As young as we are, Generation Z is frequently overlooked as unknowing and inexperienced, yet in a short time, we have witnessed as much beauty as we have duress. However, in this world, where there is much that we cannot control, we are choosing to center ourselves and our communities and thus equity.
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I dream of the day when trans futures are common and ordinary, and I dedicate my work to making that possible. That means staying informed of the worst things said about us but dwelling in and among narratives of our dignity, worthiness, and futures full of possibilities.
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Black women are initially seen as likeable novices, but when they tap into power and equity, it threatens the dominant group. I have felt this and have had numerous conversations within my trusted networks about the harm this perception causes. When confronted with this harm, it can sometimes feel as if there is nothing one can do. I recommend the following…
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While the impact on community (mental) health continues to intensify, burnout has become standard in this VUCA world. Burnout is not an individual issue with individual solutions. Burnout is systemic within the way work is structured – high urgency, heavy workload, prolonged stress, lack of recognition and support, and not enough space for rest, rejuvenation, and connection. We need to reimagine how we work and prioritize self-actualization over self-optimization. Other ways of living and working are possible.
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When I first moved to Texas — more specifically Austin, Texas — I distinctly remember all of the typical culture shocks: the scorching hot triple-digit weather, breakfast tacos, Topo Chico, Cholula, and the almost complete absence of snow and ice – almost. But what surprised me even more was a shift in communication and socialization style that I didn’t anticipate – the expectation of being “nicer.” Initially, I chalked it up to the change in geographical location. But this was something else. I experienced how being a Black woman in predominately white spaces complicates not-so-subtle differences in expected prosocial norms.
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Clearly the unrelenting COVID-19 Pandemic and all of the associated repercussions, the racial reckoning, the impact of climate change, and political polarization of epic proportions have left many of us confused, frustrated, and anxious about our future. Work will never be the same as it was before the Pandemic. We have great opportunities even in this VUCA world to develop new inclusive practices that enhance the work experience for all. It will not be easy, requiring intentionality, a willingness to radically change, and new leadership skills.
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What are the conditions that create an environment lacking in trust? What would it take to move a group from a place of distrust to constructive dialogue centered on those most impacted by harmful inequities? Is that even possible? If organizations are serious about the work of equity and justice, leaders will need to start with rebuilding trust. It takes significant time and effort to heal wounds and repair harm. Sometimes this will result in non-resolution and an employee will make the choice to exit the organization. And sometimes, it will result in a renewed sense of commitment. So, what does rebuilding trust look like in practice?
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I should have called in Black. It’s like calling in sick or taking a mental health day, but these are for the times when being Black in America feels too overwhelming. As Black people, we have inherited historical trauma. Slavery and Jim Crow are collective traumatic experiences. Police brutality and medical racism/experimentation are collective traumatic experiences. Red lining and mass incarceration are collective traumatic experiences. All of us may not have direct contact with every single one of these experiences, but we feel their effects, and we are threatened by them every single day.
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We are experiencing a cultural shift, y’all. Simone Biles. Naomi Osaka. Dr. Nikole Hannah-Jones. Mental health. Black Women. Boundaries. In the mainstream, we are experiencing Black women unapologetically affirm their divine right to refusal and rest, and gift us with possibility for what it means to reorient our relationship with “work.” It is all fun and solidarity, retweets and hashtags, until someone we know models radical self-love and asserts their boundaries, and we experience inconvenience as a result. It hits different…and reconciling that, in my experience, is the work—that intrapersonal reckoning.
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Many organizations are currently scurrying to leverage the current racial justice momentum to engage senior leaders in this work. Let me first affirm—this segment of work is important to much broader systemic change. I believe that learning, unlearning, relearning are critical paths towards disrupting systems and reimagining new ones…. AND I believe that if we’re not mindful of how we curate and facilitate spaces that seek to engage us down this path, we can end up causing more harm than good.
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As someone who is a full-time remote employee, I could (and will) offer a few tips for staying engaged and productive, but I have to be honest that this period in time is different. The range of emotions we’re experiencing; the rapid influx of news, media, and updates; and the pressure associated with household or familial tasks all influence one’s creativity, engagement, and productivity. This is a reality worth affirming and honoring ahead of any “checklist” for staying engaged as a work from home employee.
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As we culminate this series on managing the toll of DEI work, this conversation is just beginning. This series is more than a set of blog posts—it’s a movement. As our writers and readers showed us, managing the toll of DEI goes beyond our individual actions; it’s about cultivating a community of change-agents, being honest about and critical of the systems we work in, and revisiting the fundamental principles of our health and well-being that we often put on the back-burner.
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