If you’re interested in sharing your opinion on any cultural, political or personal topic, create an account here and check out our how-to post to learn more.
Opinions are the writer’s own and not those of Blavity's.
____
As some employers start to require workers to return to the office, many Black women (including myself) are choosing to quit their job rather than return to an office climate full of microaggressions. We aren’t willing to re-expose ourselves to problematic workspaces, especially after working from the safety of our homes for more than 16 months. Black women giving a hard pass to the requirement of returning to the office.
As I prepare for my exit from The University of Texas at Austin, I’ve been very vocal about the diversity, equity and inclusion (DEI) issues I’ve experienced and observed — one of them being the heavy burden of cultural taxation. Part of cultural taxation is the emotional stress caused by being the “only one” in an office. This can lead to feelings of isolation, loneliness and the unmet need for a sense of belonging.
After a very blunt and honest conversation with my manager, he created an opportunity for our team to discuss how offices and the people working inside them can start to combat cultural taxation. The discussion helped the team better understand the importance of affirming, appreciating and validating the experiences/knowledge marginalized individuals bring to the table.
Given how productive this conversation was, I thought, “Hey, why not share my two cents with the internet?” So, here are a few things I shared with my team regarding how predominately white offices can start to address the burden of cultural taxation that many of their minoritized colleagues may be shouldering.
Recognize the leadership minoritized individuals exhibit and the responsibilities they own outside of their 9 to 5 role that contribute positively to the organization’s mission, goals and culture
While at UT, I led our Black employee resource group for three years. This year, I also planned a three-day virtual event called State of Black UT that engaged the Longhorn community in discussions about how the university can foster a more open and supportive campus for the Black UT community. Only recently (upon my resignation) has my service to the university been recognized by my department leadership. Before that, my work and I felt invisible to those I spent eight hours of my day with.
Provide space for minoritized individuals to share their diversity, equity and inclusion knowledge and contribute to DEI initiatives
Yes, being tapped to share advice and contribute to DEI efforts adds to the cultural taxation that exists; however, as someone who is passionate about DEI and who has studied it in the post-secondary education space, I’d rather be offered the opportunity to share my expertise than continue to watch my white colleagues fumble the ball.
So, if you have employees who express interest in DEI and improving workplace culture for marginalized individuals, invite them to share their knowledge and expertise. If you can compensate them for their contributions, even better. Compensation is a fine way to alleviate the accrual of cultural taxation. If not, get creative and find another way to exhibit your gratitude; compensation does not always have to be monetary. Whether you compensate minoritized individuals or not, contributing should always be a choice for them, never an expectation or a mandate.
Empathize with minoritized individuals without ignoring the racial nuances of their experience
There have been several times when I’ve shared my experience with white colleagues and, in an attempt to empathize with me, they claim they’ve also been negatively impacted by [insert any of the innumerable hardships minorities face]. However, the racial nuance of my experience is lost in the comparison, consequently leading to the erasure of my unique experience. Instead of going straight to comparing your experience with theirs, center marginalized individuals' experience by asking questions that will help you better understand their situation and unique needs. Once that understanding is there, think about the role you can play in being a part of the solution.
Additional things you and your office can do to cultivate diversity
- Invest in diversity within your industry by sponsoring organizations that are tackling DEI issues and fostering inclusiveness within your professional sector. Also, encourage people within your organization to constantly educate themselves on diversity, equity and inclusion, and how to cultivate it within their workspaces.
- Have brave conversations with your team about diversity, equity and inclusion, and brainstorm how to address current and future challenges related to DEI. Ask tough questions and hold your organization and its leadership accountable to its DEI statement, which most orgs created following the racial unrest that characterized the summer of 2020.
- You can add to the DEI narrative about your company. In addition, your organization’s communications team should be telling stories that highlight your company's DEI initiatives, diverse experts and ongoing journey towards achieving its DEI statement.
My husband questioned what made me qualified to provide a roadmap for how offices can alleviate cultural taxation and cultivate diversity, knowing that it would be a query skeptics would have. My answer? My experience as a Black woman living and working in predominantly white spaces qualifies me. And that, my friends, is enough.
