Accountability breeds response-ability

The right thing to do and the hard thing to do are usually the same

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When we investigate matters of racial injustice in the workplace,  what is the one thing that keeps coming up? Accountability. This attribute is often visibly missing. Accountability can be paramount to the stability of the workplace. Sadly, it is scarcely found when addressing racism. When the protests broke out, what were the protestors asking for? Accountability!  What did the slogans and banners state?  A need for accountability. Protesters were demanding accountability for all the terrible behaviors. So what is it like for you as an employee, when acts of racial injustice show up in your workplace? 

Accountability can have immense importance, and it is a concept included in the C.A.R.E method (Compassion, Accountability, Resistance, Empathy). By factoring in accountability, as an employee and employer, it can raise racial awareness.  Accountability means being responsible or holding yourself or your company accountable when the topic or behaviors of racism comes up. It involves keeping a check on the actions of people around you,  as well as your work environment.  Accountability can mean a responsible person can contribute to racial injustice changes within the workplace. Long gone are the days when organisations would do great things without asking, so in 2020 is it time to hold ourselves accountable?

When we hold ourselves or our employers accountable, we are moving in the right direction. Personal accountability can be a challenge to implement, which is why compassion is needed to start the process. 

Why should we hold ourselves accountable and why should we care about things when it comes to race?  Sadly, many people subconsciously believe that a single person's impact is insignificant because it does not directly impact them. This archaic approach is dangerous. When we collectively condemn racism, we are not only doing it for ourselves; we are initiating a change. Collectively, we are great at blaming each other for inconsistencies. So if we want to become progressive in the fight against racism in the workplace, everyone has to be accountable for acknowledging, how we endorse discrimination without even knowing it.

Many people today are seeking further understanding and the psychology on racism to get a deeper understanding of the problems. Did you know individual efforts can produce staggering results?  The personal account of our actions and our words can protect many from committing errors. Corporates, institutions or organisations are all responsible for their actions.

As an employee, don't be afraid to ask what policies have been created to curb racial injustice. Enquire about any new reforms that protect employees from diverse backgrounds.    Collectively, we can master our own personal accountability; however, it is a bit difficult to hold others responsible. It is not easy having an awareness that parts of society, may lean more towards the end of the scale of racist, versus the end of being an anti-racist. However, being accountable is about being willing not to excuse prejudices, which is imperative for society's collective good.

Samantha Carbon
Psychotherapist - MSc Psych, PTSTA (P), CTA (P), UKCP, MBACP
Clinical Supervisor
Mobile: 07938435233



Samantha Carbon UKCP Psychotherapist

Samantha Carbon is a psychotherapist running a private practice. Following a background in the financial industry, Samantha set out to follow her true passion and pursue her training as a psychotherapist. Today, Samantha assists people in the process of finding the peace of mind they deserve. In particular she works with individuals with a history of addictive behaviours such as alcohol, drugs, sex & gambling. She works with individuals who experience depression, anxiety, loss, work related stresses and gender dysphoria, as well as couples. She is dedicated to supporting people to identify their self-worth and improve the quality of their lives. She works with corporates in understanding workplace diversity, understanding intolerances and biases.