce. It will be a placeholder to add racial and social equity to my practice once I complete graduate school and gain more experience in that area.

I predict the first half of 2021 will be more of the same, even with the discovery and distribution of vaccines among the general public. I will be graduating with a MPA degree in hand with a paper that hopes to carry me forward in my career, running a consistent 6:30 minute per kilometre pace, either continuing my practice with greater fervor or landing a full-time job – which the latter is preferred, and volunteering for causes with a strong racial equity focus.

I am looking forward to completing this transition in 2021 with greater purpose and success. Who’s ready to come for the ride? Drop me a note in the comments or follow me on my various social media channels.