Without the stories behind the data, we use our own limited lens to draw conclusions. “We did not hire more BIPOC into leadership because there is a lack of qualified candidates” tells a very different story from “We did not look in the right places” or “we did not acknowledge our own biases and criteria derived from a dominant culture mindset.”
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2.5 years out from those initial trainings, there’s a silence steadily creeping into organizational DEIJ efforts. Employees are quick to notice that DEIJ is no longer the priority that they once thought it was. Sadly, an institutionalized silence confirms what many suspected was performative all along.
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Perhaps you have felt this helplessness in any array of ways over the last couple of years. It is an easy feeling to have. But we cannot give up or stand still, so here is an easy four-step process to make a difference when you feel like the world is burning down around you and there is nothing you can do to stop it.
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For the past six months we have explored what it means to live and work in a VUCA (Volatile, Uncertain, Complex, Ambiguous) world, especially from the perspective of diversity, equity, inclusion, and justice (DEIJ). Posts have illuminated VUCA from an intrapersonal, interpersonal, and systems perspective. We have explored the impact of the unrelenting pandemic, political polarization, the passage of extreme legislation that diminishes our human and civil rights, and a new hybrid work environment, among other topics.
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While the impact on community (mental) health continues to intensify, burnout has become standard in this VUCA world. Burnout is not an individual issue with individual solutions. Burnout is systemic within the way work is structured – high urgency, heavy workload, prolonged stress, lack of recognition and support, and not enough space for rest, rejuvenation, and connection. We need to reimagine how we work and prioritize self-actualization over self-optimization. Other ways of living and working are possible.
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