OUTCASTS ARE MADE IN THE IMAGINATION FACTORY

By SHAGORIKA EASWAR  

In Greek mythology, Minotaur was a half-man, half-bull monster who was imprisoned in a dark underground labyrinth at Knossos in Crete.

He was fed an annual gruesome tribute of seven Athenian youths and maidens until Theseus sailed along and defeated him.

Or so we are told in popular literature. A guide at Knossos Palace shared another way of looking at the ancient story.

The inhabitants of Crete were always “different” from the rest of the Aegean islanders, and thus viewed with suspicion.

Over time, their ways and rituals were exaggerated and assumed mythical proportions, a myth influenced by the Minoan civilization’s bull-worshipping culture and their architectural prowess.

The othering continues to this day. On every island I visited on a recent trip to Greece there were people who said Crete was different. Some shed a positive light on the difference, on how their culture was unique, but there were many who implied Crete’s uniqueness somehow made it less “Greek”.

People who are “different” are less likely to be included in our circle. They are likely to be the butt of jokes or unkind remarks.

Remember the old saying, Sticks and stones may break my bones, but words can never hurt me?

Well, it turns out verbal abuse can be equally hurtful.

In fact, a new study by Psychtests.com shows that verbal abuse can cause as much damage as sexual abuse, and more than physical abuse – and in cases where a victim has suffered more than one form of maltreatment, psychological abuse creates a synergistic effect.

As the stigma surrounding discussions of abuse slowly dissipates, the prevalence of abuse is becoming evident, as is its impact on the psychological, emotional, and physical wellbeing of the victims. Research has shown that children who are mistreated can suffer from a host of potentially long-term difficulties, including learning disabilities, underdeveloped social skills, depression, anxiety, and other mental health issues, as well as the potential to become abusers themselves. 

“All types of abuse create deep trauma in those on the receiving end,” said Dr. Ilona Jerabek, president of PsychTests. “There is also the surprising finding that shows up clearly and consistently in our study: that hitting someone with vicious words causes as much damage than hitting them physically, if not more so.”

Then there’s a study commissioned by global research and advisory firm McLean & Company that reveals that using inclusive language improves the employee experience and increases likelihood of talent retention.

Well, obviously, you say, rolling your eyes. Shouldn’t that be self-evident?

It shouldn’t take research to point out that “inclusive language plays a key role in enabling workplaces where everyone thrives”.

According to the study, employees who feel their organizations support an inclusive environment where individual differences are valued and respected are more than twice as likely to expect to remain at the organization, indicating inclusion is correlated with improved talent retention.

The organization’s recently published inclusive language guide explains that “inclusive language avoids expressions that stereotype, stigmatize, trivialize, or exclude individuals or populations based on identity traits and characteristics such as race, ethnicity, gender, sexual orientation, disability, class, or age. Instead, inclusive language is the intentional use of words and phrases that value and honour identities and experiences, address inequities, help to establish respectful learning environments, and foster interactions that are welcoming to all.”

Elysca Fernandes, director of HR Research & Advisory Services at McLean & Company, makes an interesting point: “While implementing more inclusive language in organizational communications, it is important to remember that inclusive language is not about chasing perfection. It’s impossible to know all the intricacies regarding inclusive language because there is no one way to be inclusive. It is highly contextual and requires adapting the approach to differing contexts and audiences over time.”

In short, intent matters.

Along with other pertinent tips, the guide recommends current, more inclusive terms to replace commonly used terms that are less inclusive. 

This gels with what yet another study by ComIT.org revealed. Over a third of recent immigrants say Canadian workplaces are only paying “lip service” to diversity and inclusion.

60.8% of immigrants have experienced microaggressions or subtle forms of discrimination in the workplace. 22.4% say weekly, 21.0% monthly and say 17.4% daily.

70.4% of immigrants have witnessed or experienced overt racist remarks from colleagues or superiors in their workplaces. 27.4% “frequently” and 43.0% “occasionally”.

57.8% of working immigrants say they consciously play down their ethnicity at work “to fit in better”.

69.6% have had cultural traditions or practices misunderstood or ridiculed by colleagues or supervisors. 41% “occasionally” and 28.6% “frequently”.

74% of working immigrants have felt pressured to conform to cultural norms in the workplace that do not align with their own values or beliefs. 30.4% say “strongly” pressured and 43.60% say “somewhat” pressured.

Language shapes understanding, writes Samira Mehta in The Racism of People Who Love You. “While the term microaggressions was coined in the 1970s, my mother says that was not a word she knew, and without the word, the concept was elusive. She says that since she knew the word, much later, once I was an adult, it was easier to see microaggressions – the racial ones in my life, the gendered ones in both our lives.”

 While on language, check out Says Who? by linguist and English professor Anne Curzan.

The book goes beyond right and wrong to help us make informed language choices. Never snooty or scoldy – yes, that’s a real word, reveals Curzan – it shows the way to becoming caretakers rather than gatekeepers of an ever-evolving language.

Our choices about language can be a powerful force for equity and personal expression, she writes. And wades into the charged politically-correct territory.

“... a complete ban on the word seminal, given its masculine etymology” is an example of politically correct language that feels excessive.

What is actually involved in using language that is inclusive and not known to be offensive? What are the benefits and drawbacks of using this language?

Do these efforts to promote inclusive language inappropriately curb our freedom of speech and even silence people? Or do these efforts make more people feel like their voices are recognised and included?

In Canada, the Dakota and Lakota were treated as strangers in their own land and labelled refugees from the US instead of being recognized as First Nations. Gary Anandasangaree, Canada’s Crown-Indigenous relations minister, apologized to them on behalf of the government and acknowledged that failure to offer recognition hurt generations of Dakota and Lakota.

“We are sorry,” he said.

Words are powerful. Used wisely, with kindness, they can help mend fences.

• How hardy are you? Check out the Hardiness Test at testyourself psychtests.com/testid/4189. For more info, visit ComIT.org.