I was speaking to the well-known Resilience Consultant, Eddie Hypolite, and he had this to say:
“Employees don’t create culture; they respond to culture. They create subcultures to navigate the work culture.”
This is all the more the case for workers from #ethnic#minority#groups. That is not to say that such practices do not happen among women, people with #disability, people from the #LGBTQ+ community, and #religious groups. But I’ve found particularly among ethnic minority groups, if they stay on at work and don’t quit, it’s because they’ve informally built a resilient #subculture in order to navigate the #dominant culture.
Is this your experience? What are the consequences of this? Is this an innovative way of creating connections of #belonging? Can #inclusivity work within such a matrix of subcultures? I’m interested to hear what you think.
#leadershipdevelopment#leadershipmatters#culturalintelligence
Here’s a link to my original post on LinkedIn.