I think about how organisations view, treat and value employees often. And by often, I mean all the time.
We have lived, existed and worked in societies that have been and continue to be unequal. There is so much literature and research that documents these inequalities and the harm they inflict upon marginalised groups. There have been countless campaigns that call for a change that will effect the equal, fair and protective treatment of marginalised people.
But, organisations, even the ones who claim that their people are their “greatest asset” still need to be convinced to transform their policies, cultures and approach to accountability in a manner that is reflective of the lived realities of marginalized people and toxic cultures & exclusion they have been subjected to.
Leaders still believe that before they can consider applying principles of equity, equality and inclusion, we must first prove that they will have a substantial financial benefit for their organisation. They don’t see it as a human right. They don’t see it as an opportunity to correct historical disadvantages and a contribution to healing the generational trauma that has been part of the fabric of society.
They are quick to develop policies that are supposedly inclusive, whilst ensuring that they can avoid accountability for failing to uphold those policies. These policies are also not supported by decisions that ensure the policies are seen in action through pay equality, appointments, promotions, representation and effective protection from workplace abuse.
The journey that we’re on, this fight for workplace justice, is a long and difficult one that is resisted on multiple fronts. It is also one that cannot be won as long as we continue to not work together to achieve the justice we deserve.
I’ve said it before & I’ll say it again: We Are The Ones We Need.