During a recent cultural competence session I was facilitating, a participant asked: In addressing unconscious bias, what is the difference between empathy and hypersensitivity? The question was posed by a millennial white male who felt that complaints or concerns about unconscious bias, micro-inequities, and covering were the result of hypersensitivity.
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If you are a company seeking to thrive – or even to survive – in today’s market, that is likely not the question you want to ask. The credible evidence from knowledgeable sources on the benefit of gender equity is numerous. Likewise, the consequences faced by organizations on the wrong side of this issue are so real and tangible. The only intelligent answer to that question is an obvious and resounding YES.
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While I cannot recall a time when I failed to intervene to prevent or address an overt injustice, I recall moments as a facilitator when I did not put in place the norms and mechanisms necessary for all people to experience the psychological safety needed to share their truths and experiences around being part of a marginalized or subordinated group.
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I consider myself an “advocate developer,” which I would define as someone who disrupts the status...
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When you think of a role model for cultural competence, an outspoken and sometimes combative...
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