The Issue with Terms like "Vulnerability" and "Courage"
Brené Brown's work has largely set the stage for how we discuss vulnerability and courage in the workplace, but are these frameworks inclusive?
The first time I read Brené Brown, I was 20 years old. Her book “The Gifts of Imperfection” rescued me from my pervasive shame-based thinking. Brown invited me into a deeper relationship with myself by challenging me to unlearn toxic shame and instead embrace the messy contradictory parts of my humanity.
My connection with Brown’s work is not unique, over the years her frameworks of shame, vulnerability, and courage have shaped and continue to shape our larger societal conversations regarding human connection in and outside of the workplace. Her Ted Talk remains one of the top ten most-watched Ted Talks of all time.
Why “Vulnerability” and “Courage” are too Simple
Though I find Brown’s engagement with shame powerful, over the years I’ve become skeptical of her “courage” and “vulnerability” work because it lacks a lens of identity and intersectionality (as a reminder intersectionality is a term coined by Kimberlé Crenshaw that highlights that some people carry multiple underrepresented identities and this in turn informs their experiences both in and outside of work).
Dr. Carey Yazeed, a behavioral scientist, has long called out Brown’s lack of engagement with marginalized communities with articles like The Dangers of Courage Culture and Why Brene Brown Isn’t for Black Folks and Black Women and Vulnerability: What Brene Brown Got Wrong.
Dr. Yazeed writes:
“What drives Black women’s fear of being vulnerable? When Black women show vulnerability there are consequences such as being labeled angry, aggressive, mean, difficult to work with, or unable to handle our role”
Like Dr. Yazeed, in my work I beg the question: what does vulnerability look like for communities that are already systemically vulnerable?
Vulnerability is not safe for everyone. It can lead to life-altering repercussions.
For example, if an LGBTQ+ person comes out at work as a way to practice “vulnerability” and “courage” will they be met with homophobia? If a Black employee shares their experience of bias, will they be met with organizational defensiveness? Will they be labeled as “unprofessional”?
Vulnerability isn’t predicated upon individual courage, it requires systemic safety.
An Inclusive Path Forward
When plants are in suboptimal environmental conditions, they are negatively impacted. This is because plants are environmentally responsive, which means the environment impacts how plants behave and adapt. Humans too are environmentally responsive. Vulnerability cannot thrive in workplace cultures that are marred by micro and macroaggressions, strict norms of hierarchy, and deep organizational defensiveness.
How can employees be “brave” and speak up if they will be punished and retaliated against? In these types of environments, underrepresented employees must shrink and perform to survive.
To address the systemic conditions that foster inclusion organizations must:
Frame Vulnerability and Courage as Systemic: Making vulnerability and bravery individual issues allows workplaces to avoid culpability for the cultures they are creating and its impact on employee behavior. It’s important to examine the question What are the systemic barriers that are hindering authenticity at work?
Address “Right to Comfort”: "Right to comfort" refers to the tendency for individuals, particularly those in positions of privilege, to prioritize their comfort and avoid discomfort, even at the expense of addressing systemic issues such as racism, discrimination, and inequality. This can manifest in various ways, such as avoiding difficult conversations, dismissing or downplaying the experiences of marginalized groups, and resisting efforts to challenge the status quo. Addressing the “right to comfort” starts with listening and learning from underrepresented employees.
Disrupt Organizational Defensiveness: Many organizational leaders are defensive towards employee feedback, especially when the feedback addresses issues of identity, power, and privilege. Start by acknowledging the experiences of underrepresented employees and validating their feelings and concerns. Recognize that systemic biases and discrimination exist and have an impact on individuals' experiences within the organization.
DEI in the News
The University of Florida eliminated all DEI programs.
Tech cuts DEI teams across the sector.
Despite challenges, DEI is Far From Dead.
Thanks for reading! My books are currently open and I’d love to work with your organization! You can learn more about me and my services at ciarrajonesconsulting.com.
Great article, Ciarra!