The Tribune

As the racism and bigotry discussion reopens in North America in the presence of a supreme leader who seemingly welcomes the different treatment of others by virtue of their colour, nationality, socio-economic standing or sexual orientation, we must pause as well to evaluate our own corporate position on similar matters. Workplace diversity is a conversation we have had for many years and after awful years of segregation between races in the mid twentieth century and the various suffrage movements resulted in great civil unrest, both government, private sector and civil society accepts the global standards of human dignity, value and worth.

What is the problem then? Why are there still-today-in the Bahamas, severe cases of discrimination and bigotry? Typically we speak to the dimensions of diversity as differences in nationality, ethnicity, race, political persuasion, religious belief, sexual orientation, age, gender assignment, mobility, economic prowess, societal class and educational achievement. These are further drilled down into deeper levels of discrimination. Darker skinned Bahamians for an example speak of the privilege that their lighter skinned counterparts experience in job placement and during promotion exercises. Somehow the message that ‘bright’ is right is strongly communicated in the workplace, particularly in ‘front of house’ environments.

In response to the question posed, I offer for your consideration the following reasons:

Increase the discussions. There seems to be little dialogue around the myriad or scope of dimension we see in the Bahamian workforce today. With four generations, multiple nationalities and varying belief systems in our 21st century workplace, greater emphasis must be placed on deepening our conversation towards those things that make us appear different. This conversation will inevitably convince us that we are more similar than we think. Truth is people tend to fear the most what they don’t understand. Communication helps us to break down the barrier that is called fear.

Leadership that models. When the leader holds to bias and is possessed with the demon seed of discrimination, there is little hope for the wider corporate community. Leaders set the pace and establish the unspoken tone of the workplace environment just by what they do. Sometimes it’s the simple things, like the racist, female degrading or ‘sissy’ jokes. To whom much is given much is required certainly applies to the conversation of leaders and workplace diversity. We must hold our managers, supervisors and senior company executives to a higher workplace standard.

No policies. Sometimes organisations need to clarify their position on critical matters of diversity. America has recently had to engage talks on bathroom use and persons who are transgender. Making the policy clear does not cause the organisations to take a moral position, it simply states that our environment is a safe place for people to work professionally without the fear of intimidation of being ridiculed. It’s an adult conversation and while we realise many among us, despite their advanced age, are not ready to have this conversation, organisations through their policy statements must lead the charge.

No consequences. Policies without teeth are useless. After employees have been made aware of the position of the organisations, everyone has to be held accountable to the standard. No one is exempt. The diversity training and the constant reinforcement must precede the write up and termination of employees not conforming.

We are products of our environment and still deeply rooted in many of our homes is a warped value system that seeks to devalue our brothers and sisters. We must all join this fight and more importantly stamp out the hate that resides in our very own souls towards God’s greatest creation.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.