Begina Cox in an interview with Isabelle Pitt. At the time of this interview, Isabelle is an experienced Equality and Diversity practitioner currently working at the University of Oxford. She plays a key role in developing and implementing the Humanities Division’s strategy for promoting Equality and Diversity. She combines evidence-based analysis with insights into organisational culture to deliver more equal, happier and productive organisations.
Begina: “The most disrespected person in America is the black woman,” said Malcolm X. I always believed that diversity of all kinds is the lifeblood of a successful learning, and there is no future that can be considered worth looking forward to without inclusion. How do you feel things have evolved in terms of the way we talk about diversity?
Isabelle: People are moving away from the idea that 'diversity' means that a group of people look a different way — the focus on neurodiversity is helping this. There's more focus on the burden of representation for individuals from an underrepresented group to always be called on to represent - particularly when the group is thought of as a single unit, when attention isn't paid to the internal variations in the group. A person who uses a wheelchair won't necessarily be able to speak to the experience of someone who manages their obsessive-compulsive disorder, although both are classified as a disability.
Another development is that it’s being tied into financial and operational benefits — companies with more diverse boards tend to be more successful (although this headline hides plenty of subtle points!). But the fact that there is evidence out there that, essentially, monetises the benefits of increased diversity is a game changer.
Begina: What does it mean for underrepresented communities themselves?
Isabelle: I couldn’t say - from what I’ve read, and from what I can imagine, being underrepresented in positions of power, and in institutions such as universities, must undermine people’s sense of potential, their dreams of success and life goals. Speaking as a white woman, in 2021, when there are more FTSE100 CEOs called John than there are FTSE100 CEOs who are women — that sucks. That tells me that women aren't welcome there, it tells me that women can’t be successful there. Rationally, that’s obviously nonsense, but we’re not dealing with the rational all the time - this is something that speaks to your inner sense of being, and of worth. If none of the examples of success or power, or value, that you see around you look like you, sound like you, think like you - you doubt your own ability to achieve success, to be powerful, to be of value and valuable.
Begina: What have you learned from working with diverse colleagues, students, and academics?
Isabelle: That the fight is tiring. That people are tired of constantly fighting. I’ve also noticed a bit of a generational split. I’ve grown up with the idea that this is long fight, that will take place over decades. Many people under 25 or 30 don’t seem to see things in the same way. They want change now. They want answers now. It’s a change that could be extraordinary, as long as it doesn’t forget or dismiss the work of previous years and generations. People who’ve been involved in this work for longer can still learn from this latest generation: its passion and its heat.
Begina: Academia has become more inclusive when it comes to representation, but where do you think boundaries still need to be broken?
Isabelle: We've thrown investment into helping people 'get in', be it around admissions, or recruitment. Now we need to really think about how to support people to 'get on', to flourish and to reach their full potential. Opening the door is one thing - if we're opening it to an environment that's barren and cold for some people, we're still failing.
Begina: What is your approach to understanding the perspectives of people from different backgrounds?
Isabelle: Listen. Don't assume. Check your own attempts to make someone else's narrative fit into something you already understand. See complexity as a positive, rather than a challenge to be overcome. Be honest and humble, and kind.
If none of the examples of success or power, or value, that you see around you look like you, sound like you, think like you — you doubt your own ability to achieve success, to be powerful, to be of value and valuable.
Begina: How does your own identity impact your work with a diverse team?
Isabelle: I’m aware of the power that my identity confers on me. I’m a tall white woman who wears lipstick — I went to Oxford and I’m not particularly shy. People listen when I talk, and I probably get cut more slack for mistakes than someone who doesn’t look like me. But my job is to clear the space for other people’s voices. The phrase 'check your privilege is (rightly?) lampooned — I prefer to think of it as 'use your privilege'
Begina: What does it mean for you to have a commitment to diversity? What message do you want to communicate?
Isabelle: It depends who I'm speaking to. For me, there are strong ethical reasons, based in our shared humanity, for promoting the idea that every person has value. As I've touched on, there are also strong arguments that diversity improves efficiency - diverse groups make better decisions. It's not just about making sure that you have every variation in the human race represented around the table - diverse groups are more than the sum of their parts. You don't need everyone there - you need people who are aware that difference is good, is strong, to make good decisions.
Begina: What is the most recurring stigma you’re helping to combat?
Isabelle: Ha. The idea that 'yes, that's all very well, but it doesn't apply here'. As if diversity and inclusion discussions have a defined geography, and spaces in which they're not relevant. Even a second’s thought should show that this is... short sighted.
Begina: How would you advocate for diversity, equity and inclusion with people who don’t understand its importance?
Isabelle: Again, it depends on who I'm speaking to. Why don't they understand the importance of these issues? Is it ignorance? Embarrassment? Active and established -isms? The tactics change... Recent discussions around race have moved things on so much. Ibram X Kendi’s book 'How to be an Anti-Racist' has challenged the position of 'I'm not racist' and inspired people to actively confront their ignorance. It's ok not to know things. It's not ok to be aware of this ignorance and not do anything about it.
It's not just about making sure that you have every variation in the human race represented around the table - diverse groups are more than the sum of their parts.
Begina: What have you done to further your knowledge and understanding about diversity?
Isabelle: I read, I listen, I watch. You can find reading lists all over the place to educate yourself on these subjects. It's my responsibility to educate myself. People are happy to go on courses for all manner of things - wrapping a bit of 'thinking about other people' into this practice of self-improvement and advancement isn't hard.
Begina: Ana DuVernay advocates for dropping the word 'diversity' when talking about the lack of people of colour in certain industries, choosing instead to use the word 'inclusion'. The distinction, she explains, is important to her because, to her, it reinforces the idea of casting a token person of colour to 'diversity' a project and does not signify actual change. What do you think of this?
Isabelle: Damn straight. Language is powerful. I think the most important thing about this is that we keep talking, we keep interrogating language, and we get comfortable with the idea that there isn't going to be a 'right' word or term. Language is contextual, and rich, and meaning changes depending on speakers, listeners, time and place. Whether or not we all drop the term 'diversity' based on DuVernay’s point is not relevant - the fact that we hear her argument about the term is relevant, and important.
Begina: What would you say to people that feel hidden, unwelcome, and unnoticed - what advice would you give?
Isabelle: It’s not all on you — there are spaces that will welcome you and celebrate you — and you will find them and they will find you. Be true to yourself, and, above all, be kind to yourself. You’re wonderful and valuable.
Comments