Erasing the Language of Race

Instead of saying Black Lives Matter

People in the workplace are getting into the habit of saying BLM

Sounds a lot more comfortable doesn’t it?

Maybe that’s the problem?

Get your pen and paper ready because we’re talking about the language of race, actually we’re talking about the erosion of the language of race

In todays show we discuss several things including:

  • The persistent nature of racism
  • Why people will change the way they discuss racism
  • Why coded language can be harmful and much more

Here’s some of what I share in the show:

People are using acronyms to take the sting out of talking about Race

“I’ve been speaking to a couple of organisations about Race and I’ve noticed that instead of saying Black Lives Matter; people are saying BLM. Now, don’t get me wrong, I know that in the workplace, everyone loves an acronym”

Racism is evolving right in front of us

“What I want you to be aware of is how the language of race and racism is slowly being eroded in front of us, you know that race and racism are disputed terms. Pay attention because they’re being manipulated in plain sight”

The language of Race matters

“The use of language in this way, The use of codes in this way can be used to erode meaning from conversations; to undermine some inconvenient truths about attitude to race”

SHOWNOTES

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [Research Breakdown]

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences