Big Ideas in IDEA

On June 17th of this year, over 400 webinar subscribers registered for Akira DeCarlo’s webinar on the topic of Celebrating and Elevating 2SLGBTQI+ Communities.  If you missed it, don’t worry, you can still access the recording here! 

To provide some additional clarity and support on the topic, our team has compiled this comprehensive FAQ, addressing some of the most common queries received during the delivery of the webinar.  

There are many ways to handle the symptoms of the anti-trans political climate in the workplace, especially regarding safety:  

2SLGBTQI+-specific benefits are the number one thing many older 2SLGBTQI+ individuals look for when wondering if they will be safe at work. Especially in times when their rights are being taken away, having these benefits can be a counter to the continued legislative and institutional attacks.   

Also, if a company or an organization is explicit about their commitment to the community, they should also be explicitly taking a firmer public stance against these bills.   

Queer people are queer all year long, not just 30 days in June, and they want to feel safe and included the other 11 months of the year, too. You can work on your acknowledgment of this via your external support, by signaling public support for 2SLGBTQI+ friendly policies. It might mean signing letters like Human Rights Campaign or making sure you have values statements in places where you field candidate queries or applications, such as your jobs page and company LinkedIn profile. 

Make sure your policies and company training are 2SLGBTQI+ inclusive: those policies can include “supporting leave for transitioning colleagues; allowing employees to use the bathroom facilities they find most comfortable, including all-gender options; and ensuring that HR systems are inclusive of all employees’ genders and pronouns, including allowing changes to documents and records” for transitioning workers.  

Showing allyship and helping people recognize their privilege can be a delicate and nuanced process. It’s important to approach these conversations with empathy, patience, and a willingness to listen and understand. Here are some strategies you could put into practice:   

• Educate Yourself: Before addressing the issue, make sure you have a solid understanding of privilege, its various forms, and its impact on marginalized communities. This will help you speak more confidently and provide accurate information. 
  
• Lead by Example: Model the behaviour you want to see. Show genuine respect, humility, and empathy in your interactions. By demonstrating the values of allyship, you create a positive influence that others may choose to follow. 
  
• Initiate Open Conversations: Approach the individual in a non-confrontational and non-judgmental manner. Express your desire to discuss privilege and its effects, focusing on education rather than blame. Use "I" statements to convey your perspective and feelings, which can be less accusatory. 
  
• Ask Thoughtful Questions: Encourage introspection by asking questions that prompt individuals to consider their own experiences and biases. For example, "Have you ever faced any challenges related to your background?" or "Can you think of situations where your privilege might have played a role?" 
  
• Provide Real-World Examples: Use concrete examples to illustrate how privilege manifests in everyday situations. This can help individuals see the unequal opportunities and advantages that exist. 
  
• Use Statistics and Data: Presenting data and statistics that highlight disparities can be powerful in demonstrating the reality of privilege. However, be mindful of how you present this information to avoid sounding accusatory.
  
• Acknowledge Defensiveness: Understand that discussions about privilege can sometimes trigger defensiveness. Be prepared for resistance and acknowledge their feelings without invalidating them. Respond with patience and understanding.
  
• Avoid Blame and Shame: The goal is to foster understanding and growth, not to shame or blame. Focus on the system rather than individual guilt. Help them see that recognizing privilege is a step towards creating a more just society.
  
• Listen Actively: Give them the space to express their thoughts and feelings. Active listening can create an atmosphere of trust and encourage more open dialogue.
  
• Be Patient: Changing perspectives takes time. Be patient and recognize that the process of realizing one's privilege and making meaningful change can be gradual. 

3. Does tokenism only pertain to prominent positions, or does it extend to other roles as well? How can you tell the difference between tokenism and authenticity?  

Tokenism can extend beyond just prominent positions and can be present in various roles and situations. Tokenism refers to the practice of including individuals from underrepresented groups in a superficial or symbolic way to create the appearance of diversity and inclusivity without addressing the underlying systemic issues or providing them with meaningful opportunities and influence. 

Distinguishing between tokenism and authenticity can sometimes be complex, but here are some key points to consider: 

• Intent vs. Impact: Tokenism often stems from well-intentioned efforts to increase diversity or avoid criticism. However, the impact of tokenism is that it can marginalize individuals by making them feel like they're only there to fulfill a diversity quota rather than being valued for their skills and contributions.    
  
• Inclusion vs. Visibility: Authentic diversity and inclusion involve providing individuals with meaningful roles, responsibilities, and decision-making power. Tokenism, on the other hand, focuses on surface-level representation without giving individuals the opportunity to participate and contribute truly.    
  
• Substantive Involvement: Authenticity is characterized by actively involving individuals in decision-making, collaboration, and meaningful tasks. Tokenism, on the other hand, might involve giving individuals low-impact or superficial tasks that don't contribute significantly to the organization or project.    
  
• Genuine Support: Authentic efforts involve providing support, mentorship, and resources to individuals from underrepresented groups to help them succeed. Tokenism often lacks this support and leaves individuals isolated.    
  
• Long-Term Commitment: Authentic inclusion is a long-term commitment to creating an inclusive culture and addressing systemic barriers. Tokenism tends to be a short-term or superficial fix that doesn't address the root causes of inequality.    
  
• Diverse Perspectives: Authenticity values the diverse perspectives and experiences that individuals from different backgrounds bring. Tokenism might tokenize a single aspect of a person's identity without considering the full range of their contributions.    
  
• Feedback and Input: In authentic environments, individuals are encouraged to provide feedback and input, and their perspectives are taken seriously. In tokenistic situations, their voices might be disregarded or overlooked. 
  
• Sensitivity to Concerns: In authentic spaces, concerns raised by underrepresented individuals about their treatment and opportunities are taken seriously and addressed. In tokenistic situations, these concerns might be dismissed or downplayed.    

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