Access and Opportunity — Breaking the Script
I use the terms “access” and “opportunity” quite often, and recently, I have been considering the challenge of improving access in various contexts. While it may seem like we have the power to create change and open doors for others, there are also those who actively seek to obstruct progress. So will we ever reach a point where everyone is welcomed, supported, and valued in all spaces?
The aim of promoting equality in areas such as education, employment, and health is to remove barriers and allow individuals to reach their full potential. Although we talk about inclusion, we still see instances of exclusion in these areas. Job seeking in certain fields can feel like attempting to join an exclusive club, where only some are considered. Job advertisements often list a multitude of requirements and offer limited benefits in return. It is ironic that employers place a high value on university education at a time when research shows that universities are not adequately preparing graduates for the workforce. While specialized careers may require specific qualifications, there are many opportunities that do not necessitate a higher level of education.
The concept of access and opportunity applies not only to job opportunities, but also to the small things in life. At an individual level, we have the tendency to place too much emphasis on appearances, we undervalue certain people and create exclusive cliques. It is time to question these assumptions. As Susan Cain highlights in her book “Quiet,” she talks about Rosa Parks at the beginning “I had always imagined Rosa Parks as a Stately woman with a bold temperament, someone who could easily stand up to a busload of glowing passengers….people recalled her as soft-spoken, sweet, and small in stature. They said she was “timid and shy” but had the courage of a lion”.
This raises the question of how someone with a similar personality would fare today, whether they be seeking an elected office or even a scholarship. What are their chances? While society tends to favour those who are charismatic and extroverted, is it possible to create a world where all types of people are recognized as excellent?
What can we do?
Break the script: I must admit, it is not all bad! New initiatives are gaining traction with increasing numbers of individuals and institutions committing to the cause. For instance, in recent times, we have seen a rise in the number of organisations that now practice salary transparency in job postings. With other opportunities like scholarships, we have seen commitments to include a wider and more diverse group of people. The interview process has also become more structured and friendly, with companies providing interview tasks and questions ahead of time to help candidates feel more comfortable and prepared. My current team has also recently adopted this approach. Additionally, there has been a push to remove non-essential job requirements that may limit the pool of qualified candidates. These efforts demonstrate a positive shift towards creating a more inclusive and equitable work environment.
Consider the actions you need to stop: Take the time to examine any exclusionary practices that you or your organization may perpetuate. There may be instances where the status quo no longer serves us, and we must be prepared to adapt. Providing access is not simply about making things easier, but rather recognizing small nuances and making adjustments to accommodate others when necessary. The debate on “culture fit” vs “culture add” in HR is a prime example of this. It is really a matter of perspective where proponents of culture fit focus on the idea that new hires should align with the existing culture and values of the organisation for cohesiveness. While the culture add team emphasizes on the value of different and diverse perspectives, and selecting new hires that will bring new ideas and experiences to the table.
Whichever side you belong to, there is still an opportunity to evaluate gaps in these approaches that could cause us to exclude deserving candidates. If your organization still offers unpaid internships, this must end. The notion that work experience is sufficient compensation for labour is outdated. Unpaid internships exclude individuals who cannot afford to work for free and cover related expenses such as travel. These are examples of systemic barriers we have created to keep others out. If internships are crucial to success, but some struggle to participate, they are at a disadvantage in their job search. Organizations have the resources to support interns and prevent further marginalization of those from low-income backgrounds.
Allow for challenges. When pursuing change and disrupting the status quo, the journey can be complex and often unpredictable. Achieving progress is never smooth. It’s important to be prepared for obstacles and setbacks, as they can take a toll on our motivation and lead to discouragement especially when new initiatives face resistance and ideas are rejected. In the realm of access and equity, progress may be slow and hard-won, but persistence is crucial in driving change.
It’s important to acknowledge that individuals may not always have the power or platforms to drive systemic change on their own. However, starting small and learning from others can be a valuable way to navigate challenges and overcome obstacles. Seeking advice and guidance from peers can provide valuable insights and strategies, and can help build a support network that will sustain us through tough times. It is normal that open engagement and transparent feedback may not be readily available from the onset, but with perseverance and persistence, you can eventually find reliable, trustworthy, and valuable allies in your journey towards progress.
Build on the power of collective action. Attempting to bring about significant change on your own can be challenging. When possible, strive to form partnerships and alliances with others to work together towards a common goal. This is especially true in situations where multiple perspectives and experiences are needed. An easy example is during an interview panel. If you find yourself disagreeing with a colleague’s approach during an interview, it is important to communicate your concerns in a way that promotes collaboration and understanding. By working together, you can ensure that the interview process is fair, thorough, and representative of all perspectives.
Some people can be quite harsh interviewers instead of offering a warm and welcoming environment for the interviewees. When we look at some of the discussions by Paulo Freire on the Pedagogy of the Oppressed, we can trace these tendencies where people maintain oppressive systems and perpetuate oppression of others because of the experiences they had in the past. Because someone had difficult interviews in their life, they decide that everyone else also has to struggle. There are opportunities to offer such colleagues feedback to ensure prospective candidates get a fair chance. Even small acts of consideration can make a big impact, and these are actions we can drive jointly with colleagues. It is important to remember that the interview is a two-way street, and the candidate should also have the opportunity to assess the job and learn more about the company and role. The interview stage is an important step for relationship building.
The words equity, inclusion, and access are frequently used to describe efforts to create more equitable and inclusive spaces, but it’s important to ensure that these words are backed by concrete actions. It’s all too easy to talk about creating opportunities and opening doors for others, but real change requires intentional and deliberate actions. At both the individual and organizational levels, there are numerous ways to promote equity, inclusion, and access. However, the most impactful changes often start at the individual level. That’s why it’s important to reflect on your own actions and behaviours, and to consider how you may have contributed to creating barriers for others. To truly create more equitable and inclusive spaces, we must be willing to acknowledge and address our own biases and prejudices. This requires ongoing self-reflection and a commitment to growth and change.
In the coming months, I invite you to consider what steps you can take to rectify any actions that may have contributed to exclusion, and to actively work towards creating more inclusive and equitable environments for all.