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Rethinking Grief: The Hidden Impacts Of Non-Traditional Grief On Employee Happiness

Dr. Nika White • Sep 14, 2021

Grief. It’s a word we often use when talking about a loss of life. But, not a word we use when we talk about loss in a different context like a loss of hope, closeness to loved ones, or professional opportunities. The pandemic is a good example of how multi-layered grief can be. The pandemic caused some people to wait nine hours in line at the hospital with the hope that their loved one would get the care they needed. Some without success. While others lost their sense of financial independence, opportunities to move up in their careers, or the ability to spend time with the people they care about.

Someone grieving during the pandemic may not show up fully at work– and may not even know they’re grieving at all. Perhaps their definition of grief only involves the loss of life, but not the other pieces of their happiness and joy that were lost in the process. Suppressed grief impacts an employees’ happiness, productivity, and ability to show up authentically in the workplace.

It’s about time we rethink the concept of grief, how it shows up for people in the workplace and what we can do to support those experiencing grief.

Non-Traditional Forms of Grief

There are several non-traditional forms of grief that businesses and individuals often overlook in the business world. The forms may not involve a physical loss of life, but do involve a loss of something. Something that the employee is no longer able to ignore and that which impacts their ability to perform and do their best at work.

People are grieving the continuation of a global pandemic with no end in sight. The light at the end of the tunnel has shifted and many people are grieving the life, memories, and freedoms they had before the pandemic began.

People are grieving the loss of a promotion or the opportunity to work on a highly visible project. The missed opportunity for upward mobility in their careers could be a silent and painful low point in someone’s life right now.

Someone may be grieving how they aren’t meeting the expectations of others. Whether that’s failing to perform well on a high visibility project or letting down a family member, people grieve the failure to meet expectations and contribute positively to someone else’s success and happiness.

Someone may be grieving missing out on special opportunities. Particularly with the pandemic, there were concerts, vacations, birthdays, and celebrations that people missed or had to postpone. People may be grieving the loss of spending time with friends and family with no foreseeable reunion in sight.

People are grieving the loss of privacy. With work from home policies still dominating the business world, many people no longer have privacy or free time readily available. They may be wearing multiple hats as teacher, parent, cook, friend, and coworker all without an opportunity to relax, retreat or enjoy peace and quiet.

People are grieving the loss of unmet dreams and life goals. Some people had to put their dreams on hold to become a parent, care for a sick family member, or make it through a stint of unemployment. Their dreams and ambitions have been hampered and since then, they’re grieving the loss of their long-standing dreams and goals.

People are grieving from isolation. Someone just packed up and moved to a new place and they’ve lost a closeness to their friends, family, and all things familiar. People are grieving the major impact of isolation in a new place and the difficulty that comes with forging new relationships in the future.

People are experiencing financial grief. The loss of income or a recent dependency on someone else for financial support may be impacting someone’s mental wellbeing.

There are so many more examples of non-traditional grief that are overlooked in the workplace. But, you can imagine all the ways the grief mentioned above would impact somebody’s ability to show up fully at work.

Expanding Our Definition of Grief

There’s more to grief than a loss of life. Expanding that definition to include non-traditional forms of grief like the loss of work opportunities, social connections, finances and more can create a new lens by which we view grief and what we can do to support those experiencing it.

Companies that currently offer bereavement leave may want to include mental health or self-care time off. This special form of PTO would allow employees who are experiencing non-traditional forms of grief to take the time they need to work through it.

It’s important to also take the stigma out of the words “mental health days”. People often think they need some chronic condition in order to take those days off. But, that’s not true. Expanding our understanding of grief and encouraging the use of mental health or self-care time off can encourage employees to take the time they need to process grief outside of the workplace.

If maintaining the health and happiness of employees is an important part of your business, then it’s worth expanding the definition of grief and how your company can support people during these challenging times.

Final Thoughts

It’s okay to grieve, accept what was, and release it. With non-traditional forms of grief, we open ourselves up for new opportunities to reflect, heal, and show up fully. Expanding the definition of grief and giving employees the time off they need to process it, can provide a new level of healing and presence in the workplace.

There’s a responsibility that each employee and employer has to make sure non-traditional grief is recognized. If an employee is not willing to disclose that information to their employer, we can’t expect businesses to be aware of their situation and move towards action to support the person.

On the other hand, if the employer isn’t thinking broadly about their benefits like mental health or self-care time off, people may not feel the psychological safety to come forward and ask for the time they need to grieve.

This topic of non-traditional grief is something most organizations aren’t processing. But, they should. When they do, the health, happiness, and psychological safety of it’s employees can grow and flourish. The way we think about grief can be turned on its head to support a broader array of challenges that impact an employee’s ability to show up. When those non-traditional forms of grief are acknowledged, empathy, compassion, and authenticity can grow in the workplace.

The Impact of the Supreme Court Decision on Affirmative Action and the Struggle for Equality in College Admissions and Entrepreneurship

By Nika White • 11 Oct, 2023
On June 29, 2023, the Supreme Court delivered a controversial decision in the cases of SFFA v. Harvard and SFFA v. UNC, effectively dismantling the long-standing equal protection law and eliminating the use of affirmative action in college admissions. This decision has far-reaching consequences for higher education, corporate, and financial institutions that aim to promote opportunities for people of color. Corporate Ambitions for Black Women Entrepreneurs Under Attack: 
The ramifications of the Supreme Court decision extend beyond college admissions. Several initiatives to promote economic progress for Black women entrepreneurs have come under scrutiny and legal challenges. The Fearless Fund, a prominent organization supporting Black women-owned businesses, faced a lawsuit accusing them of racial discrimination in their grant program. The American Alliance for Equal Rights also sued two law firms over their diversity fellowships. Furthermore, other conservative groups have targeted significant corporations such as McDonald's, Target, and Hello Alice’s partnership with Progressive, seeking to undermine programs that address racial inequality in business opportunities. Challenges Faced by Black Women Entrepreneurs:
 The report released by Blaze Group titled the 2023 State of Black Women-Owned Businesses Report® , sheds light on the realities Black women entrepreneurs face. It reveals that two-thirds of those surveyed work multiple jobs alongside their businesses. Additionally, nearly 20% of respondents have a household income below the U.S. poverty line, while 55% fall into the middle-income bracket. These statistics highlight the funding gap that Black women entrepreneurs encounter, as they are often left to fully finance their ventures due to exclusion from traditional financial institutions. The Historical Context and the Struggle Ahead: 
To understand the significance of this Supreme Court decision, one must acknowledge the deep-rooted racial discrimination and oppression embedded within many societal institutions in the United States. The country's history, including its judicial system, education system, and financial institutions, has a legacy of systemic racism that has contributed to the current disparities. Despite this setback, it is crucial for institutions and individuals to continue advocating and implementing equitable practices that foster access to opportunities for marginalized communities. Moving Forward: 
While the Supreme Court decision represents a significant disappointment and a step backward in pursuing racial equality, it does not mean the end of the fight. Here are three things to consider doing immediately: 1) Stay informed and engaged with ongoing developments of the affirmative action decision and research that centers the voices and experiences of Black women entrepreneurs as collective mobilization and unity are vital in the ongoing struggle for equity. Click here to read the full 2023 State of Black Women-Owned Businesses Report®. 2) Support Black women-owned enterprises by: a. Purchasing products and/or services from Black women-owned businesses b. Creating equitable pathways for access to opportunities for Black women entrepreneurs (mentorship programs, access to risk management services, mental health services, etc.). c. Highlighting Black women-owned businesses on your personal and professional platforms. 3) Actively push for equitable laws and practices to bridge racial gaps in various industries. Final Thoughts: 
The Supreme Court's decision to eliminate affirmative action in college admissions has had far-reaching consequences. It affects educational institutions and hinders efforts to provide equal opportunities for people of color in various sectors, including entrepreneurship. The challenges Black women entrepreneurs face, such as limited access to funding, highlight the pressing need to address systemic biases and ensure equitable practices. While setbacks may arise, the fight for racial equality and inclusive opportunities must continue through collective action and persistent advocacy.

Defending DEI: Challenging Assumptions and Encouraging Curiosity

By Nika White • 15 Sep, 2023
Diversity, Equity, and Inclusion (DEI) have become critical components of modern workplaces, aiming to foster a more inclusive and equitable environment for all individuals. However, in our efforts to create a diverse and inclusive culture, it is important to distinguish between embracing DEI from a disempowering perspective versus an empowering one. This article will explore the difference between the two approaches and provide examples to encourage open-mindedness, curiosity, and conversation surrounding DEI. 1. Disempowering Position on DEI: When individuals adopt a disempowering position on DEI, they often react defensively to questions or curiosities, fearing offense or misunderstanding, or feel defeated when the work is challenged or negated. This defensive posture can hinder progress and prevent meaningful dialogue, creating an environment of reluctance and silence. Examples of a disempowering position on DEI may include: a) Avoiding discussions: People may avoid engaging in conversations about DEI for fear of saying the wrong thing or unintentionally causing harm. This avoidance limits opportunities for learning, growth, and understanding. b) Shaming curiosity: When someone asks questions about DEI, responding with dismissiveness or defensiveness may discourage them from seeking further understanding. It is essential to create a safe space where questions can be asked without judgment. c) Silencing different perspectives: In a disempowering environment, dissenting viewpoints may be suppressed or dismissed, preventing the exploration of alternative approaches to DEI. This hinders progress and limits diverse perspectives from being heard. 2. Empowering Position on DEI: On the other hand, an empowering position on DEI embraces curiosity, questions, and a growth mindset. It recognizes that genuine understanding and progress come from open dialogue and a willingness to learn from different perspectives. An empowering position on DEI also knows how to effectively navigate naysayers and negativity concerning DEI, not allowing the devaluing sentiments to move us from our charge of defending DEI and maintaining its significant impact on society. Examples of an empowering position on DEI may include: a) Welcoming questions: Encouraging questions demonstrate an openness to discuss DEI topics and allow for educational moments. By creating a safe space for curiosity, individuals can challenge assumptions, learn, and grow together. b) Engaging in dialogue: Actively participating in conversations about DEI enables diverse perspectives and experiences to be heard and valued. Healthy discussions foster a deeper understanding of the issues at hand, leading to collaborative strategies for creating an inclusive environment. c) Cultivating a learning culture: An empowering approach to DEI encourages continuous learning and education. Companies can offer resources, workshops, and training programs to foster understanding, empathy, and skill development among employees. Final Thoughts Defending DEI requires us to embrace an empowering position rather than a disempowering one. Open-mindedness, acceptance of questions and curiosities, and a commitment to ongoing learning are key elements to creating a truly inclusive and equitable environment. By fostering an empowering culture surrounding DEI, we can engage in meaningful discussions, challenge assumptions, and work together to build a more inclusive future. So, let's embrace DEI with a welcoming and empowering stance, inviting curiosity, and understanding, and constructively addressing questions and concerns. Together, we can create a workplace culture that thrives on inclusivity, pushing boundaries, and achieving real and sustainable progress. Remember, DEI is a journey, and it is through open hearts and minds that we can truly make a difference. Note: The examples and perspectives shared in this article are general in nature and intended to provide a starting point for discussion and reflection. The approach to DEI within each organization may vary, and it is essential to tailor strategies to specific contexts and needs . .

Embracing Grace: Cultivating an Inclusive Workplace for Marginalized Professionals

By Nika White • 08 Aug, 2023
In today's diverse and interconnected world, cultivating an inclusive workplace environment is a paramount goal for organizations aiming to thrive. As a DEI practitioner and woman of faith, I believe that incorporating the principle of grace can play a transformative role in creating an inclusive space for marginalized professionals. In this article, I explore the significance of grace in the workplace and how it fosters empowerment, resilience, belonging, psychological safety, relatability, and greater acceptance of others. 1) Grace Gives Room and Power to Become: At its core, grace is about giving others the space and encouragement to grow and develop. This creates an environment that supports personal and professional growth in the workplace, regardless of an individual's background or identity. By offering support, mentorship, and opportunities for advancement, organizations can empower marginalized professionals to reach their full potential, contributing their unique perspectives and talents to the team's collective success. 2) Grace Provides Enablement to Try Again: We are all human and bound to make mistakes. However, in a workplace culture that embraces grace, mistakes are seen as opportunities for growth rather than a reason for defeat. When marginalized professionals are given the space to learn from their errors without fear of undue repercussions, a culture of continuous improvement and resilience is fostered. This enables individuals to bounce back stronger, ultimately leading to personal and organizational success. 3) Grace Provides a Sense of Belonging: Belonging is an essential need for every employee, especially those who may feel marginalized due to race, gender, religion, or other factors. Grace creates a supportive environment, free from judgment and bias, where individuals can fully be themselves. When employees feel a sense of belonging and acceptance, they are more likely to be engaged, contribute ideas, and build meaningful relationships, fostering a positive and collaborative atmosphere within the workplace. 4) Grace Provides Psychological Safety: Psychological safety is the foundation for open communication and authentic expression. By cultivating a culture of grace, where individuals are not afraid of being ridiculed or undermined, marginalized professionals feel safe to speak up, share their experiences, and offer valuable insights. This empowers individuals and leads to better decision-making, increased innovation, and a more inclusive work environment. 5) Grace Makes the Workplace Relatable: Human beings naturally seek connection and understanding. When marginalized professionals are embraced with grace, their unique experiences and perspectives are acknowledged and valued. This creates relatability, facilitating genuine relationships between individuals from different backgrounds. As a result, the workplace becomes more diverse, dynamic, and enriched by a tapestry of ideas and viewpoints, which is essential for sustainable growth and success. 6) Greater Acceptance of Others: One of the cornerstones of grace is the acceptance of others, regardless of their differences. By actively fostering a culture of grace in the workplace, organizations signal a commitment to diversity, equity, and inclusion. This encourages employees to embrace and appreciate the diversity of their colleagues, leading to greater empathy, understanding, and acceptance. Through grace, bridges are built, biases are challenged, and an inclusive work environment is created. Final Thoughts: Incorporating the principle of grace in the workplace is not only a way to honor the experiences and identities of marginalized professionals but also a strategic move that benefits the entire organization. By providing room for growth, enabling resilience, fostering belonging, promoting psychological safety, enhancing relatability, and encouraging acceptance of others, grace cultivates an inclusive and empowering workplace culture. As DEI practitioners and believers in the power of grace, we have the opportunity to create lasting change, one compassionate action at a time. Let us embrace grace and transform our workplaces into spaces where everyone can thrive and succeed.

The Wealth-Boosting Power of Home Ownership for the Black Community

By Nika White • 11 Jul, 2023
The National Association of Realtors released its 2022 homebuyer data for the United States to include all buyer breakdowns by race/ethnicity. The results are jarring.

Overcoming DEI Content Fatigue: Moving Towards Inclusive Conversations

By Nika White • 10 Jul, 2023
In today's interconnected world, discussions surrounding diversity, equity, and inclusion (DEI) have become increasingly prevalent, and in many regards, the vernacular has grown violent. DEI content fatigue is a phenomenon that has emerged in response to the increased visibility and discussion of issues related to the topic in various forms of media, such as articles, social media, and advertising. While the promotion of DEI is essential for creating a more inclusive society, it is important to acknowledge that constant exposure to such content can lead to a sense of fatigue or overwhelm for some individuals. This fatigue may arise from various factors, including the emotional toll of constantly engaging with challenging topics, the repetitiveness of certain narratives, or the perception that DEI conversations have become performative or tokenistic. Additionally, individuals from marginalized communities may experience exhaustion from the burden of repeatedly sharing their experiences and educating others. It is crucial for content creators and organizations to approach DEI discussions with sensitivity and thoughtfulness, ensuring that they strike a balance between raising awareness and allowing individuals to take breaks when needed. Moreover, it is vital to focus on implementing tangible actions and structural changes to address systemic inequalities rather than relying solely on symbolic gestures or empty rhetoric. We can foster more meaningful and sustainable progress toward a truly inclusive society by recognizing and addressing DEI content fatigue. But evading DEI content is not the answer. Rather, it is essential to acknowledge when DEI content fatigue is a cop-out for doing the work when the ultimate goal may be avoidance. In a recent conversation with a prospective client, she expressed concerns about her organization's leaders feeling overwhelmed by the sheer amount of DEI-related content within their industry trade association. Rather than accepting this fatigue as inevitable, it is crucial to delve deeper, understand the underlying causes, and address them head-on. This article explores the reasons behind DEI content fatigue. It proposes strategies for fostering meaningful conversations about equity and inclusion so that we don’t fall into the trap of side-stepping the need to facilitate productive dialogue. Understanding DEI Content Fatigue DEI content fatigue is not unique to this specific context; various matters like money, health, and food are regularly discussed and widely considered important. It is essential to consider why these topics continue to be part of our conversations despite the potential for fatigue. Similarly, instead of avoiding DEI discussions, it is crucial to recognize their significance in shaping our lives, organizations, and communities. By reframing DEI content fatigue as an opportunity for growth, we can explore the contributing factors and work towards finding solutions. Addressing the Underlying Causes 1. Lack of Clarity: One probable cause of DEI content fatigue is the lack of clarity surrounding its purpose and relevance. Organizations must provide clear guidance on why DEI is important and how it connects to their overarching goals. Individuals are more likely to engage in meaningful conversations by establishing a shared understanding and vision. 2. Discomfort and Avoidance: Uncomfortable conversations about topics like race, gender, and privilege can often lead to avoidance. However, it is crucial to acknowledge that discomfort is an inherent part of growth and learning. Creating safe spaces for open dialogue, where individuals can express their concerns and fears, can help build trust and foster a more inclusive environment. 3. Insufficient Skills and Knowledge: Many individuals may feel ill-equipped to navigate discussions around DEI. Providing effective training, resources, and support can empower employees at all levels to engage in meaningful conversations. Investing in building the skills necessary for inclusive communication promotes long-term change. 4. Belief in the Value of Equity and Inclusion: If individuals do not fully comprehend or believe in the value of equity and inclusion, they may exhibit resistance or disengagement. Fostering a deeper understanding of the positive impacts of diverse perspectives and inclusive practices can help combat skepticism and foster a more inclusive mindset. 5. Lack of Accountability: Within organizations, a lack of individual and collective accountability can inhibit progress. It is essential to cultivate a culture where individuals feel responsible for their role in creating an inclusive environment. Encouraging accountability requires clear communication, measurable goals, and transparent feedback mechanisms. Normalizing Meaningful Conversations To overcome DEI content fatigue, shifting the focus toward actively addressing the underlying concerns is crucial. Rather than creating narratives that divert from the core issue, organizations should prioritize open and honest discussions about the reasons behind fatigue. By recognizing DEI as an integral part of our collective well-being, we can embrace the challenges, foster understanding, and drive positive change. Final Thoughts DEI content fatigue can hinder progress toward building inclusive cultures within organizations. However, organizations can foster meaningful conversations and create lasting change by understanding the causes behind this fatigue and addressing them proactively. By normalizing discussions around DEI, promoting education and awareness, and fostering a sense of accountability, we can create a more inclusive and equitable future for all. Let us embrace the opportunity to overcome DEI content fatigue and work towards a brighter, more inclusive future.

Trigger Warning: Triggers are Your Responsibility

By Nika White • 16 May, 2023
In 2021, I was scrolling through my LinkedIn feed when I stumbled upon a photo that stopped me in my tracks. It was a medical-style depiction of a pregnant woman holding an infant baby in her stomach. Instead of the typical white or fair-skinned mother and child depiction that we often see in medical textbooks, I saw a dark-skinned woman and fetus. The depiction was created by Nigerian medical student and illustrator, Chidiebere Ibe, who was seeking a more diverse representation of this natural process.

Black Maternal Inequality Is Rampant. 4 Ways Workplaces Can Support Black Families.

By Nika White • 10 Apr, 2023
It’s Black Maternal Wellness Week Band it’s about time we talk about the ways Black women and families experience maternal inequality inside and outside of the workplace. Black women are disproportionately subjected to fertility and healthcare injustice that most organizations aren’t aware of. In 2020, the maternal mortality rate for Black women was 3 times higher than for White women in the United States. Many factors contribute to these disparities such as structural racism, implicit bias from healthcare workers, and underlying chronic conditions. Regardless of how Black women made it to the place of high maternity mortality, they need support—and organizations simply aren’t offering the right resources to meet them where they are. Black women are seemingly stuck in a place where racialized health disparities and their needs for care and equality are overlooked or outright ignored. Ignoring these issues or surrendering to the assumption there’s nothing to be done about them is a mistake on the part of organizations. Workplaces have an opportunity to go above and beyond to support Black families with adequate parental leave, mental health resources, and other benefits to not only combat internal workplace inequality but to also support those who are experiencing childbirth complications that affect their performance in the workplace. Whether your organization wants to attract more Black workers or maintain and support the ones you have, consider offering the following maternal wellness support to Black mothers and families. Believe Black Women First and foremost, when Black women tell you they’re experiencing microaggressions in the workplace or they’ve encountered bias from providers when they needed medical care, believe them. All too often, Black women are gaslit on a number of issues from seeking maternal healthcare to expressing grievances about unequal treatment. The consequence of not believing Black women can not only be detrimental to their health but also to their unborn children. Research suggests that Black women receive lower quality care than White women, which contributes to an increased risk of maternal morbidity. Many Black women cite complications such as physical pain, dizziness, and other maternity red flags, yet healthcare professionals or those tasked to help them may downplay their needs or recommend inadequate solutions. Gaslighting and dismissing Black women about their lived experiences in the workplace and when navigating the medical system is not helpful. In fact, gaslighting can bring about feelings of institutional betrayal , a phenomenon where an organization's words don’t match its actions and consequently create a sense of betrayal and feelings of lack of safety for Black individuals. Believing Black women when they say something isn’t right in the workplace or when seeking maternal care is essential to curbing death disparities and encouraging healthier and happier families. Offer paid family leave and bereavement benefits that include child loss In the event that a Black family is expecting soon, make sure your organization has parental leave that supports both the mother and father during this time. Parental leave shouldn’t just apply to one gender—it should be available to all parents. Offering genderless paternity leave can play a critical role in leveling the playing field for expecting families and giving them the reassurance that their employers have their back on this issue. In a country where racial and ethnic minorities are more likely to be uninsured, offering basic parental leave can be a powerful way to support Black families in your organization. In the case of child loss, families should have bereavement coverage which includes the loss of a child. Grief resulting from child loss can look a number of ways and may extend into a loss of identity, self-sufficiency, or opportunities at work. Ensuring that bereavement is easy to access for Black families who have lost a child can be crucial in allowing them to grieve without subjecting them to the additional trauma of a loss of financial resources. Support affinity groups for working parents and those who have experienced child loss Since maternal health issues are so personal, it can feel affirming for parents and expecting families to participate in an affinity group with strong support from the organization. Affinity groups are a way for folks with common challenges to come together in a safe space where they can engage in open dialogue that helps each member to process, grieve, and feel affirmed. It’s vital for Black families to have a space where they can discuss certain health issues within the community and not feel so alone. Many Black women experience maternal health issues that are different than their White counterparts. For example, Black women are more prone to infertility , stillbirths , and uterine fibroids . Topics that may be best discussed with those who understand their situation. Whether an organization feels financially prepared or well-staffed enough to address this need internally or not, even a small affinity group can have a large impact. Simply providing a physical space and consistent time for groups to organize and meet is a meaningful way to demonstrate support to Black families struggling with maternal health issues. Offer postpartum mental health support Even after weeks of parental leave, some Black women still may not feel like “themselves” when they return to work. They could be experiencing postpartum mental health issues that affect their presence and performance in the workplace. One study showed that Black mothers are more likely to suffer from mood and anxiety disorders like postpartum depression and do so in silence without clinical help. Mental disorders can leave some Black mothers especially vulnerable and in need of support as they return to work and effectively manage their work-life balance (or work-life blend as I call it). Consider offering postpartum mental health resources for all families, but especially Black families. This can look like choosing a health insurance provider that covers visits to therapists or offering therapist visits as a separate perk to accompany traditional health coverage. Even though thousands of Black women experience mental health issues after giving birth, the stigma in Black communities towards seeking therapists can deter many from getting the help they need. Employers have an opportunity to support the transition from new parenthood to returning to work by offering mental health benefits that truly support Black families. Final thoughts Although Black maternal health doesn’t seem like an issue that organizations should have on their radars, it truly is. As racial diversity increases in the workplace, more employers and non-Black employees will work alongside Black families who may be experiencing these issues. They are going to build relationships with Black families and may even go to each other’s familial events. Having a keen awareness of Black maternity disparities can demonstrate cultural competence and create a safer space for Black families. Filling in the gaps of health disparities and doing one's part to curb them helps Black workers feel supported in the workplace and can help them better transition between taking time for parental leave and returning to work successfully. Forgetting to offer mindful resources to support Black families is a mistake that can cost businesses healthy and happy workers who need additional support during trying times. I encourage organizations to go above and beyond to provide better resources for Black women and families. The result can help attract and maintain a diverse workforce and ensure they show up happier and more present in the workplace.

The Phenomenon of Institutional Betrayal

By Nika White • 20 Mar, 2023
When you think of the word, “betrayal,” what comes to mind? By definition, the term means “the violation of trust by someone close to you.” This can be an all too common feeling in the workplace. Institutions that promise safety, security, and belonging to workers who occupy marginalized identities may not have their actions and promises aligned. For some marginalized folks, the degrading trust they have for institutions is only worsening as the frequency of microaggressions and workplace trauma continue to impact their personal and professional lives. But there’s a new term to describe the misalignment of words and actions and the ensuing feelings that come from it: institutional betrayal. First coined by psychologist, Jennifer Freyd , institutional betrayal is described as “wrongdoings perpetrated by an institution upon individuals dependent on that institution, including failure to prevent or respond supportively to wrongdoings by individuals committed within the context of the institution.” As we work towards diversity, equity, and inclusion (DEI) in organizations, we should ask ourselves: How might our organization be perpetrating wrongdoings in the workplace and not even know it? How does repeatedly dismissing the requests and needs of marginalized workers while showing little accountability for organizational mistakes, be exacerbating feelings of mistrust and betrayal? Today, we’ll further define institutional betrayal, see how it shows up in and outside of the workplace, and discuss what organizations can do to take ownership in order to curb this phenomenon. What is institutional betrayal? Even if you haven’t heard of the term institutional betrayal, you’ve probably witnessed it in the workplace. It’s much like the phenomenon of “workplace trauma,” a term used to describe when marginalized people experience the same trauma outside of the workplace as they do inside, for example, when marginalized folks experience colorism hierarchy, gaslighting, and microaggressions in their personal and professional lives. I would argue institutional betrayal is a step further. It’s not just the replication of workplace trauma–it’s the overwhelming feeling of betrayal that a marginalized person can experience when institutions don’t follow through on their promises of safety or actively cause harm and wrongdoing without taking accountability. It’s the gut-wrenching reality check that occurs when organizations assure someone that they can feel authentic and safe in a space, but it turns out to be nothing more than empty promises. “I thought this was a safe space” These words reverberate from the mouths of marginalized workers all over the country. The idea of workplace safety or safe spaces can be a talking point for many businesses and organizations. Leaders might assure marginalized folks that a particular space is “safe” for them to “be themselves” and show up “authentically.” But when a marginalized person enters the space, they see right away that the supposed “safe mecca” that’s been touted by the organization has no teeth. Organizations should be careful about promising more inclusive spaces without doing the work to ensure those spaces are truly welcoming and warm to all. Organizations should practice accountability by doing the work of strategically planning initiatives, funding safer spaces and their staff, seeking constructive feedback from marginalized folks, and even hiring a DEI consultant . Organizations and leaders should understand that even with all of these tools, actions, and commitments, the space will never be one hundred percent “safe,” but rather “safer.” And for some marginalized folks, the attempt at creating a safer space is enough to quell feelings of mistrust and hurt within the organization. “Our doors are always open” Organizations may say they offer DEI resources or tell their shareholders they have support groups for marginalized workers. But, if the individuals who need those resources don’t feel supported by them or don’t have an opportunity to express grievances about the workplace culture, those individuals may experience institutional betrayal. They can feel gaslit by an organization that claims the support groups they are a part of have an open door to discuss changes and grievances around DEI. However, the lack of followthrough and pathways for institutional change can cause some individuals to feel jaded and betrayed by the organization’s supposed “open door” policy. Organizations that say they’re open to feedback from marginalized workers need to uphold that promise. An organization that claims to value DEI but doesn’t actually value hard feedback from their workers is failing to rebuild psychological safety and trust in the workplace. When actions and words don’t align around grievances and receiving feedback, how can we expect marginalized workers to able to show up and feel supported and confident in the organization? “I can’t breathe” Outside of the workplace, institutional betrayal has been felt by marginalized communities for decades. Scholars and activists who have studied the tragic killing of George Floyd and other folks of color have seen the connection between the overarching issue of police brutality and institutional betrayal. The promise of law enforcement institutions is that police officers and other enforcement bodies will protect all citizens equally and be free of biases. The result is decades of biased policing practices that disproportionately target marginalized people. Institutional betrayal, in this case, shows up as promises of honesty and equality but the result is a resounding mistrust in the word and intentions of law enforcement bodies within certain communities. At this level, many activists and organizers are calling for a complete reform of law enforcement. But as we’ve seen around the nation, some communities are open to change and others are not. Due to long-standing historical issues, many communities may never feel real trust for law enforcement bodies, but the attempt from enforcement departments and local governments to try to rebuild that trust is a step in the right direction. An acknowledgment of the trauma caused in certain communities has to be made in order to remedy it. Action must be taken, and when it is, that’s a step in the right direction. Institutional betrayal requires urgent action from organizations When we hear the phrase workplace trauma, it leaves an impression. No one wants to intentionally cause trauma to another person. But some organizations may not know they are causing trauma to their employees by replicating microaggressions from the outside world and bringing them inside of the workplace. Organizations may misunderstand workplace trauma as a personal problem–not an institutional one. So when we use the word betrayal, the issue becomes more urgent and relevant to organizations. The issue transforms from someone else’s problem into an institutional problem of building trust and remedying repeated failed actions on the part of the organization. Leaders should see workplace trauma and institutional betrayal as related, but understand both terms require leaders to do something about the issues within their walls and to follow through with action. Leaders and executives should ask themselves: In what ways have our policies or practices retraumatized marginalized workers? How have our policies not protected those who needed it most? What can we do to listen deeper and find solutions for marginalized workers? These questions may lead organizations to find cooperative solutions to workplace safety and belonging. Final thoughts As more and more institutions implement DEI in the workplace, they may be missing a critical component: action. Saying a space is “safe” or “welcoming” is not enough–we need proof. Marginalized folks and allies need to see organizations dedicated to implementing their DEI initiatives and not perpetuating workplace trauma and institutional betrayal. Marginalized folks should genuinely feel safe in the institutions in which they work and live, and see that their policies and procedures around DEI are honest, transparent, and effective. Organizations should make sure their practices and policies are aligned with their actions, and if they’re not, be willing to do the work to change them. We all have a responsibility to tread lightly and not cause more trauma and betrayal in the pursuit of “business as usual.” We can all be more conscious of the ways we cause trauma to others and how we can remedy betrayals when they occur. Only through cooperation between marginalized folks and organizations will we be able to walk in the workplace with compassion, safety, and trust.

Why “Quiet Hiring” May Set Back Your DEI Efforts

By Nika White • 20 Feb, 2023
Since before the start of the COVID-19 pandemic, the trend of quiet quitting had begun to circulate in the news and social media outlets. The phenomenon of quiet quitting is defined as employees who will no longer go above and beyond at work and will instead do exactly what’s being asked of them and nothing more. I’ve talked about how diversity, equity, and inclusion (DEI) can help end quiet quitting but still, quiet quitting caused an uproar in the business world as some organizations saw it as a decline in “hardworking values.” In my view, quiet quitting was less about employees not working hard enough and more about workers turning their focus toward work-life balance (or work-life blend as I call it). Quiet quitting was the predecessor to the Great Resignation of 2020 and 2021. This time, the workers didn’t just coast at their jobs–they acted on their personal and professional ambitions and resigned in droves. This led to an empowering period for workers all over the country who were finally ready to have a healthy work-life blend, ask for increased compensation, and enjoy more flexibility. Fast forward to today: 2023 is bringing a new workplace phenomenon, but this time businesses are the ones calling the shots with “quiet hiring.” This article will explore what quiet hiring is and how it can hinder or derail your business’ DEI initiatives. What is quiet hiring? According to CNBC, quiet hiring is when a business hires temporary workers (or contractors) to fill permanent positions or asks existing employees to fill in-demand roles and acquire new responsibilities without increasing their compensation. Essentially, quiet hiring is how companies are dealing with major labor shortages without increasing wages or benefits for workers. So, how does this new phenomenon affect DEI and why should businesses be cautious about the consequences of quiet hiring? Quiet hiring may cause contract labors to miss DEI training Most companies who have DEI training on workplace bias, cultural sensitivity, and building a culture of belonging offer that training to full-time employees–not temporary workers. As more and more businesses use contractors, freelancers, and non-employee labor, those workers are often left out of mandatory DEI training. This can cause businesses with good intentions for DEI to lose track of their progress and implementation across all departments. When one full-time employee is tasked to do bias training and a newly hired contractor is not, it creates inconsistency for DEI in the workplace. With contract laborers taking up more and more roles within organizations, the lasting results of missed or skipped DEI training for temporary workers may cause a gap in progress that is yet to be seen. Quiet hiring may widen pay and benefits gaps Some businesses are choosing to quiet hire because of rising demand for employee wages and a recession looming on the horizon. Hiring temporary workers or asking existing employees to take on new roles without additional compensation will inevitably lead to a widening pay gap between contractors and employees as well as between employees in stable roles versus newly reassigned roles. A recent study showed a huge pay gap between temporary workers and full-time employees–not just in the United States but around the world. With women, minorities, and immigrants already experiencing large pay gaps in the general U.S. economy, hiring those same workers temporarily or asking existing workers to work harder without increased compensation makes the DEI goal to close the wage gap and slow pay inequality that much further out of reach. In fact, asking employees to do more work for the same pay could even be considered “wage theft”. Plus, 1099 contractors and temporary workers likely won’t receive the full benefits packages usually afforded to full-time employees like paid time off, parental leave, or equity stakes. Thus, creating an even larger disadvantage for temporary workers who are performing full-time work without full-time benefits. Quiet hiring may increase burnout among workers With potentially no paid time off for temporary workers and no increase in compensation for existing employees, the opportunity for burnout grows. Burnout is exacerbated when workers are unable to find a work-life blend or get the downtime needed to recover from the heavy demands of work. When employers strip that away from workers or don’t compensate them for their additional responsibilities, burnout is the inevitable result. In DEI, we advocate for businesses to promote greater work-life blend opportunities to lower or mitigate the effects of burnout. I often advise companies to be generous with benefits like paid time off, parental leave, and bereavement. I also advise employers to have greater respect for the boundaries employees set around their private time. Whether a worker is temporary or full-time, having the space to rest, relax, and return to work feeling rejuvenated should not be rare or the exception. It should be the standard. Quiet hiring may give international candidates more opportunities One upside to quiet hiring is that international candidates may be given more opportunities for professional advancement than ever before. In industries like healthcare, where a labor shortage has been prevalent since the pandemic began, skilled workers from overseas are now filling roles that have long been in demand but remain vacant. In this sense, quiet hiring may advantage international candidates and open up more opportunities for skilled immigrants from abroad to find new economic opportunities in the U.S. and to do so legally at a time when they’re most needed. Final thoughts Quiet hiring shouldn’t derail your DEI initiatives when policies and practices are applied evenly amongst temporary and full-time workers. If your company is choosing to hire temporary workers in this current economic climate, be mindful of what opportunities temporary workers are being afforded or deprived of. Are they being included in DEI training like their full-time counterparts? How can your business include temporary workers in the typical employee training and protocols to ensure they don’t get left behind economically, psychologically, or professionally? For current employees who are being asked to do more, how can your organization compensate them fairly for their increased responsibilities or provide other benefits like additional paid time off or longer parental leave? What else can you do to show existing employees that your organization cares about their well-being and that you want them to experience increased workplace satisfaction? As organizations continue to hire at rapid rates to fill full-time vacancies, keeping DEI at the forefront of hiring and onboarding decisions can help your company stay on track with its initiatives while still adapting to this economic period. Don’t lose sight of your DEI goals as your organization transitions into this new phase of employee-employer relations.

The Power Of Sisterhood And Black Women Masterminds

By Nika White • 23 Jan, 2023
After running my business for nearly six years, I was in a place where I needed community. I often speak about the role community plays in diversity, equity, and inclusion (DEI), but I don’t often speak about the ways to find it. In 2022, I had the joy and privilege of joining a Black women-centric business mastermind called Sistas Driving Impact. The group was started on LinkedIn by the founder of Holistic Inclusion Consulting & Author of The Inclusive Organization , Netta Jenkins . Netta describes the group as “a movement of Black women” with the purpose of “growing with each other as sisters, celebrating wins, learning from losses together, and acquiring financial freedom through collaboration”. Black women are the fastest-growing group of entrepreneurs in the nation with the number of Black women-owned businesses growing by 50% between 2014-2019. Yet, how many of us had to build our businesses alone? The truth is, for years, I did many things on my own, too. I learned how to find clients, negotiate contracts, get book deals, and the list goes on. I did it alone and although I don’t regret those challenging yet rewarding accomplishments, I wish I had sought a group of like-minded people to support me earlier on in my business. Sistas Driving Impact is full of brilliant Black women who have taught me the power of sisterhood and all the ways we are anything but each other’s competition. In fact, we are each other’s sounding boards, cheerleaders, friends, mentors, and allies. Today, I’ll share the experiences and insights from amazing Black women in my group and their take on the benefits of having masterminds dedicated to Black women. Trade Secrets, Negotiation, And Selling “The Right Way” When I asked the ladies, “What are you getting from this group that more Black women founders and entrepreneurs could benefit from?” Many said psychological safety, trade tips, and advancement knowledge. This group is “affirmation that I am approaching my business the right way, and thinking about ways to scale it,” said Dr. Tana M. Session, strategist, speaker, and fellow consultant. Many Black women in business don’t have that affirmation. Oftentimes, they don’t have anyone to look to that’s on their level. For Tana and myself, sisterhood looks like affirming that yes you are on the right path and sowing encouragement to keep going. What we also need are practical tools. Fellow mastermind colleague and co-founder of Mission Equality , Sharon Hurley Hall said, “On a practical level, guidance on templates, pricing, negotiation, sales, and more adds to the store of knowledge I bring to my own business.” When in these groups, how are we building each other’s knowledge? How are we sharing the mistakes in business that another woman can learn from? How are we providing valuable information so we all can succeed? The mentality of giving our best secrets away to women who are on our level may seem like we’re giving in to the competition. But in a world where Black women entrepreneurs often don’t receive this knowledge, we’re stepping in as aunties, mentors, friends, and allies to share the vital information that will lift another woman’s brand and ultimately support her success. It’s a privilege and joy to be of service to each other and, therefore, to ourselves. Being Cheerleaders, Promoting Each Other’s Books, And Lifting Ourselves Up Women, in general, have not always been each other’s support systems. We as women are taught to fight and tear each other down for the sake of making it in the competitive “man’s world.” But, what about the opposite? What happens when a group of Black women becomes the loudest supporters of each other’s work? What impact does that have on these women, their businesses, and our community? When asked, “How has another woman in this group helped you grow and get the word out about your work?” DEI consultant Kim Crowder begins by saying, “I could go on for days about this. How the women in this group have helped me grow has been exponential.” She says, “We have bought each other's books, posted about them on social media, and frequently comment on one another's posts. We actively look for ways to support the other members, which is priceless.” There’s no price on sisterhood, camaraderie, or giving. Lifting each other up is a way to affirm and add value to the experience of another Black woman entrepreneur and, essentially, put wind under her wings. Sharon Hurley Halls agrees and remarks, “Bonding with Black women founders is both about sisterhood and possibility: knowing that others like me are doing it and are lifting as they climb.” In a world often about competition amongst each other and within white supremacy, how can we develop ourselves, our businesses, and our goals and then share those learnings with other women? What happens to us? The answer is we lift as we climb. We all grow stronger, bolder, and more successful. Being Each Other’s Mentors, Opening Doors, And Finding “Inspiration Beyond Measure” Although most of the women in my mastermind are at similar levels, there is still so much to learn from each other. Some women have taken on the role of mentor and guide. Janelle Benjamin , the founder of consulting firm All Things Equitable , is “getting camaraderie, sisterhood, protection, joy, and so much professional wisdom.” Benjamin continues by saying, “I’m ultimately getting executive coaching from folks who have been through it all and learned from their own mistakes, so now I don’t have to make the same ones.” As founders and business owners, how refreshing would it have been to have someone who’s been there before guide you at the beginning of your journey to avoid painful mistakes and pitfalls? Black women who have been there before are elevating each other without judgment or deceit, but instead with a genuine spirit of mentorship, guidance, and sisterhood. We truly embody what author, speaker, and consultant Yolanda Renee Collins says is “like talking to my sister who is also my business advisor.” When asked to call out another woman in the group who had offered a hand, lifted a woman up, and opened doors for opportunities, Sharon Hurley Hall said, “I can’t let the opportunity pass to thank Janelle Benjamin for stepping in to support The Introvert Sisters podcast when we most needed it–that bought us another season.” Then, Janelle Benjamin passes it on to me and says, “Nika, you had me on your podcast, Intentional Conversations , and I was able to discuss the Abercrombie & Fitch documentary on Netflix.” Even opportunities to speak on national TV helped one woman lift another. Dr. Tana M. Session said, “I noticed Natasha Bowman being featured on several morning news stations across the country in 2022. She graciously shared the name and contact information for her publicist, who I have been working with for the past three months.” Doing the work of guiding, mentoring, and lifting is what Kim Crowder describes as “both encouraging and healing.” How can we continue to lift each other into the future? Black women's mastermind groups should become more pervasive and available to propel our professional and personal lives to unimaginable heights. “Community Is About Legacy, Healing, And Holding” While we rewrite the narrative that women, especially Black women, tear each other down in the name of white supremacy and patriarchy, we’re invited to rethink Black sisterhood as a way to heal, bond, and create a lasting legacy. Aiko D. Bethea , the founder of Rare Coaching and Consulting , describes it well when she says “white supremacy is about white supremacy and not [about] me being less than” while “community is about legacy, healing, and holding. Without this, what is the point of walking this earth?” Allowing the dominant culture to dictate how we’re going to move in the world is a looming and unfortunate threat to the community and legacy of Black women founders. But there’s hope that through sisterhood we will lift as we climb and grow together. Like Dr. Tana M. Session says, “Having a group of equally–or more so–successful Black women has been refreshing and just what I need at this point in my career”. Masterminds like this one have the potential to change the trajectory of Black woman-owned businesses and create lasting wealth, success, and prestige for all of us. Final Thoughts For me, this mastermind has affirmed the immense value of finding sisterhood amongst Black women founders. We knew we had each other, but perhaps we didn’t know how to channel our connection for the betterment of our businesses and each other. The word “ally” which is often used in DEI now has body, form, and teeth. The women in this mastermind are each other’s cheerleaders, guides, mentors, and true success partners. The relationships we’ve forged will be hard to break. The growth we encourage in one another will be hard to ignore. We are destined for greatness–together.
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