Identity and Growth
Being the Light in the Tunnel: An Expression of the Multicultural Self
Paper Presentation in a Themed Session Sidonia Alenuma
When all fails, you can always on count the multicultural self. How can you not see the light in the tunnel if you are the light itself? It is indeed multicultural to be the light in the tunnel. The growing diversity in our world affirms the need for perceiving the world as a global village, it is becoming increasingly important to address the isms (both negative and positive ones) governing our interactions with each. The negative isms, sexism, racism, ableism, classism, etc. can be mitigated with the adherence and practice of the positive isms such as multiculturalism, anti-racism, and feminism. With emphasis on positive isms, such as multiculturalism, and antiracism, I argue that in order to mitigate negative isms such as racism, sexism, ableism, classism, etc., we need not just address issues at the theoretical level; we need to practice/live isms in our real-life interactions with individuals, thus have our theoretical works, research, publications be informed by our lives in pursuit of praxis at its best. To be truly multicultural is to be our true selves, to be human first. To affirm one’s humanity one has to be their authentic truly multicultural self! To truly affirm diversity, we must perceive all voices as legitimate roads to an inclusive world. We can only do this from a standpoint of multiculturalism by advocating true and meaningful education, creating awareness of inequity, social injustices in our communities, organizations, nations and our increasingly shrinking world that can be describe as a global village.
Empowering Voices: Exploring the Career Journeys of Women of Color HR Professionals Amidst Societal Disruption
Paper Presentation in a Themed Session Brandi R. Muñoz
This research study delves into the career journey of women of color (WOC) amidst disruptive societal changes. Focusing on certified and noncertified human resource (HR) WOC professionals in large corporate entities in Houston, Texas, this narrative inquiry aims to uncover common themes. HR professionals play a distinctive role, in applying organizational policies that can significantly impact employees' career progression while managing their own career paths. They also wield varying degrees of influence when collaborating with business leaders on employment decisions for others. Consequently, this research collects data on the life and work experiences of HR professionals who belong to historically underrepresented groups to gain insights into their unique perspectives. Through qualitative data analysis, this study seeks to unravel the root causes of socioeconomic and career advancement challenges faced by WOC in corporate America within the HR field. The outcomes of this research have the potential to inform human resource practitioners, organizational development professionals, advocacy groups, and others. These stakeholders can use evidence-based findings to engage corporate leaders in the United States, fostering greater career advancement and leadership opportunities for WOC in the workplace. Narrative inquiry is the chosen research design and method for this study due to its ability to illuminate the experiences of WOC in the HR field. This approach sheds light on the systemic race and gender inequities within the U.S. corporate landscape, providing valuable insights for addressing these issues and promoting inclusivity and equity in organizational leadership.
Mental Health in Ethnic Minority Groups: The Impact of Not Belonging View Digital Media
Paper Presentation in a Themed Session Olusola Togun Butler
According to Abraham Maslow's (1943) hierarchy of needs, to self-actualize, the individual must feel like they belong and they are safe in their environment. This means that the society in which they reside informs them that they are welcome and secure. This message communicates to the individual that they can self-actualize and become the person they want to be because their need for safety and belonging is being met. For members of ethnic minority groups, the message they receive from society is vastly different. They are constantly reminded that they do not belong based on their race, ethnicity, skin color, and national origin. This societal rejection creates a hostile environment in the form of racism, discrimination, oppression, and, microaggression which harms the mental health of ethnic minority group members. The interaction with a hostile environment has a negative impact on their mental health resulting in the development of mental health disorders such as stress, anxiety, depression, and trauma. To highlight the impact that a hostile environment has on the mental health of ethnic minority group members as they are more likely to experience racism/discrimination, live in poverty, lack access to quality healthcare, education, housing, and culturally competent mental health services. The clinician reviewed the completed written initial intake assessment of individuals who identified as being members of ethnic minority groups and who were seeking mental health services. The assessment inquired about the presenting problem, racial, ethnic and cultural identity, experiences with racism, and past experiences with mental health agencies.
