Diversity Deep Dive April 2020

Diversity Deep Dive- April 2020 by June DePonte Sernak

On April 7th, we celebrate World Health Day that promotes giving people access to healthcare without the prospect of financial hardship. The World Health Organization (WHO), advocates to people no matter where they are from globally to have access so there is Health for All.

The World Health Organization asserts that countries which invest in universal healthcare will make a sound investment in their human capital; have access to a very bottom line of care and financial protection will not only truly improve someone’s health and life expectancy, but also protects countries from epidemics, reduces poverty and the risk of hunger, creates jobs, drives economic growth and enhances gender equality.

In most recent years, we have seen the rise of healthcare concerns around the world including increased infant mortality, environmental disaster related illnesses and wide spread viruses. The United States has been a host to a spectrum of historic incidents that change our landscape both personally and professionally.

In times of distress and trauma, we often have heightened anxiety and fall prey to looking for a place to focus our angst. With the emergence of these monumental events, many people have hoped, or even believed, that discrimination would no longer exist and that we all would be treated as equally. Despite seeing the world with an optimistic lens, many high-profile incidents demonstrate that discrimination is still alive, even rampant in our own backyards.

Researchers have found that individuals’ biases and prejudices manifest in more subtle and unconscious ways. The term, Microaggression describes verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative prejudicial slights and insults toward any group, particularly culturally marginalized groups. In recent weeks, due to the COVID-19 pandemic, we have been aware of slurs and behavior that perpetuate stereotypes that can be deemed offensive and hurtful. As we re-establish business practices, now is a perfect time to work with staff and clients to reduce the stressful overtones that may further alienate us during this trying time.

Here are a few tips to create an atmosphere of inclusion during a disaster:

1. Update your employee handbook to include diversity and inclusion training.

2. Update marketing material to reflect inclusive language in your messaging.

3. Host virtual meetings and webinars to stay engaged with staff and clients.

4. Share best practices and stories to engage in positive dialogue to value our diversity.

5. Partner with local chambers and consultants to train staff on human resource topics.

6. Offer self-care/personal development classes for staff to embrace change and minimize anxiety.

https://www.awarenessdays.com/