The [not-so-curious] Case of The Dichotomy Between Diversity & Inclusion
The first half of every year is significant in its celebration of Diversity and Inclusion, manifested through a day dedicated to celebrating Women and their struggles, on March 8 and a whopping 30 days to celebrate the LGBTQ community’s journey through Pride month in June. Yet, the dichotomy between the span of these two crucial milestones is reflected in the inversely proportional nature of corporations and individuals embracing them. A personal observation of LinkedIn reflects this — almost every corporation irrespective of size and origin got behind championing women’s day this year, making a [still-much-needed] case to have more representation at the workplace. Women’s day posts, events, pictures of celebration and what-have-you were trending well after its expiry date of 8th March. Pride month however, was covered, at best, by some corporations and a handful of people. If Pride month were a day, its coverage on LinkedIn would have been an hour worth of content
So why is it that while we are open to embracing diversity, we shy away from championing inclusion? I think the answer lies somewhere in the wise words of a colleague: you can fill a room with a well represented and diverse group of people and still have an overwhelmingly masculine environment. We might champion higher representation for women but we also openly share and laugh at wife jokes, bless our lady-luck, bite our tongue when talking with a lady in the room and pass sexist comments without realising we are portraying our own misogynistic nature! If this is our attitude and cultural bias towards an audience that represents 50% of humanity and has birthed all 100%, then the paucity of embracement of the LGBTQ community is less shocking.
Someone I interacted with at work observed poignantly, “if I support the LGBTQ community, people might think I am gay”. Being gay is still perceived as among the more non-masculine things to be in a straight-up, testosterone-fuelled corporate world. This is scary as it puts the very notion of allyship at risk, something the community needs in spades
As a member of the community, one does feel more than a tinge of disappointment at not being championed as much as is needed, but as I introspect my own journey to allyship, it didn’t start until some years ago, when as I progressed in life, I just stopped giving a f#*k. It’s a highly liberating feeling for myself but it has made me inclusive of others. Within the LGBTQ community itself, I would look at transgenders as different and while I still do, the weird feeling is replaced with one of respect for their individuality.
We need to be empathetic towards allies as well and not force the agenda of allyship; each of us have our own journey to realisation and subsequent action. I rather take one true ally than ten that simply pay lip service because it helps their own motives and/or is fashionable.
I have been blessed to work for organisations that have embraced the LGBTQ community as part of their corporate culture whether it is Intel, Palo Alto Networks or now, Google. Each has a policy of respecting all people; in fact it’s even baked into Google values “respect for one another”. This helps drive initiatives that make community members feel safe and strips away the facade of homogeneity we like to have around us, making it ok to be different. It also provides a platform for allies to join in without facing the fear of being judged, especially when leadership is involved, as it influences seismic shifts in corporate culture top-down.
As individuals it’s the microaggressions we need to be mindful of; an innocuous comment that really isn’t as harmless as one imagines or that subtle stare which speaks more than we’d like it to reveal. Here’s hoping we embrace the prismatic refraction of the seven joyous colours of inclusion [spirit, serenity, magic, nature, sunlight, healing & life] from within to shine with Pride!
Thoughts are my own
