How do we unlearn racist and bias behavior?
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The first and toughest hurdle to overcome along the journey of diversity, equity and inclusion is acknowledging that we all have conscious and unconscious biases. The line between racist and bias is dangerously unclear and relative. Either way, they are both learned. Which means they can be unlearned. Bias is not always harmful or detrimental, whereas racism always is. So, how do we begin to unlearn?
PAINFUL INTROSPECTION: It takes painful introspection, uncomfortable listening, and new actions or behaviors to understand one’s own flaws and obtuseness. Yep, it’s gonna hurt. You will feel shame and guilt, which will spark the desire to divert, deflect and deny reality. Most times we live in sincere denial of our warped perspectives; hence the term, unconscious bias. Just because there is a lack of awareness and intention, does not mean our unconscious bias is not harmful.
It took me years of internal work to understand and acknowledge that in the past, I had sexist tendencies (unconscious and intentional). I denied it to myself for the longest time, because denying it meant I didn’t have to admit, let alone accept that I had been wrong and ignorant the whole time.
Nobody likes that kind of guilt or shame trip. Shedding those layers of shame and guilt gave me clarity, wisdom and more confidence. It enabled me to become a better leader, friend, sibling; better human being. This heightened level of consciousness that we are all bias opens the door to true dialogue, learning, growth and change.
EQUITY: We have already been practicing diversity for a long time now in the workplace. Diversity has always been there, even through segregation. America is made up of diverse cultures. Leveraging the concept of diversity to open doors to more encompassing work environments has been helpful, but it’s not enough. We then added the concept of inclusion. Great! It’s still not enough. It is time to make EQUITY a standard and not a privilege. Equity means that not only is everybody invited to the table, it also means everybody is allowed to eat the same food. Further more, it means that your food is served on the same plate of opportunity as everybody else. Maybe most importantly, it means that you have a say on what’s on the menu, how it’s served and the overal design of the dining event… oh, let’s not forget that you get to smoke the cigars and drink the expensive cognac after dinner in the study with the good old boys. THAT is equity and it’s powerful.
Through understanding, we can aspire to truly achieve the objective of EQUITY and have all voices represented and heard. For example: The Supreme Court should have a mandatory representation of diversity: black, native Indian, women, gay/transgender and so forth. That would change a lot right there.
GETTING DIRTY: In our personal lives, it is entirely your call or non-call. In regards to thew work place, an element of blame or responsibility can be shifted to leadership. Why? Because… despite the need for corporate programs and the help the provide, but only if they allow for mud and grime, you know, those courageous conversations we avoid and that leadership sweeps under the rug. If you have a “woke” President or CEO, then there is hope. Otherwise, it’s a question of, “Oh Please!” Checking a box serves no purpose, and will waste your business $$$$. Diversity programs must enable and incite getting dirty, raw, blatantly honest, uncomfortable and disruptive. It will mean elevated levels of listening and empathy. It will mean killing your ego at the door, redesigning policy, and implementing new strategies.
ACCOUNTABILITY: The next level in the unlearning equation is… claiming ownership and becoming responsible and accountable for our mindsets, choices and actions. Though company culture is a team sport, each team has a coach or manager. There are also individuals on a team that can propel or hold back a championship run. The higher up the corporate food chain you are, the more impact you have on the mindsets, behaviors and choices of your employees; the culture and the brand.
OPTIMISM: I believe we have reached a very painful, yet hopeful time in American history. All players must board the anti-racist (sexist/homophobe) battle ship. Together, we must fight for victory and claim the bounty, TOGETHER. A pirate once said, “ You’re either was us, or against us.” - Savvy.
LEARNING: Most journeys of success require training or coaching. As individual, ask questions to disenfranchised groups. Listen to understand. Put yourself in their shoes… and believe their reality. Imposing your reality defeats the purpose and prevents learning.
Regarding leadership and culture, it’s about training the team. Explore my Diversity Equity and Inclusion Keynote and Training. It’s called ULTIMATE SYNERGY.
“Change is hard at the beginning. Messy in the middle. Gorgeous at the end.” - Robin Sharma.
WE’VE GOT THIS!
Sincerely,
Vital Germaine
7-time author
Artist
Inspirationalist
