The company seems to hold the idea of diversity as promoting white, cisgender women to leadership roles. The lack of focus on true diversity in leadership, actual inclusion of marginalized community members outside of sex/gender, and the culture-blindness of persons who are not necessarily the result allow way for an environment that seemingly ostracizes and “others” anyone who does not fit that mold. Leaders within this organization may greatly benefit from DEI or cultural sensitivity training to learn different leadership styles that don’t lead to encourage them to present potential attitudes/notions that some may confuse as hurtful micro-aggressions which can make people feel psychologically unsafe.
Leadership does not seem intentional about creating or ensuring safe working environments for persons who identify as someone from marginalized communities. There lines to report such issues or potentially the people who may be promoting such an environment are not very clear.
I didn’t feel as if is there was much concern with resolving or even investigating staffing issues that may trend to the lack of retention. I also felt that expecting people to do more without exploring fair compensation or reevaluating the work structure against business is generally an unacceptable idea— but I also feel like being culturally aware of how that translates to persons of color who may interpret that along with potentially weaponized language used could prevent any feelings I had about it feeling exploitative.
I also felt the requests were often illogical without much thought of staffing shortages or what I felt were insufficient technologies. I didn’t feel the organization prioritized working solutions to advance business results and I think leadership was less than accepting of collaborative accountability. They seemed to instead deem ineffective resources and processes as respective employee problems. This is also why I think retention is an issue.
