We Can Be Different Together: Faith Clarke

Jo & JJ Go Mental

So often we hide our differences so we can fit in and belong. For some, doing this at work is extremely difficult or not even an option. This week, Jo and J.J. welcome Faith Clarke, Organizational Health and Inclusion Specialist who works with value-driven and diverse teams so they can deliver on business and social impact promises at the highest level. Faith is extremely passionate about inclusion for BIPOC and neuro-distinct individuals and advocating for those who “don’t belong”. She discusses the importance of mental health and how her children taught her to focus more on wisdom than having control. She talks about how organizations can change one small thing at a time and the importance of listening to the underserved and those having difficulties directly rather than assuming what they need.

Takeaway:

[3:46] Faith talks about the importance of mental health in parenting children with complex needs. She is a mom to autistic children, and it became very clear to her early on that maintaining her own self-care was the only way to nourish herself and her children in the process; staying in fixing mode 24/7 was never going to be sustainable.

[5:29] Faith explains why she refers to her children as neuro distinct rather than neuro-typical. We are all diverse, and it fits better because her children deal with a wide range of distinct experiences including OCD, depression, and characteristics of autism.

[8:42] The more we operate in the illusion that we are in control of everything and everyone, the more suffering we will feel. Faith talks with Jo and J.J. about mining from wisdom rather than the past. As a Caribbean woman, she quite literally has faith that she is able to handle challenging times and has a deep resilience for what life throws at her.

[10:50] Half of the struggle in autism is being in a world not quite meant for you. A large part of Faith’s mission is helping people create an environment that helps those who are neuro-distinct feel as though they can fully contribute in a way that fits for them.

[12:29] The stuffing down of emotions like anger and sadness is often what leads to the messes that need cleaning up and the bigger reactions like anxiety or panic attacks.

[17:24] Why do we have to fight for advocacy in the United States? Jo questions why it isn’t just the case that if someone gets diagnosed, they get the support and information they need without so much red tape and the need to jump over hoop after hoop. Jo’s jaw hits the floor thinking about the challenges built into the United States medical systems (particularly as she comes from a country with a free national health system). Faith explains that the person saying yes is often not the one being affected, and the system is built on a very old and patriarchal one with a lot of conscious and unconscious biases and blind spots.

[28:09] Smart people can self-medicate their anxiety with certainty and control, and when dealing with the neuro-distinct, that can be a recipe for disaster. Instead, we are better off starting from the ground floor to make the workplace more inclusive with recommendations by the people themselves that are affected most day to day.

[28:56] We come up with the right solutions when we ask the right questions to the right people. Faith says we should start with including the people actually at the table and hear what barriers they face in contributing.

[30:12] It may seem too good to be true, but work can actually be restorative and nourishing. It doesn’t have to be soul-draining, and when we build a workflow in a way that works with people instead of against them, we are more effective and productive.

[36:42] There are some key things companies should look for to see if there really are barriers in contribution: are people disengaged, is there too much or not enough conflict? (the point on not enough conflict is an interesting one, as this can often be symptomatic of a team environment that does not allow its members to speak up). Does new talent start strong and then seem to dwindle their light down? Is your leadership flexible or rigid? When people make it to the top, are they able to be more of themselves and lead in their own way, or are they exhausted in a cemented system? More people than ever are opting to leave their jobs instead of settling for what they don’t want, which is arguably why we maintain the same patterns for years and years.

[42:00] We know that diversity creates better opportunity, but we are creating a defense of apathy and productivity in people that would normally be enthusiastic.

[43:08] The pandemic has shown us that we can pivot quickly when it’s important. Faith talks about her vision for the future, where we connect research and speed it up to commit to doing even one small thing at a time right now.

[45:50] If everyone having a voice and ability to contribute is not enough to entice leadership, the money aspect surely will. Money motivates, and if we look at lost income and productivity due to not letting everyone have a seat at the table, we can see just how much is at stake.

Connect With Us:

Joanna Denton | Dr. J.J. Kelly

Faith Clarke