Does Everyone Belong Equally?
Every human-being is worthy of connection based on their “human worth”. We are all born of the same ‘clay’, equally worthy.
Dr Timothy Clark
Since 2016, Monash University has analysed Social Inclusion in Australia across marginalised groups. Their research identifies 3 experiences of inclusion:
the positive ie. a sense of wellbeing and belonging,
the neutral ie. the absence of discrimination, and
the negative ie. experiences of discrimination.
In 2022, Aboriginal and Torres Strait Islander people were the group experiencing the most major and everyday forms of discrimination. And the research very sadly confirms their experiences are worsening, and their wellbeing similarly impacted.
Please note: we’ve also written blogs on how to create Cultural Safety in the workplace focussed on organisational systems and policies, Interpersonal Cultural Appreciation, the impact of Cultural Identity on Wellbeing, and the importance of Language. The common core of wellbeing for all minority groups is a helpful guide to creating psychologically safe and psychosocially safe workplaces.
The Inclusion Continuum
Where would you place each of these common examples of exclusion on the Inclusion Continuum?
not being hired for unfair reasons,
discouraged from renting or buying accommodation
discouraged from education
other people acting as if they were better, and you were not as smart,
being treated with less respect and courtesy.
Reflect to Empathise and Learn
What percentage of time do you personally spend in each of the 3 zones?
What impact is that having on your Wellbeing?
The Belonging Concern
Perhaps the most concerning element of the report to my mind is the increasing disconnection between Aboriginal and Torres Strait Islanders and their communities. We know there is a loneliness epidemic occurring in modern societies such as Australia, which is impacting different groups for different reasons. Whilst the reasons may differ according to the group, reduced belonging and loneliness is, however, associated with lower rates of wellbeing and higher rates of suicide.
Conversely, it’s those with “strong social networks and a strong sense of social identity, enabled by belonging to groups, who experience the most inclusion or belonging. Unsurprisingly, that is associated with better health, reduced levels of depression and anxiety, and improved overall wellbeing”.*
Given this situation is mirrored in Australian Workplaces, what can we do to change the experiences of our First Nations People and our Culturally and Racially Marginalised people for the better?
What Role does Privilege (and Power) Play?
Privilege tends to be associated with power, which is an uncomfortable word in almost any context. Privilege Walks, Privilege Wheels and Privilege Continuums (example below), all share the same message; ie. some of us have more privileged life experiences than others.
Privilege is rarely something we have control over, however, it’s a combination of the identity dimensions we’re handed at birth and it’s also highly contextual. In some settings my education and skin colour are a source of unearned advantage, in others my gender and family status are an accidental disadvantage.
None of us can escape our privilege - or lack of it - it just IS, who we ARE.
Which serves to confirm the injustice of it.
Privilege and Inclusion have a close relationship. Generally, the greater degree of privilege, the greater degree of Inclusion. And the reason those with the power to address the needs of those whose life experiences are disadvantaged, don’t always recognise the need to do so.*
Reflect to Empathise and Learn
Where do you sit on the Privilege Continuum?
What impact is that having on your Wellbeing?
How do we leverage Privilege so Everyone Belongs?
Despite billions spent globally on Unconscious Bias training in the workplace, it’s clear awareness does not equal action.* Perhaps the research from the profession which best understands the Human Brain and Behaviour, ie. psychology, can assist.
“we are not our thoughts,
we are our behaviour”.
Dr. Anita Blakeley-Smith
If the Key is Behaviour - where do we start?
To overcome unwelcome thought patterns and create new habits, Dr Blakey-Smith recommends ACT Therapy. What I learned from our discussion is that traditional Unconscious Bias training has taken a Cognitive Behavioural Therapy (CBT) approach. It’s based on the premise changing your beliefs, naturally changes your behaviour.
CBT is a well researched, regarded and validated clinical therapy which has a positive impact on the wellbeing of an individual, it hasn’t consistently, however, created workplaces or societies where everyone belongs - equally. After billions spent on Unconscious Bias training in workplaces, there is little evidence to demonstrate its effectiveness in the workplace context.
Choosing to ACT and Include
ACT is an acronym for the following:
1. Accept your Thoughts;
2. Choose your Behaviour;
3. Take Action aligned with your Beliefs
Dr Blakeley-Smith explains further, we don’t have control over our thoughts and we don’t need to judge them as good or bad.
The goal is simply to notice your thoughts,
and make choices to behave,
in a way which is aligned with your beliefs.
Harvard’s Implicit Association Test, confirms we all have some fairly predictable biases. Sadly 4 in 5 Australians have a negative bias towards Indigenous Australians.* It’s a major contributor to the reason for the personal and professional experiences Monash University have confirmed.
Whilst we can’t help but notice someone’s skin colour or gender or height or accent, it’s what happens next which differentiates the best from the rest.
“Behave as we Believe”
Dr Timothy Clark
The Story Behind the Picture
This image is the 4 x 100 metre final at the Commonwealth Games on The Gold Coast in 2018. I was in the stands for the 4 x 100 metre heat with my kids, and as soon as the athletes took their marks, I said to my kids, “Australia doesn’t stand a chance”. Yet here they are, pictured in the final.
There were multiple countries fielding dark skinned powerhouse athletes that day, and it took me an unconscious nano-second, to write off the chances of the Aussies.
But to my surprise, the Aussies did make it through to the final!
My Learning?
It’s impossible not to notice such obvious physical differences.
The trouble isn’t in the unconscious thoughts themselves, the trouble occurs in the actions which arise from the thoughts.
Just as people do every day in business and in life, I wrote off the potential and prospects of a person (or a group of people), based on characteristics which I learned just a few minutes later, do not necessarily impact performance.
Just as it is in the workplace, the formula for success is a good deal more complex than physical characteristics!
The Formula for Success in Life and at Work
It’s clear there is a wealth of unconscious bias in the beliefs we hold about merit* and what great leadership looks and feels like in life and in work.
It’s based on history and what we’ve been socialised to believe ‘worked’ in the past.
But the world is changing, and what worked in the past, may not work as well in the future.*
One of the reasons Diversity is such a prized asset in organisations, is the value in difference. We know different ideas, perspectives and experiences are helpful in complex and ambiguous environments.* And that is why increasing our operating range has the potential for enormous value to organisations.
It IS the reason organisations with higher cultural and ethnic diversity outperform even those with gender diversity.*
Beyond Bias to Behaviour and Belonging
Inclusion starts with I,
and includes US.
If you are someone with privilege, and you believe everyone equally in Australia has the right to belong - you might like to do just 3 things during Harmony Week.
Explore your Privilege
what insights does the Privilege Continuum above offer?
Ask yourself what Beliefs you hold?
what do I truly believe about who deserves to Belong in Australia?
Choose what Actions you will take
what is in your sphere of influence to enable Everyone to Belong, equally - in Australia in 2023?
We are our Behaviour, not our Bias.
Learn more about our Beliefs | Bias | Behaviour Inclusion IQ™ program.
At I LEAD Consulting we’re on a mission to simplify Diversity and Inclusion for Leaders and Teams.
PRACTICE INCLUSION | EMBRACE DIVERSITY | ACTIVATE ALLIES
*Monash University; Solomon; Psychology Today; Australian Human Resource Institute; Sydney University; CEW; Journal of Management Education; Page; McKinsey
