Fluency implies the ability of a “foreigner” to appear lingually comfortable in a culture that is not their own. After all, we do not typically define native speakers of any tongue to be fluent. We reserve that honor for those who are visitors. This fluency does not require the visitor to know anything of the people or culture. If one does, that is a bonus- but, an assessment of fluency is all about the language. I submit the idea of achieving cultural fluency is a serious problem, and any equity practitioner pushing for cultural fluency is only doing the bare minimum. My preference? Immersion.
When I looked up the definition of immersion, I saw the regulars. I was reminded of baptism in my church as a child. There were references, again, to language and schools that teach languages through the sole use of that language to students. Then, I saw another definition that had me lingering at the words for some time. There is an astronomical concept of immersion to which I had not yet been introduced. It is the process of a celestial body completely disappearing in the shadow of another. My spidey senses started tingling all over the place. That is the PERFECT way to describe what should be happening in organizations that are truly aiming for inclusion and equity.
Remember the last solstice? Folks were warned not to stare at the sun, because the damage to one’s unprotected eye could be irreversible. Let’s look at oppressive structures similarly, not in them being necessary for warmth, but in the ways they blind us to whatever else is around us. We tend to be attracted to oppressive structures if we believe we can get some benefit from it. We know they are harmful and can cause damage to all organizations, but my goodness- they are sparkly and provide some promise of access and power. When our focus is completely on those structures of hierarchy, be it race, gender, sexuality, religion, ability, or socio-economic status, we are unable to properly assess what is right in front of us. We really cannot see past them. The only option, for the sake of the longevity of our sight, and in this case our organizations, is to wear protective gear. The protective gear allows the oppressive structure’s tentacles to be covered by the realigning shadow of equity.
We need this protective gear because what we believe will influence how we relate or fail to relate to one another. Organizations are all about relationships, therefore, if your team is so aligned to deleterious oppressive structures, causing disengagement by folks whose talents and skills are not being properly utilized- your total market performance and effectivity will decrease. As we look around, we do not have the luxury of time to make incremental and “safe” progress that serve nothing else but to pacify the sensibilities of those reluctant to evolve for the better. Immersion is not about the ability of an individual or an organization to speak the language of the oppressed as if sweet-talking damaging power structures will cause them to dissemble. It is the acknowledgement and uncomfortable realization of our own culpability in the sustaining of many of these structures, and recognizing how blinded we actually are.
If you are looking for ways to move your organization from impotent fluency, to climate-changing immersion, contact me at worokyaduncan@duncaned.com for a free evaluation.
