How have you dealt with "Isms" in the workplace? Racism? Sexism? Heterosexism? Classism? Ageism? Abelism?
Replies14
- I've dealt with racism in the workplace by educating colleagues, rather than closing them down or retaliating with negativity. The majority of the time, their comments come from a place of ignorance or miseducation, meaning that being shown another POV can have quite a big impact on their way of thinking - especially if that POV is one that their own life is very opposite to.
- Don't know if it's relevant but being a quiet person in a creative environment has not always been easy: I can be creative and work well and be funny even if I don't chat/hang around with you all the time and in the brainstormings I only speak when I have something interesting to say. In some places you feel free to be yourself and the result is that you blossom, in others you're labelled forever. That's why I love freelancing.
- Fantastic conversation, all. Let's keep it going.
- Sharon. I salute you. And it is certainly not a fascist salute! Thanks.
- I don't want to get into negative wrangling match about this however Iain Cooper's comment 'I better stop there or I will be labelled a facist' in my opinion is where challenging isms goes wrong. Iain shouldn't feel that he can not fully share his thoughts/comments in case he is labelled a facist based on his response to Shakil Shamshad's comment and what he experienced in Dubai, North Africa etc. This is what makes people dis-engage - fear of being labelled something that they are not because they have highlighted something 'uncomfortable' and does not match the profile of individuals in the ism group and therefore are not at liberty to comment . This illustrates my point about why isms have to be understood and acknowledged on an individual basis and voluntarily. All cultures, races, countries have isms that are not acceptable which are still integrated in the fabric of their society - none of are perfect.
- Hi Daniel (apologies I think I addressed you as Harvey previously). I found an interesting TED talks from Ron and Ola Rosling from Sweden about: How not be ignorant about the world' Although it is not about isms - it could offer an explanation about why isms are still so dominant in our 'educated' society. It could also provide the basis for a possible solution by adapting the method/process showcased in the talk so it is fit for purpose - food for thought.https://www.ted.com/talks/hans_and_ola_rosling_how_not_to_be_ignorant_about_the_world
- Not sure I go along with Shakil's point about western employment structures. I worked in Dubai for 20 years and witnessed some pretty toxic employment structures coming out of South Asia, North Africa and the Arab World. I better stop there or I will be labeled a fascist.
- Interesting question Harvey and one that most people shun from asking or feel they shouldn't ask as it could be perceived as a sign of weakness or that you're likely to be a whistle blower' type - cant' have that.I have only had to deal with sexism, racism and ageism directly however, I have witnessed incidences of classism and heterosexism. The common theme on all accounts has been presumptions guided by isolated experiences, exposure to constant mis-representation and holding it as the truth/factually correct, and a lack of effort from individuals to consider finding out or knowing any thing different. If an ism doesn't negatively impact on an individual, it will be dismissed by that person. If the ism appears to be in the 'too hard to deal with' pile and there is no tangible benefit from dealing with it - it will be dismissed. If the people who are responsible for steering the culture of the workplace can not relate to the isms - it get's dismissed or worse becomes an auditing tick boxing exercise - to be seen to be doing something about it -which I feel is worse than ignoring it; it's an insult to the individuals who are affected by the isms. To deal with isms you have to positively and in a non- aggressive way 'confront' them, personally I see isms as bullies - that can also be misunderstood. You have to deal with isms on an incident by incident basis and ensure you understand the ism (I think you understand all of them) and the context it is in. Then you have to consider when is an ism really an ism and not over political correctness, where taking action could result in trivialising any long-term ongoing efforts to achieve that positive shift in culture. I also think that isms have to be understood and acknowledged by individuals voluntarily. People will tick the box on an application form stating they understand and believe in equal opportunities/diversity/inclusion. They will have the look of abhorrence in the interview when asked how they feel about these issues - what I like to call 'interview theatre' and the performances on the surface are award winning. Yet, those same individuals once appointed will quite freely make unacceptable comments/statements and tell inappropriate jokes in the office or at work-related social events without a second thought. Why, because is anyone really not going to tick that box or say 'I don't like xxx' in an interview. There is no consequence from these actions/behaviours...... it's a joke, I didn't mean it like that, you're taking it the wrong way, where's your sense of humour, I don't mean like you, you're different. etc etc. Individuals and organisations can make it clear that they will not accept isms in the workplace but, unless there is consequence or the individuals are told that they conduct has been noted and is not acceptable it's hard to manage. Also you have to consider false accusations based on false victimisation - 'is it because I am.........'. Getting to the truth takes time and resources for something that has no tangible impact. It doesn't become worthy until has a tangible negative impact i.e brand equity/customer advocacy and a significant drop in sales /share price- recent examples relating to racism in the fashion industry: Prada's 'golly' design for accessories and Gucci's funnel neck ski jumper.
- Thus, I am deciding to work as a freelancer in the creative industry.
- Always. I believe it is part of the so-called western structure of employment and everything else. Being a man, I have mostly faced the current form of Neo-Feminism and the usual classism and racism is a staple because I am of a different color.But, all of it is very well shrouded with great articulation when presented.
- Not so well but after too many years of "Isms", I made the decision two years ago to go freelance.
- In the agency world when you're in your 20s you experience a sort of reverse ageism where people take your opinion/ideas for granted because you don't have much experience. You're expected to work your ass off to get that experience while your older boss clocks out for the day.In your 30s and beyond -- even from age peers -- people ignore your opinion and ideas because you're seen by default as being out of touch with trends. And if you don't have kids then you're expected to work every bit as a hard as you did in your 20s while you're peers with kids clock out to have family time.
- Stay on top of your game.Actively show you’re listening and that you put in.Know your value and leverage it.Set your boundaries.
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