As a result, they are more conscious of themselves as part of a group that distinguishes them. Not having to struggle or attend to societal barriers due to a certain characteristic makes it less likely that we will feel any connection to others based on that characteristic. I do not recognize myself as part of an abled bodied group, nor have I consciously seen myself as part of a group simply because I am white.
This difference in perspective, based on whether a diversity characteristic comes with advantages or barriers, also impacts how we may view issues and problems. Those of us not experiencing barriers tend to focus on the specifics of a diversity issue and often attempt to explain or justify why, in this instance, it may be justified or, at least, understandable. Those who experience barriers are more likely to speak to the larger pattern of barriers and are less willing to accept this as a unique circumstance.
For example, there is a restaurant in my town with no handicapped access. When asked about this, the owner was quick to explain that the building was designated as a historic building and exempt from the access rules. This explanation satisfied me but my guest who had a handicapped child, was quick to point out that this was the third building she had been in today that her child would not be able to enter. She saw this as a pattern, I saw it as a logical explanation.
I pointed out that the owner was a wonderful person, very caring, and would never consciously discriminate. In other words, I focused on his intent. She was quick to point out that it is the impact on her son, not someone’s intention, that matters most to her.
Similarly, whether or not we experience barriers around a diversity characteristic can also affect our perception of progress and time. While I was quick to point out that there were many buildings in our town that had made accommodations over the past ten years, my friend looked at me and asked “so, just how long will my son have to wait?”. As someone not experiencing the barriers, I was focused on the progress made. She was expressing her frustration with what remains to be done.
These differences in our perspective based on our personal experience of barriers often plays out as we attempt to wrestle with the dynamics of diversity. I have found that, especially when dealing with a diversity issue that I have not had to personally struggle with, it is best to be curious, listen, and learn.
Series 7 of 8
For more information on how to productively engage diversity through inclusion, contact RCSN Leadership Services at 513-272-2451.