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Why are those from under-represented groups more likely to experience additional stress?

 

There is substantial evidence that those from under-represented groups or communities are more likely to experience mental health difficulties or work-related stress.

This can be because of:

  • A history of being bullied for example, at school, because of race, class, gender, religion, sexuality or having a disability.
  • Feeling that you have to constantly hide who you really are (sometimes even from those closest to you).
  • Feeling that you don’t fit in, that you are wrong or bad in some way.
  • Putting up with constant microaggressions that will wear you down over time.
  • Fearing violence, discrimination or abuse.
  • Experiencing racist, sexist, misogynistic, classist, ableist, ageist, homophobic or transphobic abuse or hate speech.
  • Discrimination because of who you are (how you look, sound, move etc).
  • Being judged due to others’ preconceptions or against a dominant ‘norm’ which doesn’t include you.
  • Feeling you have to work extra hard to prove yourself.
  • Living with a constant sense of imposter syndrome, where you feel like a fraud in danger of being found out at any moment.

All this can be heightened where there is intersectionality between several facets of your identity (which there so often is).

The external or socio-political impact can often be internalised leading to a sense of inadequacy, shame, self-blame, feeling less than and having to hide your real self. This can lead to huge pressure and take its toll on your mental health and sense of self. On the plus side, it can also lead to developing great resilience and finding creative ways of coping – including becoming highly creative and successful. There is considerable evidence that workplaces that embrace diversity in all areas, including and especially senior leadership, can play a huge part in increasing the success of the company.

It is important for all of us to recognise this. It is especially important for those who are not from a ‘minority’ or under-represented group, or have not experienced these issues, to be aware of the impact on others, to recognise, listen and learn how sometimes our behaviour and attitudes can impact on others, even when there is no intention to offend, and to do everything we can to truly learn about and value diversity.1 If you haven’t already, you may want to join one of the IP Inclusive communities where like-minded people and their allies can provide support and safe spaces for one another. All allies are welcome, even if the group does not directly resonate with your personal situation.

REFERENCE

1. Diversity wins: How inclusion matters

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