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IEDP Issue  88                                                                                     February 2021

A word from the Chair

Hello everyone, 

I hope that your month has been a positive one. 

I know that many of us are feeling uplifted by the news that we are slowly heading towards the easing of lockdown 3.0 and are looking forward to having some semblance of a life outside of our homes. 
Although of course what that looks like is hard to say - will we wear masks? will there be vaccination passports? Will offices open again and if so how will people feel about going into them? A lot of unknowns and we'll only really get clarity as we move forward. 

Until then, organisations have some deep work to do, planning how they are going to manage employee expectations and wellbeing as well as how they are going to manage the inevitable cultural shifts brought about by the last year of unprecedented events globally. 

We're interested to know what you/your organisation will be focusing on, so drop us a line.

 
 
If any of you would like to contribute an opinion piece please send us an email at info@iedp.org.uk

Have a lovely weekend.

Denise


Denise Rabor, IEDP Chair 

P.S. Please don't forget to follow us on Twitter and join the conversation on Facebook. Also please check you are in our new Linked In group - i.e. the one called Institute of Equality and Diversity Professionals - not the old one (Institute of Equality and Diversity Practitioners)

Don’t “Treat Others as You Wish to be Treated”

Marsha Ramroop

It’s a primary principle, isn’t it? In terms of treating people with dignity and respect?
Matthew 7:12 – “So in everything, do unto others what you would have them do to you…”
It’s also known as The Golden Rule.
 
There’s a Wikipedia page dedicated to it and its references across world religions.
The Golden Rule is the principle of treating others as you want to be treated. It is a maxim that is found in many religions and cultures.[1] It can be considered an ethic of reciprocity in some religions, although other religions treat it differently. The maxim may appear as a positive or negative injunction governing conduct:
  • Treat others as you would like others to treat you (positive or directive form)
  • Do not treat others in ways that you would not like to be treated (negative or prohibitive form)[1]
  • What you wish upon others, you wish upon yourself (empathic or responsive form)[1]

So, who am I to come along to say “don’t bother! It is, in fact, a misguided thing to do”?
Well, I know I’m not the first person to say it, but it seems like the message isn’t, really, being received.
The issue is that to “treat others as you wish to be treated” has at its core a shaky presumption: that I wish to be treated in the same way as you wish to be treated.
How do you know how I wish to be treated? Are my values the same as yours? Are you not, in fact, assuming, and imposing your ideas upon me, if you treat me the way you wish to be treated?
I understand, at its core, the idea is that to deal with others with humanity, dignity and respect, but if you don’t know what dignity and respect are for me, aren’t you in danger of not actually following the ideal behind The Golden Rule?
And so, we need a revision.
We ought to treat others as they wish to be treated.
We need to understand what others consider to be dignity and respect, and show that to them.
We must treat others as they would wish to be treated, because to do so through our own lens is to not take into account what they consider to be respect, dignity and humanity, it would be our own view of it. Understanding someone else’s values is tough, but ultimately totally worthwhile.
So how do we understand someone else’s values?
The good news is, there’s a way. This is where we need CQ™: Cultural Intelligence.
CQ™ is the ability to relate and work effectively with people from different cultural backgrounds. Based on more than twenty years of research across over 100 countries, we know that there are four capabilities that need to be developed in order to relate and work effectively with people from different backgrounds.
Cultural Intelligence begins with CQ Drive—the curiosity and motivation needed to work well with others. Next is CQ Knowledge—understanding the kinds of differences that describe one group versus the next, without resorting to stereotyping specific cultures. Third is CQ Strategy—learning how to plan effectively in light of cultural differences. And finally, is CQ Action—being able to adapt behaviour when the situation requires it.[2]
The even better news is, CQ is measurable, with an assessment.
Incorporated into this is the concept of 10 Cultural Value preferences, which describe basic tendencies in the way that people prefer to work and live.
By understanding your own preferences in this area and comparing them with typical norms for other groups you will develop insights that can help you understand other people’s actions and improve your interpersonal effectiveness.[2]
The best news is, CQ is an improvable skill.
As we move ahead working to improve all lives working in the EDI space, these fundamental principles remain the ones we must focus on.
Our lives are filled with presumptions about what’s “normal”, “right”, “respectful”, “truth”, but all of these things are a matter of perspective, and even as we, as specialists in the field, work on our vocation, I believe we must always remember the other perspectives at play and seek to understand them, even if we cannot agree.
By taking these steps to understand ourselves, and then the preferences of others, and then using CQ as a framework of behaviour to act differently, and continually learn, you can treat others as they wish to be treated and truly fulfil the sentiment of what’s known as The Platinum Rule.
1.      Antony Flew, ed. (1979). “golden rule”. A Dictionary of Philosophy. London: Pan Books in association with The MacMillan Press. p. 134.
2.      Cultural Intelligence Center Culturalq.com
 
About the author:
Marsha Ramroop is Director of Inclusion at the Royal Institute for British Architects. She has been running her own cultural intelligence (CQ) strategic inclusion consultancy, Unheard Voice Consultancy Ltd, immediately prior to taking up this role. Marsha is currently in-waiting to join the IEDP Board and has been an Advisory Friend since 2019.

How to Talk With Children and Young People About Race and Racism

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Nothing is off limits, and we understand how anxious you might feel before you pick up the phone.

 
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IEDP accreditation dates
If you join the IEDP, or are already a member, you can apply for our accreditation process. You have plenty of time to apply for the next round, as the closing date for expressions of interest is 17 March. You would need to confirm and pay the fee by 17 March for submission by 13 March. Further details on the accreditation page of our website.
Contact us

The Institute of Equality and Diversity Professionals
2 Old College Court, 29 Priory Street, Ware, Hertfordshire, SG12 0DE      

tel:     0844 482 7263
fax:     0844 8225 215
email: info@iedp.org.uk 
web:  www.iedp.org.uk
And finally...

We hope you enjoyed reading this newsletter and would welcome any feedback or suggestions about how we could improve it for the benefit of our members. If you have any ideas for future editions or would be interested in writing an item for the next issue please contact the IEDP office on: info@iedp.org.uk 

The deadline for contributions to the next issue is 15 March 2021. Please circulate this newsletter to anyone who may be interested in our work or who may wish to join the Institute.
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