 Learn what to say, do and avoid.
Introduction: In today's interconnected world, effectively discussing the impact of racism and racial injustice with colleagues and friends is crucial to ensure your organisation's efforts to promote diversity, equity and inclusion are perceived as authentic and meaningful to marginalised colleagues. The media continually highlights these issues, and social media often urges leaders to respond or act. However, it's essential to approach these conversations thoughtfully and sensitively. This guide is designed to provide key considerations and practical advice for communicating about these important topics, whether you're addressing a large audience or engaging in a one-on-one dialogue. When addressing racism and racial injustice, the method of communication plays a significant role in how the message is received. Here are some channels to consider: ✅ Organisation-wide emails: Crafting personal, swift and thoughtful emails that recognise and address the gravity of issue on employees and the community. This should ideally come from the top of the organisation, followed by other leaders disseminating it further to their teams. ✅ Manager check-ins: Managers should take the opportunity to check-in with their team members, providing support and creating a safe space for dialogue. ✅ Social media posts and statements: Publicly acknowledging racism and racial injustice issues through social media can demonstrate a commitment to justice and equality, but it's important to be genuine and informed. Do not do this without any other action as it can come across as performative. ✅ Informal colleague discussions: Sometimes, informal conversations among colleagues can be the most impactful, depending on your relationships and ability to create a brave space. ✅ Hosting spaces, virtually or in person: Offering a dedicated time and place for discussions can help people process their feelings and experiences in a supportive environment. This should be facilitated by someone who has a genuine experience and commitment to anti-racism and who is trained accordingly. ✅ Networks/ERGs hosting special meetups: Employee Resource Groups (ERGs) or networks can organise meetings or events to specifically address events/issues, providing education and fostering collective healing and community.
0 Comments
 In our work and efforts to promote diversity, equity, and inclusion (DEI), we often unconsciously centre the 'Global North'. This not only limits our perspectives but also risks imposing colonial practices and alienating those we are trying to include. At HTVB we work with clients all over the world and wanted to share some lessons to help you get this approach right. Here are six ways we can start to decenter the 'Global North' in our DEI work. Before we do this, just a note on language... The term 'global north' is problematic and simplistic, but it's used here to highlight the need to de-center traditionally dominant perspectives. Whilst this term is often used instead of ‘the West’ or ‘Developed Countries’, it still reinforces a binary view of the world that can overlook the complexities and nuances within these regions. Additionally, it perpetuates a hierarchy that often positions the 'global north' as superior to the 'global south,' reinforcing outdated colonial and imperialist dynamics. 1) Diversify your sources It's easy to fall into the trap of using research and data that only reflects the context of the US, UK, and Europe. However, this approach can lead to a skewed perspective that isn't globally applicable. It can also come across as lazy. Instead it’s important to be specific, or where necessary (which it almost always is!) consider diversifying your sources. Utilise academic texts from the Global South, especially if data and research are lacking in the countries you are working in. 2) Be mindful of reinforcing colonial practices In our global approaches to DEI, we may inadvertently reinforce and impose colonial practices unless we are consciously avoiding it. For instance, global strategies directed from a headquarters in the Global North may fail to meet people in their local context. Also, consider the dynamics of using facilitators and trainers from the Global North to deliver learning and development globally. This approach can unintentionally create power imbalances and perpetuate colonial dynamics or connotations. 3) Language matters Language is a powerful tool that can either include or exclude people. Ensure DEI work is adequately translated by experts rather than relying on automated translations or expecting audiences to translate for themselves. This not only respects the linguistic diversity of your audience but also ensures that your message is accurately and effectively communicated. Even where English (for example) is widely spoken, it can be an inclusive gesture to still use translations in order to reduce the load placed on cognitive resources which is additional labour folks have to carry in order to do their work. 4) Be conscious of colonialism as well as ‘Cultural Competency’ While cultural competency is often promoted through training, it should not be promoted without providing education about the enduring impact of colonialism. By acknowledging its impact, we can develop a more nuanced understanding of DEI and work towards more equitable practices. Colonialism has shaped the world and local contexts in significant ways, creating power dynamics that can override any notion of ‘culture’ within teams and environments. 5) Build partnerships Building country or regional-specific partnerships is another effective way to de-center the Global North in DEI work. Domestic partners will have a much deep understanding of DEI topics in their location, including the nuances, political contexts and power dynamics. Even if they don't use the terms DEI to describe what they do, their insights and expertise are likely to be more valuable. Especially when it comes to the delivery of events and learning, domestic partners can provide valuable context and relevance. Plus, choosing domestic providers and businesses is a more inclusive approach to engaging with your supply chains! 6) Rethink your definition of representation Representation is a key aspect of DEI. However, it's important to think of representation on a global scale. How can a global organisation truly understand its audience if it does not strive to represent them? What I mean by representation is having people in positions of power and influence that can make decisions that impact people who share their characteristics and perspectives. Centering intersectionality globally means that it's not enough for your leadership teams to just represent a Global North HQ. Consider your workforce, customer base, and supply chain that are worldwide.  |