Marginalised Perspectives: The Power of Lived Experiences into DEI strategies
My innate passion for diversity, equity, and inclusion (DEI) has given me a sense of purpose and direction in addressing the gaps and inequalities that exist in our society.
Over the years, I have seen talented individuals being overlooked due to biases and intolerance toward diversities, and I have witnessed the detrimental impact this has on lives as well as on the social progress.
Walking the DEI professional path allowed me to find missing pieces of my life’s puzzle and enabled a clear understanding of the inequalities I have experienced and witnessed. An opportunity to connect lived experiences to academic and professional learnings leading to the acknowledgement of the following key insights:
1. Perspectives of marginalised individuals often face skepticism due to our unique perspectives shaped by oppressive experiences.
2. Skepticism is seen in the form of social and professional challenges and denial resulting from unconscious biases.
3. Intersectionality creates more intricate thoughts patterns, communication’s expressions, learning needs and perceptions, often leading to deeper and misunderstood marginalisation.
4. Academic studies and research can empower marginalised folks to independently validate their experiences decreasing their need of recognition from their surrounding (families, friends …)
5. Accessibility can be elusive, especially in biased environments. Empowering marginalised individuals with knowledge about their rights and how to demand the opportunities they deserve is crucial.
6. Workplaces often reserve coaching for senior roles, leaving marginalised employees with well-being services like supervision and counselling. Yet, coaching can be the key to empowering diverse folks at the bottom of the hierarchy to thrive.
Diverse and marginalised individuals have different experiences and can develop unique patterns of thoughts and perceptions. Learning to listen and collaborate with them can open new horizons, leading to innovative ideas and initiatives. As Judith Butler suggests in her book Gender Trouble, new theories of gender and sexuality often emerge from the margins of society, where people who have experienced oppression can challenge the norms and expectations of the dominant culture.
Being a minority is undeniably challenging, but it can also fuel strength when addressing the roots of inequality and oppression. Becoming an expert in the DEI field demands resilience, a readiness to surmount daily challenges and marginalised employees often master these skills. In addition, the journey of a diverse, marginalised individual can bring a passionate and highly performative commitment because it also allows an enhanced clarity of the root of their own lived experiences.
On the other hand, mental health can be severely impacted because beginning to identify and link oppressive and discriminatory dynamics to lived experiences can be devastating. This is precisely why understanding effective coping strategies is vital.
For instance, in my daily routine, I maintain strict dietary and physical exercise habits. Over the years, the discipline I’ve developed support me to counter the impact on my mental health, as a result of living my life in contexts that have not been able to empower me. Therefore, while writing this piece and reflecting on how daily routines sustain my activities, I decided that one of my future pieces will explore more in-depth resilience and copy strategies that can support the well-being of neurodiverse and marginalised individuals.
