From Platter to Pardon: Reflections of A Pardoned Turkey
The Pardoned Turkey: A Symbol of Selective Mercy
Let's take a moment to reflect...
Have you ever found yourself as the lone individual in a boardroom or senior leadership team? Perhaps you've been thrust into a senior position with little support upon arrival. Or maybe you frequently hear remarks about how fortunate you are to have achieved your position. If any of this resonates with you, you might just be what some call the "pardoned turkey."
Curious about the term? The annual presidential pardon of a turkey is a playful tradition that captures public attention each Thanksgiving. It symbolises an act of mercy, choosing to spare one turkey from the dinner table while others are not so fortunate. This act of selective kindness draws parallels to broader societal themes of privilege, choice, and visibility.
Being the "pardoned turkey" means being in a position where you are seemingly granted a reprieve or acceptance that others like you may not receive. It reflects the experience of being a singular representative in a predominantly homogeneous environment, often bearing the weight of tokenism or being seen as a fortunate exception rather than the norm.
Workplace Dynamics and the 'Pardoned Turkey' Analogy
In workplaces, the metaphor of the pardoned turkey can be applied to the experiences of employees, particularly those from marginalised groups, navigating racial dynamics:
Tokenism vs. Genuine Inclusion: Tokenism involves superficial efforts to include individuals from underrepresented groups without addressing deeper systemic issues. Like the pardoned turkey, these individuals may be highlighted or celebrated momentarily but often do not experience meaningful changes in their work environment or opportunities for advancement.
Systemic Racism and Barriers: Despite progress, racism persists in many workplaces through overt discrimination, subtle biases, and structural barriers. Employees from ethnic minorities often face challenges such as unequal access to promotions, pay disparities, and limited representation in leadership roles. The 'pardoned turkey' metaphor underscores how some diversity initiatives can serve as distractions from addressing these fundamental inequities.
Therefore, achieving genuine inclusion within an organisation necessitates a comprehensive and multifaceted approach that addresses various aspects of workplace dynamics:
Firstly, policy reform is essential. This involves implementing equitable policies and practices that ensure all employees receive fair treatment and equal opportunities, regardless of their background or identity. By establishing clear guidelines and frameworks, organisations can create a foundation where diversity is respected and valued.
Secondly, education and training play a crucial role. Continuous education on topics such as unconscious bias, cultural competence, and anti-racism is necessary to cultivate a more inclusive workplace culture. These initiatives help employees recognise and address biases, develop empathy and understanding, and contribute positively to a respectful and supportive work environment.
Thirdly, mentorship and support programmes are vital. Formal mentorship programmes and support networks should be established to assist employees from diverse backgrounds in their career development. These initiatives provide guidance, networking opportunities, and encouragement, helping individuals navigate potential challenges and achieve their professional goals.
Additionally, representation matters significantly. Actively promoting diversity at all levels of the organisation, including leadership positions, is crucial. This not only ensures that the workforce reflects the diversity of the broader community but also provides role models and mentors for employees from underrepresented groups. Diverse leadership fosters innovation, enhances decision-making processes, and strengthens the organisation's reputation as an inclusive employer.
Moving Beyond Symbolism: Achieving Genuine Inclusion
While symbolic gestures like diversity statements or one-off events have their place, they must be accompanied by substantive changes in organisational culture and practices. The pardoned turkey serves as a reminder that true progress towards diversity, equity, and inclusion requires sustained commitment and action across all levels of an organisation.
By embracing diversity as a core value and actively dismantling systemic barriers, organisations can create environments where every employee feels valued, respected, and empowered to contribute fully. This holistic approach not only enhances workplace morale and productivity but also strengthens the organisation's ability to innovate and adapt in an increasingly diverse global marketplace.
Reflections From M.E
As I reflect on my career journey, I've come to realise that I might be seen as a "pardoned turkey". Being the only one in the room or rapidly promoted without adequate support often left me feeling isolated and frustrated. There were times when I questioned whether I was truly valued for my skills and contributions or simply filling a diversity quota.
The frustrations were real. So was the impact on my mental health and wellbeing. Despite being in "senior roles", I often encountered subtle reminders of how lucky I was to be there, as if my presence was an exception rather than the result of hard work and merit. It was disheartening and discouraging to witness tokenism in action, where superficial efforts at diversity overshadowed the deeper systemic changes needed to create a truly inclusive environment.
However, through these challenges, I've come to understand the importance of not just reaching the next level myself, but also ensuring that I share the stage and create pathways for the next generation. It's about extending a hand down the ladder for others to climb, advocating for inclusive practices, and actively mentoring and supporting talented individuals from diverse backgrounds.
By acknowledging that I may be a pardoned turkey, I've embraced the responsibility to advocate for genuine change. This means advocating for policies that promote equity, challenging biases in decision-making processes, and fostering a culture where everyone has equitable opportunities to succeed based on their talents and capabilities.
While the frustrations of navigating systemic barriers remain, I am motivated by the progress we can achieve by working together. It's about paving the way for a future where diversity is not just celebrated for optics but integrated into the fabric of organisational culture and leadership.
However, through these challenges, I've come to understand the importance of not just reaching the top myself, but also ensuring that I share the stage and create pathways for the next generation. It's about extending a hand down the ladder for others to climb, advocating for inclusive practices, and actively mentoring and supporting talented individuals from diverse backgrounds. By working together to ensure that all "turkeys" are pardoned, we can move beyond superficial efforts and create truly inclusive environments.
In sharing my experiences and insights, I hope to inspire others to challenge the status quo, advocate for inclusivity, and continue the journey towards a workplace where every individual, regardless of background, can thrive and contribute their best.
Join the Conversation
I hope Mabinty Esho's DEIB Digest inspires you to embrace diversity and become an advocate for equity, inclusion, and belonging. If you’ve enjoyed reading this article and want to hear more of my thoughts, reflections, and insights, please like, comment, and subscribe!
Thank you for being a part of this journey towards a more inclusive and equitable world. Together, we can create a world where everyone feels seen, heard, and valued.
Until next time, stay curious, stay kind, and keep shining!
