How to Bring your Equality, Diversity & Inclusion
Strategy to Life in a Meaningful Way
Carol Howell hosted a fantastic virtual session recently entitled ‘Race Towards Change.’ Articulately laying out her thoughts on how we can start having conversations towards co-creating a better, fairer and more inclusive workplace and society. There were so many useful ideas, evidence-based approaches and powerful examples of lived experiences. I just want to reflect on a couple in more detail in this short post.
Sobia Iqbal
Leadership & OD Consultant |
Developmental Stages and World view
Carol talked about ‘ethnocentrism’ — applying one's own culture or ethnicity as a frame of reference in order to judge other cultures. The practical implication this has on workplace norms and practices whether conscious or unconscious can be profound.
This got me thinking of a wider developmental model that is premised on the notion that our level of concern and care expands as part of our evolutionary growth and development.
Egocentric - I care only for myself
Ethnocentric - I care only for my tribe, my country, my nation
Worldcentric - I care for all human beings, seeing their inherent value and shared commonalities
Kosmocentric – I care for all sentient beings
Each level transcends and includes the preceding one, highlighting the importance of integrating all levels.
So, how as organisations do we start shifting from ethnocentric to world centric? You may feel like your organisation is already world centric and may even operate globally. I challenge you to honestly reflect on whether you have objectively appraised the unconscious or unintended effects of the organisational structure, process, systems, culture that may impede the move to world centric. An important part of this is the subjective / lived experience of individuals from different groups.
ED&I Begins with Understanding Lived Experience. How much of the following is true for you?
Carol talked about ‘ethnocentrism’ — applying one's own culture or ethnicity as a frame of reference in order to judge other cultures. The practical implication this has on workplace norms and practices whether conscious or unconscious can be profound.
This got me thinking of a wider developmental model that is premised on the notion that our level of concern and care expands as part of our evolutionary growth and development.
Egocentric - I care only for myself
Ethnocentric - I care only for my tribe, my country, my nation
Worldcentric - I care for all human beings, seeing their inherent value and shared commonalities
Kosmocentric – I care for all sentient beings
Each level transcends and includes the preceding one, highlighting the importance of integrating all levels.
So, how as organisations do we start shifting from ethnocentric to world centric? You may feel like your organisation is already world centric and may even operate globally. I challenge you to honestly reflect on whether you have objectively appraised the unconscious or unintended effects of the organisational structure, process, systems, culture that may impede the move to world centric. An important part of this is the subjective / lived experience of individuals from different groups.
ED&I Begins with Understanding Lived Experience. How much of the following is true for you?
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During the session, Carol highlighted various effective approaches to do this work including focus groups, which when done right by experienced / impartial coaches and facilitators can be a source of very rich and useful information. This is a great first step for organisations, checking their own thinking and assumptions — perhaps highlighting areas that need addressing in a very targeted, pragmatic and meaningful way.
Contact us for an informal chat to find out how Central can help
Tel: 0121 285 6161 or Email: [email protected]
Tel: 0121 285 6161 or Email: [email protected]