Reclaiming the Narrative: Decolonising systems and empowering voices

Reclaiming Narratives: A Black British perspective

This year’s theme of “Reclaiming Narratives” holds particular resonance for me as a Black British woman; for more on my heritage, please read my blog: Embracing cultural identity.

For too long, narratives about who we are and what we can achieve have been shaped by others—often by those who have not lived our experiences. We are tone-policed and stripped of authentically sharing our perspectives in many corporate spaces. Reclaiming the narrative is about asserting our identities, owning our stories, and refusing to be boxed into stereotypes. It’s about realising our immense power in shaping our narratives and inspiring others to do the same. Reclaiming narratives is not just about telling our stories but about challenging the dominant narratives imposed on us and creating new, more inclusive and empowering narratives that reflect our experiences and aspirations.

As a Black woman navigating predominantly white spaces, I’ve often found myself in situations where my experiences are misunderstood, edited or dismissed. The expectation to “fit in” or assimilate is ever-present. For me, reclaiming the narrative means standing firm in my identity and celebrating the unique intersection of my heritage. It is about challenging the assumptions placed upon us, not just by society but within our workplaces and communities. For instance, I remember several incidents where I have been scapegoated with microaggressions in professional settings due to my background, highlighting the need for a more inclusive and respectful workplace culture.

The definition and legacy of colonialism

Colonialism is described as taking complete or partial control over another country, exploiting its economic, environmental, and emotional labour, and occupying the country with people to carry this idea through. Historically, this has mainly been carried out by Western world powers, who have established control in colonies. Colonialism still operates in a real sense, and its impact has taken over society. Colonialism has manifested through the workplace.

Colonialism is not just a historical footnote; it’s a living, breathing force that continues to shape our society. Its impact is felt in our workplaces, affecting the opportunities and treatment of global majority individuals daily. Understanding and addressing this ongoing impact is not just crucial but urgent as we strive for a more equitable and inclusive culture. Each of us has a role in this process, and our collective action is needed now more than ever. One fundamental way of reclaiming the narrative is to decolonise the system.

 “This is not a system that is broken; this is a system that was built deliberately to preserve power, wealth and opportunity and distribute it unequally based on your race.” Afua Hirsch 

Colonialism’s enduring impact on contemporary organisations

1. Systemic Racism and Bias

• The impact of colonialist narratives is evident in the persistent discrimination within workplaces. For instance, most Global Majority individuals often face significant barriers to promotion and recognition; their contributions are undervalued, and their potential is overlooked. This can be seen in the lack of representation in leadership positions and the underappreciation of their cultural perspectives in decision-making processes. Systems and processes are often used as decisive tools to weaponise the achievements and contributions of Global Majority staff.
• These individuals frequently have several additional roles that go under the radar without appropriate recognition or compensation and are unremunerated. When they leave, organisations often require multiple hires to cover the scope of their work.

2. Cultural assimilation and suppression

• The dominant culture of exclusion and marginalisation continues to hinder the efforts of Global Majority individuals. True diversity goes beyond numbers; it requires genuine inclusion and equitable treatment.
• Many organisations still operate under a framework that implicitly expects Global Majority individuals to assimilate, often at the cost of their cultural identities.

3. Governance and leadership

• Modern workplaces mirror the hierarchical systems established during the colonial era, where control and decision-making are concentrated at the top, often among those from majority groups. This structure perpetuates a lack of accountability, resistance to change, and an unwillingness to address systemic issues.
• To decolonise these structures, we must promote diversity in leadership, encourage open dialogue about cultural differences, and implement policies that ensure equitable treatment for all employees. Create genuine safety for staff to express themselves, perhaps spaces for Global Majority staff to be authentic.

Decolonising the workplace: Steps toward inclusion and equity

Decolonisation involves deliberately dismantling colonial structures and mindsets. These could include hierarchical decision-making, cultural assimilation expectations, and lack of representation in leadership. We can begin dismantling these structures by fostering an environment where all voices are heard, valued, and respected. Here are some steps organisations can take to start this crucial work:

1. Educational initiatives

• Organise training sessions on the meaning of colonialism and its impact on today’s society. Understanding the historical context is not just a matter of academic interest but a crucial step in recognising and addressing its modern manifestations in the workplace.

2. Highlighting the importance of decolonisation

• Emphasise how decolonisation can enhance inclusion, diversity, and equity within the organisation. This includes revisiting company policies, practices, and cultures that may perpetuate inequities. Consider conducting an audit with an anti-racist lens to consider the level of inclusion towards Global Majority individuals with fair representation at senior leadership.

3. Promoting cultural competence

• Ensure that cultural competence, the ability to understand, communicate with, and effectively interact with people across cultures, is a cornerstone of organisational values. This involves recognising and valuing the cultural identities of all employees and creating an environment where everyone feels acknowledged, truly respected, and included.

Tips for staff of Black heritage

• Share your authentic voice and say no tone policing: Choose spaces that choose you and your lived experience
• Advocate for representation, especially in spaces not seen in decision-making, processes, and senior leadership. For Black heritage, that percentage is currently 1.5% for Black staff within senior leadership in the UK and has not increased since 2014, when it increased by 0.1%
• Participate in psychologically safe and rewarding ERG/Staff networks and ensure that those spaces promote equitable processes.
• Unpick and challenge biased narratives: Doing so should not be seen as aggressive.
• Educate colleagues about Black Narratives; educate yourselves if you are unaware of them.
• Speak up when racially discriminated against. No matter how minor it may be, organisations must have a complete picture and level of understanding of racial discrimination.
• Pass the mic where possible; within the community, there are many intersections which compound with xenophobia, misogyny and homophobia, for instance.
• Support fellow Black staff, and do not allow fear to stop you from doing so.
• Protect your peace. The most crucial tip is to find outlets to express yourself and say no to ones that do not.

Decolonising for an equitable future

Decolonising our minds and institutions isn’t just a theoretical exercise; it’s a vital step towards a fair and just society. By acknowledging colonialism’s far-reaching impact and actively dismantling its remnants, we can pave the way for a future where everyone, regardless of their background, can flourish. Join us in this journey towards true inclusion and equity—let’s rewrite history together.

“If you are so afraid to make a mistake that you never break with silence, you never in any way take a risk in service of challenging racism, you’re supporting racism.”

– Robin DiAngelo