Warren Clarke Consulting offers training for leaders and employees on a range of diversity and inclusion topics. We work with senior front-line staff continuously to show them support and the organization is committed to providing a safe and inclusive work environment.
Many companies have an anecdotal understanding of how racial discrimination and different social operations operate within their organizations. In many moments, microaggressions that pertain anti-Black racism or sexism, for instance, ties to the culture of the organization and are perceived to be a social norm. In doing so, staff (including senior leadership) unconsciously assimilate to the social norms and do not consider, in a do not harm approach, how to address social oppressions.
While many organizations provides goods and services to racialized Canadians, these same organizations often lack an intentional Anti-Oppression/Anti-Racism (AO/AR) framework. Although there have been many success stories of organizations addressing AO/AR practices within their organizations, it usually is passive. With the passive approach, many employees do not see the value in their work because they experience social oppression, such as racism or sexism. Many of the employees project their frustrations onto the organization’s customers or clients. Due to employee irritations, the organizations may experience decreased customer satisfaction, which can lead to losing customers.
Not addressing racial discrimination can lead to mental health concerns among the staff and customers or service users. Racism can impact decision making, which ultimately affects how people conduct work.
To create and sustain a more inclusive organization, the leadership staff is encouraged to engage in the new way of operating a more inclusive organization.
Many employees in Canadian organizations mention the following:
“We do not see their identities reflected in senior leadership roles”
“We do not have ongoing anti-racism, anti-oppressive project or program monitoring.”
“We do not have reliable racialized data on staff, therefore we do not have qualitative measures.”
Ignoring instances of bias and discrimination by or towards your staff can lead to:
-Retention issues among good staff who customers value, and those who represent the organization positively.
-A loss of client or customer trust.
-A loss of funding or a decrease in profits.
-In a social media era, organizations run the risk of potentially being outed for oppressive practices.
-Staff who experience racism or discrimination voicing their opinions about the organization in public, which could hinder goods and service.
We build a foundational understanding of shared terminology and knowledge. This helps to create a common language among leadership and employees. This is the beginning of establishing a safe and productive conversation and to inform planning a framework.
Implicit attitudes or stereotypes shape how we engage others and make decisions in the workplace. We help leaders and staff understand what implicit bias is and how it impacts racialized staff on a daily basis. These sessions foster more inclusive and intercultural workplaces, practices, and leadership.
We highlight why systemic barriers persist in the workplace and remain particularly stark for some racialized groups. This is necessary to build an equitable and safe organization. Employees will build the confidence to work efficiently, while the organization increases retention. No staff person should be expected to work in an oppressive environment.
If you have any questions about our services, feel free to contact us anytime.
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