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This week's guest blog is written by Sarah Burrell, a self-employed Strategic Inclusion Consultant. Last week, we interviewed her and published a blog. If you missed it, please go and read our last blog to learn more about Sarah, her work, and how she got there. Grace Center for Autism believes that, as in the image of diverse and colorful flowers, diversity in individuals is beautiful, encouraged, and embraced.
Here is our guest blog #1 by Sarah Burrell.
Awareness vs inclusion: The uncomfortable journey
The Sunflower lanyards are a tool to highlight unseen impairments to the public. I completely agree with those who find they divide us further. The problem is that we currently live a society which in they serve a purpose in the current state of our society. This brings a strong dichotomy to an already complicated, contentious topic on labelling people with disabilities vs providing awareness of disabilities, which is often considered the first step to inclusion. In a perfect world, society would fully understand the true value in difference, actively demonstrate knowledge of the social model of disability, and would fluidly adapt in removing disabling barriers. In a world like this, there would be no shame attached to difference, inequity of status, unbelonging, and the unfair treatment, people with disabilities or people with impairments often experience. Awareness and utility of divisive language like, ‘us and them’ generate barriers which only adds to inequity.
Intersectionality and learning to embrace difference
Instead, if we were to draw back and look at the big picture ad see human beings as intersectional, unique individuals and we were to value, respect and embrace individual differences, we would drive innovation, expand our capacity to negate and question bias, judgement and rid society of archaic flawed social constructs – the good news - through mindful utilisation of an holistic approach and active engagement - we would unlock individual and collective potential to thrive as a result.
Clarifying concepts central to Equity, Diversity & Inclusion
People often confuse diversity for inclusion, or they get misunderstood as interchangeable. So, let’s clarify this important distinction: Diversity is a passive capture of representation whereas inclusion is an active process involving fostering a culture where all people feel respected, empowered, and valued. In exploring social and physical constructs around us in society, we see that often it is designed to the white, mentally well, able, heteronormative cis rich confident male with an education and a strong, unwavering support network. People who fall outside of this very narrow stereotype are at an instant disadvantage.
Meritocracy, Equality & Equity
Meritocracy is the default tool often used to measure the dynamics of success. Meritocracy is built on the idea of merit as the only metric of success and value. However, meritocracy assumes that we all enter the world with the same level of privilege. Meritocracy fails us all. Meritocracy encourages that everyone receives equal treatment. So, if you are an individual with a disadvantage and you get treated equally as someone who does not have a disadvantage you sustain your disadvantaged state. This is where equity comes into play.
Unlike equality, equity accesses not only your disadvantage, but the level of need and accommodation necessary to level the playing field. This results in a personalised, holistic, intersectional approach which ensures everybody gets a personalised provision, encourages everyone have the tools they need to thrive, contribute, and innovate in uniquely different ways that drives society forward in a positive and sustainable way.
A mindful approach
When we discuss topics surrounding equity, diversity, and inclusion, we must remain mindful of context, psychological safety, and care in our approach to systemic issues. Bias and privilege can hold strong emotions and feelings of injustice. Therefore, it is crucial we do not do more harm than good. This is easily done if we are not careful. For example, we must establish positive associations with our biases.
This guest blog was written by Sarah Burrel from Sarah Burrell Inclusion (her profile photo is displayed next to this description).
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