I haven’t written for my blog in over a year,
Last year, I made a resolution to write more often. I guess when you write to pay bills, I find it challenging to find the motivation to write for leisure.
And now that I have to write for my Masters (yes, I am back at school, studying for my Master's in Communications. Why I do not know. All I know is, I WANT a Master's. So, I am out to get it), it's even more challenging to write for my blog. I feel like I am spending so much time writing. But, when I start, it comes flowing out of me, and honestly, it is difficult to stop (thank goodness. I won't be able to put food on the table if I have prolonged writer's block. I Would probably need to move back in with my mom).
It takes work to write an article, even if it is for your own blog. Especially if it is an opinion piece. Ideas need to be researched. Definitions need to be cited. Examples need to be relevant—sources where the information comes from need to be included. The words need to be read and reread. Edited and proofread.
Sometimes, I did consider writing fiction—stories from my imagination in my head. And have been told that I have quite a flair for drama. I tried writing fiction when I was younger. Inspired by R.L. Stine and Judy Blum, I wrote many floppy disk full of stories. As I grew older, I loved John Grisham, Steven Spielberg, Sara Paresky, and many many many more. I had a dream of being a novelist. J.K. Rowling was my idol. Someone who came from a humble background but could make it big. Her writing was not all that good, anyway. There were even inconsistencies in her books. But it was the idea. The overall story. It was well-loved. Her books were sold out everywhere. Fans waiting in line for it (I was one of them. When I had school, my daddy helped me get it. I’m spoiled. I still am. I admit it. Can't be helped. I am the eldest daughter). And since it's fictional, it doesn't need to be accurate except for grammar.
Maybe I should give fiction another try.
Anyway.
There have been many things I want to put down in writing in my blog. But I didn’t. I was concerned that some things I wanted to talk about may be sensitive and risk offending people. My blog is open for all to read (albeit I do not have many official followers. But there are people who stalk my postings on the Internet of things. I know because Facebook tells me. Because recently, I shared a photo of myself in a baju kebaya. I posted the photo on 22 May 2023, and as of 25 May 2023, 191 people clicked on the photo to enlarge it for a better view, but only 24 people honestly gave feedback/reaction by hitting the 'like/love' button).
But then again, people around me are writing, voicing and acting out exactly what's on their minds without worrying about offending or hurting anyone. Everyone is entitled to their own opinions, beliefs, stands and standards. So do I. That’s what equal rights are all about, isn’t it?
This brings me to the theme of what I would like to talk about.
(I have also always prided myself on being a person who practices proper social etiquette and manners, whether I like the person/situation or not. And I will write this with as much tact as possible while remaining true to what I stand for).
For many many years all across the world, both men and women (and those who identify by what they identify by) have been fighting for equal rights for all. This leads us to the question;
What is Equal Rights for All?
Let us start with the basics and look at the definitions.
"Equal rights for all" refers to the principle that every individual, regardless of their background, should be afforded the same fundamental rights, protections, and opportunities without discrimination. It embodies the belief that all human beings are inherently equal in dignity and should be treated with fairness, respect, and justice under the law.
Equal rights encompass a range of civil, political, economic, social, and cultural rights. Some of the key aspects of equal rights include:
Non-discrimination: Every person should be protected from discrimination based on characteristics such as race, ethnicity, gender, sexual orientation, religion, disability, age, or any other personal attribute.
Equality before the law: Everyone should have equal access to justice and be subject to the same legal standards and procedures, regardless of their status or identity.
Freedom of expression and opinion: All individuals should have the right to express their thoughts, beliefs, and opinions freely, without censorship or fear of reprisal.
Equal opportunities: Every person should have an equal chance to participate in social, economic, educational, and political spheres, and barriers that prevent equal access and opportunities should be removed.
Right to life, liberty, and security: Every individual has the right to life, personal freedom, and security of a person, which includes protection from violence, arbitrary detention, or any form of torture or cruel treatment.
Right to privacy: Individuals have the right to privacy and protection against unlawful surveillance or intrusion into their personal lives.
Economic and social rights: Equal rights encompass access to education, healthcare, housing, employment, and other essential services necessary for a dignified and fulfilling life.
The concept of equal rights is enshrined in various international human rights documents, such as the Universal Declaration of Human Rights, and many national constitutions. It is a guiding principle for promoting justice, equality, and inclusivity in societies worldwide.
Which lead to the existence and practices of:
Inclusivity, diversity, and equity
In essence, inclusivity, diversity, and equity are interconnected concepts that are often used together in discussions about social justice and creating fair and inclusive societies. While there is some overlap in their meanings, they have distinct characteristics and focus areas.
Diversity: Diversity refers to the presence and representation of different identities, perspectives, and experiences within a group or society. It recognizes and values individuals' unique characteristics and backgrounds, including race, ethnicity, gender, sexual orientation, age, ability, religion, socioeconomic status, and more. Diversity is about acknowledging and celebrating the richness of human differences.
Inclusivity: Inclusivity goes beyond mere representation and focuses on creating an environment where everyone feels respected, valued, and included. It involves actively involving and empowering individuals from diverse backgrounds and ensuring they have equal opportunities to participate, contribute, and succeed. Inclusivity requires fostering a sense of belonging and creating spaces where all voices are heard, acknowledged, and considered.
Equity: Equity refers to the fair and just distribution of resources, opportunities, and benefits to ensure everyone has what they need to thrive. It recognizes that different individuals and groups may start from different positions of disadvantage or privilege and aims to address systemic barriers and structural inequalities. Equity involves providing additional support, removing barriers, and implementing proactive measures to level the playing field and promote equal outcomes.
While inclusivity focuses on creating an inclusive and welcoming environment, equity addresses the distribution of resources and opportunities to achieve fairness. Both inclusivity and equity are necessary to counteract systemic biases and ensure social justice. Diversity serves as a foundation, highlighting the importance of representation and embracing diverse perspectives, which contributes to creating inclusive and equitable spaces.
So how does this translate to:
Where are we today?
A relatable situation for most of us is where we work, as most of us need to work for a living.
Incorporating inclusivity, equity, and diversity in the workplace has been viewed as crucial for fostering a positive and productive work environment. Here's how these concepts can be applied in the workplace context:
1. Inclusivity at the workplace: Inclusivity involves creating an environment where all employees feel valued, respected, and included. To promote inclusivity, organizations can:
Foster a culture of respect and openness where all employees' voices and perspectives are encouraged and heard.
Implement inclusive policies and practices that accommodate diverse needs and ensure equal opportunities for all employees.
Provide diversity and inclusion training to raise awareness, promote empathy, and address biases.
Establish employee resource groups or affinity networks to support specific communities and create a sense of belonging.
Encourage collaboration and teamwork among employees from different backgrounds and experiences.
Regularly solicit and act upon feedback from employees to continuously improve inclusivity efforts.
2. Equity at the workplace: Equity involves ensuring fairness and eliminating systemic barriers that may prevent certain groups from accessing opportunities and resources. To promote equity in the workplace, organizations can:
Conduct regular equity audits to identify and address any disparities or biases in hiring, promotions, compensation, and development opportunities.
Implement transparent and unbiased performance evaluation processes.
Provide mentorship and sponsorship programs to support underrepresented employees and help them advance in their careers.
Offer employee benefits and flexible policies that accommodate diverse needs and promote work-life balance.
Establish clear and accessible channels for reporting and addressing discrimination, harassment, or bias.
Implement diversity recruiting strategies to attract diverse candidates and ensure a fair and inclusive hiring process.
3. Diversity at the workplace: Diversity involves recognizing, embracing, and celebrating differences in identities, backgrounds, and perspectives. To promote diversity, organizations can:
Foster an inclusive recruitment and hiring process that actively seeks out diverse candidates.
Provide diversity and cultural competency training for employees to increase awareness and understanding of different backgrounds and experiences.
Create a diverse leadership team and promote diversity in decision-making roles.
Establish mentorship and sponsorship programs that connect employees from different backgrounds.
Encourage employee resource groups or affinity networks to celebrate and share diverse perspectives.
Support diversity in supplier and vendor relationships.
By incorporating inclusivity, equity, and diversity in the workplace, organizations can create an environment that values and leverages each employee's unique strengths, leading to increased innovation, creativity, and overall success.
All these considerations being heavily highlighted by society have prompted many to review their situation to see if their interest is being taken care of. And humans, being human, born with an ego, raised with pride, and surrounded by self-interest and greed, will think that they are not being cared for enough.
So, is this a liability or an asset?
So, while it is vital to promote inclusivity, equity, diversity, and equality in the workplace, there are definitely instances where employees may attempt to take advantage of these principles for personal gain. Here are a few examples:
False Claims of Discrimination: Employees may make false claims of discrimination or bias based on their personal characteristics to gain preferential treatment or to retaliate against others. These claims can harm individuals' reputations and undermine the organization's efforts to address genuine discrimination.
Exploiting Affirmative Action Programs: Affirmative action programs are designed to provide opportunities to historically underrepresented groups. However, there may be cases where individuals falsely present themselves as belonging to these groups to gain advantages in hiring, promotions, or other opportunities.
Misuse of Accommodation Requests: Employees may misuse accommodation requests related to disabilities or other protected characteristics to gain special privileges or to avoid certain responsibilities. This can strain resources and create challenges for organizations in providing reasonable accommodations to those who genuinely need them.
Manipulation of Diversity Initiatives: Employees may strategically align themselves with diversity initiatives or ERGs without a genuine commitment to inclusivity or diversity. They may use their involvement for personal gain, such as enhancing their reputation, networking opportunities, or career advancement.
Exploiting Cultural Sensitivity: Employees may exploit cultural sensitivity in multicultural workplaces to claim offence or create conflict for personal gain. This can lead to a tense work environment and hinder genuine efforts to foster understanding and respect across different cultures.
Leveraging Intersectionality for Advantage: Intersectionality recognizes that individuals experience multiple forms of discrimination and privilege. While necessary for understanding diverse experiences, employees may attempt to leverage their intersectional identities to gain advantages or prioritize their needs over others, undermining the principle of equity and fairness.
Organizations must have clear policies, procedures, and a culture of integrity that prevents employees from taking advantage of inclusivity, equity, diversity, and equality principles for personal gain. Providing training on ethical behavior, fostering open communication, and promptly and appropriately addressing any instances of exploitation can help maintain a healthy and inclusive work environment.
Going back to the basics
Inclusivity, equity, diversity, and equality should never be exploited or exploited in a corporate setting. However, it is important to acknowledge that instances of misuse or misinterpretation can occur. Here are a few considerations regarding this issue:
Perform Due Diligence: Organizations must ensure that their commitment to inclusivity, equity, diversity, and equality is genuine and not merely a superficial marketing tactic. Transparent and authentic practices should be implemented to avoid exploitation.
Avoid Tokenism: Tokenism occurs when individuals from underrepresented groups are included only for appearance or to fulfil diversity quotas without truly valuing their contributions. Organizations should strive to provide meaningful opportunities for growth, development, and advancement to all employees, regardless of their background.
Address Power Imbalances: Inequities in power and influence can undermine the intended outcomes of inclusivity, equity, diversity, and equality initiatives. Organizations should proactively address power imbalances, ensure fair distribution of resources, and create an inclusive culture that values the perspectives and contributions of all employees.
Promote Accountability: Organizations should establish clear guidelines and policies to prevent exploitation related to inclusivity, equity, diversity, and equality. Employees should be held accountable for their actions and behaviors, ensuring these principles are upheld and respected.
Regular Evaluation and Improvement: Continuous evaluation and improvement of inclusivity, equity, diversity, and equality initiatives are essential to identify and rectify potential exploitation or misuse. Organizations should regularly assess their efforts' impact, solicit employee feedback, and make necessary adjustments to ensure the integrity of these principles.
Transparent Communication: Clear and transparent communication regarding the organization's commitment to inclusivity, equity, diversity, and equality is crucial. Employees should clearly understand the organization's values, policies, and expectations to prevent any misunderstandings or potential exploitation.
Empower Employee Advocacy: Encouraging employees to speak up about any concerns or instances of exploitation can help organizations address issues promptly. Establishing channels for anonymous reporting and supporting individuals who come forward is vital in maintaining a safe and inclusive corporate environment.
Organizations must uphold ethical practices and ensure that inclusivity, equity, diversity, and equality are genuinely embraced rather than exploited or used for ulterior motives. By fostering a culture of integrity, fairness, and respect, organizations can prevent exploitation and create an environment where everyone feels valued and included.
What do I think?
I think, people help those who help themselves.
A person should not be saying that they were not given the same opportunities as others if they do not first prove that they want it, deserve it, and will grasp it fully and passionately instead of waiting for doors to be opened for them, red carpet laid out and a hand holding them through it.
If a person can proactively seek opportunities, get things done beyond what he/she is supposed to, and go one step further, despite his/her shortcomings, without any special treatment, then this person is an asset. Turn your weakness into strength.
Those who sit around, asking for a levelled playing field, expecting handouts and to be told exactly what to do, are a liability.
Instead of highlighting your weaknesses, what you lack, and asking for pity, isn't it better to find ways to optimize yourself? All of us have challenges that we have to deal with. Just because we all of our limbs and both eyes are functioning does not mean we do not have challenges to deal with. Just because we are not in chemotherapy doesn't mean we do not have other health challenges. Just because we do not constantly tell people we are having diarrhea doesn't mean our guts are in perfect health. Just because we are not Xanax doesn't mean we do not have mental health issues to work through. Just because we are eating three meals a day doesn't mean we do not have financial struggles. Just because we are willing to take on more projects doesn't mean we neglect our families by not taking them on holidays. Just because we do not tell you about what is happening at home doesn't mean we live a picket fence Instagram-able TikTok lives.
A company does not hire you to spoon-feed or give you privileges. A corporation is not a charity. Even in a charity, you must serve a purpose to receive funds.
Prove your worth. Show what your value is. Take steps to improve yourself.
No one owes it to you to lay out a red carpet, hold your hand, walk you down the aisle, and then celebrate that you have achieved something. Why should they? They do not owe you anything.
There is no reason for you to feel animosity when they don't. They do NOT OWE you anything. The time and energy you spend feeling sorry for yourself, gossiping, complaining that no one is helping you, plotting revenge, and trying to be too smart and outsmart so that others get blamed, can be better utilized trying to improve yourself.
So, equal rights for all means equal access, distribution, and output. Which means everyone has to pull their weight. If you can't, you do not deserve equal anything.
As the saying goes: you reap what you sow.
Sources:
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