Dealing with Workplace “stuff”: Something that u find frustrating

In the workplace, it’s only a matter of time before we misstep, mis-communicate, misunderstand, or inadvertently denigrate someone else’s culture, values, traditions, customs, religion, or feelings. Many employees are offended by compliments on their appearance; by water-cooler conversations about religion, politics, or sexual orientation; by an unwelcome touch on the shoulder, arm, or back; or by any cultural transgression—intentional or not. Even some of the smallest infractions can create anxiety or anger among coworkers. While most of these issues are framed as harassment or discrimination, most likely they are the result of a miscommunication potentially grounded in cultural differences. We spend 40+ hours a week with our coworkers, but these professional relationships suffer when we are unable to talk to one another or give each other permission to make mistakes—which is the only way to gain a better understanding of cultural differences. This type of understanding doesn’t come from the company’s EEO or diversity leader, and it doesn’t come from the organization’s code of conduct or human resources. In order to bridge this diversity divide, we must begin to communicate with one another. stuff offers practical strategies for dealing with “stuff”—the things we find frustrating—and gives organizational professionals permission to fondly reach for the term “stuff” when identifying and addressing employee conflict, rather than mislabeling the offending behaviors as harassment and discrimination. This fun, easy-to-follow guide is a must for any professional who hopes to champion civility, non-discrimination, equity, and justice in the workplace. HB Left flap: Dr. Kim D. Kirkland served for many years as a compliance practitioner investigating and resolving discrimination, harassment, and Title IX complaints to determine if compliance or policy violations exist, to circumvent potential litigation, and propose corrective action(s) and/or interventions. Her experience also include monitoring compliance with best practices of a legal and affirmative search and screen process, spearheading business-wide diversity initiatives aimed at increasing the representation of women and minorities in leadership roles through recruitment, promotion (succession planning, training and development), retention programs (mentoring/affinity groups), and embedding accountability into performance goals. Dr. Kirkland’s philosophy is that in order for organizations to build a foundation for success, they must provide the framework for fairness through the development and implementation of sound human resources policies and practices in collaboration with an effective Affirmative Action Program. An effective affirmative action program would provide for proactive planning; the development of positive outreach programs with regard to women, minorities, veterans, people with disabilities, and the LGBTQ community; on-going monitoring of selection and placement decisions as they relate to affirmative action goals; and accountability to ensure non-discrimination with regard to the organization’s policies and practices. With a strong foundation, valuing and managing cultural differences through inclusive initiatives and leadership commitment will result in productivity gains, highly productive work teams, and lower attrition rates. Dr. Kirkland received her B.S. in Marketing from the University of Cincinnati; her M.Ed. in HRD (Organizational Development) from Xavier University, Cincinnati, Ohio; her Ed.D. in Leadership Studies from Bowling Green State University, Bowling Green, Ohio; and she is a graduate from the Institute for Management and Leadership in Education at the Harvard Graduate School of Education. She currently resides in Indianapolis and works as an administrator in higher education. HB Right flap: As an officer in a leadership role in the corporate sector, it was incumbent upon me to compel senior leaders to address and correct situations that were either unfair, unjust, or not in compliance with the organization’s policies and procedures or federal, state, and local laws. Such a predicament is not always met with popularity which caused me to experience job burnout. In seeking a change of venue, I began looking for opportunities that would replenish the soul because I grew tired and weary of being the solution to other people’s problems—the “fixer” of inappropriate and bad behaviors and issues of incivility. I eventually realized that 20+ years of performing in leadership- and compliance-related roles created the template and framework for the person I became—a seeker of justice, equality, and civil liberties for all; a champion of causes because it was the right thing to do; and a spokesperson on unpopular issues in the face of political correctness. I had come to understand my meaning in this life—sorting through the messy mishaps of social and organizational noise. While this work has had its share of roadblocks and has been mentally and emotionally challenging, I came to truly love this work. I was forced to listen to the voice of vocation as it was shaping my true calling. Upon reflection on Parker J. Palmer’s book Let Your Life Speak, I was able to summon up the visible “detour” or “road closed” signs evident in my path that led me to the place that I am today—my “true calling.” I grew up as a protector and a champion of meek, timid, and mild-mannered individuals who were either unable or unwilling to speak up or stand up for themselves in the face of a bully from words or deed. One of the most compelling quotes from Palmer’s book is “If you can’t get out of it, get into it.” My spiritual, physical, emotional, and professional growth has led me to this space in time—a champion of the people around issues of civility, discrimination, equity, justice, and just plain old stuff.

Dr. Kim D. Kirkland served for many years as a compliance practitioner, investigating and resolving discrimination and harassment complaints, circumventing potential litigation, and proposing corrective action and interventions. She currently resides in Indianapolis and works as an administrator in higher education.