Eric Dormoh, JrJanuary 16, 2024DEI Blogs, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Interdependence Part 2: The Power of Ubuntu: How Connection Can Change the World | A Workplace Blog

By: Destyn Land

 

In American culture, we are often commended for our independence and ability to conquer tasks on our own. Our society values individualism, emphasizing personal freedom of speech, thought, and expression. While these ideals hold great power, it is equally vital to recognize the beauty that comes from embracing interdependence and the reciprocal nature of receiving help. However, this notion of interdependence can sometimes be overshadowed by our inherently individualistic mindset in the Western world. We must not consider this mindset as inherently negative, but rather as a different way of perceiving the world.

 

This is where the philosophy of Ubuntu comes into play. Originating from the Bantu people and the Nguni language of South Africa, Ubuntu embodies a set of values including caring, harmony, responsibility, compassion, reciprocity, connection, and continuity. Translated to “Humanity,” Ubuntu encapsulates the understanding that “I am because we are.” It entails looking beyond ourselves and acknowledging the connections between our lives and the lives of others.

 

Ubuntu challenges us to recognize that societal issues impact us all, of course in varying degrees. It teaches us to move beyond sympathy and into empathy, prompting us to take action. As the renowned Dr. Cornel West once paraphrased, empathy is not merely imagining someone else’s experiences but rather summoning the courage and will to do something about it. When we internalize the belief that “I am because we are,” we refuse to remain silent about the stories of marginalized individuals and the injustices they face. We reject the notion that we can continue with “business as usual” after encountering stories of inequality and injustice.

 

Ubuntu urges us to seek unity and communal well-being within our humanity. It declares that my well-being is intricately tied to yours; I cannot be truly fulfilled if you are not. Truly none of us can be free until we all are free.

 

Here are some transformative steps to infuse the spirit of Ubuntu into your workplace:

 

Make Room for Genuine Connection:

Embracing Ubuntu necessitates moving beyond a focus solely on individual circumstances. Teams should foster curiosity about the needs of people within their organization and the communities they serve. This culture of storytelling enables employees to become deeply moved by the stories of those around them. Let us challenge the notion that meeting success is solely determined by productivity, and instead evaluate success based on how connected individuals feel to their team. There is room for both productivity and team-building; we need to make room for it.

 

Amplify Recognition and Appreciation:

A primary reason people leave fulfilling jobs is the lack of recognition and appreciation. While we may not seek validation solely for our work, we should never underestimate the impact of recognition. One of the most powerful gifts we can give our colleagues is truly “seeing” them, through acknowledging their strengths, talents, and capabilities. I can still vividly recall the life-altering moment when I felt genuinely “seen” at work. When we publicly recognize and appreciate individuals, we affirm their authenticity and encourage them to embrace their unique gifts.

In the continuous journey towards justice and equity, my professional chapter has taken a new turn, leading me down a path to explore the intricate relationships between equity and health in a Minneapolis hospital. I may have left my previous role, but in essence, I am simply continuing the work of creating a world where all individuals can experience freedom, wellness, and wholeness within a different industry.

 

Reflecting on my time with IPD (Institute for Professional Development), the concept of Ubuntu consistently resurfaces: “I am, because we are.” The essence of who I am today, as well as the nature of my work, has been profoundly influenced by the connections and contributions of this department. It is essential to recognize that this influence goes both ways. The Institute for Professional Development is not what it is solely because I was here; rather, every individual on our team adds value to the space. Each encounter with another human in our workplace and life leaves an indelible mark on us. Whether those interactions were positive or challenging, they reveal something about us and the world we inhabit.

 

To Beth, Metro State University, the remarkable clients we have partnered with, and every participant in the training I have had the honor of facilitating, I want to express my heartfelt gratitude. I am undeniably who I am because we are.

 

By embracing the spirit of Ubuntu, our workplaces can be transformed into harmonious environments brimming with connection. Recognizing our interconnectedness as humans fosters understanding, empathy, and unwavering support for one another. Ubuntu teaches us that true prosperity is unattainable if any member of our community is suffering. Let us strive to build workplaces where Ubuntu becomes more than just a statement; it becomes the guiding framework that shapes our actions and interactions. Together, we have the power to create lasting change not only within our workplaces but in the world at large.

 

Until our paths cross again on this lifelong pursuit of justice, I wish you well.

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Eric Dormoh, JrMay 11, 2023DEI Blogs, Professional Development and Career Advancement Blog

It’s More Than Memorizing a List: Inclusive Language in the Workplace | A Workplace Blog

By: Destyn Land

Part Three of Who’s Sitting at Your Table?

May has always held a special place in my heart, a time when people from all social classes come together in celebration of the many milestones that make this time of the year so magical. It is a month filled with pride as we watch our loved ones graduate, taking their first steps into a brand-new chapter of their lives, while others may see two hearts joining together in a beautiful wedding ceremony. For those of us living in Minnesota, May marks the end of the long and harsh never-ending winter and the beginning of the warm and inviting summer. With anticipation, we look forward to the social events and gatherings that await us, where we will make new connections and strive to navigate this new and exciting space with grace and charm. As we venture into uncharted waters, we will inevitably find ourselves questioning if we’re saying the right or wrong things.

In my last article (which you can access here), I emphasized the importance of expanding our definition of diversity. We must begin to recognize how our social identities intersect with one another and go beyond what is merely visible. By becoming more aware of our own identities and the identities of others, we can equip ourselves to live more equitably and inclusively. One of the most effective ways we can promote DEI at work and in our everyday lives is by recognizing the power of language and adopting inclusive language. Often, the assumption is that inclusive language is just about memorizing lists of words and phrases that we should no longer use, but while these lists are useful starting points, true inclusivity begins by examining the intentions of our hearts.

Diversity, Equity, and Inclusion (DEI) is all about love. A genuine love for people should drive our desire to live in a world where everyone, regardless of their ethnicity, gender, socio-economic status, religion, ability, or body type, is well-represented in every industry. Love should drive our desire to want to work in a place where all employees receive equitable pay, discrimination is nonexistent, and where everyone can be their authentic selves without fear of judgment. The true measure of our commitment to DEI lies in our hearts’ intention. We must ask ourselves why we care about DEI—is it merely a matter of being compliance-ready or is it about co-creating a world where everyone can thrive?

The language and modes of communication adopted in our workplaces could have the power to determine who will succeed and who will not. Inclusive language, therefore, is essential.

 

Here are three ways to improve the use of inclusive language in the workplace.

 

  1. Avoid Using Acronyms
    1. Acronyms can be a significant challenge for new employees at a new workplace, as they need time to become familiar with the nuances of a new environment. Although acronyms tend to be common within tight-knit groups, it’s important to remember that not everyone will retain or understand the meaning of a given abbreviation. Although avoiding acronyms may seem like a minor suggestion, common usage of abbreviations can quickly create a sense of ‘in-group’ and ‘out-group’ dynamics, making new employees feel excluded from early on.

 

  1. Develop an Inclusive Language Policy
    1. Inclusive language is not just about eliminating acronyms – it involves deeper reflection on the language that may have roots in oppression and exclusionary histories (racism, anti-Blackness, homophobia, etc.). A true commitment to inclusion requires a shift in organizational culture to respect, empathy, and growth. Establishing an inclusive language policy enables organizations to align their values and mission with accountability, demonstrating to employees that they are committed to creating an equitable workplace. Those of us with marginalized identities have often witnessed organizations making empty promises – the mission statement sounds great, yet the actual practices fall short. In next month’s article, we will dive deeper into how policy can be a powerful tool for achieving a work culture that authentically reflects the organization’s values.

 

  1. Model the Way
    1. Whether we hold a position of leadership or not, others often pay close attention to our actions and words in the workplace. It is our individual responsibility to use language that does not discriminate against any group and to actively address and speak out against discriminatory language when we encounter it. Although Minnesota may be known for an aversion to confrontation, this should not stop us from taking a stand against exclusionary language. We can approach individuals who use non-inclusive language in a respectful one-on-one conversation to better understand their perspective and educate them on why their language was inappropriate and should be avoided in the future.

 

It is important to understand that no one is capable of always choosing the right words 100% of the time. Language is constantly evolving, and as we learn new information and gain new perspectives, we should reconsider our word choices. When we make mistakes (and we all will), it is crucial to remember that our intentions do not negate the impact of our words. Even if we did not mean to offend someone, that doesn’t take away the hurt or harm that our words have caused. In these situations, it is important to apologize, take responsibility for our actions, and educate ourselves to prevent future occurrences. Do not make the mistake of trying to defend yourself or convince others that you did not do something wrong. Instead, focus on recognizing and owning your mistake, learning from it, and working to avoid similar incidents in the future.

 

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Eric Dormoh, JrApril 6, 2023DEI Blogs, Professional Development and Career Advancement Blog, Workplace Wins

Who’s Sitting at Your Table? Part 2: It’s Beyond What You Can See | A Workplace Blog

In last month’s article (read it here), I provided an illustration about a dinner party hosted by a person that did not consider who their party guests were, and what they may need to fully enjoy the evening. Some of the guests were gluten free, vegan, or needed halal options, yet there were no alternatives to the menu. It didn’t just stop there — the chairs did not fit all body types, the building was not accessible, some guests were using non-inclusive language, and overall, the party wasn’t the best experience for certain groups of people. If we were to take a close look at this party, we would see that the party was only a great experience for the people that had the most similar experiences and identities as the host. When we’re planning, designing or building something, it’s easy to assume that if something is good for ourselves, then it’s good for everyone.

If we’re not careful we can create a workplace culture that only gives space for people who are the most like us to thrive.

One way that we can combat creating this kind of work culture is by Broadening the Definition of Diversity.

Diversity is the fact that we are all different and bring different things to the table. It is the acknowledgement that our workplace is full of people from different racial backgrounds, ethnic groups, religions, genders, interests, and much more.  Expanding our understanding of diversity means looking at people more holistically and looking beyond the pieces of someone that (we believe) is visible. Our identity is not just our race, and age but it is also:

  • Ethnicity
  • Socio-Economic Status
  • Gender
  • Sexual Orientation
  • Religious or Spiritual Affiliation
  • Language
  • Body Type
  • Education

And so much more! All these identities influence the way that we move through the world, and the privileges that we may have been given or denied. You may be asking yourself the question, “What do these identities have to do with the workplace?” Just about everything.

To ignore or dismiss any piece of a person’s identity is to ignore and dismiss them.

Currently around the world, millions of Muslim people are fasting from food and water from dusk to dawn for Ramadan. As you may imagine, fasting impacts everyone very differently, and while some people may feel more energized overall during Ramadan, some may feel their energy or mood shift while their body is adjusting to fasting. As a colleague or supervisor, the best thing you can do is to educate yourself, be aware, and be ready to make adjustments (if they’re needed). In many cultures, and in many workplaces, a lot of our community building and connection time revolves around food. Whether it’s a team lunch, company potluck, or after work happy hour, we have seen the evidence of how food brings people together. During the month of Ramadan instead of hosting a team lunch or potluck, consider having an optional team community building time outside of the lunch hour so that people fasting can participate without continuously being asked, “Why aren’t you eating?” You could even take it a step further and host Iftar (the main meal during fasting at sundown) for your team. Learning about identities that are different from our own equips us to better understand, serve, and support our colleagues and team.

We must keep in mind that people are not a museum, meaning, we don’t want diversity just because it ‘looks good.’ We need diversity to challenge our ideas, to help us think bigger and more creatively. We need it to make the world and workforce better. However, diversity should always move us to act. Because we have different experiences and different needs, we must do things differently. A good first step is to ask yourself which one of your identities (you can look at the list above) do you think about the most, and which one do you think about the least? Often the social identity that we think of the least is the one that we tend to not consider as much when talking about diversity; therefore, it’s likely an identity that we need to push ourselves to learn more about.

Some of our identities come with unearned privilege, or the denial of privilege.

Here’s an example:

I have been a part of the Christian faith for most of my life, and that comes with a lot of privilege in America. Here’s a few of them:

  • I have rarely had to take off work to observe any of my religious holidays or celebrations (Christmas, Good Friday, Easter, etc.).
    • In addition to this, I am not pressured to celebrate holidays from another faith.
  • I can usually assume that most people are familiar with the core tenants of my religion.
  • I often see people of my religion, or my religion positively referenced in many forms of media.
  • I can practice my religion without being questioned or mocked.
  • My religion is taught or offered as a course by most colleges and universities.

The privileges that I’ve mentioned here are not one’s that people who practice Islam, Hinduism, Judaism, Sikhism, or Shamanism can say that they receive. Because of the domination of Christianity, we assume that religion is a weekend, or Sunday morning practice, when for many people (even within the Christian faith), religion is a daily way of experiencing and looking at the world.  Because religion is a part of someone that isn’t always visible to others, we make the mistake of not considering it when building our Diversity, Equity and Inclusion expectations, policies, and procedures.

As we continue to ask the question ‘Who’s Sitting at Your table?’ We must remember that we all are continuously rotating between teaching and learning positions in life. When we have identities that are of the dominant or majority culture, as we broaden our definition of diversity, we must find ourselves spending more time as the learner, and not the teacher. When we see diversity from a more expansive lens, we will take the path of becoming more equitable and inclusive in the workplace and beyond.

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