After over 20 years of my work in different industries from retail, to banking, to education and educational leadership, one commonality has been present in each area. It is the difference in the way BIPOC are expected to show up and perform. It is the myth that if I am taking care of myself, I am inadequate in some way. It is the fact that my tears are seen as an inability to do my job, my passion seen as aggression, my questioning seen as insubordination. There is a clear line between the way BIPOC are allowed to express themselves; bias underlies inaccurate assumptions as to the meaning behind natural expressions of human emotions. It is time for a mindset shift in the direction of new norms for our work environments. Here are a few things to remember as we do the work to create more inclusive spaces for our BIPOC employees.
- BIPOC are NOT superhuman. In spite of the titles that we embrace to empower ourselves, we are not magical. We may be able to do it all, but we should not be expected to. We push ourselves harder and higher because we understand that we have to in order to accomplish things that are often given to our white counterparts. That is out of necessity, not because we do not get tired. We carry the burden of unreasonable expectations because we understand dropping the ball could mean being taken out of the game. The pressure weighs on us day in and day out, often with little relief. This is not an imagined burden. Our experiences support this unspoken understanding. It is the responsibility of leadership to change this culture because it will never change without intentionality. Making sure that there is consistency across the board in the way we respond and delegate work, as well as ensuring equitable expectations are key factors in promoting real change.
- BIPOC emotions are not a threat. We have to create spaces where BIPOC feel comfortable with being vulnerable. Passion requires emotion and when we say that we want people that are passionate about the work, we also have to be aware of the fact that passion looks different in different situations and across different cultures. Some people get loud and animated, some seem to preach, and others may seem angry. There may be tears or laughter or silence. No matter how it is expressed, the first assumption should not be something sinister. As employers, we must consider the level of mental effort that is required for BIPOC to maintain a facade of complete composure on a daily basis when our white counterparts are allowed to express themselves freely. If this is happening in your spaces, it is necessary for you to check this with your staff. The real threat is seeking to suppress the passion and losing an employee that carries the vision in order to eliminate white discomfort.
- BIPOC leaders and employees need affinity groups. BIPOC leaders and employees need times where they can come together to discuss issues that are relevant to them. These are not meetings to discuss all the people that are not present, this is a time of connection and encouragement. It is a time to be reminded that they are not alone and to support one another through challenges. For many BIPOC employees, the workplace is a stressful environment where they are forced to constantly wear a mask in order to maintain white comfort. Having spaces where they can simply be themselves and experience a sense of community is key to promoting truly inclusive spaces.
Leaders: If this is not your own lived experience, take a moment to step back and imagine what it would be like to work in spaces where all day, you must wear a mask. When your very existence in those spaces is called into question and everything you say or do has the potential to be used against you. In spaces where you have witnessed your words or those of your BIPOC colleagues taken out of context. Spaces where simply expressing how you feel can make someone so uncomfortable that they would suggest that the environment now feels “unsafe” for them. Imagine environments where BIPOC groups meeting and talking together are seen as exclusive but “inclusive” meetings require careful filtering and the omission of hard truths. This is the experience of BIPOC leaders and employees every day.
Until leadership can step outside of themselves and acknowledge the role that they play in continuing these systems of oppression within the workplace, nothing will change. This requires a level of empathy and reflection that must become commonplace in culturally conscious environments in order for BIPOC employees to thrive. If we want to ensure that BIPOC leaders and employees flourish in the culturally responsive environments that we seek to create, we have to remove the barriers that are preventing this from happening.
