The Elephant in the (Open-Plan) Office

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As a Black, gay, neurodivergent, English Ghanaian man, my journey toward understanding and dismantling systemic bias is not just professional; it's deeply personal. My lived experiences have fuelled my passion for creating inclusive solutions, and the Intersectional Cultural Consciousness (ICC) framework is a testament to that commitment. Recently, I was honoured to be selected as a finalist in not one but two prestigious awards: the Black Talent Awards 2024 in the Small Business category and the Barclays Entrepreneur Awards 2024 in the Innovation in Health and Sciences category.

So, I’m one step away from being the Mental Health and DEEI superhero the world didn’t know it needed. (Minus the spandex, of course). That’s a whole other battle.) These accolades aren’t just shiny badges but a testament to the transformative potential of the ICC framework. This framework, which integrates AI and cutting-edge technology with human empathy, has been recognised for its potential to reshape workplaces by addressing deep-rooted biases through a lens of intersectionality and systemic change. But enough about the awards; let’s return to dismantling some biases.

The Limitations of Traditional DEEI and Mental Health: A Lived Reality

Diversity, Equity, Equality, and Inclusion (DEEI) initiatives have become the corporate world’s go-to response to inequality. However, while these programs have sparked some progress, they often fail to address the more profound, systemic biases impacting workplace culture and mental health. Systemic bias is like that one sock that always disappears in the dryer—you know it's there somewhere, causing chaos, but you can never quite catch it in the act. Traditional DEEI efforts frequently prioritise surface-level metrics, such as representation, but fail to dismantle the underlying structures that maintain these biases.

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For me, navigating the intersection of my Black, gay, and neurodivergent identities in the workplace has shown me firsthand how traditional DEEI programs often overlook the mental health toll of systemic bias. It’s not just about getting diverse voices in the room; it’s about holistically ensuring they are heard, respected, and supported.

Data and Statistics:

1. Mental Health and Intersectionality: According to a report by Stonewall, 52% of LGBTQ+ people in the UK have experienced depression, with this number rising to 72% among trans individuals. The report also highlights that 41% of LGBTQ+ individuals reported experiencing an adverse or mixed reaction from healthcare staff when disclosing their identity, further impacting their mental health.

2. Workplace Discrimination and Mental Health: A survey by Mind found that 60% of women and 44% of men reported that work stress had a direct impact on their mental health. The tension was often exacerbated for those who identified as LGBTQ+ or had disabilities, as they faced additional layers of discrimination and marginalisation.

3. Marginalisation of the White Working Class: The white working class in the UK also faces significant challenges, particularly in education and employment. According to a report by the Education Policy Institute, white working-class pupils are the least likely of any ethnic group to go to university, and they consistently underperform in school compared to their peers. This educational disadvantage often translates into lower-paying jobs and increased job insecurity, leading to heightened levels of stress and poorer mental health outcomes.

But here's the challenge: Traditional DEEI approaches often emphasise getting diverse voices into the room but don't always ensure that these voices are genuinely heard and valued. This can create a facade of inclusivity while the underlying issues remain unaddressed, particularly the mental health impacts on marginalised individuals.

Actionable Tips: Ensuring True Inclusivity and Mental Health Support

1. Conduct anonymous employee surveys to assess whether all voices feel heard, valued, and supported.

2. Implement mental health support systems that are culturally competent and accessible to all employees.

3. Facilitate open dialogue sessions where employees can safely share their experiences of bias and mental health challenges.

Watch this video: Why corporate diversity programs fail—and how minor tweaks can have significant impact | Joan C. Williams

“Ready to address the limitations of traditional DEEI in your organisation? Schedule your Inclusive Empowerment Discovery Session to start making a real difference.”

Taming the Dragon: The Role of ICC in Connecting DEEI and Mental Health

Systemic bias is the sneaky villain in this story—often invisible but always present. It’s embedded in hiring practices, performance evaluations, and even how meetings are run. If you’re not affected by it, you might not even notice it. But for those on the receiving end, it’s a daily struggle.

Take, for instance, the metaphor of a dragon—a mighty and complex creature representing intersectional cultural unconsciousness. This dragon isn’t an enemy to be slain but a force to be understood and harnessed. Left untamed, it can wreak havoc, manifesting as unchecked biases, stereotypes, and systemic injustices. Its sheer size and strength can overwhelm us, leading to a world where those in its shadow remain unseen, and those who try to navigate its presence do so with uncertainty and fear.

Yet, to slay this dragon would be to destroy a part of ourselves, to deny the richness and complexity of our cultural identities and experiences. Instead, the dragon must be tamed, its wild energy harnessed and directed with intention and care. This is where the ICC framework comes into play.

The ICC Framework: Bridging the gap

The Intersectional Cultural Consciousness (ICC) framework bridges the gap between Diversity, Equity, Equality, and Inclusion (DEEI) and mental health by addressing the complexities of intersectionality. It recognises the multiple intersecting identities individuals bring to the workplace and how they influence their mental well-being and inclusion. The framework is composed of several models, such as Complex Intersectional Identity Invisibility (CIII), Cumulative Identity-Based Stress (CIBS), The Intersectional Cultural Integration Model (ICIM), and the ICC Communication Model. These models provide a comprehensive understanding of individuals' challenges with intersecting identities and offer practical strategies for organisations to foster a culturally conscious environment. These tools promote inclusivity, resilience, and mental well-being through targeted interventions and comprehensive training.

Data and Statistics: 

Research by the Chartered Institute of Personnel and Development (CIPD) found that bias in recruitment and promotion processes affects 55% of BME employees in the UK, leading to reduced opportunities for career progression. The report also highlighted that only 44% of employers collect data on the ethnicity of their workforce, making it difficult to track progress.

Actionable Tips: Implementing the ICC Framework

1. Conduct an intersectional audit to assess how well your organisation’s policies and practices address intersectionality and mental health.

2. Integrate the Intersectional Empathy Model to foster understanding and support for employees from diverse backgrounds.

3. Use the Cultural Integration Model to ensure that DEEI initiatives are inclusive and mentally supportive.

Watch this video: What is intersectionality?

This animated video by The Canadian Centre for Diversity and Inclusion offers a simple yet effective explanation of intersectionality, emphasising its importance in understanding social inequalities.

The Mental Health Toll of Systemic Bias

Systemic bias doesn't just hinder career progression—it also profoundly impacts mental health in both personal and professional spheres. For many marginalised individuals, the relentless need to navigate biased systems creates chronic stress, anxiety, and burnout. This experience can feel like running a marathon while carrying a backpack full of bricks—exhausting, demoralising, and fundamentally unjust.

Balancing these demands has often been overwhelming in my personal and professional life. As a neurodivergent individual, I process information differently, and when this intersects with my racial and sexual identities, it brings about unique stressors that traditional DEEI initiatives frequently overlook. The impact of systemic bias extends beyond the workplace, infiltrating daily life and personal interactions, making it essential to address these challenges holistically.

This ongoing struggle highlights the need for approaches that genuinely understand and support the multifaceted experiences of those navigating such intersections in every aspect of their lives.

Data and Statistics:

1. Disability and Employment: According to Disability Rights UK, disabled employees in the UK are twice as likely to report being mistreated at work compared to non-disabled employees. This includes unfair treatment in promotions, pay, and access to mental health resources, further affecting their well-being.

2. Ethnicity, Gender, and Pay Gaps: Research by the Fawcett Society highlights that BME women face a double disadvantage in the workplace, experiencing both racial and gender pay gaps. These disparities contribute to higher levels of stress and mental health challenges among BME women in the workplace.

Actionable Tips: Prioritizing Mental Health

1. Create a resource list of culturally competent mental health professionals who can address marginalised employees' unique challenges.

2. Implement flexible work arrangements to help alleviate stress and promote work-life balance.

3. Promote mindfulness practices and mental health awareness campaigns to foster a supportive environment.

Watch this video: How racism makes us sick | David R. Williams

This is the correct link to the TED Talk by David R. Williams, where he discusses the profound impact of racism on health, including mental health.

The Intersectionally Culturally Conscious Workplace

This represents a workplace that:

• Recognizes Intersectionality: It acknowledges that individuals possess multiple, interconnected identities (e.g., race, gender, sexual orientation, disability) that shape their experiences and interactions.

• Cultivates Cultural Consciousness: It actively promotes awareness and understanding of different cultures and how they impact the workplace.

• Prioritizes Inclusion: It strives to create a sense of belonging for all employees, regardless of their background or identity.

The Role of AI in Cultivating ICC

AI has the potential to revolutionise how we approach DEEI and mental health. AI-powered tools can identify unconscious biases, provide personalised support, and track progress toward ICC goals.

Actionable Tips: Leveraging AI for Inclusion

1. Use AI to analyse language patterns in job descriptions and performance reviews to uncover hidden biases.

2. Develop personalised learning programs catering to your employee’s unique needs and experiences.

3. Track progress using AI-driven data insights to measure your organisation’s growth in cultivating ICC.

Watch this video: Using AI to Promote Diversity and Inclusion

This video by Pymetrics explores how AI can identify and mitigate bias in hiring and promotion processes, leading to a more diverse and inclusive workforce.

Taking Action: Practical Steps to Implement the ICC Framework

Final Thought: Beyond the Illusion

The journey toward true equality requires us to move beyond the illusion of fairness that traditional DEEI initiatives can sometimes create. By embracing the Intersectional Cultural Consciousness (ICC) framework, we can expose and dismantle the systemic biases in our workplaces. This isn’t just about achieving diversity—it’s about fostering an environment where everyone feels valued, respected, and supported.

About Me: Jarell Bempong

I’m Jarell Bempong, a passionate advocate for mental health and Diversity, Equity, Equality, and Inclusion (DEEI). As a Black, gay, neurodivergent English Ghanaian man, my journey through systemic bias is both personal and professional. This journey has driven me to create the Intersectional Cultural Consciousness (ICC) framework—a model that integrates technology with human empathy to tackle the complexities of intersectionality.

My work focuses on dismantling systemic biases and creating environments where everyone can truly thrive. Whether through my consultancy or thought leadership, I’m committed to helping organisations move beyond surface-level diversity to achieve genuine inclusivity.

If you’re ready to transform your organisation’s approach to inclusivity, let’s connect. Schedule your Inclusive Empowerment Discovery Session today.