When the Color of Your Skin...

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I sat and pondered a bit about writing this article. What do I say? How do I start? I landed at there is no better way than to start! With the former administration and formation of MAGA-minded groups, came heavy and deep worries around racial, social class, sexual orientation, and political unrest. This, in parallel with the pandemic, forced America to a state of awakening when yet another unarmed Black man or woman is murdered in front of the world. To be clear, the worries or the concerns were around way before MAGA but they were amplified and made real when the mask or veil dropped.

None the less, the stigma remains. Being Black is beautiful but terrifying. I rejoice in my melanin and my curviness, and in being me. However, my love for being Black doesn’t mean it is ever easy to walk in my shoes, in this world. The best way I can describe it to my peers, allies, or friends is to imagine if the color of one’s skin put another race as inferior. Where every opportunity for your education, employment, and ability to just breathe, was dependent upon another race deciding if you were worthy. Imagine if the laws designed to keep you safe or your experiences smooth – in turn –suppressed others or put their lives at risk. Well folks, this is the reality for much of the BiPOC population and in today’s world, systematic racial injustice proceeds. And boy oh boy, does it come in so many different forms. Ladies and gentlemen what I state to you here is not imagination – it’s the life many minorities live, every single day, hour, and minute. 

As a young Black woman, In my lifetime I’ve been told “how could you have created this?” “I wish I could just take your brain out of your head and put it into mine,” or “You make others feel you’re smarter than them.” People, please understand when you insinuate to a minority they are “too smart”, “too ambitious”, or “too strong” or through your words you decrease or diminish - It is crushing to a person who by design, in America, was never meant to be in the room. 

Black people, often have the stigma of making themselves small, second guessing their worth. Now that the term “Psychological Safety” has been coined one of the most important aspects for creating an inclusive experience - we have heightened awareness that while all people needed it, not everyone has it. Psychological safety is being able to show and employ oneself without fear of negative consequences of self-image, status or career (Kahn 1990, p. 708).[i] It can be defined as a shared belief that the team is safe for interpersonal risk taking.[ii] In psychologically safe teams, team members feel accepted and respected. It is also the most studied enabling condition in group dynamics and team learning research. Timothy R. Clark has contributed to the concept of psychological safety with the 4 Stages of Psychological Safety framework. He defines psychological safety as "a condition in which human beings feel (1) included, (2) safe to learn, (3) safe to contribute, and (4) safe to challenge the status quo – all without fear of being embarrassed, marginalized, or punished in some way." (Clark, 2020)[iii]

Overcoming the fear of being ridiculed, outcasted or blacklisted because of how you authentically show up and your need to challenge what is not right nor has been right – for hundreds of years – is not a one-day stint. It takes ongoing work and unwavering commitment. I consider myself to be a highly conscious woman. I don’t want to frame things as right or wrong when every single experience, is a learning experience. But racial inequity is different, it’s downright wrong and will absolutely take (1) patience, (2) unwavering commitment to being curious and eager to understand and celebrate differences and (3) overhaul of the old way of thinking and the old systems or structures that kept and will forever keep minorities in this world at a disadvantage. When it’s said that you should seek potential, that means having the ability to see greatness in someone sometimes more and quicker than one might see it themselves. Believing someone has the ability for more and supporting them in getting there.  Even when they do not look like you. 

Be mindful of how you are experienced. I am telling you - minorities don’t want to make others uncomfortable. Its only now that our counterparts are beginning to understand, that in breaking barriers and chains – we have outgrown the need to want to be quiet about this. We can’t live in fear that if we shine too bright or know too much – we are a threat.  It’s only now as I’ve matured that I have chosen to shine or better yet, beam! Even if it is scary or hurts. Now I can’t speak for all minorities but as a Black woman, who is educated, and agile – the journey is not easy, and the struggle is real! In today’s world, microaggressions often go unaddressed and unchecked. This can often be referred to as managing the elephants while the ants walk by. The elephants are fully under control it's the billions of ants that are going by that we have little control over. People do want to do the right thing and therein lies the biggest danger. 

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A good point for change for any company, can be to support the managers to executives, and overall, the key decision makers. They need to understand the purpose, be equally invested in the change and aware of the dangers that could derail the work! We all know, any individual’s journey or experience can be heavily and wholly impacted by their managers. If you have a manager who believes in you, you thrive. If you have one who misunderstands or resents you – you can potentially struggle or sink. Let’s try to find a way to create the New Age Manager! One who is agile enough to be empathetic, intelligent, confident, selfless, and innovative enough to help the new age employee and all employees in their purview – thrive by balancing the scales. 

Employers – do you want to keep your Black talent? You want to keep your BIPOC talent? Start with trust and personal congruence, really make it a point to cherish your talent and push them to reach their potential. Make it a point to explore psychological safety in ways you never have before, lessen microaggression, and really drive psychological safety everything you do and keep it top of mind. Hold close to vest that psychological safety is about removing fear from human interaction and replacing it with respect, empathy, care and permission.[iv] When you are in tough situations ask yourself, am I helping or hurting? Could I learn more or do more? Call on your most human, kind, and empathetic self. Assume good intent. Don’t let Diversity, Equity, Inclusion, and Belonging (DEI&B) be seen as just another initiative or project to do. 

We can unleash potential in a limitless way through support, trust, true unwavering commitment, and by leading with love. We can all be allies in someone’s life.”  

Neisha Springer

Will you consider this as a charge you take on and take ownership of? Or is this one of your programs or projects on your list of projects? The charge that I ask you to take on is a lifestyle and mindset change that takes abundance of love, generosity, commitment, courage and perseverance to see it through! Let us all do the right thing. You have a stake in the game here and someone else’s livelihood or ability to thrive – resides on your shoulders. The change that comes with this transformative journey, can bring about a new way of being and living! One where we can all make it about the work, about our passion and joy, about the natural superpowers each of us possess, we can collectively change lives, and make it the new normal for all to bring our best and most authentic selves to the workplace and to the world. In turn – creativity, innovation, and loyalty – can and will grow!

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References

[i] Kahn, William A. (1990-12-01). "Psychological Conditions of Personal Engagement and Disengagement at Work". Academy of Management Journal. 33 (4): 692–724. doi:10.2307/256287. ISSN 0001-4273. JSTOR 256287.

[ii] Jump up to: a b c Edmondson, Amy (1 June 1999). "Psychological Safety and Learning Behavior in Work Teams" (PDF). Administrative Science Quarterly. 44 (2): 350–383. doi:10.2307/2666999. JSTOR 2666999.

[iii] Clark, Timothy R (March 2020). The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler. ISBN 9781523087686.

[iv] Author Q&A: The 4 Stages of Psychological Safety". InfoQ. Retrieved 2019-12-05.