Tag Archives: DEIAB

La Historia

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I have been ranting about the importance of history—of knowing history—for years. Learning the history of Puerto Rico and its diaspora have been central to my understanding of my own story, my father’s story, and the story of millions of others whose ancestors endured the ravishes of colonialism. We, their descendants, exist as evidence of their resilience.

It’s Economic

The current racist attacks against Haitian immigrants resulting from lies being spewed by a United States Senator who is running to serve as Vice President and his fellow candidate for President of the United States, are unfortunately neither new nor surprising. The denigration of immigrants has been a practice for centuries and in the vast majority of cases, patently ignores facts and demonizes those being targeted. A bit of Haitian history: The Haitians, like many other former European colonies were forced to pay reparations to French former slave owners for decades.[1]  

Reparations for former slave owners was not limited to the French. On March 22, 1873, the Spanish National Assembly finally abolished slavery in Puerto Rico. The owners were compensated with 35 million pesetas per slave, and slaves were required to continue working for three more years.[2]

The irony is that when descendants of those whose bodies and labor were stolen make a valid argument for reparations the response is typically something akin to, “That would be impossible! It would bankrupt the government!”

A second ironic (actually bitter) point is that oppressors frequently blame their victims for the results of their victimization. Creating epithets such as Welfare Mom to describe a person who has been denied access to economic opportunity, erases of the cause and effect of centuries of colonialism, economic oppression and institutional racism and sexism. Hence, the current movement to ban the study of history and the books that document or depict that history. (Keep the people blissfully ignorant and they will be complacent.)

Why does this matter?

In order to justify the act of ‘owning’ another human being it is critical to de-humanize that person, to consider them less than yourself. So, a racial value system was created establishing a persons’ worth based on the optics of their race. The location of a persons’ birth was also part of this caste system. So, if someone of ‘pure’ Spanish heritage was born in Madrid, for example, they occupied the highest rank in society. If someone of ‘pure’ Spanish bloodlines was born in Ponce, P.R., they were lower in status. If someone had a Spanish father and a Taíno mother, they were further down in ranking, and etc. The Casta Coloniale table below illustrates this clearly:

La Casta [Spanish categorization of race in the colonies]

¡Viva La Resiliencia!

Every year during Hispanic Heritage Month, I endeavor to balance the depressing history of colonialism against the resilience and beauty of our culture—our multicultural culture. El Museo del Barrio in New York City has been providing a venue for demonstrating that resilience since its establishment in 1969. This year, el Museo is celebrating its Triennial with a large scale artistic survey titled, “Flow States”[3]. The exhibition will feature 33 participating artists working across the United States, Puerto Rico, and—for the first time—extending into new geographies that reflect the complexities of diasporic flows, with artists based in the Americas, the Caribbean, Europe, and Asia. In other words, the ways in which the hybrid cultures born of colonialism are fluid and interwoven and continually changing as people relocate (voluntarily and otherwise) geographically. Art as a form of resilience and resistance facilitates our evolution and our ability to emerge from legal and economic systems that perpetuate our oppression and lack of agency. The diversity and intersectionality of Hispanic culture is at the core of our resilience. We cannot assume where someone is from or what their DNA carries based on geography or optics. We can, however, find our common history, our shared experience, and our passion for creating art out of tragedy. I am really looking forward to this exhibition!

What does this have to do with DEIAB in the workplace, Wendy? EVERYTHING! The workplace is comprised of people, all of whom have a story—historia—that informs and effects how we see ourselves and others, how we communicate and interact, and how we navigate our place in the world—our self-worth. That directly impacts workplace culture, communication, and outcomes.

If you have not explored the richly diverse history of Hispanics in America, isn’t today a great day to begin?

Onward!

~ Wendy Amengual Wark      

September 15, 2024

Wendy@InclusionStrategy.com
InclusionStrategy.com

[1] https://eji.org/news/haitis-forced-payments-to-enslavers-cost-economy-21-billion-the-new-york-times-found/

[2] Miller, Paul G., Historia de Puerto Rico, Chicago, Nueva York, Rand, McNally y compañía 1922. (p. 301.)

[3] https://www.elmuseo.org/exhibition/flow-states-la-trienal-2024/

 

I am a Proud DEI Hire!

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I am a Proud DEI Hire!

I am Dedicated

I have dedicated my life to the mission to “make manifest the value of all people.” Achieving that mission has included several chapters: working in the private sector as a Diversity, Equity, and Inclusion Manager, working in the public sector as an EEO Officer, in academia providing education to others who have chosen careers in service to others, and as a consultant working with a myriad of organizations.

I am Educated

When people ask me for recommendations on how to do what I do for a living, I consistently respond, “Get the best education in this field that you can.” Mine is a multidisciplinary field and so, practitioners may begin in the legal profession or in human resources or in training and development or in organizational psychology. Whichever the focus, it is critical to get a solid education in the history of discrimination, including sexual harassment and to have a fundamental understanding of employment law if you are going to be truly effective in this work.

I am Inspired

The motivation for committing my life to creating and supporting diversity, equity, and inclusion is based on a childhood of being othered (being discriminated against, bullied, harassed, assaulted, and excluded) by those who were taught not to value my difference. Being subjected to hateful treatment resulted in my deep empathy for others who suffer the same. As one who has risen from brokenness, I break cycles of abuse and hatred. I am inspired and honored to do the work that I do.

Say it Loud!

When the haters try to co-opt our words and language with the intent of weaponizing them against us my response is to refuse to participate. I call on everyone who has been subjected to hatred based on any of your affinities or identities to say it loud, “I AM A PROUD DEI HIRE!” My diversity is an asset. Equity is a requisite for my participation, not rhetoric. I must be included—fully, fairly, and with respect. I am not asking for favors, or any special treatment. This is basic, fundamental, and a benefit to everyone who understands it.

I am Qualified

The gaslighting behind the anti-DEI movement is predicated on the lie that “DEI Hires” are not qualified. This lie is usually pushed by those whose own qualifications for whatever role they are in or are seeking may be questionable. There have been many times when I have seen the qualifications bar lowered for someone’s relative, friend, or former college roommate, I have never seen that bar lowered for a BIPOC candidate, an LGBTQi candidate, or a candidate with disabilities whether a new hire or for a promotion.

The ‘fake it till you make it’ crowd doesn’t seem to suffer from imposter syndrome as they have been privileged for years of being given opportunities without having to prove how qualified they are. While those of us who have been excluded tend to over-achieve so that there can be no question that we have earned our seat at the table.

Untie or Unite?

If someone tries to distract you from your goals or to convince you that you are better or worse than another person, ask yourself what they are trying to accomplish. Unity is an amazing and wonderful experience. When collaborating with a group of people whose diversity combines to create something new and exciting is seen as a threat or in any negative light, please question why. If someone tries to convince you that DEI is a bad thing, again, ask them why they see it this way. Attempts to untie, unravel, and undo unity or to disrupt harmony and to denigrate kindness are not new, they are just exponentially amplified by the anonymity of the internet. I have two words for the enablers and amplifiers of this rhetoric: Stop it!

I am a Leader

I have been in my chosen field of DEAIB for decades and as result have earned the respect and trust of many colleagues and clients. As a woman of mixed race and ethnicity who has navigated the many challenges of a world that fosters exclusion and discrimination (both as an employee and for twenty years as a small business owner), I have learned to be proud of my diversity, to see it as the asset that it is, in addition to my education and experience.

Earned Trust

Yesterday, the President of the United States passed the torch (picture the Statue of Liberty) by endorsing his Vice President to be the next President of the United States. President Biden is a white man who understands the importance of diversity of affinity and identity, perspective, and experience. He nominated Vice President Kamala Harris based on her decades of dedication to public service, her education and experience as a prosecutor, Attorney General, Senator, and Vice President, and her inspiration as a woman, a Black woman, a South Asian woman, a mixed race person, and a daughter of immigrants. Those identities and affinities are bonuses for us, the American People, as members of the most diverse nation in the world. As we rededicate our country to becoming one where equity is the foundation for our equality, and where inclusion of all is valued and embraced.

I am honored to have met Vice President Harris years ago, when she was the Attorney General of the State of California and I am proud to endorse her as the next President of the United States. I trust that she will serve our nation and our world with dignity, mindfulness, and gravitas as the first woman president in our 235 year history.

Onward!

Wendy Amengual Wark
Wendy@InclusionStrategy.com
www.InclusionStrategy.com

July 22, 2024

Photo: W. Amengual Wark, 2016

 

The Art of Denial

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Am Not!

Picture two siblings, perhaps eight and six years old. The argument may be over a toy, or a game, or who sat on whom, or any other rival-based competition. It may go like this: “You’re a liar!” “Am not! You are!” We used to say, “I’m rubber, you’re glue, bounce off me and stick on you!”[1] In other words, the original perpetrator of the crime turns the truth around and accuses the accuser of whatever act they just committed.

Did Not

In the same theme of denial, the success of the act of denial is dependent upon the denier’s credibility, or when that is lacking, their ability to persuade whoever is listening, that they are telling the truth, while denying it. I have had many dozens of perpetrators of discriminatory conduct patently, intensely, convincingly deny their culpability. This was always a challenge, although there were several occasions when I actually had the ‘smoking gun’ (in the form of a video or audio recording, an email or other evidence) in my hand while the perpetrator and liar vehemently argued their innocence. This allowed us to proceed with appropriate disciplinary action against the violator of the law.

You May Not

Denial takes many other forms as well. Denying someone access by not providing ramps, ASL[2] translators or closed captioning; denying someone service because of their race or gender expression; denying someone’s right to justice and equity, denying someone else’s right to even exist, are all too common and have a wide-reaching destructive impact on our world.

You Are Not

My dear friend, Derrick Kikuchi, who has extensive experience advocating for peace and social justice responded to my last blog post, “Peace Talks” by reminding me that there are those who not only refuse to come to the table to reconcile differences, but deny others the rights and protections that they enjoy. Specifically, he cited the many times when fighting for marriage equality as a gay man, that people would literally walk out on the conversation and argue that his right to marry his incredible husband, Craig Wiesner, somehow infringed on their rights. That if Derrick and Craig won equal rights, those opposing that progress actually lost something as a result. I agree that peace talks are not possible if both parties are not willing to sit down together and talk and believe in the possibility of reconciliation. I agree that as long as an individual believes (has been convinced or brainwashed to believe) that our humanity – our very existence – costs them anything they will not be able to come to the table and participate in the process of reconciliation. I have had quite a few people storm away from the reconciliation table as a result of this during my career. This sounds so simple and yet is so complicated. How do we get people to sit down with us to work on reconciliation and living together in peace if they have been convinced that our humanity takes something from them?

Is Not

The 100 billion dollar question: What do we do with the segment of our society whose intractable beliefs are predicated upon others being less than them or not existing at all? That science and facts and history are hoaxes and experts and intellectuals are the enemy? The group that I reference above do not fit into the argument for both sides-ism. Hate in all of its disgusting guises has no place in that discussion.

There are many white, ‘straight’, ‘Christian’, ‘middle class’, individuals (sorry about all of the quotation marks, but all of those words need qualification) who struggle with BLM, Act Up, peaceful protests and other acts of constitutionally protected speech that have been the vehicle for progress and advancing equity and inclusion for centuries. That is because they are exposed, on an extraordinary basis, to disinformation and misinformation. They are emotionally exhausted by the onslaught of negative input. (As we all are.) This makes it easier to manipulate them, trigger them, and herd them into division and resentment.

I am encouraged by those who sit through mandatory DEIAB training silently and experience an awakening, a transformation when a spark is lit, a seed is planted and their empathy and understanding of the value of diversity takes root. Often, these participants in my sessions will contact me privately after the session ends to share their transformation and tell me what they are thinking and feeling. We will discuss how to get past the discomfort inherent in difficult conversations so that they can participate in self-growth, acceptance instead of denial. I am focused on those individuals, people who are not avowed haters of diversity—fascists and white supremacists—but who are being influenced by them.

Self-Denial

My father, a tri-racial Puerto Rican, embodied internalized racism in ways that impacted me profoundly, and still does decades later. His denial of his heritage was evidenced by his regular proclamations that his blood was pure Spanish, not mixed with African blood or Taíno (indigenous Caribbean) blood. The implication is that his European white ancestors were of more value than his African and Taíno ancestors. Many BIPOC individuals struggle with this legacy of race-based slavery and colonialism. Centuries of being told that white people are superior because they held the power. My father was taught to be ashamed of who he was and how he looked. He passed those lessons in self-denial on to his children.

Denial

Denial is one word. A word that we need to give careful consideration when we refer to ourselves as ‘good communicators’ or ‘people’ people. Who are we envisioning when we imagine how good we are at communicating? Who comes to mind when we think of the people we are comfortable with? What are we denying about our own barriers to inclusion? How might we address that denial? One word at a time.

Antidote to Denial

In my previous blog post, the word that I shared was peace. I endeavor to facilitate experiences where people can come together and engage in constructive conversations about painful and difficult subjects. The methodologies that I employ to help participants to have peace of mind while embarking on this process include anonymous surveys, focus groups, online anonymizing tools that help people to be fully heard without feeling at risk of judgment and the resultant guilt that may accompany it.

These methods create opportunities for individuals to face the facts that they have been taught to deny. One conversation, one word at a time.

Onward!

Wendy Amengual Wark
June 28, 2024
Wendy@InclusionStrategy.com
Inclusion Strategy Solutions LLC

[1] We did not say “bounces off of me and sticks on you” even though that would have been grammatically correct.

[2] American Sign Language

 

How and Why DEIAB?

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How and Why DEIAB?

            The vast majority of the attacks on diversity, equity, inclusion, access, and belonging (DEIAB) initiatives and programs, use anecdotal examples of poorly executed workshops or other strategies to dissemble and discredit the entire field and its raison d’etre. This is an old (see ancient Greece) and frequently effective technique for destroying one’s political nemeses. The mountains of data that we haul out to prove the efficacy of competently implemented DEIAB initiatives is not going to be examined by those who are the intended audience of these smear campaigns, as they do not read the same periodicals, follow the same influencers, or travel in the same circles that DEIAB experts do, that is the point of these tactics—do not worry about being asked for the receipts—make the slanderous statement and wait for the spiral of mis and disinformation to do its work.

Why DEIAB?

            Before I embark on how to counter this onslaught, let’s examine why it matters. There have been many studies[1] during the past few decades that establish the following DEIAB benefits: diversity makes us better, better workers, thinkers, writers, people; equity not only affirms our commitment to a democratic society, but helps us to understand what the rules of engagement are which in turn, helps us to navigate our relationships and roles; inclusion, especially for so many humans who have historically been excluded as a result of bias, creates a safe, nurturing environment where we can bring and be our best selves—productive and innovative; access is necessary for all humans to fully participate via a ramp for wheelchairs or closed-captioning during a zoom meeting; and belonging, inspires us to want to be somewhere—be fully engaged and giving 100%.   

            Now, nothing that really matters is easy. Nothing that really makes a difference is ‘one and done.’ [think: diet and exercise – sorry!] For many years I have been telling potential clients that we do not do training—we provide interactive education on the cause and effect of DEIAB. For example, we might examine the history of sexism and its ongoing impact on society or the impact of racism and its perpetual institutionalization in organizations. Then, we can work on developing ways to counter these systemic problems.

How: Listen.

The reason that we conduct surveys, interviews and focus groups or listening sessions, as well as reviewing a clients’ policies, protocols, and various communications (including job descriptions and marketing materials), is that we need to know where to begin. Every organization has a unique culture and subcultures based on its mission, vision, goals, and strategies. If you listen, the members of your organization will tell you what matters to them, how they are being treated, and if they feel included. You do need to listen on a regular basis, so that you can notice shifts, hints, and indicators of problems before they escalate. That means conducting assessments at least on a biennial basis.

How: Discern.

            Once you have this very valuable information, you have to decide what it is you will do with it. If nothing, then stop here. If, on the other hand, you believe that knowledge is power, the power to change say your diet based on a diagnosis of diabetes, then, let’s get to work. That diet will need to be customized and long term. What are you able to commit to? What resources do you have? What resources do you need? What are your limitations? Board approval, budget restrictions, political pressure? Those limitations need to be identified before they can be addressed.            

How: Communicate.

            Share the results of your assessment with your employees. Follow that basic communication rule and share what you heard to make sure that you got it right. Many employers have told me that they are not comfortable sharing the results of a DEIAB assessment with employees because that information might be shared with the public and result in a negative perception about the organization. If a person has cancer but does not have a diagnostic assessment conducted to determine if they have cancer, does the cancer cease to exist? No. Also, if your organization has problems with DEIAB a fair percentage of your employees already know that. They just may be uncomfortable to tell you to your face. So, share your DEIAB assessment results and discuss what those results indicate. What caused the negative outcomes in the first place.

How: Educate.

            Use the knowledge that you gained during your assessment to determine what competency and skill gaps exist—especially with your leadership and managerial staff. My observation is that the majority of leaders and managers in organizations have not developed critical—fundamental leadership skills. These gaps exacerbate DEIAB challenges because a lack of cultural awareness on top of poor communication and delegation skills create environments that, at least diminish engagement, productivity, and staff longevity, and at worst, result in hostile work environments and potential EEO violations. A 3-hour online seminar on effective management is a waste of money and time. Invest in education. Every manager and leader should participate in ongoing, long term development as well as coaching, and team feedback such as 360 assessments and reciprocal performance evaluations.

We customize our leadership and manager educational programs to meet organizations and individuals where they are. We conduct preparatory surveys to find out what education and training individuals have had and what their response to those experiences is. We also use those surveys to find out what their particular challenges and concerns are surrounding DEIAB. This enables us to fine tune our educational programs so that they are effective and relevant. Separating leaders, managers, and non-managerial staff is an important part of creating a safe space where participants can speak freely, share concerns, and learn from their peers. By using an anonymizing tool during sessions we help participants to safely address these issues and engage in meaningful discussions without fear of judgment or repercussions.

How: Prioritize.

    Using the feedback gathered during our sessions, we are able to help clients develop sustainable, tangible DEIAB strategies in a collaborative manner. These strategies must be part of the organizational strategic plan, core mission, vision, values, and goals—not an add on. It is easy to criticize initiatives that get second thoughts and leftovers in terms of resources, whether financial or human. So, if DEIAB is a priority, treat it as such.

            If an organization is committed to DEIAB, then, you need to put your money where your mouth is. People, your employees, clients, customers, constituents, and community members know the difference between talk and action. The level of disillusionment[2] that is, in part a response to a lack of trust in what leaders communicate versus what they do, is contributing to high employee turnover rates[3] during the past several years as well as quiet quitting[4] and general disengagement.

            The most effective DEIAB strategies are also reasonable financial investments for organizations. Our most successful clients have ongoing structured mentoring programs which contribute to more inclusive working relationships, more effective managers and leaders and increased employee engagement and retention.

            Investing in education, employee mentoring, ongoing assessments, and strategic planning are not new approaches to DEIAB, I have been preaching and practicing these for many years. It is the integration of these actions that create a resilient and pivotal foundation that can withstand the onslaught of voguish attacks on DEIAB when they pop up.

            If your organization is struggling to balance the benefits of DEAIB and your core values against the politicized myths being used in an attempt to polarize people and diminish those values, please give me a call. I would love to discuss how we can support you during these very challenging times.

Onward!

~ Wendy
May 09, 2024

Wendy Amengual Wark
(She/Her)
Founding Partner
Inclusion Strategy Solutions LLC
01-347-880-0777
InclusionStrategy.com
Wendy@InclusionStrategy.com

[1] Standing firm against the escalating assault on equity, diversity, and inclusion   https://www.apa.org/topics/equity-diversity-inclusion/standing-against-assault-equity-diversity-inclusion

[2] UN General Assembly “As ‘Intense Frustration and Disillusionment’ Brew amid Raging Global Conflict, Economic Uncertainty, Revitalizing General Assembly is Increasingly Critical, President Says”  https://press.un.org/en/2023/ga12560.doc.htm

The ‘Caudillo Syndrome’ is spreading around the world as economic disillusionment pushes voters to bet on populist strongmen https://fortune.com/2024/02/28/caudillo-syndrome-spreading-world-economic-disillusionment-voters-bet-on-populist-strongmen-politics/

Despair makes young US men more conservative ahead of US election, poll shows
https://www.reuters.com/world/us/despair-makes-young-us-men-more-conservative-ahead-us-election-poll-shows-2024-04-12/

[3] U.S. Bureau of Labor Statistics: JOB OPENINGS AND LABOR TURNOVER – MARCH 2024  https://www.bls.gov/news.release/pdf/jolts.pdf

[4] Forget ‘Quiet Quitting’. In 2024 Employees Want Employers To ‘Quietly Manage’
https://www.forbes.com/sites/bryanrobinson/2023/12/14/forget-quiet-quitting-in-2024-employees-want-employers-to-quietly-manage/?sh=7563c7876523