Is It Time for Your Organization to Decolonize?
How to Recognize Indicators, Assess Needs, and Take Action
In the modern workplace, equity, inclusivity, and justice have become core values for organizations across all industries. But embracing these values often requires an intentional process of decolonization—identifying and dismantling remnants of colonial structures, biases, and systems that continue to shape organizations in ways that may exclude or disadvantage certain groups. True decolonization goes beyond a checklist approach to diversity; it’s about reshaping practices, attitudes, and policies to create an environment where everyone can thrive and feel valued.
So, how can your organization determine if it needs to start on this journey? And once you recognize the need, how can you effectively assess and act on it? Here’s a guide to help you identify the signs, understand the impacts, and take meaningful steps toward a decolonized workplace.
Recognizing the Need for Decolonization
The first step is recognizing the subtle (and sometimes not-so-subtle) indicators that colonial structures or biases may still be influencing your organization. Some signs may be more obvious, like a lack of diversity in leadership roles. If decision-making power lies predominantly with people from similar backgrounds, it can point to structural biases that perpetuate a limited perspective in leadership and can alienate diverse voices.
Another telltale sign is when policies reflect a “one-size-fits-all” approach, inadvertently overlooking the needs and experiences of various cultural or religious groups. For example, holiday schedules or dress codes that do not accommodate diverse traditions and personal practices can make employees from different backgrounds feel unseen and unsupported.
Tokenism is another red flag. When an organization promotes diversity in external materials or showcases employees from underrepresented groups without genuinely integrating these voices into leadership and decision-making, it can feel disingenuous and superficial. True inclusivity means inviting diverse perspectives into core organizational practices, not just marketing materials.
An organization’s communications—both internal and external—can also offer insights. If messages primarily reflect dominant cultural narratives, it can unintentionally marginalize or erase other perspectives. This isn’t always overt; sometimes, it’s as simple as using language or imagery that reinforces a particular worldview, overlooking the contributions and histories of others.
Homogeneous cultural norms can have a similar impact. Professional standards that rigidly align with Western norms—whether in language, attire, or behavior—might make people from different backgrounds feel pressured to “fit in” rather than bring their authentic selves to work.
Then there are the less visible, structural disparities in opportunities, such as inequities in pay, promotions, or mentorship access. These disparities are often rooted in ingrained biases within recruitment, retention, or advancement practices. If employees or advocates from marginalized communities frequently leave or report feeling overlooked, it’s worth examining whether there are systemic issues at play.
Organizations that struggle to acknowledge past harms or apologize for actions that may have negatively impacted marginalized groups may also be signaling a resistance to engage with decolonization. When an organization is unwilling to confront its history or recognize how previous actions affected certain communities, it can suggest a reluctance to embrace meaningful change.
Lastly, if your organization faces criticism from community members, especially marginalized groups, it’s worth listening closely. Dissatisfaction from the community may point to a disconnect between your practices and the needs and values of those you aim to serve.
Assessing the Impact of Colonial Structures
Once these indicators are identified, the next step is understanding their impact on your organization’s culture, practices, and relationships. Start by gathering honest feedback from employees, especially those from underrepresented or marginalized backgrounds. Anonymous surveys and focus groups can encourage open sharing about experiences with inclusivity, representation, and the overall culture.
Conduct a thorough review of current policies and practices to identify any one-size-fits-all approaches. Look closely at recruitment, promotion, retention, and employee benefits to ensure these practices reflect diverse needs and perspectives. This assessment also includes examining workforce and leadership demographics. Diverse representation isn’t just about numbers; it’s about ensuring a range of perspectives inform strategic decision-making.
Community relations offer another valuable perspective. Consider the organization’s reputation and relationships within the broader community. Engaging in open dialogue with community members—particularly those from marginalized groups—can provide essential insights and highlight areas for growth.
Turnover rates among marginalized groups can also provide clues. If employees or community members from certain backgrounds frequently leave, it might indicate a deeper issue with inclusivity or cultural fit. Exit interviews can shed light on these issues, revealing where organizational culture may be unintentionally excluding or alienating certain employees.
Taking Action: Steps Toward Decolonization
Recognizing and assessing the need for decolonization is only the beginning. Moving forward requires intentional, continuous action. Start by fostering education and awareness within the organization. Offer training sessions on the history and impacts of colonialism, emphasizing how it continues to shape workplaces today. This education can include learning about Indigenous knowledge systems, cultural perspectives, and ways of thinking that might differ from the organization’s existing norms.
Next, focus on diversifying leadership and decision-making roles. This means not only hiring more diversely but also actively mentoring and supporting underrepresented employees to advance into leadership positions. Representation at all levels is vital to bring in new ideas and perspectives that challenge and expand the organization’s worldview.
Establishing inclusive policies is another foundational step. This might involve creating flexible holiday schedules, accommodating various dress practices, or introducing remote work options that support diverse needs. When employees see themselves represented and supported by the organization’s policies, they feel more included and valued.
Creating an inclusive culture goes beyond policy changes. Actively encourage a culture that values diverse perspectives, whether through employee resource groups, cultural celebrations, or safe spaces for marginalized voices to share their experiences. This inclusivity can foster a sense of belonging, allowing employees to bring their full selves to work.
Community collaboration is equally essential. Decolonization requires organizations to go beyond internal changes and engage meaningfully with external communities. By building relationships with marginalized community groups and inviting their feedback and input, organizations can ensure their practices align with broader social justice goals.
Acknowledging past harms and making amends is a crucial component of the decolonization journey. If your organization has a history of practices that harmed specific groups, addressing these openly through apologies, reparations, or support for affected communities can be a powerful step toward healing and growth.
Consider redesigning communications to reflect diverse perspectives. Auditing language, visuals, and overall messaging can help ensure that all employees, customers, and community members feel represented and respected.
Finally, establish cultural competency training as an ongoing practice. This training should cover unconscious bias, colonial structures, and the importance of inclusivity. It should be an evolving part of employee development rather than a one-off event.
Committing to Decolonization for Long-Term Transformation
Decolonization isn’t a quick fix; it’s a continuous process of growth and commitment to inclusivity.
It involves reshaping systems, attitudes, and practices to dismantle colonial structures and biases embedded in the organization’s foundation. The journey may be challenging, requiring patience, transparency, and dedication, but the rewards—a more diverse, innovative, and equitable organization—are well worth it.
The goal of decolonization is not simply to increase diversity but to create an environment where all voices and perspectives are valued, celebrated, and included. By committing to decolonization, organizations can foster stronger relationships, unlock fresh ideas, and cultivate a workplace that genuinely reflects the diversity of the world around it. Embracing decolonization helps build a future where equity and inclusivity are not just aspirations but a lived reality for every employee, partner, and community member.
- Senpai Sugi
