By Adya Misra, Founder
A few months ago on our Twitter account we posted:
"Maybe if we create a handbook on how to execute performative inclusivity, we could get folks to realise that well-meaning initiatives feel empty".
We had added a few tips to get the conversation started and we hope it gave a lot of people food for thought. The aim is to get us thinking, not start debates about inclusion and representation. This is what we would add to the handbook based on conversations, our own experiences lived and observed as well as stories we hear on social media.
(For legal reasons, this is post is satirical and entirely fabricated)
Tip 1: We welcome everyone, equally
The problem: We all have varying levels of opportunity and hugely different life experiences. Why would you treat us all the same?
Tip 2: Create webinars that outline the barriers faced by all minority groups and then send these webinars to individuals belonging to these groups, to educate them about their own "diversity".
The problem: We recognise that no two experiences are the same, and some people need education. Targeting everyone with a list of barriers is exhausting. We need solutions, too.
Tip 3: Show how inclusive you are by sharing the six stock photos of people of colour on repeat.
The problem: Using the same photos tells us that you are unwilling to reach out to even paid models to refresh content. Authentic representation involves reaching out to the community, asking them share their stories if they are able to and providing them the platform they seek to encourage others within their communities.
Tip 4: Understand that you can only change leadership from within the organisation by hiring young and/or unpaid interns who are people of colour. Eventually, the problem will fix itself.
The problem: This approach assumes there are no systemic issues in progressing to leadership roles. Structural change begins by giving a platform to those who have different perspectives due to their different backgrounds, lived experiences.
Tip 5: Use WHO awareness days to show how much you care about important issues like mental health, but only highlighting the importance of combatting "low mood". Everything else is a bit too complicated.
The problem: Ignoring additional learning needs, neurodiversity that can contribute to depression or anxiety tells us that you don't think these are real issues worth talking about, thus further stigmatising individuals.
Tip 6: Recruit people of colour to board, senior management and high profile roles but only when their lived experience is exceptional in ways that they will fit in comfortably and not disrupt consensus building where we feel we are doing just fine.
The problem: Including people who uphold the status quo is not inclusion. True diversity is reflected in diverse thoughts and perspectives, which can bring about long lasting improvements. Building consensus is a tool used to silence those who dissent into submission and should be avoided.
Tip 7: Hire Diversity, Equity and Inclusion officers who are given no funding or real remit to enact the impact they may wish to see. Encourage them to reach out to communities for advice based on expert lived experience for free.
The problem: Asking community group members to share their lived experience (often traumatic) for free is problematic as it means we end up doing the work for the organisation. If you are serious about inclusion, please pay people appropriately.
Tip 8: Highlight the ways you are inclusive as an organisation without addressing race equality.
The problem: By ignoring race equality, your organisation sends the message that it is serious about including other white folks who have been marginalised due to disabilities, additional needs, socioeconomic status. People of Colour live with these overlapping barriers everyday and race inclusion must be a topic of all inclusion agenda.
People of Colour Paddle was founded in April 2022 after a weekend of outdoor activities with other leaders who are people of colour in the UK. Since April 2022 we have been asked the following:
Unpaid content creation: including still images, video
Unpaid presentations on lived experiences of people of colour
Unpaid consultancy advice on how to encourage more people of colour in activities
Unpaid insight into the barriers faced by people of colour in paddlesport
Requests for gratis use by third parties of images we have taken on our paddles
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