Making an Impact and Building a More Equitable World
The Swarm Theory of Change - What We Believe, Why We Believe It, and How We Work.
Companies and organizations often struggle to recruit, retain, holistically support and promote + mentor staff from marginalized communities (Black, Indigenous People of color - BIPOC, LGBTQ people, immigrants, people with disabilities, veterans, and other people from protected employment classes). Marginalized communities are defined as people who sit on the outside of traditional power structures and roles which are centered on white supremacist ideals and values of formal education requirements, professional experience, perfectionism, and gender norms. Along with struggling to recruit, retain, support, and promote staff from marginalized communities, organizations also struggle with identifying and naming oppressive systems that operate in the workplace to create inequitable conditions. These oppressive systems include (but are not limited too) racism, homophobia, transphobia, xenophobia, ableism, and white supremacy. In order to dismantle these oppressive systems in the workplace and shift to creating workplace cultures that value and center the expertise of marginalized communities organizations have to commit to implementing Justice, Equity, Diversity and Inclusion (JEDI) initiatives that go beyond giving marginalized communities “a seat at the table.” A seat at the table approaches are not adequate in creating truly equitable workplaces, instead they tokenize people from marginalized communities and their experiences.
Swarm Strategy approaches solving this problem with the mindset of abolishing the table and creating systems that foster collective learning, dialogue, and ownership of equity in the workplace. When collective learning, dialogue, and community ownership of the work is cultivated within a workplace communication, teamwork and collaboration are improved, therefore improving the overall workflow of the team.
Creating true systemic change requires companies and organizations to commit to diving into the uncomfortable, to leaning into hard conversations, and to hearing direct feedback from marginalized staff members about their level of comfort and confidence in the company/organization to handle JEDI challenges. By creating Swarm Strategy, Bryce desires to work with companies and organizations to create and implement comprehensive plans that create a safe, supportive, and equitable workplace for all.