Letter from the Executive Director

The whole idea of being me, The Authentic Self, is not discussed enough in the context of DEI. When DEI is discussed on certain platforms, somehow, it just does not resonate with me at a personal level. Upon careful reflection, I later realized this is probably because most DEI conversations touch on workplace issues and less on the individual that relates to our day-to-day life.

There are so many layers to how DEI can resonate with the individual. This time round, our newsletter is intended to speak to you as a person. What we share in this newsletter are some of the common conversation points that disturb the mind on a regular basis and are often discussed during coffee breaks or after a meeting.

We hope that by making a first stab to bring these topics together in one piece, you would find relevance to why DEI is important to me, myself and I.

Thank you.

Dr. Sudeep Mohandas

Executive Director

Dress codes

How far can employers go when enforcing a dress code, and are there considerations to be made? Interestingly, a dress code can be used as a tool for discrimination. HR Assured, a law firm that specializes in human resources, defines direct discrimination as treatment of a person less favorably because of specific attributes that the person may possess. This can occur, for instance, “if an employer refuses to hire someone of a certain race because they did not want them to wear their cultural attire to work.”

In Singapore, a multicultural city-state, religious wear in workplaces is a common sight, and generally held as acceptable. However, the conversation continues on whether a tudung, or hijab, is acceptable in workplaces that require a strict dress code policy, such as in health care, and to what extent a dress code creates bias in the workplace.



Accents

An article by the World Economic Forum states that people with strong regional accents can have their salaries affected by up to 20%.

Dr. Pragya Agarwal, an Inclusivity Consultant, and Behavioural Scientist, acknowledges that accents are an integral part of our identity,

and shares ways to minimize accent discrimination in the workplace.



Let's talk about hair

“Why do you never straighten your hair? Do you ever think about straightening it?” Cassie (name changed) listened to her manager make comments about her hair, but simply nodded and let it slide. In the Philippines –– where straight hair was the beauty standard and few hair salons knew what to do with natural curls –– it was a common sentiment.

Hair discrimination can occur when an employer requires a grooming policy that results in an unequal effect on people with specific hair types. A study has found, for instance, that “African-American women face the highest instances of hair discrimination in the workplace,” with as high as 80% of African-American women feeling they need to change the way their hair looks so they can fit in at work. The National Association for the Advancement of Colored People (NAACP), goes as far as to state that hair discrimination, is at its root, race discrimination. In the USA, California became the first state to prohibit employers and schools from discriminating based on natural hairstyles.

In a more encouraging vein, in Latin America, where black and brown Brazilians comprise more than 50% of the population, Black Brazilians are embracing their natural hair in a movement that has “mirrored a rise in black empowerment in Brazil.” In South Asia, where “hair holds a lot of currency,” conversations arise on the importance of embracing natural hair styles.



The changing face of beauty

Social media has played a significant role in changing the beauty narrative. While there are efforts to be more aware and inclusive of diverse beauty standards,

body-shaming, however, still exists.

A study has shown that fat-shaming, especially, is linked to poor metabolic health and increased weight gain. It is not uncommon for body-shaming to exist in the workplace. Senior contributor at Forbes, Stephanie Sarkis, shares some insight on how to stop body- and food-shaming at the office, pointing out that there is a line between showing genuine concern for a colleague’s health versus body-shaming as workplace harassment.

It is worth noting that beauty standards have evolved through history. There is a growing question on whether our beauty standards have become diverse and inclusive enough.  

Podcast: The human case for reasonable adjustments in the workplace

So where can employers begin cultivating inclusive workplaces, not just in terms of their employees’ appearances, but in all areas? Jen Rooney, a disability inclusion specialist, sits down in an episode with the XpertHR Podcast to talk about the importance of honouring employees

as people.



Soliloquy, n. A monologue addressed to one’s self, thoughts spoken out loud without addressing another person.

It is never easy to appreciate or read the innermost thoughts of people who struggle with issues of DEI. A soliloquy moment can help people come forward and convey their internal conflicts and experiences to others.

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