The Inclusion Bites Podcast - #185: Authenticity Over Assimilation

Episode Category

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Primary Category: Cultural Diversity Secondary Category: Overcoming Adversity

🔖 Titles

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1. Authenticity or Assimilation: How Can We Build Cultures That Truly Embrace Difference? 2. From Survival to Belonging: Reimagining Inclusion Beyond Performative Practices in Society 3. Navigating Systemic Barriers: The Power of Lived Experience in Creating Lasting Change 4. Politicising Care: Why Human Rights Should Never Be About Winning or Losing 5. Cultures of Courage: Fostering Genuine Equity and Respect in Divided Workplaces 6. Identity and Systemic Failure: Why Diversity Is Not Enough Without Systemic Transformation 7. Bridging Divides: Why Real Inclusion Means Rebuilding the System Together 8. Warriors Over Allies: Catalysing Change Through Lived Experience and Relentless Curiosity 9. Spotlight on Authentic Leadership: Lessons from Personal Journeys Through Systemic Exclusion 10. Beyond the Diversity Lens: Why Kindness, Compassion and Respect Must Drive Inclusion

A Subtitle - A Single Sentence describing this episode

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Jenny Chen explores the challenge of embracing authenticity over assimilation, illuminating how curiosity and courage can drive systemic change and nurture genuine inclusion and belonging.

Episode Tags

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Authentic Leadership, Systemic Change, Diversity Equity Inclusion, Political Impact, Lived Experience, Breaking Barriers, Compassionate Conversations, Belonging Strategies, Inclusive Cultures, Challenging Status Quo

Episode Summary with Intro, Key Points and a Takeaway

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In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Jenny Chen for a candid exploration into the challenges and possibilities of nurturing authenticity over assimilation in diverse societies and workplaces. The conversation traverses global politics, systemic barriers, and the subtle tensions between established norms and the pursuit of genuine belonging. Joanne and Jenny examine how performative inclusion often falls short, urging listeners to move beyond tokenistic gestures and confront the deep-rooted discomforts that block progress. Their dialogue scrutinises why political rhetoric about race and identity so powerfully shapes personal safety and access to rights, especially for those at society’s margins, and addresses the urgent need for systemic change through compassion, empathy, and courageous leadership. Jenny Chen, formerly a high-ranking finance professional, now leads Catalyst Consulting with a mission to dismantle performative inclusion and rebuild workplace cultures where authenticity is not just accepted, but actively championed. Arriving in Canada as a political refugee from China at a young age, Jenny’s lived experience has instilled a relentless curiosity and insight into the immigrant journey – and its impact on identity and belonging. Jenny’s work as a DEI consultant merges personal narrative with strategic acumen, building bridges between underrepresented voices and decision-makers. Drawing directly on her own experiences overcoming systemic sexism and racism within corporate environments, Jenny advocates for practical integration of inclusive leadership, and highlights the necessity for individuals and organisations to recognise and address systemic failures at every level. Joanne and Jenny challenge the notion that diversity and inclusion are merely HR initiatives, arguing for a fundamental redesign of systems to treat every person as uniquely complex. Their perspectives, from refugee journeys to combatting exclusion in finance, encourage listeners to consider how real change starts with courage, curiosity and the willingness to embrace uncomfortable conversations. They also discuss the peril of over-correcting social imbalances, warning against adversarial approaches and calling for sustainable, collaborative solutions. A key takeaway from this episode is the power of honest dialogue and systemic empathy in building communities where all can thrive. Listeners will leave equipped with practical insights on fostering sustainable inclusion, as well as motivation to challenge status quo thinking, treat others as individuals, and engage courageously for a truly equitable future. Authenticity, as Joanne and Jenny remind us, is both the path and destination for true belonging.

📚 Timestamped overview

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00:00 "Voting Values Over Politics"

03:47 Balancing Political Choices Carefully

09:31 "Immigration, Values, and Perspective"

12:03 "From Rations to Religious Freedom"

15:52 Integrating DEI into Business Strategy

20:04 Respecting Individuals Beyond Labels

23:27 "Embracing Curiosity and Perspectives"

26:15 Overcorrecting Global Imbalances

29:10 Gender Equity in Workforce Crisis

34:09 Rebuilding Together With Compassion

38:14 "Historic Racism and Immigration Bans"

40:22 "Politicising Care and Values"

45:22 "Global Rise of Modern Fascism"

47:56 Rethinking DEI for Real Change

50:01 "Creating Equity in Division"

53:07 Raising Awareness for Social Change

56:45 "Inclusive Narratives, One Episode"

🎞️ Clipfinder: Quotes, Hooks, & Timestamps

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Joanne Lockwood 00:17:16 00:17:39

Viral Topic: Transforming DEI from Siloed Initiatives to Core Business Practice: "So instead of just featuring our black Asianized women wealth management professionals on International Women's Day, Black History Month, you know, Asian American Pacific Islander Heritage Month, integrating that and highlighting that in our regular programming, like it's not, it's not rocket science."

Joanne Lockwood 00:21:28 00:21:43

Viral Topic: Diversity and Individual Respect: "Oftentimes I tell organisations, before we put a diversity lens on anything, let's remove it and just ground ourselves in respect, kindness, human compassion and start there. Like that's a great starting point, right?"

Joanne Lockwood 00:24:27 00:24:49

Viral Topic: Challenging Perceptions of Victims and Villains in Social Systems: "There is only victims on both sides navigating a broken system. And if we treat it that way, then people who think differently than us or are not one of us are not villains. Right? Just because they have a different perspective, they're not the bad guy, we're not listening to them to try and change their mind because we're right and they're wrong."

Joanne Lockwood 00:26:38 00:26:58

Viral Topic: The Unintended Consequences of DEI Initiatives: "I think that in good intention we have created this environment of zero sum game, meaning exactly as you said, by bringing other people in, we are leaving or pushing other people out."

Joanne Lockwood 00:30:08 00:30:23

Viral Topic: The Talent Shortage in Vital Sectors:
"Across finance, we actually don't have enough wealth professionals, we don't have enough doctors, engineers, right across sectors to sustain the continuity of a lot of these sectors."

Joanne Lockwood 00:39:23 00:39:31

Viral Topic: Hidden Histories of Discrimination: "That was the worst period and not found in any history books. I didn't learn that until I attended this event."

Joanne Lockwood 00:41:16 00:41:38

Viral Topic: Generational Impact of Political Choices
"This is the very first time we didn't, because again, the leader of our party did not represent the values we wanted to see shaping the next generation. And these are going to be the next generation of leaders, of government, of society. And they're watching every single thing we are doing right now and all the decisions we are making."

Joanne Lockwood 00:50:59 00:50:59

Viral Topic: Who Should Create Equity?

"I can't create equity from underneath. It has to be allowed."

Joanne Lockwood 00:53:02 00:53:06

Viral Topic: Redefining Leadership

"I wasn't meant to lower that voice, I was meant to amplify it."

Joanne Lockwood 00:53:49 00:53:56

Viral Topic – The Importance of Speaking Up: "And because we don't talk about it, we treat it like it's something of our past or that it no longer exists."

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🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆 𝗢𝘃𝗲𝗿 𝗔𝘀𝘀𝗶𝗺𝗶𝗹𝗮𝘁𝗶𝗼𝗻 🎙️ 💬 Are you sacrificing your true self just to fit in at work—or worse, in society? Press play for sixty seconds that just might change your perspective! 💬 This week, I’m absolutely delighted to welcome Jenny Chen, a former top-ranking finance professional turned DEI consultant and a true culture challenger. Jenny’s mission? To dismantle performative inclusion and rebuild authentic cultures—one brave conversation at a time. Together, we uncover: 🔑 How relentless curiosity can spark transformative conversations and systemic change—Jenny’s superpower at work. 🔑 Navigating the tension between belonging and assimilation—why “fitting in” often makes us feel more alone. 🔑 Challenging performative inclusion—practical ways to move organisations beyond token gestures towards genuine equity. Why Listen? "Inclusion isn’t just policy—it's understanding the lived experience. This episode is bursting with what you need to create authentic #PositivePeopleExperiences." As your host on Inclusion Bites, I share bold weekly episodes to inspire, provoke, and disrupt the status quo on inclusion and belonging. This 1-minute clip offers just a taste of Jenny’s incredible insights. What's your take? 💭 Have you ever felt pressured to assimilate, or challenged the status quo in your workplace? Share your story or comment below 👇 – your perspective matters! 🎧 Dive deeper and listen to the full conversation: https://seechangehappen.co.uk/inclusion-bites-listen #PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #AuthenticityAtWork #DEILeadership #SystemicChange #PerformativeInclusion #BelongingMatters Don’t forget to like, share, comment, and tag a colleague who needs to tune in—the more voices, the stronger the change. with SEE Change Happen and Jenny Chen

TikTok/Reels/Shorts Video Summary

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**Focus Keyword:** Authenticity Over Assimilation --- **Title:** Why Authenticity Beats Assimilation in Culture Change | #InclusionBitesPodcast --- **Tags:** authenticity, culture change, inclusion, belonging, diversity, equity, Positive People Experiences, assimilation, societal transformation, DEI, inclusive workplace, systemic change, respect, kindness, innovation, lived experience, leadership, compassion, individual stories, corporate culture, challenging status quo, community, empathy, representation, inclusive practices --- **Killer Quote:** “May you never know the fear of having your human rights challenged every time there’s an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically.” – Jenny Chen --- **Hashtags:** #Authenticity, #CultureChange, #InclusionBites, #PositivePeopleExperiences, #Belonging, #Diversity, #Equity, #Assimilation, #DEI, #SystemicChange, #Leadership, #Inclusion, #Kindness, #Respect, #Empathy, #CorporateCulture, #SocietalTransformation, #ChallengeTheStatusQuo, #Representation, #SEEChangeHappen --- **Description:** Discover why embracing authenticity – not mere assimilation – is the true catalyst for culture change and lasting Positive People Experiences. In this episode of Inclusion Bites Podcast, I’m joined by Jenny Chen, a transformational DEI consultant, who shares her lived experience navigating systemic barriers, working in male-dominated finance, and championing genuine inclusion. We expose why performative diversity initiatives fall short and how culture change begins with treating people as unique individuals. Listen to insights that cut through the noise, reveal real-world challenges and offer courage for inclusive leadership. Ready to disrupt old norms and create real belonging? Listen now and join the movement for authentic change. --- **Outro:** Thank you, brilliant listener, for tuning in! If you enjoyed this bold conversation, don’t forget to like and subscribe so you never miss a fresh episode. For more perspectives on creating Positive People Experiences and driving culture change, visit SEE Change Happen at https://seechangehappen.co.uk. Listen to the full episode here: [The Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) Stay curious, stay kind, and stay inclusive - Joanne Lockwood

ℹ️ Introduction

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In this compelling episode of the Inclusion Bites Podcast, host [Joanne Lockwood](/speakers/A) welcomes Jenny Chen, a former finance professional turned DEI consultant, for a candid conversation on "Authenticity Over Assimilation." Together, they dive deep into the impact of political climates on inclusion, Jenny’s powerful journey from political refugee to Canadian citizen, and the challenges she faced navigating both gender and racial barriers in the corporate world. The discussion surfaces hard truths about performative inclusion, the dangers of zero-sum thinking, and the urgent need to rebuild systems that truly foster belonging. With reflections on global politics, the legacy of exclusion, and the complexities of personal identity, this episode isn’t just another discussion about diversity—it’s a call to embrace uncomfortable conversations, rewrite the narrative, and champion authentic cultural change. Tune in for a thought-provoking exploration that challenges assumptions, amplifies underrepresented voices, and inspires each of us to examine how we shape the communities—and the future—around us.

💬 Keywords

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Inclusion, belonging, authenticity, assimilation, performative inclusion, systemic change, societal transformation, DEI (Diversity, Equity, Inclusion), political unrest, Canadian federal elections, Mark Carney, values-driven voting, racism, sexism, homophobia, xenophobia, authoritarianism, Canadian politics, Tiananmen Square, immigration, refugees, cultural assimilation, language loss, corporate finance, gender equity, representation, employee resource groups, allyship, zero sum game, divisiveness, workplace inclusion, systemic barriers.

About this Episode

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About The Episode: In this powerful episode, former top-ranking finance professional turned DEI consultant Jenny Chen unpacks the nuanced tension between authenticity and assimilation in today’s workplaces and societies. With lived experience as a Chinese Canadian immigrant and a pragmatic approach to systemic change, she offers courageous insights into the realities of performative inclusion, the legacy of assimilation, and shifting the narrative from divisive rhetoric to a culture of genuine respect. Tune in to explore how dismantling outdated systems and reframing the conversation can create space for everyone to be seen, valued, and empowered. Today, we'll cover: - The distinction between assimilation as a survival mechanism and the pursuit of authentic self-expression in professional and community settings. - How systemic barriers and historical narratives shape present-day inclusion and belonging, particularly for immigrants and marginalised groups. - The limitations of diversity councils and resource groups when true systemic change is left unaddressed. - Pitfalls of “zero sum” thinking in diversity efforts, and the dangers of polarisation that create adversarial environments instead of collaboration. - Transforming allyship into active “warriorship” to champion inclusion and justice, even when uncomfortable. - Why addressing inclusion must begin with universal values of respect, kindness, and human compassion, irrespective of social identity. - Practical strategies for integrating equity into organisational culture—beyond policy statements—and building workplaces where every individual can thrive. Listen and discover how inclusion, when grounded in authenticity and collective courage, becomes a lived reality for all.

💡 Speaker bios

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Joanne Lockwood is the passionate host of Inclusion Bites, a podcast dedicated to exploring inclusion, belonging, and societal transformation. Through bold conversations and thought-provoking stories, Joanne invites listeners to challenge the status quo and reflect on what it truly means to create a world where everyone not only belongs, but thrives. Guided by empathy and curiosity, Joanne encourages others to connect, engage, and inspire action—whether over morning coffee or at day’s end. She welcomes voices from all walks of life to share their insights or join her on the show, making Inclusion Bites a vibrant, collaborative journey towards meaningful change.

❇️ Key topics and bullets

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Certainly. Here is a comprehensive sequence of topics covered in the transcript, organised with sub-topics for each primary topic: --- **1. Introduction to Inclusion Bites Podcast** - Purpose and audience of the podcast - Invitation for audience participation - Introduction of episode theme: Authenticity Over Assimilation - Introduction of guest, Jenny Chen: background and mission **2. Canadian and Global Politics Context** - Jenny’s experience in recent Canadian federal elections - Voting based on moral values rather than party loyalty - References to Mark Carney’s influence and the importance of enduring values - Observations on global political polarisation (e.g., US and UK) **3. The Interplay of Politics and Values** - The impact of voting for moral and societal values over self-interest - Influence of politics on future generations - The emboldening of discriminatory rhetoric through current leaderships **4. Systemic Discrimination and Societal Challenges** - Experiences with racism, sexism, homophobia, and xenophobia - Realisation of ongoing systemic barriers - Consequences of silencing conversations around discrimination **5. Personal Immigration Story and Refugee Perspectives** - Jenny’s background: immigration from China to Canada following the Tiananmen Square massacre - Impact of abrupt resettlement on family and identity - The challenge of assimilation and loss of connection to original culture and language - Shifts in attitude towards immigration and asylum **6. Cultural Complexity and Identity Formation** - Nuanced experiences of belonging/not belonging within immigrant and native communities - The complexities and diversities within “Asian” identities - The tension between “fitting in” and maintaining authenticity **7. Professional Experience: Finance and Diversity, Equity, and Inclusion (DEI)** - Navigating male-dominated, white-majority professional environments - Realisations of being the minority and systemic biases in work structures - Role evolution from finance professional to DEI leader (often chosen based on lived experience) - The limitations of performative inclusion in corporate settings **8. Redefining and Embedding DEI** - The need to integrate DEI into everyday business, not just HR - Moving beyond “tokens” and performative gestures - The importance of operational and cultural change **9. Perspectives on Privilege, Belonging, and Empathy** - The difficulty for privileged groups in recognising disparities - The necessity for open-mindedness, curiosity, and self-examination - The challenge of building empathy across differences **10. The Zero-Sum Game Fallacy and Over-Correction in DEI** - Misconceptions that DEI efforts disadvantage majority groups - The dangers of adversarial or competitive diversity initiatives - Need for partnership and collaboration across groups, rather than division **11. Systemic Failures and the Call for True Transformation** - The argument that current social/political systems are functioning as designed, not “broken” - The imperative for a fundamental redesign with respect and compassion at the core - Moving beyond siloed diversity issues to a universal human-centric approach **12. The Role of Leadership and Courage in Inclusion** - The necessity for leaders to create safe spaces for uncomfortable but essential dialogues - Addressing systemic roots, not simply treating surface-level symptoms - The importance of shared responsibility and courage in challenging exclusion **13. Reflections on Political Choices and Personal Safety** - The reframing of voting motivations: from economic/personal gain to human rights and existential safety - The tangible fear experienced by marginalised individuals during political shifts - Parallels with historical authoritarian movements and current global trends **14. Call to Action for Allies and Warriors** - Distinction between passive allyship and active “warriorship” - The importance of vocal advocacy and amplification of underrepresented voices - The responsibility to educate, share stories, and foster genuine change **15. Conclusion and Further Engagement** - How to connect with Jenny Chen and her consulting firm - Invitation to join the ongoing conversation - Closing reflections emphasising unity, courage, and continued activism --- This sequence provides a clear and nuanced map of the key subjects discussed throughout the episode, capturing both the flow and depth of the conversation.

The Hook

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1. Ever felt like you’re playing a part just to fit in? What if the secret to true success isn’t blending in—but standing out, even when the world says otherwise? Time for a radical rethink on belonging, authenticity... and what it REALLY means to shape the future your way. 2. You know that hollow feeling—the compromise, the quiet moments when you wonder, “Is this really ME?” What if embracing your REAL self could smash barriers and build cultures where EVERYONE thrives? Let’s get to the nitty gritty of inclusion—no filters, no façade. 3. Is your “authenticity” just another word office posters use? Here’s the uncomfortable truth: thriving isn’t just about ticking a DEI box. It’s about igniting conversations that rewrite the rules—ready to challenge everything you thought you knew about belonging? 4. Who decided that safety meant silence, and fitting in meant surrendering your superpower? Why do we treat difference as a problem... when it’s actually the catalyst for real change? Dive into the paradigm shift—where kindness isn't weakness, and courage fuels inclusion. 5. Ever catch yourself thinking, “I’m not like them... but should I be?” Pause. What happens when you stop bowing to pressure and start asking better questions? The answer: you spark connection, champion values, and build legacies that outlast any political season.

🎬 Reel script

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Today on Inclusion Bites, we explored authenticity over assimilation with stories of navigating identity, systemic barriers, and belonging. We dived into how political shifts impact inclusion, and why genuine human compassion must underpin every change we make, in business and society. Real inclusion isn’t about ticking boxes—it’s about rebuilding cultures for everyone to thrive. If you’re ready to challenge the status quo and champion real equity, this episode is for you.

🗞️ Newsletter

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**Inclusion Bites Podcast Newsletter: Episode 183 – "Authenticity Over Assimilation"** --- **Welcome to Inclusion Bites!** If you’re seeking more than surface-level D&I conversation—if you crave perspectives that ignite genuine change—this episode is one you cannot afford to miss. **In the Spotlight: Jenny Chen** Your host, [Joanne Lockwood](/speakers/A), welcomes Jenny Chen, a former top-ranking finance professional turned DEI consultant, on a mission to dismantle performative inclusion and design cultures where authenticity triumphs over assimilation. **Key Themes from the Episode:** - **Politics and Authenticity:** Jenny shares how recent Canadian elections challenged her family to vote based on values, not just political party lines—a reminder that our choices shape generations. The episode draws poignant parallels with the UK’s own shifting political landscape, where values and long-term societal wellbeing are up for debate. - **Living Through History:** Jenny’s story as a Chinese Canadian immigrant—arriving during the tumult of the Tiananmen Square massacre—offers rare insight into the lived impact of political and cultural upheaval. Her reflections on growing up, learning English via Disney films and action movies, and seeing family traditions carried behind closed doors underline the complexity of navigating identity and belonging. - **Assimilation vs. Authenticity:** Jenny and [Joanne Lockwood](/speakers/A) explore the tension between ‘fitting in’ for survival and standing out for authenticity. From the finance industry’s persistent gender inequities to the myth that diversity means ‘taking away’ from others, they challenge zero-sum thinking and advocate for systemic change—rooted in respect, compassion, and a refusal to let difference breed division. - **DEI in Practice:** Hear candid critique of DEI initiatives—why statements and councils are not enough. Jenny calls for courage: for leaders and organisations to go beyond performative gestures and truly rebuild systems to work for everyone. **Powerful Takeaways:** - Real systemic change happens when we move beyond labels and committees, prioritising human connection and empathy over token presence. - The people most impacted by exclusion should not bear the burden of creating equity alone; equity must be championed by those holding power. - Progress is fragile, and leadership means having the bravery to sit with discomfort and challenge exclusionary norms. - “May you never know the fear of having your human rights challenged every time there’s an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically.” This episode gives the quote depth, context, and chilling resonance. **Your Invitation:** Join the conversation by listening to Episode 183 via [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen) and share your own perspectives. Reach out to [Joanne Lockwood](/speakers/A) at jo.lockwood@seechangehappen.co.uk to keep challenging norms and shaping an inclusive future. **Keep the Spark Alive—Share Inclusion Bites With Your Network!** We’re building a bold community: HR professionals, DEI champions, everyday changemakers. Let's challenge, inspire, and drive real systemic change—one episode at a time. --- **Catch the next bite soon, The Inclusion Bites Team** #InclusionBites #PositivePeopleExperiences --- **Subscribe now** so you never miss a catalyst for change.

🧵 Tweet thread

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🧵 1/ Inclusion isn’t a buzzword—it’s a lived reality. On episode 183 of Inclusion Bites, [Joanne Lockwood](/speakers/A) and Jenny Chen take us beyond box-ticking DEI. They explore *total authenticity over assimilation*—what does that mean for those who simply want to belong and thrive? 2/ Jenny’s story is raw: from escaping Tiananmen Square’s aftermath (age 3!), to finding home in Canada and building an impactful career in finance. That seismic move shaped her eagle-eyed lens on belonging, identity & moral leadership. 3/ Imagine: leaving *everything* behind—possessions, friends, language. Jenny learned English via Disney films (and Schwarzenegger!) in a Waterloo basement. Her grit is the kind rarely chronicled in textbooks. Her family's journey mirrors the untold stories of so many global citizens. 4/ Fast forward: Jenny breaks the silence on performative inclusion in corporates. She didn’t realise she was "different" until it was pointed out—a moment so many immigrants and underrepresented talent share. How many of us have been given a seat at the table only to find it’s a folding chair, not a foundation? 5/ When organisations silo DEI in HR, or parade achievements only on heritage months, real change stalls. Jenny built her own consultancy to root inclusion in *business as usual*—because equity isn’t seasonal, it’s structural. 6/ [Joanne Lockwood](/speakers/A) adds a vital challenge: in majority cultures, privilege shapes perceptions. “No one thinks they’re the villain.” Yet, empathy can’t grow in an echo chamber. Are you still voting for your pocket, or have you considered voting for someone’s right to exist? 7/ They dissect the zero-sum trap: When those with advantage feel threatened by equity, progress freezes. Jenny: "Women make up 54% of the workforce, why are only 15% in key finance roles?" The solution isn’t to pit groups against each other—it’s to fix the system. Not more silos, but more collaboration. 8/ Strip away labels and the DEI jargon—what remains is a need for human respect, compassion, and courage. Systems aren’t ‘broken’; they were designed this way. Change isn’t about adversarial rhetoric—it’s about meeting people where they are, listening, and rebuilding together. 9/ Jenny’s call rings clear: “May you never know the fear of having your human rights challenged every time there’s an election.” This is *why* these conversations matter. Equity can’t be built from underneath—it requires everyone at the table, sharing power. 10/ The most powerful activism may be refusing to ‘tone down your warrior’. Whether you’re an ally or a warrior, amplify the stories that aren’t written in history books. Only then do we spark the shift from performative inclusion to cultures where authenticity thrives. 👇 RT, share your reflections, and subscribe to Inclusion Bites for deep, disruptive conversations that ignite real change: 🎧 https://seechangehappen.co.uk/inclusion-bites-listen 🔗 Contact [Joanne Lockwood](/speakers/A): jo.lockwood@seechangehappen.co.uk #InclusionBites #Belonging #DEI #HumanStories #ChallengeTheNorm

Guest's content for their marketing

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**Article: My Journey from Assimilation to Authenticity – Featuring on the Inclusion Bites Podcast** It was an absolute privilege to join [Joanne Lockwood](/speakers/A) on the Inclusion Bites Podcast, for episode 183: “Authenticity Over Assimilation.” The episode is available via seechangehappen.co.uk – and I would encourage anyone seeking a candid exploration of inclusion, authenticity, and social transformation to tune in. The conversation with [Joanne Lockwood](/speakers/A) gave me the space to share my lived experience as a first-generation Chinese Canadian immigrant. We delved into my personal journey – from fleeing China as a political refugee during the Tiananmen Square massacre, and landing in Canada with my family, through to growing up in an environment shaped by both visible and invisible systems and barriers. One core theme was the tension between assimilation and authenticity; how, in my formative years, survival often demanded I blend in, forgoing my own identity to “fit”. Yet, it was only later, as a woman of colour in the world of global finance, that I recognised I’d absorbed “difference” only once it was labelled for me. Many of us spend years being the “only” in the room – the only person of colour, the only woman. It was through these realities that the value of unapologetic authenticity came into sharper focus. As a former finance professional now working as a DEI consultant, I’m determined to help organisations move beyond performative inclusion. My mission, discussed robustly with [Joanne Lockwood](/speakers/A), is about reimagining our systems: it’s not enough to silo inclusion in HR departments or occasional initiatives. True progress means embedding equity and inclusion into the very DNA of our organisational cultures. Our exchange also highlighted the complexity of belonging. I spoke honestly about how, even within Asian communities, nuances of language, culture, and shared experience mean that sense of “fitting” is never simple. The solution isn’t more labels or committees – but a conscious move to ground our practices in respect, compassion, and kindness. This simple yet radical shift requires courageous conversations, curiosity, and a willingness to not only share our own stories, but amplify those of others whose voices are missing from decision-making tables. During the episode, we did not shy away from discussing the political backdrop – the impact of polarised rhetoric, both in Canada and globally. I reflected on how voting, for me, shifted from self-interest and economic advantage, to prioritising my family’s safety, dignity, and right to exist authentically. I shared a powerful quote that resonated with both of us: “May you never know the fear of having your human rights challenged every time there’s an election, and may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically.” The Inclusion Bites Podcast, hosted by [Joanne Lockwood](/speakers/A), is a platform for disruption and deep reflection. My episode, “Authenticity Over Assimilation,” is both a personal recounting and a call to action for leaders, organisations, and everyday allies. If you’re interested in learning more about my work, my consultancy, Catalyst Consulting, or my own podcast “Tune Up Your Warrior”, you can find details at catalalist.com and on Instagram at @CatalystConsulting. I believe we urgently need more conversations rooted in truth and courage. Thank you to [Joanne Lockwood](/speakers/A) for holding this vital space. If you’re ready to #TuneUpYourWarrior or #IgniteInclusion, I invite you to listen in, lend your voice, and join us in building workplaces and communities where authenticity isn’t just permitted – but fiercely celebrated. *Listen to my episode now on Inclusion Bites: [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen)*

Pain Points and Challenges

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Certainly. Throughout this episode of Inclusion Bites, several pain points and challenges are candidly explored, reflecting both lived experience and broader systemic issues. Below is a focused summary of those pain points, accompanied by content to address each: --- **Key Pain Points and Challenges Highlighted** 1. **Performative Inclusion & Superficial Initiatives** - Organisations often create diversity councils or employee resource groups as a tick-box exercise rather than pursuing genuine cultural change. These become containment vessels for voices rather than engines for systemic transformation. 2. **Systemic Barriers – Gender, Race, and Assimilation** - Lived experiences of exclusion were shared, such as being the only woman or racialised person in corporate finance, and the tendency for assimilation over authentic representation. 3. **Echo Chambers & Lack of Perspective-Taking** - Many individuals remain in cultural and ideological silos, struggling to understand or empathise with perspectives beyond their immediate affinity group. 4. **Zero-Sum Game Mentality** - A fear persists among those with traditional privilege that diversity, equity, and inclusion (DEI) initiatives threaten their status, leading to resistance and defensiveness. 5. **Outdated Systems and Structures** - Both societal and workplace systems are described as not broken, but intentionally built to exclude certain groups, with only superficial adaptations over time. 6. **Disempowerment and Marginalisation** - The burden of driving equity is disproportionately placed on those most impacted by exclusion, rather than on those with the power to enact change. 7. **Polarisation and Politicisation of Human Rights** - Basic rights and inclusion are politicised and at risk, creating environments where marginalised groups must vote for fundamental safety and existence rather than prosperity. 8. **Stagnant Progress and Entrenched Resistance** - Despite years of initiatives, representation numbers have not budged in key sectors, suggesting that awareness alone is insufficient without addressing root causes. --- **Content Focused on Addressing These Issues** --- ### 1. Moving Beyond Performative Inclusion Instead of treating inclusion as a side project, organisations must embed equity and belonging into the core of their operations. This means leadership accountability, measuring progress (not just attendance at diversity events), and ensuring marginalised voices influence decision-making beyond resource groups. **Ask yourself:** Is your workplace’s DEI work a source of genuine influence, or simply a badge of good intentions? --- ### 2. Acknowledging and Removing Systemic Barriers Raising awareness of how barriers are experienced is crucial. Start by listening, collecting lived experiences, and using them to re-examine company processes, recruitment, and advancement pathways. For example, consider blind applications, transparent promotion criteria, and mentoring by those outside affinity groups. **Rhetorical question:** Do your organisational practices allow everyone to thrive, or do they expect the excluded to fit in? --- ### 3. Breaking Out of Echo Chambers Encourage dialogue between groups with differing perspectives. Leadership and HR should foster cross-functional teams, reverse mentoring, and create psychologically safe spaces for honest exchanges. Recognise the limitations of one’s own experience and actively seek to understand others. **Theory of mind:** What if the “default” experience isn’t universal—and the discomfort someone feels is your company's responsibility to address? --- ### 4. Shifting the Zero-Sum Mindset Position equity as collective progress, not a threat. Communicate the business case for diversity: access to broader talent pools, greater innovation, and sustained growth. DEI should be framed as benefiting everyone, reducing fear and fostering allyship—not creating a new hierarchy. **Reflection:** What does your company lose by clinging to old privileges instead of expanding opportunity for all? --- ### 5. Rebuilding, Not Tweaking Broken Systems Rather than incremental tweaks, invite co-design of policies and systems—giving equitable weight to every stakeholder perspective. Analyse root causes of exclusion and build new processes from today’s realities, not yesterday’s legacies. **Rhetorical prompt:** Are you courageously reimagining how your organisation operates—or are you recycling old ways with new buzzwords? --- ### 6. Empowering the Marginalised by Shifting Power Change is most effective when those holding power use it to dismantle barriers, not just those impacted by them. Develop leadership competencies in recognising privilege and using it for advocacy. DEI is not the job of the few who suffer, but the responsibility of all, especially leaders. **Socratic question:** If you have influence, how are you wielding it: to protect comfort, or to build equity? --- ### 7. Depoliticising Care and Inclusion Remember: human rights and belonging are not political pawns—everyone deserves safety and dignity. Hold courageous conversations within organisations about the impact of political rhetoric on workplace culture. Stand up for policies that protect rights, irrespective of party politics. **Challenge:** Is your company prepared to champion inclusion, even when it’s unpopular or uncomfortable? --- ### 8. Inspiring Real Progress with Courage Measurable improvement requires uncomfortable reflection, transparency, and an admission that past efforts may not suffice. Encourage leaders and teams to discuss hard truths, not shy away from them. Amplify stories of resistance and change—even when it challenges the status quo. **Motivation:** Are we willing to do more than celebrate difference—to actually confront systems that exclude and rebuild them together? --- For additional tools, expert guidance, or to join future conversations, contact [Joanne Lockwood](/speakers/A) via jo.lockwood@seechangehappen.co.uk or visit the podcast hub at [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen). Every challenge described is an invitation: to be bold, to reflect deeply, and to act with integrity. Inclusion is actionable—not an aspiration, but a practice.

Questions Asked that were insightful

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Certainly! Drawing from the transcript, several thoughtful questions sparked particularly insightful and engaging responses. These can easily be adapted into a series of FAQs to promote reflection and dialogue among your audience. Here are some of the standout examples: --- ### Frequently Asked Questions Inspired by "Authenticity Over Assimilation" **1. How did Jenny Chen’s family background and immigration experience shape her perspective on inclusion and belonging?** Jenny Chen recounted arriving in Canada as a child refugee, navigating language barriers, and watching her family rebuild their lives. She reflected on how these experiences fostered compassion and a pragmatic view of immigration, influencing her work and attitudes towards equity and social cohesion. **2. What does it mean to vote with your values, especially as someone from a marginalised group?** Jenny shared that, for the first time, her usually conservative family voted based on their moral values and the impact on future generations—rather than party loyalty—due to the current political climate and threats to basic human rights. This highlights the importance of considering community well-being over personal or economic interests. **3. In what ways does assimilation impact the sense of identity and belonging within minority communities?** Jenny described how assimilating into Canadian culture led to her feeling “not Chinese enough” for the Chinese community, yet still an outsider in the broader population. This “in-betweenness” underscores the complexities and emotional labour many minorities face when negotiating their identity. **4. What are the risks of treating diversity work as a zero-sum game, and how does this affect progress?** The conversation explored how well-intentioned DEI initiatives sometimes inadvertently foster a zero-sum mentality, where gains for one group are seen as losses for another. Both [Joanne Lockwood](/speakers/A) and Jenny argued for reframing DEI as an effort to broaden the table for everyone, not a means of replacing one group with another. **5. How can those in positions of privilege be encouraged to participate meaningfully in driving equity?** [Joanne Lockwood](/speakers/A) questioned how to engage those with power and privilege, since marginalised groups alone cannot dismantle systemic inequities. Jenny responded by advocating for moving away from adversarial rhetoric and focusing instead on shared values, mutual respect, and recognising that everyone is navigating incomplete systems. **6. Why is it important to move beyond simply creating diversity councils and resource groups?** Jenny challenged organisations that believe DEI “work” is achieved by forming committees. She argued that true inclusion requires shifting core business operations and leadership practices—rather than relying on marginalised employees to advocate for themselves in isolation. **7. How should leaders approach discussions about identity, difference, and discrimination to build more inclusive environments?** Jenny emphasised starting from a place of human kindness, curiosity, and compassion. Both speakers agreed that transformative change happens when leaders have the courage to engage in uncomfortable conversations and the humility to listen to perspectives different from their own. **8. What is lost when history’s uncomfortable truths are omitted from public narrative or education?** Jenny recounted not learning about Canada’s Chinese Exclusion Act until adulthood. The omission of such history perpetuates ignorance and allows systemic discrimination to persist. Both speakers stressed the need for raising awareness and integrating these stories into mainstream dialogue. **9. What are the enduring dangers of rising exclusionary rhetoric in politics and society today?** A poignant theme in the episode was the very real fear felt by those whose human rights are at risk, and the chilling parallels with historic patterns of oppression. This grounds the discussion in urgency and underscores the need for vigilance against backsliding on rights and freedoms. --- These FAQs, based directly on questions and themes from the interview, would make a compelling resource for listeners or organisations looking to foster deeper understanding and discussion around inclusion, belonging, and systemic change.

Blog article based on the episode

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**Authenticity Over Assimilation: Why Courageous Inclusion is Our Only Way Forward** What would you trade for a sense of genuine belonging? In a world where systems reward conformity and marginalise difference, the pursuit of authenticity can feel like an act of rebellion. For many, assimilation becomes a survival mechanism—yet the longing remains: to show up whole, unedited, and unafraid. In episode 183 of the Inclusion Bites Podcast, “Authenticity Over Assimilation”, host [Joanne Lockwood](/speakers/A) welcomes Jenny Chen, a former high-flying finance professional turned DEI consultant, whose story is equal parts revelation and rallying cry. This episode is not a comfort blanket; it’s a clarion call. If you believe inclusion is merely a tick-box or an HR fad, prepare to interrogate your assumptions. Jenny’s lived experience—fleeing the Tiananmen Square massacre at the age of three, assimilating into Canadian society, and navigating corporate spaces as a Chinese Canadian woman—lays bare the cost of performative inclusion and the peril of exclusion. But above all, it demonstrates the transformative power of courageous authenticity. ### The Problem: Performative Inclusion and Systemic Barriers From the outset, Jenny describes assimilating as necessity. Language was learned via Disney films and 1980s action movies, her mother praying in closets for thirty years, haunted by the memory of China’s Cultural Revolution. Her family thrived, but at a steep cost: the daily negotiation of identity for survival in spaces that did not welcome difference. The organisational context Jenny entered after her education is painfully familiar: finance—male-dominated, risk-averse, slow to evolve. “I didn’t know I was experiencing systemic barriers until someone told me I was different,” she shares. In the corporate world, women and racialised individuals are often recruited to lead DEI simply because their lived experience renders them more conscious of bias. Yet institutions treat DEI as siloed: “an HR initiative off the side of the desk,” as Jenny puts it, rather than integrated into core operations. Worse, diversity councils and employee resource groups are weaponised: not as engines of change but as containers for discomfort. Organisations offer seats at the table—then demand silence, assimilation, or gratitude. Jenny’s role in finance exposed her to this paradigm; real change was stifled by leaders more fixated on optics than outcomes. ### What’s Agitating Us: The Zero-Sum Mentality Why do DEI efforts encounter such visceral resistance? [Joanne Lockwood](/speakers/A) and Jenny dissect this “zero-sum” mentality: the fear that inclusion for the marginalised directly equates to loss for the privileged. “Sexism is a male problem. Racism is a white problem,” [Joanne Lockwood](/speakers/A) declares, but the reality is that those who benefit from prevailing systems rarely voluntarily dismantle them. Instead, their limbic brains signal threat—“fight, flight, freeze”—whenever change is posited. As Jenny explains, diversity councils and resource groups were born out of necessity: “for survival, for solidarity, for a sense of community.” Yet as our approach to inclusion has matured, overcorrection has created antagonism—now, efforts to empower one group are framed as attacks upon another, fuelling divisiveness and polarisation. ### Actionable Insights: Centre Respect, Compassion, and Systemic Change So what does meaningful inclusion look like? Jenny and [Joanne Lockwood](/speakers/A) offer an incisive reframing: strip away the ‘diversity lens’ and begin simply as humans. The first principle is respect—treat every individual as their own story, not as a tick-box or a stereotype. Before launching diversity initiatives, organisations must ask: “How do we treat people like human beings, recognising that each and every single person is different?” Jenny asserts, “Real leadership and real change require that we do.” But this shift is not abstract. Here are practical actions drawn directly from the conversation: #### 1. **Integrate, Don’t Silo** Move diversity out of HR and into business operations. DEI is not separate from growth, innovation, or profitability. To truly embed belonging, highlight minority voices not just on International Women’s Day or Black History Month—but in everyday programming. #### 2. **Redesign, Don’t Contain** Stop considering ERGs and diversity councils as endpoints. These groups, Jenny warns, are often used to “contain voices”. Instead, listen actively, integrate their input into decision-making, and address the root causes that necessitated these groups. #### 3. **Courage, Not Allyship Alone** Jenny challenges the “ally” paradigm: knowledge without action is insufficient. Organisations need warriors—those willing to challenge the status quo, to use their power to disrupt and rebuild unfair systems. #### 4. **Humanise the Conversation** Begin every DEI conversation with respect, kindness, and curiosity. Normalise complexity—two people that share an ethnicity may have radically different perspectives and needs. Avoid making inclusion about quotas or optics; make it about people. #### 5. **Tell the Whole Story** As Jenny’s recounting of the Chinese Exclusion Act in Canada reminds us, history is often sanitised. “We don’t talk about it, so we treat it like it’s something of our past,” she notes. Whether you’re leading, learning, or legislating—share authentic stories, including those the system prefers to forget. ### A Call to Courage: Rekindling Authenticity “May you never know the fear of having your human rights challenged every time there’s an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically.” This quote, shared by Jenny, is a gut punch—but it’s also a reckoning. In every election, boardroom decision, and everyday interaction, we shape the legacy our descendants will inherit. The pace and fragility of progress is Jenny’s reminder—30% of her nation recently voted for a party that openly rejected her family’s right to belong. “If you think these things don’t happen in our very own backyards, it’s because we weren’t looking,” she cautions. #### **So, What Will You Do Differently Today?** If inclusion is to be more than a mantra, we must stop assigning the work of equity to those most impacted by exclusion. Leaders, majority groups, those in positions of power—you must step up. “Systems aren’t designed to account for complexity, but real leadership requires that we do,” Jenny urges. Listen, reflect, and take one brave step: start a tough conversation; question a tired narrative; integrate difference into your core, not your margins. If Jenny Chen’s journey and this episode—*Authenticity Over Assimilation*—have moved you, share the podcast, challenge your echo chamber, and use your sphere of influence, however modest. [Joanne Lockwood](/speakers/A) invites you to continue the conversation: reach out, collaborate, and amplify voices for courageous change. You can connect with Jenny at catalyst.com, and find the Inclusion Bites Podcast at [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen). Let’s build a future where authenticity is our default, not our rebellion. #InclusionBites #AuthenticityOverAssimilation #CourageousInclusion

The standout line from this episode

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The standout line from this episode is: "May you never know the fear of having your human rights challenged every time there's an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically." This powerful statement perfectly encapsulates the emotional core of the conversation about inclusion, authenticity, and the real-life impact of politics on individual rights and belonging.

❓ Questions

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Certainly! Here are 10 discussion questions rooted in the content and themes of this episode, "Authenticity Over Assimilation": 1. How does the personal history of immigrating during the Tiananmen Square crisis, as shared by Jenny Chen, shape her approach to inclusion and authenticity in workplaces? 2. [Joanne Lockwood](/speakers/A) and Jenny discuss the pitfalls of performative inclusion. What do you think distinguishes genuine cultural change from surface-level initiatives in organisations? 3. Reflecting on Jenny’s account of learning English through popular Western media, how do language and cultural assimilation affect one’s sense of belonging or identity? 4. Jenny mentioned feeling “not Chinese enough” for the Chinese community and not fitting in with non-racialised communities. How can organisations better support those who experience intersectional exclusion? 5. How can we dismantle the zero-sum mentality around DEI initiatives, where some perceive inclusion as a threat to their own identity or status? 6. Jenny argues for grounding diversity efforts in basic respect, kindness, and compassion instead of labels or separate systems. What are some practical ways workplaces can accomplish this? 7. The episode highlights the risk of overcompensating in affinity groups, sometimes leading to divisiveness. How can affinity groups work towards genuine equity without unintentionally fostering new barriers? 8. Considering Jenny’s experience in corporate finance, what are the limitations of appointing DEI leaders based solely on lived experience rather than formal expertise or interest? 9. The speakers reference historical and current examples of exclusion, such as the Chinese Exclusion Act and recent political rhetoric. Why is it important to openly discuss and teach these histories, especially in organisational contexts? 10. [Joanne Lockwood](/speakers/A) and Jenny stress the need for courage to drive inclusion. What does courageous leadership look like in action when confronting entrenched exclusionary practices? These questions invite reflection, debate, and action—perfect for further exploring the episode’s insightful themes both personally and as a group.

FAQs from the Episode

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### FAQ: Authenticity Over Assimilation – The Inclusion Bites Podcast, Episode 183 **1. What does “authenticity over assimilation” mean in the context of inclusion?** Authenticity over assimilation refers to the idea that true inclusion is achieved when individuals are encouraged to bring their whole selves to the workplace or community, rather than feeling pressured to adapt or conceal aspects of their identity to fit a dominant culture. [Joanne Lockwood](/speakers/A) and her guest discussed how assimilation can be a survival mechanism, particularly for those from immigrant or marginalised backgrounds, but ultimately fails to foster genuine belonging or systemic change. **2. How do politics and leadership impact inclusion and belonging?** The episode highlights how political decisions and leadership values shape the cultural and social norms that affect generations. Shifting leadership rhetoric, especially those that ignore or minimise issues such as racism or gender inequality, perpetuate exclusion and discrimination. Voting with moral values, rather than self-interest, is advocated as vital for shaping an inclusive future. **3. Why is performative inclusion problematic?** Performative inclusion is when organisations make surface-level changes—such as creating diversity councils or employee resource groups—without addressing the structural inequities that created those needs in the first place. [Joanne Lockwood](/speakers/A) and her guest argue that genuine inclusion requires systemic redesign, not merely symbolic gestures. **4. What role do majority and minority groups play in advancing equity?** Majority groups (such as men in male-dominated industries or white communities in Western society) must recognise that equity cannot be created by marginalised groups alone. Those holding privilege and power have the responsibility to step up, dismantle systems of oppression, and enable meaningful change. The podcast emphasises that racism, sexism, and similar issues are not problems for those who experience them, but problems propelled and perpetuated by those in power. **5. How can organisations move beyond siloed diversity efforts?** It is recommended that organisations integrate inclusive practices and values into their core operations and everyday business, rather than relegating diversity efforts to side projects or special occasions. Highlighting diverse talent and experiences should be routine, not reserved for “heritage months” or special events. **6. Is striving for equity about overcompensating or overpowering majority groups?** No. The episode cautions against rhetoric that suggests marginalised groups are “better” or should replace majority groups. True equity is about accessing the entire spectrum of talent, experiences, and perspectives—not creating new imbalances. Collaboration and mutual respect should underpin efforts to rebuild systems for everyone. **7. What is the significance of lived experience in leadership and inclusion work?** Lived experience is central to understanding authentic inclusion. Many diversity, equity, and inclusion (DEI) roles are given to individuals based on their personal experiences with systemic barriers, which can drive more nuanced and effective change than theoretical knowledge alone. **8. How can we address polarisation and fear around DEI initiatives?** The zero-sum mindset—where one group’s gain is perceived as another’s loss—fuels resistance and fear, especially from those who perceive themselves losing privilege. The speakers urge open, courageous conversations to address underlying fears and to focus on the larger societal benefit and sustainability of inclusive practices. **9. What is the role of respect, curiosity, and compassion in fostering inclusion?** Before applying a “diversity lens,” the speakers advocate starting with basic human respect, kindness, and compassion. Treating individuals as such—rather than as representatives of a group—transforms relationships and erodes divisiveness. Curiosity about others’ perspectives is essential to understanding and inclusion. **10. Why is history and context important in inclusion work?** The episode underscores the dangers of erasing difficult or uncomfortable histories—such as the Chinese Exclusion Act or other systemic injustices. Acknowledging and sharing these stories fosters empathy, challenges assumptions, raises awareness, and lays the groundwork for systemic change and healing. **11. How can listeners get involved or connect further?** Listeners are encouraged to reflect, have open conversations, and share their perspectives. To join the dialogue or connect with [Joanne Lockwood](/speakers/A), email jo.lockwood@seechangehappen.co.uk or visit the podcast at [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen). --- **For further insights and the full episode, explore Inclusion Bites – Real Talks that Drive Change.**

Tell me more about the guest and their views

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The guest on this episode of Inclusion Bites is Jenny Chen. She is a former top-ranking finance professional who transitioned into a DEI (Diversity, Equity, and Inclusion) consultancy, driven by the desire to dismantle performative inclusion and build cultures where authenticity—not assimilation—is at the heart of belonging. Jenny’s lived experience as a Chinese Canadian immigrant, arriving in Canada as a child refugee following the Tiananmen Square massacre, provides a powerful foundation for her perspective. She is acutely aware of the challenges faced by those who are expected to assimilate, often at the expense of their true selves. Jenny’s upbringing was characterised by adapting to new languages, cultures, and educational systems—first in Canada and later in Texas, USA. These formative experiences underpin her professional mission: to challenge environments where difference is marginalised and to cultivate spaces where every individual can be respected and valued for who they are. Jenny's key viewpoints throughout the conversation include: 1. **Assimilation vs Authenticity** Jenny stresses the importance of moving organisations away from an assimilation mindset—where marginalised individuals are expected to ‘fit in’—to one that fosters authenticity. She notes that systems are too often built for the legacy majority, rather than evolving to include those who were previously excluded. 2. **Systemic Barriers and Respect** Drawing on her experience in finance, Jenny identifies systemic sexism and racism as issues that persist because organisations and societies are slow to challenge old structures. She points out that many only realise they are navigating exclusionary systems when others highlight their ‘otherness’, and she advocates tackling root causes rather than offering superficial fixes. 3. **The Dangers of Performative Inclusion** Jenny is critical of ‘tick-box’ DEI approaches such as token resource groups or one-off events. She argues these are insufficient, and sometimes serve to contain the voices of underrepresented communities rather than provide platform for real change. Instead, she urges organisations to integrate equity and inclusion into core operations and leadership structures, using business rationale as well as moral imperative. 4. **Polarisation and Politicised Identities** The conversation touches on how recent politics—in Canada, the US, and the UK—have eroded the middle ground, emboldened discriminatory rhetoric, and polarised societies. Jenny reflects on the pain and fear that result from seeing one’s rights or existence up for debate at election time, and underscores the responsibility to vote and act not just for personal gain, but for collective well-being and the long-term values that shape a country. 5. **Beyond Affinity and the ‘Zero Sum’ Fallacy** She warns against overcorrecting and creating new divisions by positioning marginalised groups as inherently superior or adversarial. Jenny contends that change will only be sustained by building coalitions across communities, fostering mutual respect, and focusing on structural design rather than inter-group competition. 6. **Courage and Storytelling** Jenny highlights the importance of sharing not just personal stories, but also the experiences of others who lack the platform or safety to speak out. She swaps the term ‘ally’ for ‘warrior’, calling for more courage and resilience in challenging the status quo and advocating for genuine systemic redesign. Overall, Jenny’s position is that fostering inclusion and belonging is not a matter of simply creating new labels, committees, or siloed initiatives. True progress requires confronting uncomfortable truths, rebuilding outmoded systems, and centring compassion, respect, and partnership above all. Her journey and insights provide a compelling call to move beyond the status quo and towards a truly inclusive world. For more about Jenny and to connect with her work, she mentions her consulting practice, Catalyst Consulting, and her podcast, “Tune Up Your Warrior.”

Ideas for Future Training and Workshops based on this Episode

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Certainly! Drawing inspiration from the episode "Authenticity Over Assimilation" of the Inclusion Bites Podcast, here are several innovative ideas for future training and workshops. Each concept is grounded in the nuanced discussions and real lived experiences that [Joanne Lockwood](/speakers/A) and her guest explored, ensuring relevance and practical impact. --- **Workshop & Training Ideas Inspired by "Authenticity Over Assimilation"** 1. **From Performative Inclusion to Authentic Culture** - **Focus:** Distinguishing genuine inclusion from token gestures or tick-box practices. - **Activities:** Role-play scenarios, case study analyses, and group reflection on existing workplace cultures. - **Outcome:** Equip participants to identify and disrupt performative behaviours, nurturing an environment where authenticity flourishes. 2. **Navigating Systemic Barriers: Lived Experiences in the Workplace** - **Focus:** Unpacking the invisible barriers faced by minorities, such as sexism, racism, and assimilation pressures. - **Activities:** Storytelling circle with real case examples, empathy mapping, and action planning for allyship. - **Outcome:** Deepen understanding of what it means to be 'the only one in the room' and strategies for transforming systems. 3. **Pragmatic DEI: Embedding Inclusion into Business Operations** - **Focus:** Shifting DEI from siloed HR initiatives to core business strategy. - **Activities:** Business process audits, inclusive leadership exercises, and DEI integration workshops for operational teams. - **Outcome:** Build practical know-how to embed inclusive practices directly into day-to-day decision-making, not just on special occasions. 4. **Curiosity as a Catalyst: Facilitating Transformative Conversations** - **Focus:** Harnessing relentless curiosity to challenge the status quo and unearth systemic issues. - **Activities:** Socratic dialogue sessions, open Q&A panels, and curiosity challenge activities. - **Outcome:** Participants develop tools to question assumptions and foster open-mindedness in themselves and their teams. 5. **Respect, Kindness, and Human Compassion: The True Foundations of Inclusion** - **Focus:** Reframing DEI through basic human values, beyond labels and quotas. - **Activities:** Guided reflection exercises, value-driven decision-making games, and 'remove the diversity lens' team debates. - **Outcome:** Reinforce that real inclusion begins with respecting individuality rather than viewing people through a monolithic diversity frame. 6. **Warrior vs. Ally: Finding the Courage to Challenge Status Quo** - **Focus:** Exploring the limitations of performative allyship and developing a 'warrior mindset' for inclusion. - **Activities:** Self-assessment on allyship, warrior mindset coaching, and action planning for courageous leadership. - **Outcome:** Encourage participants not just to observe exclusion but to actively challenge it, amplifying their voice for systemic change. 7. **Political Rhetoric, Systemic Oppression, and the Impact on Inclusion** - **Focus:** Understanding how politics and public discourse shape inclusion, safety, and marginalisation. - **Activities:** Analysis of real-world examples, guided discussion on political values vs. personal rights, and scenario planning for inclusive advocacy. - **Outcome:** Help participants critically analyse current events and their implications for inclusion, and devise strategies to protect rights and promote equity. 8. **Breaking Echo Chambers: Bridging Divides in the Workplace** - **Focus:** Overcoming the 'us vs. them' mentality and zero-sum thinking in DEI efforts. - **Activities:** Experiential learning to recognise echo chambers, partnered discussions with those from different perspectives, and collaborative problem-solving. - **Outcome:** Teach tools to bridge divides, cultivate empathy, and inspire genuine collaboration across difference. 9. **Inclusivity for First-Generation Immigrants and Marginalised Identities** - **Focus:** Addressing the unique challenges of assimilation, language loss, and sense of belonging. - **Activities:** Storyboarding journeys of inclusion, support network mapping, and leadership roundtables. - **Outcome:** Foster nuanced understanding and support mechanisms for those straddling multiple cultures. 10. **DEI as an Innovation Lever: Making Inclusion the Engine of Growth** - **Focus:** Linking inclusion, equity, and belonging directly to innovation and business sustainability. - **Activities:** Innovation sprint sessions with diverse teams, idea jams focused on equitable opportunity creation, and success story showcases. - **Outcome:** Demonstrate how systemic inclusion unlocks new ideas, perspectives, and market opportunities. --- **Implementation Considerations** - **Audience:** Tailor each workshop to varied audiences – leaders, HR professionals, frontline employees, or affinity groups. - **Format:** Consider a blend of in-person and virtual delivery, with resources for ongoing engagement. - **Measurement:** Embed pre- and post-training reflection or feedback to gauge shifts in mindset and culture. Each idea above draws directly from the real issues and transformative perspectives highlighted by [Joanne Lockwood](/speakers/A) and her guest, ensuring practical relevance while fostering meaningful change. For further information or bespoke programme design, listeners are encouraged to connect via jo.lockwood@seechangehappen.co.uk or explore more resources at [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen).

🪡 Threads by Instagram

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1. Authenticity isn’t just a buzzword—it's the core of belonging. We cannot dismantle performative inclusion if we're afraid to bring our full selves to work and to life. Systems change starts with honest, uncomfortable conversations. 2. When did caring for others become political? Listening to the lived experiences of immigrants and marginalised groups reveals the urgent need to put respect and compassion before party loyalty or personal gain. 3. Allyship is about action, not applause. [Joanne Lockwood](/speakers/A) and Jenny challenge us: will you be a true warrior for inclusion or merely give it lip service? Transform workplaces by connecting courage to real change. 4. Diversity efforts fail when seen as zero-sum. Lifting one group does not diminish another. A rising tide truly lifts all boats—equity creates longer-term value for everyone, not just the few who’ve always had a seat. 5. We need less “DEI by committee” and more leadership willing to rebuild broken systems. Inclusion shouldn’t be an afterthought. Real change happens when we treat people as individuals with stories worth hearing.

Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address

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**Leadership Insights Channel: How to Replace Performative Inclusion with Real Change** Are you a leader struggling to build a truly inclusive workplace, but finding your efforts stuck at surface level? Here’s the common trap: relying on diversity statements, committees, or resource groups, thinking that’s enough. The result? Real change stalls and people from underrepresented groups feel unheard and isolated. What’s the solution? As a leader, shift your focus from symbolic gestures to systemic change. 1. **Integrate Inclusion into Everyday Business** Move beyond the tick-box exercises. Embed inclusion, equity, and belonging into your core operations—not just HR initiatives or one-off events. This means regularly featuring diverse voices and contributions as part of your core work, not just during awareness months. 2. **Challenge Your Systems, Not Just Behaviours** Audit your organisation’s processes. Ask—who gets left behind? Whose perspective is missing? Then, involve those voices in decisions about workplace policies, promotions, and business strategy. 3. **Champion Curiosity and Openness** Encourage open dialogue. Don’t retreat into your echo chamber. Invite differing perspectives, and listen actively, so that you’re not just hoping people will fit in, but creating a culture where everyone thrives. By moving from performative actions to authentic, courageous leadership, you’ll foster real inclusion. The result? Higher engagement, innovation, and a workplace where everyone can bring their whole selves to work. Ready to lead with authenticity? Take action—not just intention—and watch your organisation transform.

SEO Optimised Titles

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1. 54 percent of global workforce yet less than 15 percent women in finance | Authenticity vs Assimilation | Jenny @ Catalyst Consulting 2. Systemic Barriers and Identity: From Tiananmen Refugee to DEI Changemaker | Jenny @ Catalyst Consulting 3. Why Employee Resource Groups Alone Fail 85 percent of Male-Dominated Sectors | Jenny @ Catalyst Consulting

Email Newsletter about this Podcast Episode

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Subject: 🎧 Inclusion Bites: Authenticity Over Assimilation – The Conversation Everyone Needs Hello Inclusion Bites Community, Ready for another compelling episode? Pull up a chair (or pop in those earbuds) for “Authenticity Over Assimilation,” a thought-provoking conversation between [Joanne Lockwood](/speakers/A) and the incredible Jenny Chen. We’re diving into what it really means to belong, be yourself, and drive genuine change in our organisations and society. What will you take away from this episode? Here are 5 unmissable insights: 1. Why authenticity matters more than ever — and how performative inclusion just isn’t enough. 2. The real-world impact of political climate on individuals’ sense of safety and belonging (from Canada to the UK, with stops in between). 3. How systemic barriers remain hidden until they’re named — and what that means for creating inclusive workplaces. 4. The crucial difference between being an “ally” and becoming a “warrior” for change, plus why organisations must go beyond tick-box diversity initiatives. 5. Moving from divisiveness towards collaboration: how to rebuild broken systems through kindness, respect and genuine curiosity about others. Unique Fact from the Episode: Did you know? Jenny shared her family’s journey as political refugees from China after the Tiananmen Square massacre — a story woven with resilience, adaptation, and the challenges of forging a new sense of belonging (and learning English via Disney films and 80s action movies!). Her experience brings a visceral depth to our understanding of inclusion and authenticity. Are you ready to tune in? Jump into this episode for wisdom you can use – whether at work, in your community, or at the ballot box: 🎧 Listen now: [Inclusion Bites Podcast – Authenticity Over Assimilation](https://seechangehappen.co.uk/inclusion-bites-listen) If Jenny’s story or our discussion resonates with you, why not share your thoughts? Join the Inclusion Bites movement: reply to this email or reach out to [Joanne Lockwood](/speakers/A) at jo.lockwood@seechangehappen.co.uk. Your voice could feature in a future episode! Let’s spark more awareness, empathy, and courage in our workplaces and our world. Inclusion isn’t a spectator sport — it’s a team effort. Stick with Inclusion Bites for more bold conversations that challenge, inspire, and unite. Catch you on the next bite, Joanne Lockwood Host, Inclusion Bites Podcast https://seechangehappen.co.uk/inclusion-bites-listen #InclusionBites #AuthenticityOverAssimilation #PositivePeopleExperiences

Potted Summary

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### Episode Summary In this powerful episode of Inclusion Bites, [Joanne Lockwood](/speakers/A) hosts Jenny Chen to explore the tension between authenticity and assimilation within corporate and societal systems. Jenny shares her lived experience as a Chinese Canadian immigrant, reflecting on how overcorrection and performative inclusion can stall progress. The conversation uncovers systemic barriers, challenges of identity, and the urgent need for courageous, compassionate leadership to rebuild cultures where every individual truly belongs. --- ### In This Conversation We Discuss 👉 Authenticity v. Assimilation 👉 Systemic barriers 👉 Courageous leadership --- ### Here Are a Few of Our Favourite Quotable Moments 1. "We don't need any more DEI statements or DEI initiatives... we need workplaces that work for everyone. But more than anything, we need courage." 2. "May you never know the fear of having your human rights challenged every time there's an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically." 3. "Real leadership isn't about avoiding these uncomfortable discussions, but being willing to sit in it with curiosity... empathy builds momentum, and then momentum changes systems." --- ### Summary & Call to Action Reflecting on political unrest, identity struggles and inclusion, this episode urges listeners to rethink how real change begins—with empathy and brave conversations. To hear Jenny’s unique journey and actionable insights, tune in and join the movement for cultures built on respect and authenticity. Listen now at [Inclusion Bites](https://seechangehappen.co.uk/inclusion-bites-listen).

LinkedIn Poll

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**LinkedIn Poll Context Post** In Episode 183 of the Inclusion Bites Podcast, “Authenticity Over Assimilation,” [Joanne Lockwood](/speakers/A) explores how performative inclusion and legacy systems in workplaces often miss the mark on genuine belonging. Drawing on stories of migration, assimilation, and systemic change, the episode challenges us to rethink what drives real inclusion—reminding us that empathy, respect, and individual authenticity must take priority over mere box-ticking. **Poll Question:** What is the *biggest barrier* to workplace inclusion today? #InclusionBites #BelongingMatters #LeadWithAuthenticity **Poll Options:** 1️⃣ Fear of losing privilege 2️⃣ Lack of system change 3️⃣ Performative actions 4️⃣ Absence of empathy **Why Vote?** Your perspective helps disrupt the status quo and guides leaders toward action, not just conversation. Join the dialogue and shape a more courageous, authentic future for us all.

Highlight the Importance of this topic on LinkedIn

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🚀 Just listened to the latest Inclusion Bites Podcast episode, "Authenticity Over Assimilation" with [Joanne Lockwood](/speakers/A). Powerful, urgent, and truly eye-opening. What struck me most: this isn’t just diversity talk—it’s a call to *real* action for leaders, HR, and EDI professionals. 🌍 The episode challenges us to move beyond performative inclusion and question the very systems we operate in. Are we unintentionally replicating broken, outdated structures? Or are we rebuilding for genuine equity and belonging? 🤝 There’s a clear message: inclusion isn’t about ticking boxes or setting up another committee. It’s about courage—having tough conversations, listening with empathy, and being relentless in our commitment to change. As professionals, our impact is measured by how authentically we create spaces where everyone can thrive, not simply fit in. ✨ Highly recommend catching this episode if you’re ready to disrupt the status quo and drive sustainable change in your organisation. #InclusiveLeadership #HR #EDI #InclusionBites #Authenticity #SystemsChange

L&D Insights

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Absolutely, here’s an L&D expert’s synthesis for Senior Leaders, HR, and EDI professionals based on the Inclusion Bites Podcast episode “Authenticity Over Assimilation” hosted by [Joanne Lockwood](/speakers/A): --- ### Key Insights for Senior Leaders, HR & EDI Professionals **1. Authenticity Over Performative Inclusion** The episode powerfully illuminates the distinction between authentic inclusion and mere box-ticking. [Joanne Lockwood](/speakers/A) and her guest highlight how DEI efforts must move beyond superficial measures (e.g., having diversity councils or ERGs) to truly embed belonging and equity into the organisational DNA. Resources devoted to DEI initiatives must facilitate systemic change, not simply create committees for optics. 👉 *Aha moment:* “We don’t need any more labels or buckets… evaluate the foundation of your company.” **2. Lived Experience Is Central—but Insufficient Alone** Personal stories and lived experience bring urgency to inclusion, but they shouldn’t be the whole strategy. [Joanne Lockwood](/speakers/A) discusses the frustration when those with marginalised identities are tasked exclusively with driving equity, instead of seeing those with power and privilege stepping up. 👉 *Aha moment:* “Equity is championed by those who lack it” is a trap. The responsibility for culture change should fall on those holding the reins. **3. The Problem Is Systemic, Not Individual** Rather than framing DEI as a set of discrete issues (gender, race, orientation, etc.), the podcast argues for addressing the underlying system and leadership mindset. Real change depends on reimagining how power, privilege, and opportunity are distributed—and this requires challenging historical default settings. 👉 *Aha moment:* “It’s not broken; it was built this way. Rebuild together.” **4. Overcorrection & Adversarial Narratives: Tread Carefully** A candid discussion tackles the consequences of “overshooting” in affinity spaces, sometimes inadvertently fuelling divisiveness. There’s a powerful call to return to respect, human compassion, and complexity, focusing on partnership and collaboration—not polarisation. 👉 *Aha moment:* “You cannot inspire change through adversarial rhetoric.” **5. Courage > Allyship** [Joanne Lockwood](/speakers/A) and her guest redefine what effective allyship looks like: courage to challenge exclusion and amplify marginalised voices, rather than passive support. Leadership means discomfort, open dialogue, and curiosity. 👉 *Aha moment:* “Don’t tone down your warrior—amplify it.” --- ### What Should Leaders & EDI Pros Do Differently? - **Audit Your Organisation’s DEI Initiatives:** Are they driving systemic change or simply ‘containing voices’? Invest in root-cause analysis, not surface-level interventions. - **Redefine Stakeholder Roles:** Make equity everyone’s business—shift the onus from minorities to those equipped with decision-making power and privilege. - **Champion Respect and Complexity:** Ensure frameworks do not treat issues as monolithic. Create space for nuanced and intersectional approaches. - **Model Courage and Discomfort:** Encourage leadership to embrace the discomfort of tough conversations. Be a “warrior” for inclusion, not just an ally in name. - **Ground Change in Partnership, Not Polarisation:** Rebuild systems collaboratively with clear, non-adversarial dialogue and shared purpose. --- ## 🧠✨ Aha Moments 1. Authentic inclusion is systemic, not cosmetic. 2. Equity must be enabled by those with privilege. 3. Overcorrection creates new divides—aim for partnership. 4. Courage is the new currency of impactful allyship. 5. Every person’s experience of belonging is complex and unique. --- ## Social Media Hashtags #InclusionIgnited #LeadershipForChange #AuthenticityVsAssimilation #CourageousConversations #SystemicDEI --- Senior leaders and EDI professionals—use this episode as your call to action. Revisit your assumptions, challenge entrenched systems, and lead with bold authenticity and courage. 🌍🗣️✨

Shorts Video Script

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**Post Title:** Authenticity Beats Assimilation—Why True Inclusion Needs Courage Not Just Committees #InclusionMatters **Hashtags:** #DEI #Authenticity #SystemicChange #CourageousConversations #InclusionForAll --- **[Text on screen: REAL TALK ON INCLUSION 💬]** Have you ever wondered why so much talk about inclusion seems to go round in circles? Here’s something I’ve learnt: true inclusion isn’t just a buzzword or an HR policy. It begins by challenging the systems and attitudes that made so many of us feel “othered” in the first place. **[Text on screen: AUTHENTICITY OVER ASSIMILATION 🌱]** Many people, especially from marginalised backgrounds, grow up learning to assimilate and not stand out, just to survive. But you know what? Assimilation doesn’t lead to belonging—it erases our unique perspectives. We need to shift away from performing or fitting in and instead nurture cultures where people are valued as their authentic selves. **[Text on screen: SYSTEMIC BARRIERS EXIST—BUT THEY CAN CHANGE 🔑]** It’s easy to put the responsibility for change onto the very people who are excluded. Committees and resource groups might offer solidarity, but they don’t fix the root causes. The real work lies in rebuilding our organisations and communities so that respect, kindness, and compassion are built into the foundations—not treated like add-ons. **[Text on screen: COURAGE IS ESSENTIAL 💪]** Let’s get real: driving change takes courage. It means standing up for others, especially when you’re not directly affected. Are you willing to listen deeply, even when it’s uncomfortable? Are you ready to challenge the belief that bringing others in must mean someone loses out? Because inclusion isn’t a zero-sum game. **[Text on screen: RESPECT PEOPLE, NOT LABELS 🤝]** Strip away the labels, and it boils down to one thing: how do we treat others as human beings? Every person’s experience is unique. Real inclusion starts with understanding, empathy, and a willingness to act—not just for show, but for true equity. **[Text on screen: YOUR TURN TO MAKE IT REAL ✨]** So, here’s my challenge: lead with curiosity, listen to stories beyond your own, and act with courage. Inclusion is everyone’s responsibility. Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨

Glossary of Terms and Phrases

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```markdown - **Performative inclusion** The act of creating the impression of inclusion—often through statements or token gestures—without enacting substantive, sustainable structural change. - **Relentless curiosity** A driving and ongoing desire to ask questions, seek new perspectives, and pursue deeper understanding, used here as a superpower for challenging norms and changing systems. - **Systemic barriers/systemic change** Obstacles or transformations that are deeply embedded within institutions or social systems, affecting opportunities and outcomes for groups over time. - **Racialised woman** An individual, specifically a woman, who is identified and treated according to socially constructed categories of race, often resulting in differential experiences and outcomes. - **Assimilation** The process by which individuals or groups adapt to and are absorbed into the dominant culture, often at the expense of their distinct identities. - **Zero sum game** A viewpoint that sees progress for one group as necessarily resulting in loss or disadvantage for another, particularly referenced in the context of DEI debates. - **Employee Resource Groups (ERGs)/Diversity Councils** Organisations or committees within workplaces, originally designed to advocate for underrepresented employees, and offer solidarity, but sometimes criticised for being used instead of actual systemic change. - **Systems failure** The recognition that disparities or exclusion are not due to random individual failings, but result from the deliberate or unintentional design of wider social or organisational systems. - **Limbic brain (limbic system)** The part of the human brain involved in emotional responses, survival instincts, and the innate need to belong and seek similarity. - **Privilege/majority** An unearned advantage or dominant societal position afforded by factors such as race, gender, or other identity characteristics, which often goes unacknowledged by those benefitting from it. - **Marginalised/voiceless** Referring to groups or individuals whose perspectives, needs, or experiences are disregarded, suppressed, or underrepresented in mainstream systems. - **Advocacy fatigue** The exhaustion or frustration experienced by those repeatedly called upon to champion equity and inclusion, especially those most affected by exclusion themselves. - **Courageous leadership/courage in DEI** The willingness of leaders to confront uncomfortable truths, challenge existing systems, and engage in genuine conversations about equity, going beyond incremental or surface-level change. - **Ally vs. Warrior** The distinction made between being an ally (holding supportive beliefs without action) and being a warrior (actively and courageously challenging inequity and standing up for marginalised voices). ```

SEO Optimised YouTube Content

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**Focus Keyword:** Authenticity Over Assimilation --- **Video Title:** Authenticity Over Assimilation: Positive People Experiences and Culture Change | #InclusionBitesPodcast --- **Tags:** authenticity, inclusion, assimilation, culture change, Positive People Experiences, DEI, diversity and inclusion, systemic change, belonging, inclusive cultures, anti-racism, allyship, leadership, psychological safety, challenging the status quo, human compassion, women in finance, Canadian politics, workplace equity, real conversations, privilege, first generation immigrant, immigration narrative, disrupting norms, fostering belonging, Inclusion Bites, --- **Killer Quote:** "May you never know the fear of having your human rights challenged every time there's an election. And may you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically." – Jenny Chen --- **Hashtags:** #AuthenticityOverAssimilation, #InclusionBitesPodcast, #PositivePeopleExperiences, #CultureChange, #Inclusion, #DEI, #Belonging, #SystemicChange, #Leadership, #DiversityMatters, #WomenInFinance, #RealConversations, #Equity, #SeeChangeHappen, #PodcastUK, #HumanCompassion, #BeCurious, #ChallengingNorms, #FosteringBelonging, #InclusiveLeadership, --- ## Why Listen In this episode of Inclusion Bites, I, Joanne Lockwood, invite you to immerse yourself in a conversation that is nothing short of urgent and transformative. Centred on the focus keyword “Authenticity Over Assimilation,” this discussion is a clarion call for genuine culture change—a shift towards Positive People Experiences in every facet of our society, organisations, and communities. If you have ever found yourself grappling with your authenticity whilst navigating environments that subtly (or overtly) demand your assimilation, this episode offers not just solidarity but practical insight. My guest, Jenny Chen, brings her lived experience as a Chinese Canadian immigrant and former finance professional to the fore, dissecting the nuances of what it means to belong and lead authentically. Throughout this episode, we peel away the layers behind why so many of us—especially those in underrepresented groups—feel pressured to diminish our true selves in order to fit in. Jenny shares her powerful journey from surviving a world built on exclusion to actively shaping workplaces through championing authentic inclusion. Her story is a poignant reminder that “assimilation” is a survival response, not a celebration of diversity. We delve into the idea of culture change as the foundation for lasting equity. Are Employee Resource Groups and diversity statements enough? Jenny argues that they are often cosmetic, masking a need for truly systemic transformation. We highlight how leaders must move beyond performative inclusion, shifting mindsets from zero-sum thinking—where some win and others lose—to a broader awareness that culture change uplifts everyone. The hard truth is, individuals with the most privilege and influence must take responsibility for championing equity, not merely the marginalised. You’ll hear about the harrowing realities of voting with one’s pocket rather than one’s values, and how political climates directly impact our daily freedoms, safety, and ability to thrive. Jenny’s raw testimony on her family’s immigration from China during the Tiananmen Square massacre underscores what is at stake: the right to exist fully, equally, and authentically. When rights become politicised, we see how fragile progress can be. Through open, honest dialogue, we pinpoint the barriers that keep us segregated, often in well-intentioned but siloed efforts. The call here is profound—real inclusion requires us to see one another as nuanced individuals, not as monolithic groups. For those interested in DEI (Diversity, Equity, and Inclusion), culture change, and Positive People Experiences, this episode delivers actionable steps and challenges. Jenny and I ask uncomfortable but necessary questions: How do we embody kindness, respect, and human compassion at the centre of our actions—beyond ticking boxes and marginalised people advocating for their own equity? How do we engage those who have never needed to consider their own human rights in the face of political threat? We tackle workplace realities—why representation matters, how marginalisation manifests as voicelessness and isolation, and where well-meaning efforts go astray. We explore why it matters for inclusion to move from the edges of HR strategy to the heart of business-as-usual. Positive People Experiences are not possible in a system that sees culture change as an afterthought. They require courage, partnership, and learning from perspectives that diverge from our own. If you’re leading or influencing change, or just want to understand how to create more inclusive spaces, you’ll benefit from the strategies and reflections shared here. Prepare to challenge your assumptions, reflect deeply, and finish inspired to become an active part of the solution—championing authenticity over assimilation, and driving culture change that enables everyone to flourish. --- ## Closing Summary and Call to Action **Key Learning Points:** 1. **Authenticity is Power:** True inclusion goes beyond surface-level statements; it is about empowering individuals to show up as their most authentic selves without being forced into assimilation. - Encourage openness about identity, background, and lived experience. - Challenge systems and workplace cultures that reward conformity at the expense of diversity. 2. **Positive People Experiences are Foundational:** People thrive in environments where they feel safe to express who they are. - Champion psychological safety in teams. - Ensure that inclusion is woven into everyday interactions, not just celebrated in themed months or special events. 3. **Culture Change Requires Systemic Action:** The structures we operate in were often built without underrepresented groups in mind. - Audit organisational policies for embedded biases. - Integrate inclusion, equity, and diversity into every level of business practice—not as an HR sideline, but as a strategic priority. 4. **The Danger of Performative Inclusion:** Assigning the “work” of equity to those most marginalised only perpetuates exclusion. - Involve those with privilege and decision-making power in leading DEI work. - Move beyond committees and councils to address the root causes of exclusion. 5. **Challenging Zero-Sum Thinking:** Equity does not mean loss for one group and gain for another; it means sustainable, collective success. - Educate stakeholders that DEI is not about “taking away” from dominant groups. - Communicate business cases for diversity rooted in improved outcomes for all. 6. **Leadership Means Courage:** Leaders at every level must have the courage to confront difficult truths and drive meaningful change. - Model open conversation about difference and belonging. - Stand up for those whose rights may be threatened, even at personal cost. 7. **Listen to Lived Experiences:** The heart of inclusion is human stories. - Centre personal experiences in policy development and team discussions. - Ask, listen, and respond with empathy; learn from those outside your own experience. 8. **Historical Context Matters:** Understanding the past is crucial to shaping equitable futures. - Educate yourself and others on histories of exclusion and resistance. - Promote curriculum and organisational learning that tells the full story. 9. **The Politics of Belonging:** Political choices have immediate consequences for human rights and the ability to exist authentically. - Vote with both values and compassion, considering the broader impact of policy and leadership choices. - Encourage dialogue about the intersections between politics, identity, and workplace inclusion. 10. **Step Beyond Your Echo Chamber:** Lasting change comes from engaging those who think differently. - Create forums for genuine perspective sharing and learning, not just agreement. - Pursue dialogue that makes differences visible, understandable, and actionable. **Actionable Insights:** - Start conversations with those outside your usual networks—both in and outside work. - Reflect on how your organisation reinforces—or dismantles—assimilationist thinking. - Advocate for embedding inclusion into strategic decision-making, not relegating it to task forces. - Mentor and sponsor people from backgrounds underrepresented in leadership. - Share your authentic story and amplify the experiences of others, especially in governance spaces. - Act when witnessing exclusion, even when it feels uncomfortable. - Challenge your own assumptions daily and remain curious about difference. - Push for policy reviews that address historic inequities in hiring, promotion, and pay. - Cultivate Positive People Experiences by being explicit about kindness, respect, and justice in every team interaction. - Remain vigilant to the threats—local and global—to rights, freedoms, and the progress we’ve made. As you finish this episode, make a personal commitment to confront one system, policy, or narrative that enforces assimilation, and actively drive for culture change that makes authenticity possible for all. --- ## Outro Thank you for tuning in to Inclusion Bites and making space for these vital conversations. If you found today’s discussion on Authenticity Over Assimilation insightful, please like this video, subscribe to the channel for more real talk on Positive People Experiences and culture change, and share your thoughts below. To deepen your learning or get connected, head to: - [SEE Change Happen website](https://seechangehappen.co.uk) - [The Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) Your engagement fuels the movement—together, we’re fostering belonging and changing culture one bold conversation at a time. --- Stay curious, stay kind, and stay inclusive – Joanne Lockwood

Root Cause Analyst - Why!

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Certainly. Let’s approach the episode "Authenticity Over Assimilation" as a root cause analyst. We’ll start by identifying some key challenges articulated by [Joanne Lockwood](/speakers/A) and Jenny Chen, then dissect them by persistently asking, “why?” five times to reveal underlying causes. Following that, I’ll summarise and propose real solutions. --- **Key Problem Identified:** **Performative inclusion and the struggle for authenticity in organisational cultures and society.** --- ### 1. Why does performative inclusion persist, and why is authentic belonging so difficult? Because organisations (and societies) often mistake surface-level gestures, such as Employee Resource Groups (ERGs) or diversity statements, for meaningful systemic change, rather than embedding inclusion in their structural DNA. Individual authenticity feels risky or unwelcome in cultures that have not genuinely rebuilt on equitable foundations. --- ### 2. Why do organisations rely on surface-level actions rather than systemic change? Because there is a prevailing belief that simple representation or public declarations—rather than deep, structural shifts—are sufficient to meet mandates and avoid critique. Real structural change requires acknowledging the discomfort of confronting privilege and re-examining historical practices, which leaders may lack the incentive, experience, or courage to initiate. --- ### 3. Why do leaders and stakeholders avoid deeper, structural change? Because such change threatens established power dynamics, making those with existing privilege feel their position or comfort is at risk (as captured in the episode’s discussion about zero-sum mentality). This activates defensive mechanisms, encouraging leaders to maintain the status quo under the guise of incrementalism, rather than facilitating true equity. --- ### 4. Why do existing power structures provoke a zero-sum mentality and defensiveness? Because societal and organisational systems have been constructed upon hierarchical foundations that favour certain groups—often white, male, and historically privileged. These systems are upheld by generations of unchallenged norms and lack meaningful mechanisms for all voices to participate equally. When inclusion is advanced as a resource to be “shared,” those with most to lose become oppositional, framing inclusion as loss rather than collective gain. --- ### 5. Why were systems constructed to privilege some groups and marginalise others? Because, as discussed in the episode, the roots lie in historical exclusion—the original design of political, social, and organisational systems prevented women, racialised communities, and others from access to power, choice, and visibility. This legacy endures unless actively restructured, resulting in performative rather than authentic efforts. --- ## Summary of Root Causes - Most attempts at inclusion are superficial because organisations fear challenging foundational beliefs and systems. - Foundational beliefs persist because they are tied to defending historical privilege, with inclusion seen as a threat rather than evolution. - Systems were built on inequalities and fail to account for the lived realities or complexity of the modern world. --- ## Potential Solutions **1. Redesign Systems, Not Just Symbols** - Root out performativity by tying inclusion to core strategy, not HR silos or occasional events. Integrate inclusion into leadership metrics, business operations, and customer engagement. **2. Cultivate Psychological Safety and Courage** - Foster environments where difficult conversations can occur without retribution—where authenticity, even if uncomfortable, is valued. Support all voices in the organisation, not just those from dominant cultures. **3. Educate on Systemic History and the Zero-Sum Fallacy** - Implement robust education programmes for leadership and staff, revealing how current inequities are rooted in history. Challenge the myth that inclusion removes value from the majority, reframing it as value-adding for all. **4. Share Power, Not Just Platform** - Move beyond tokenistic ERGs by giving underrepresented voices genuine influence in decision-making. Redesign governance and feedback channels. **5. Continuous Reflection and Accountability** - Establish ongoing reflection—requiring transparent reporting and feedback loops. Measure inclusion by lived experience, not just demographic boxes. --- **In brief:** True inclusion cannot be achieved by performative acts or symbolic gestures. Only by accepting discomfort, understanding history, and courageously reconstructing systems in partnership with those most affected by exclusion can organisations and societies create environments in which all may belong, thrive, and be authentic. For continued insights and practical actions, listen to more episodes of Inclusion Bites at [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen) or reach out to [Joanne Lockwood](/speakers/A) directly at jo.lockwood@seechangehappen.co.uk.

Canva Slider Checklist

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| Slide | Content | |-------|------------------------------------------------------------------------------------------------------------------------| | Opening | Building an inclusive workplace culture demands more than surface-level change. This best practices checklist focuses on fostering authentic belonging, challenging divisive systems, nurturing individual voices, and ensuring sustainable equity. Senior leaders: drive real transformation by embedding these principles across recruitment, development, and everyday interactions. | | 1 | Prioritise Authenticity: Empower individuals to bring their full selves to work by dismantling performative inclusion and creating environments where genuine expression outweighs force-fitting or assimilation. | | 2 | Challenge Systemic Barriers: Regularly review organisational practices to spot and address entrenched inequities—especially those relating to gender, race, and other foundations of marginalisation—rather than accepting legacy systems as unchanged inevitabilities. | | 3 | Elevate Respect and Compassion: Embed policies and behaviours grounded in respect, kindness, and human understanding. Encourage leaders to treat everyone as individuals and foster cross-community empathy to tackle root causes of exclusion. | | 4 | Move Beyond Zero-Sum Thinking: Reframe diversity and equity efforts so progress is not perceived as loss to any group. Communicate that inclusion strengthens the organisation’s talent pipeline and future resilience, not division or threat. | | 5 | Distribute Equity Responsibility: Avoid placing the burden of change on those most affected by exclusion. Enable those with influence and privilege to step up, champion systemic change, and ensure equity-building is a shared organisational commitment, not a sidelined initiative. | | Closing | Ready to challenge the status quo and drive lasting inclusion? Connect with Joanne Lockwood at SEE Change Happen. Visit https://seechangehappen.co.uk or message for a personalised conversation about transforming your organisation. Let’s foster authentic belonging—together. |

Episode Carousel

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**Slide 1:** ✨ Are we pursuing true authenticity, or just chasing assimilation to survive? ✨ Swipe to rethink inclusion in your life and workplace. --- **Slide 2:** 👀 What does authenticity really look like in today’s world? Jenny Chen shares how lived experience as a Chinese Canadian refugee shaped her perspective—and why fitting in shouldn’t mean silencing your story. --- **Slide 3:** 🚩 Why are DEI initiatives missing the mark? Too often, we assign the work of equity to those already excluded. Jenny challenges organisations to rebuild cultures, not just tick boxes. --- **Slide 4:** 🤝 Real inclusion starts with compassion, respect, and courageous leadership—not with adversarial rhetoric or performative action. Are you ready to strip away the labels and rethink how you treat every individual as they truly are? --- **Slide 5:** 🎧 Hungry for deeper insight? Listen to “Authenticity Over Assimilation” on Inclusion Bites Podcast with [Joanne Lockwood](/speakers/A) and Jenny Chen. Tap the link in bio or visit [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen) to tune in now! #InclusionBites

6 major topics

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**Authenticity Over Assimilation: Six Insights from My Conversation with Jenny Chen** *Primary keyword: Inclusive cultures* **Meta Description**: Dive into the heart of inclusive cultures as Joanne Lockwood recounts a powerful dialogue with Jenny Chen, exploring authenticity, systemic barriers, and the hidden costs of over-assimilation. Discover six compelling themes that shape how we build belonging in society and the workplace. --- As we journeyed together into the world of inclusive cultures, my conversation with Jenny Chen became an unfiltered exploration of belonging, authenticity, and the shifting sands of identity. Jenny’s story—a tapestry of migration, resilience, and challenging systemic exclusion—set the stage for a dialogue that pulled no punches. If you’re wondering what it truly takes to reimagine a culture where everyone belongs, allow me to draw out six major threads from our exchange that will have you questioning, learning, and hopefully, inspired to take action. --- ### 1. When Politics Meet Personal: The Pulse of Inclusive Cultures Our opening gambit took us to the intersection of politics and personal values. Jenny, fresh from the aftermath of Canada’s federal elections, spoke candidly about voting not just for party loyalty or personal gain, but for the moral compass she wants to pass to future generations. I shared my own reflections on the UK’s shifting political landscape and how, increasingly, people are forced to weigh up uncomfortable trade-offs: which values will shape our society, and at what cost? How often do we stop to ask ourselves if our political choices nurture or endanger truly inclusive cultures? Curiously, both Jenny and I observed that global shifts—including the United States’ polarising rhetoric—offer cautionary tales for the rest of us. Are we sleepwalking into exclusions of our own making, or are we choosing to rewrite the script? The question lingers: how do inclusive cultures survive in the shadow of divisive politics? --- ### 2. The Refugee Experience: Compassion and Perspective Jenny’s personal journey adds gravitas to the conversation on inclusive cultures. Fleeing China as a political refugee after the Tiananmen Square massacre, she landed in Canada as a young child. What fascinated me was how Jenny’s gratitude for safety runs parallel with a nuanced, almost pragmatic compassion towards immigrants and asylum seekers. She described the pain of leaving home, losing language, and straddling two identities—neither fully at home in the Chinese community nor entirely accepted in the mainstream. It led us to probe: Do most people in our societies really grasp the cost of sudden uprooting? Jenny’s story asks us to pause—is the narrative around immigration missing the human texture, the fear, and the startling strength it takes to begin again? --- ### 3. Systemic Barriers: Not Just a Diversity Problem Diving into Jenny’s career in finance revealed the insidious nature of systemic exclusion. As the only woman—and often the only person of colour—she shared how she didn’t initially recognise sexism or racism; she was simply intent on ‘fitting in.’ But once she saw the patterns, there was no unseeing them. Why do the systems we operate in still sideline people, and why do so many diversity, equity, and inclusion (DEI) efforts remain performative rather than transformative? Jenny’s “aha” moment? Real change demands we integrate inclusive cultures directly into how we do business—not as an afterthought or a separate set of initiatives. Are organisations willing to make this leap, or are we all just rearranging the furniture in the same exclusionary house? --- ### 4. Beyond the Echo Chamber: Treating People as Individuals Another thread running through our encounter was the tension between surface-level kindness and genuine understanding. I challenged the easy assumption that everyone believes themselves fair and good. Jenny reminded me that our natural penchant for sticking with those “like us” often blinds us to others’ realities. We discussed the importance of respect and curiosity—what if the starting point for fostering inclusive cultures is not a demographic lens, but radical human compassion? Here’s the curiosity: If empathy is so obviously valuable, why is it in such short supply in the systems we’ve inherited? Do we even realise when our search for belonging leaves others on the outside? --- ### 5. The Dangers of Overcorrection: From Allyship to Adversarial Rhetoric Our dialogue took a critical turn as Jenny addressed the unintended consequences of overcompensating within marginalised groups. Employee resource groups and diversity councils, she argued, were born out of necessity, not as innovation engines. She made the provocative point that in personalising centuries of hurt, some spaces have drifted from their original goal: inspiring collaboration and systemic change rather than polarisation. This raised important questions for me: Have we mistaken group solidarity for real progress? If inclusive cultures are the goal, how do we move from ‘us vs them’ to the humility of building together? --- ### 6. Courageous Conversations: Redesigning for the Future We closed by confronting the uncomfortable truth: inclusion cannot be left for those most impacted by exclusion to solve single-handedly. Jenny spoke passionately about the need for courage—true warriors rather than passive allies—who are willing to challenge deep-seated behaviours and drive authentic change. I found myself reflecting: If we know that progress is fragile and systems weren’t designed for today’s complexity, what is stopping us from rebuilding with courage and clarity? Why do we wait for exclusions to affect us personally before joining the cause for inclusive cultures? --- **In Pursuit of Inclusive Cultures: Where Do We Go Next?** Inclusion has to live both in our systems and in the stories we share with one another. My conversation with Jenny Chen pulled back the curtain on the challenges, contradictions, and possibilities for those determined to push beyond assimilation and stand for authentic, inclusive cultures. The call to action is simple but daunting: whether as leaders, team members, or simply neighbours, we must demand more than labels or good intentions—we must rebuild for respect, equity, and belonging. If you’ve been stirred by these themes, let’s keep the conversation going. How will you be a catalyst for inclusive cultures in your world today?

TikTok Summary

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Ready to bite into real inclusion? 👀✨ Inclusion Bites Podcast Episode 183 tackles the raw truth behind authenticity vs. assimilation! From lived journeys as a Chinese Canadian facing systemic barriers to bold conversations about political values, racism, and why performative DEI just isn’t enough—this episode goes there. If you’re tired of surface-level diversity chat, tune in for a genuinely disruptive perspective on creating cultures where everyone thrives. Curious for more? Watch, listen, and join the conversation at 👉 https://seechangehappen.co.uk/inclusion-bites-listen #InclusionBites #Authenticity #Belonging #RealConversations #DEI #SEEChangeHappen

Slogans and Image Prompts

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Absolutely, here are standout slogans, soundbites, and quotes from the episode "Authenticity Over Assimilation" that would look brilliant (and challenging!) on merch. For each, I’ve crafted a detailed AI image prompt to evoke the spirit and emotion behind the words. These would suit mugs, t-shirts, stickers, and work well as hashtags, too. --- ### 1. **"Authenticity Over Assimilation"** - **AI Image Prompt**: An abstract collage featuring diverse silhouettes, each uniquely coloured and textured, breaking out of grey, uniform boxes. The words "Authenticity Over Assimilation" are handwritten in bold across the centre – vibrant, expressive, and slightly untamed. Background is neutral, letting the figures and text pop. - **Hashtag:** #AuthenticityOverAssimilation --- ### 2. **"Empathy Builds Momentum"** - **AI Image Prompt**: A stylised domino effect made up of illustrated hearts, each one knocking the next into motion. The phrase "Empathy Builds Momentum" arches above, in a friendly, hand-lettered font. Pastel colour palette with energetic motion lines to suggest movement and hope. - **Hashtag:** #EmpathyBuildsMomentum --- ### 3. **"Courage is Needed to Drive Change"** - **AI Image Prompt**: A diverse group of people, standing arm-in-arm atop a symbolic twisting road, looking towards a sunrise with bold blocks beneath reading "COURAGE". Each person is distinct, expressive, and proud. The phrase appears in uppercase, integrated into the sunrise or horizon. - **Hashtag:** #CourageDrivesChange --- ### 4. **"May You Never Know The Pain Of Watching Loved Ones Vote Against Your Right To Exist"** - **AI Image Prompt**: Silhouettes of hands reaching across a thin, fragile line; behind them is a faded ballot box. The quote wraps gently around in a typewriter font, subdued and respectful. Soft blue, purple and white shades evoke both hope and melancholy. - **Hashtag:** #VoteForExistence --- ### 5. **"Warriors, Not Just Allies"** - **AI Image Prompt**: A powerful, contemporary reinterpretation of classic warriors, featuring everyday people with symbols of inclusion (rainbow pins, PRIDE flags, hijabs, walking canes, etc.), standing on equal footing. The words "Warriors, Not Just Allies" glow above them graffiti-style. Bold, urban feel with deep shadows and bright highlights. - **Hashtag:** #TuneUpYourWarrior --- ### 6. **"Inclusion Isn’t a Zero-Sum Game"** - **AI Image Prompt**: Two open hands, palms upward, gently balancing colourful orbs representing diversity. Between the hands, “Inclusion Isn’t a Zero-Sum Game” curves softly, with playful, modern typography. The scene is set against a minimalist backdrop. - **Hashtag:** #NoZeroSum --- ### 7. **"Kindness, Respect, Compassion: The Real Starting Point"** - **AI Image Prompt**: Three overlapping watercolour circles in shades of blue, yellow, and green. Each circle has one word—"Kindness", "Respect", "Compassion"—in flowing script. In the intersection, a small plant is sprouting from the words, symbolising growth and new beginnings. - **Hashtag:** #StartWithKindness --- ### 8. **"Systems Aren’t Broken – They Were Built This Way."** - **AI Image Prompt**: An illustrated cross-section of a city showing the foundations. The upper part displays a shiny, well-kept façade, while below, foundations are clearly askew and misaligned. The quote is sliced across the foundation in sharp, serious typography. - **Hashtag:** #RebuildForInclusion --- ### 9. **"Equity Is Championed By Those Who Lack It"** - **AI Image Prompt**: A vibrant crowd scene where just a few hands—coming from below—hold up a heavy platform labelled "Equity". The rest stand watching. The phrase appears along the rim of the platform in a bold, serif font. - **Hashtag:** #ChampionEquity --- ### 10. **"Diversity Isn’t Rocket Science—It’s About Respecting Everyone."** - **AI Image Prompt**: An imaginative fusion of rocket imagery and a peace circle of diverse faces, with the rocket’s exhaust spell out the message. The rocket is cartoon-like, and the faces show joy, solidarity, and authentic expression. - **Hashtag:** #RespectIsNotRocketScience --- All these slogans embody the Inclusion Bites ethos—unfiltered, direct, and deeply human. They’ll make your merchandise provoke thought, start conversations and, crucially, help to spread the message. If you want crisp copy variations or further customisation, let me know!

Inclusion Bites Spotlight

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Jenny Chen joins [Joanne Lockwood](/speakers/A) on “Authenticity Over Assimilation”, episode 183 of The Inclusion Bites Podcast, with a profound lens on inclusion, belonging, and the imperative of authenticity. Jenny, once a high-flying finance professional and now a passionate DEI consultant, draws deeply upon her lived experience as a Chinese Canadian immigrant and former political refugee, bringing an unparalleled perspective on why authentic cultures must be built—not simply spoken into existence. Jenny’s journey is one of resilience and curiosity: from a childhood shaped by forced migration during the Tiananmen Square massacre, to navigating complex intersections of race and gender within the male-dominated world of global finance. She unpacks the subtleties of “assimilation as survival”, shining a light on how systemic barriers often remain unseen until directly named and challenged. In this episode, Jenny and [Joanne Lockwood](/speakers/A) grapple with the uncomfortable truths of performative inclusion, the limitations of “diversity silos”, and the vital need for equity to be championed by those with influence and privilege. Jenny advocates for a radical reframing: eschewing adversarial rhetoric for respect, compassion, and genuine collaboration. She calls for courage—reminding us that systems are not broken, but intentionally built—and urges organisations and individuals alike to move beyond token gestures and towards truly inclusive leadership. Throughout a wide-ranging and deeply personal conversation, Jenny spotlights the real-world impact of exclusion—how politics, policy, and societal narrative threaten the rights and freedoms of marginalised communities, and why progress remains fragile. She invites listeners to step beyond their own echo chambers, to practise curiosity, and to recognise that sustainable change begins with the uncomfortable, bold conversations we have today. This month, Inclusion Bits Spotlight showcases Jenny’s vision for rebuilding cultures where authenticity isn’t just possible but celebrated. Tune in and discover why the path to true inclusion demands more than metrics or statements—it requires us all to be warriors for change.

YouTube Description

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**Are you truly being authentic, or are you just assimilating to belong?** Challenge the status quo and ignite your mindset with this compelling episode of Inclusion Bites, hosted by [Joanne Lockwood](/speakers/A). In "Authenticity Over Assimilation", [Joanne Lockwood](/speakers/A) sits down with DEI consultant and former finance professional Jenny Chen to dissect the tension between being your authentic self and conforming for acceptance—both in the workplace and in everyday life. **What to Expect:** Discover the harsh realities behind performative inclusion and why well-meaning DEI programmes often fall short. Listen as Jenny shares her family’s moving story—from fleeing China during Tiananmen Square to creating a life in Canada—and how her journey shaped a relentless drive for systemic change. You'll gain intricate insights into how assimilation can erode identity, and why workplaces must move beyond token diversity councils to truly inclusive systems. **Why You’ll Think, Feel, and Act Differently:** This episode doesn’t tiptoe around uncomfortable truths. You’ll find yourself questioning whether real equity is possible within current systems, and be moved to audit your own beliefs about belonging, privilege, and allyship. [Joanne Lockwood](/speakers/A) and Jenny Chen challenge you to see inclusion as a collective human responsibility—not just a corporate tick-box. By the end, you’ll be galvanised to turn empathy into courageous action. **Key Takeaways & Actions:** - Reflect on whether your environment values authenticity over assimilation - Challenge performative inclusion and advocate for systemic change - Recognise and dismantle zero-sum mentalities within your teams - Share stories and create space for diverse lived experiences - Actively listen to those whose rights and belonging are on the line **Subscribe, share, and join the conversation—let’s rebuild a world where everyone can truly thrive.** **#InclusionBites #Authenticity #Assimilation #Belonging #DEI #SystemicChange #Equity #DiversityMatters #ChallengeTheStatusQuo #HumanFirst** Subscribe for more: [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) Have thoughts to share? Reach out to [Joanne Lockwood](/speakers/A) at jo.lockwood@seechangehappen.co.uk --- *Dare to reflect. Prepare to act. Inclusion starts before the next conversation.*

10 Question Quiz

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**Inclusion Bites Podcast: Authenticity Over Assimilation — Host-Focused Quiz** **1. What is the central mission of the Inclusion Bites Podcast, according to [Joanne Lockwood](/speakers/A)?** A) To share business strategies B) To provide technical knowledge C) To ignite bold conversations that spark societal change D) To offer entertainment **2. How does [Joanne Lockwood](/speakers/A) encourage listeners to engage with the podcast?** A) By leaving comments on social media B) By sending emails to participate in the conversation C) By subscribing to a newsletter D) By visiting the studio **3. According to [Joanne Lockwood](/speakers/A), what has become increasingly apparent in politics both in the UK and elsewhere?** A) Political parties remain unchanged B) People are seeking more nuanced, value-driven representation C) Elections no longer matter D) Voters focus only on personalities **4. What perspective is emphasised by [Joanne Lockwood](/speakers/A) in discussions of political choices and values?** A) Individual gain above all B) Short-term benefits C) Long-term impacts on future generations D) Economic advantage only **5. In the conversation about DEI, what significant system challenge does [Joanne Lockwood](/speakers/A) identify within traditional organisations?** A) Lack of technology adoption B) Siloing of inclusion and belonging as HR side projects C) Overuse of external consultants D) Ignoring profit margins **6. What realisation does [Joanne Lockwood](/speakers/A) share about their own experience of privilege?** A) Privilege was always fully appreciated B) Empathy is only needed occasionally C) Realisation occurred after becoming part of a marginalised group D) It is easy to relate to everyone’s experience **7. What does [Joanne Lockwood](/speakers/A) observe about the challenge of promoting inclusion among majority groups or those with privilege?** A) They always readily accept DEI efforts B) They are often unaware of different lived experiences C) They instantly change their beliefs D) They are not affected by DEI **8. What approach does [Joanne Lockwood](/speakers/A) recommend for fostering empathy and perspective-taking in DEI conversations?** A) Telling people they are wrong B) Starting from a place of respect, kindness, and human compassion C) Focussing only on policy D) Ignoring differences **9. How does [Joanne Lockwood](/speakers/A) describe the limitation of DEI councils and resource groups within organisations?** A) They always drive innovation B) They are a guaranteed fix C) They risk containing rather than amplifying underrepresented voices D) They single-handedly solve systemic issues **10. What attribute does [Joanne Lockwood](/speakers/A) believe is essential for driving authentic change in workplaces and society?** A) Compliance B) Silence C) Courage D) Consensus without challenge --- **Answer Key & Rationales** 1. **C** — The podcast aims to ignite bold conversations that drive societal change; [Joanne Lockwood](/speakers/A) frames this as its raison d’être. 2. **B** — Listeners are encouraged to reach out by email and potentially join the show, indicating active participation. 3. **B** — The host comments on increasingly blurred party lines and the shift to voting with moral and nuanced values. 4. **C** — [Joanne Lockwood](/speakers/A) refocuses political decisions on lasting impacts for future generations. 5. **B** — Inclusion and belonging are often treated as side projects rather than core business practices. 6. **C** — Only after becoming marginalised did [Joanne Lockwood](/speakers/A) truly appreciate the realities of privilege. 7. **B** — Many in the majority or with privilege lack awareness of others’ different experiences. 8. **B** — The host advocates for reframing inclusion discussions using respect, kindness, and compassion. 9. **C** — The risk is that DEI groups may preserve the status quo, containing rather than advancing change. 10. **C** — Courage is highlighted as essential for challenging exclusion and driving authentic transformation. --- **Summary Paragraph** Across the episode "Authenticity Over Assimilation", [Joanne Lockwood](/speakers/A) underscores that the Inclusion Bites Podcast is dedicated to sparking bold, societal conversations and welcomes active listener participation via direct outreach. The host notes a shift in political engagement, where voters increasingly seek representation aligned with their values and prioritise the lasting impact on future generations rather than transient gains. Within organisations, [Joanne Lockwood](/speakers/A) observes that diversity and inclusion are too often sidelined, which echoes their personal journey of understanding privilege only upon becoming marginalised. Majoritarian groups’ lack of lived experience awareness presents a challenge, which the host tackles by advocating for an approach rooted in respect, kindness, and compassion. DEI councils, while well-intentioned, risk merely containing underrepresented voices unless authentic change is championed. Ultimately, true societal and organisational transformation, [Joanne Lockwood](/speakers/A) asserts, hinges on courage—the willingness to challenge norms and drive inclusion for all.

Rhyme Scheme and Rhythm Podcast Poetry

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**Authenticity Over Assimilation: A Poetic Reflection** In lands where votes paint futures bright, And values clash through day and night, We seek a home where hearts may rest, A world where every soul feels blessed. From echoed halls of history’s pain, To change we crave but yet refrain, We face the past, refuse disguise— Truth shines when courage starts to rise. Assimilation’s subtle cost, Is feeling seen yet being lost, When you’re the “other” in the crowd, The urge to shrink, the fear so loud. Both privileged voices sound their plea, And those who long for equity, Systems built with outstretched hands, Yet closed to most who make demands. Kindness and respect, we claim, Yet struggles burn, and bias blames, We’re taught to judge, exclude, divide— But empathy can turn the tide. Not warriors tamed or allies still, But brave of heart with iron will, To honour tales that silence breaks, And build anew for all our sakes. Let’s listen deep, reflect, ignite, Challenge norms and bring to light, For every voice, for every fate, Together, let us mend the gate. Seek stories told, perspectives shared, Invite the change for which we’ve cared, Subscribe and share, let truth take bite— And spark inclusion—shine that light. *With thanks to Jenny Chen for a fascinating podcast episode*

Key Learnings

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**Key Learning & Takeaway** The central message of this episode—*Authenticity Over Assimilation*—is a powerful call to dismantle performative inclusion and reshape systems so that genuine authenticity can flourish in our workplaces, communities, and wider society. Through the candid conversation between [Joanne Lockwood](/speakers/A) and Jenny Chen, listeners are challenged to recognise the limitations and invisible barriers of existing diversity efforts and reframe inclusion not as a checkbox exercise, but as a fundamental rebuilding of our organisational and social systems. The episode underscores that true belonging comes only when we move beyond tokenism, centre respect and compassion, and grant equity by design—not just intention. --- **Point #1: Performative Inclusion vs. Systemic Change** Many current DEI initiatives are surface-level and risk containing marginalised voices rather than driving real progress. The episode highlights the need to integrate inclusion into everyday systems, moving away from box-ticking and towards sustainable structural change. **Point #2: The Human Cost of Assimilation** Jenny Chen’s lived experience as a Chinese Canadian immigrant illustrates that assimilation, while often presented as a path to belonging, frequently necessitates the erasure of identity and unique perspectives. True inclusion, she argues, is only possible when people are accepted—and empowered—as they authentically are. **Point #3: Compassion and Curiosity as the Cornerstones of Inclusion** Both speakers stress that diversity strategies must be anchored in respect, kindness, and curiosity. Creating spaces where individuals are recognised as unique human beings is crucial; systems must be rebuilt to accommodate complexity, rather than force assimilation. **Point #4: Power Dynamics and the Need for Courage** The episode calls out the imbalance within conventional DEI work: it is too often championed by those who lack power and equity. [Joanne Lockwood](/speakers/A) and Jenny Chen urge those with privilege and leadership influence to summon courage, confront discomfort, and actively help reconstruct systems so that everyone—without exception—can thrive. --- This episode invites listeners to challenge their assumptions and move from passive allyship to active “warriorship”—making inclusion a living, breathing reality rather than a distant aspiration.

Book Outline

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## Book Outline: "Authenticity Over Assimilation: Navigating Systems, Identity, and Inclusive Change" --- ### Title Suggestions 1. **Authenticity Over Assimilation: Building Inclusive Cultures in a Divided World** 2. **Relentless Curiosity: From Systemic Barriers to Systemic Change** 3. **Between Worlds: The Value of Authentic Leadership and Systemic Compassion** 4. **Cultures Reimagined: Dismantling Performative Inclusion for Real Belonging** --- ## Introduction: **Redefining Belonging in a Fragmented Society** - Introduce the need for honest conversations around identity, belonging, and inclusion. - Outline the journey from lived experience as an immigrant and finance professional to a practitioner dismantling performative inclusion. - Set the stage: why authenticity matters more than assimilation in work and society. --- ### Chapter 1: Leaving Home—The Making of an Outsider #### Subheadings: - Fleeing Political Unrest: Childhood during Tiananmen Square - Living on Rations: The Long Reach of Systems - From Changsha to Canada: An Unexpected New Home - Learning English in the Shadows #### Quotes & Examples: - “My family left everything we knew behind… because we had to take up residence in Canada.” - Watching Disney films and 80s action movies to assimilate linguistically. #### Visual Aid: - Map/Timeline: Family journey from China to Canada, including historical context. #### Reflection: - How do migration stories shape our empathy and understanding of others’ journeys? --- ### Chapter 2: Assimilation—The Invisible Weight of Fitting In #### Subheadings: - The Survival Mechanism: Losing Language and Heritage - In the Majority and Yet Apart: Navigating Communities within Communities - “Not Chinese Enough”: Dual Outsider Syndrome #### Quotes & Examples: - “We weren’t even speaking Chinese at home… I lost my language so long ago to learn English, and then French.” - Not fitting entirely within either Chinese or non-racialised communities. #### Interactive Element: - Prompt: Reflect on a time when you felt you didn’t fully belong—even ‘among your own’. --- ### Chapter 3: Systems of Exclusion—When Identity Meets the Workplace #### Subheadings: - Breaking into Finance: The Only Woman or Person of Colour in the Room - Recognising (and Naming) the Barriers—When Others Make You Aware - The Double Bind: Assimilation Versus Authenticity in Professional Spaces - The Uninvited DEI Lead: From Lived Experience to Specialist By Necessity #### Quotes & Examples: - “I didn’t know I was experiencing systemic barriers, until someone told me I was different.” - Appointed to lead DEI due to lived experience, not professional aspiration. #### Visual Aid: - Workplace diagram: Representation vs. reality; silos of marginalisation. --- ### Chapter 4: Systemic Failure—Examining the Roots of Inequity #### Subheadings: - The Myth of Post-Racial Societies: Lessons from Canada, the US, and Beyond - Discrimination on Repeat: ‘If We Don’t Talk About It, It Doesn’t Exist’ - How Systems Reproduce Inequity: From Gender Barriers to Racial Exclusion #### Quotes & Examples: - “Saying we shouldn’t talk about racism and it’ll go away is exactly why systemic gender barriers, racial barriers… continue to happen.” - Family’s Conservative politics challenged by a values-driven approach. #### Reflection: - What systemic barriers are invisible in your everyday life? --- ### Chapter 5: Moving Beyond the Diversity Lens—The Call for Human Compassion #### Subheadings: - Why Personalisation Alone Can Be Divisive - Respect as the Starting Point: Kindness and Human Understanding - The Limits of Traditional DEI Language and Labels #### Quotes & Examples: - “Before we put a diversity lens on anything, let’s ground ourselves in respect, kindness, and human compassion.” #### Interactive Element: - Activity: Assess an organisation or community through a kindness audit vs. a diversity audit. --- ### Chapter 6: Privilege, Perspective, and Pain—Understanding the Zero-Sum Illusion #### Subheadings: - The Zero Sum Fallacy: Inclusion Doesn’t Mean Exclusion - The Unintentional Divisiveness of Overcorrection - Victims on Both Sides: Insights from Nelson Mandela and Beyond #### Quotes & Examples: - “By bringing in other people, we’re not pushing others out… We’ve not made that clear enough.” - “Everyone is just navigating systems that never included women, racialised communities, trans communities…” #### Visual Aid: - Venn Diagram: Competing fears and points of tension in workforce inclusion. --- ### Chapter 7: Rebuilding Systems—Leadership, Courage, and Real Change #### Subheadings: - The Flaws with Performative Inclusion—Resource Groups, Councils, and Checking Boxes - Integrating Equity into Business-as-Usual - Courage over Compliance: The Need for Genuine Systemic Transformation #### Quotes & Examples: - “We don't need any more DEI statements… What we need is to rebuild.” - Warriors, not (just) Allies: Tuning Up the Courage for Voicing Truths #### Interactive Element: - Case study exercise: Reimagine your own organisation’s inclusion strategy from system fix, not symptom fix. - Action Step: Ways to challenge status quo and ‘tune up your warrior’. --- ### Chapter 8: The Ongoing Battle—Resilience, Relentless Curiosity, and the Power of Stories #### Subheadings: - The Importance of Hearing and Sharing Lived Experience - Empathy Builds Momentum; Momentum Changes Systems - Why Anger Can Mean Caring #### Quotes & Examples: - “Some of the angriest people out there are angry because they actually care.” - The story of being told to ‘tone down your warrior’, and choosing instead to amplify it through creating platforms and consulting. #### Visual Aid: - Flowchart: From empathy to action—how stories become structural change. --- ## Conclusion: **Reimagining Inclusion as a Collective Act** - Recap: Systems are not broken, but built as they are; together, we must rebuild for our current world. - The fragility (and possibility) of progress. - The generational impact of today’s decisions: “How did you treat our parents, our family, our lineage?” - Inviting the reader: Be curious, be courageous, be a builder—start with respect. --- ## Call to Action: - Reflect: Where might you be assimilating when authenticity would drive more positive change? - Engage: Start (or facilitate) conversations in your context about system vs. symptom. - Act: Identify one system you can influence—what would real respect, real courage look like there? - Connect: Find spaces for voices—especially those carrying historic or systemic burdens—to be heard. --- ## Supplementary Content Suggestions: - **Research:** Insert data on gender/race representation; reference landmark cases or pivotal moments such as the Chinese Exclusion Act, Tiananmen Square, and current DEI backlash trends. - **Images/Visuals:** Diagrams on systemic bias, historical timelines, pull quotes, and flowcharts for empathy-to-action. - **Interactive Elements:** Reflection questions and journaling prompts at the end of each chapter; action challenges; group discussion guides. --- ## Chapter Summaries ### Chapter 1: **Leaving Home—The Making of an Outsider:** Explores the foundational experiences of displacement, adjusting to a new country, and the early lessons of survival, language, and identity loss in the context of political upheaval. ### Chapter 2: **Assimilation—The Invisible Weight of Fitting In:** Illustrates the psychological and social cost of assimilation, the struggle to belong in multiple worlds, and the tensions of maintaining or losing cultural roots. ### Chapter 3: **Systems of Exclusion—When Identity Meets the Workplace:** Examines the impact of systemic barriers in professional life; highlights the invisibility of obstacles until named and the double expectation placed on underrepresented individuals. ### Chapter 4: **Systemic Failure—Examining the Roots of Inequity:** Dissects the persistence of discrimination, the denial of systemic problems, and how policy and rhetoric perpetuate exclusion under the guise of unity. ### Chapter 5: **Moving Beyond the Diversity Lens—The Call for Human Compassion:** Makes the case for reframing inclusion through kindness and respect, challenging the limitations of traditional diversity-focused frameworks. ### Chapter 6: **Privilege, Perspective, and Pain—Understanding the Zero-Sum Illusion:** Interrogates the myth that inclusion is a finite resource; explores the psychological mechanisms that stoke fear and resistance in dominant groups. ### Chapter 7: **Rebuilding Systems—Leadership, Courage, and Real Change:** Offers a vision for genuine system-level change, critiquing tokenistic interventions and highlighting paths to embedding equity in organisational DNA. ### Chapter 8: **The Ongoing Battle—Resilience, Relentless Curiosity, and the Power of Stories:** Celebrates the importance of lived experience, the catalytic role of empathy, and the necessity for persistent, courageous advocacy. --- ## Feedback Loop (Editorial Process) - Review outline with subject matter experts (inclusion practitioners, systemic change specialists) - Pilot chapter summaries and reflection questions with beta readers drawn from intended audience. - Incorporate feedback for clarity, flow, and reader engagement. --- This outline provides a structured, compelling adaptation of the podcast guest’s core messages, rich with direct insights, stories, and a clear trajectory from personal narrative to systemic challenge and proposed solutions.

Maxims to live by…

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**Authenticity Over Assimilation: Maxims for Inclusive Living** 1. **Lead with Relentless Curiosity.** Embrace transformative conversations; seek to understand perspectives beyond your own lived experience. 2. **Prioritise Moral Values Over Political Allegiances.** Choose leaders and policies that shape a more inclusive and compassionate future, not just your short-term interests. 3. **Vote and Act with Generational Impact in Mind.** Decision-making should extend beyond personal gain to consider the legacy you leave for the next generation. 4. **Challenge Performative Inclusion.** Strive for genuine transformative change rather than superficial gestures or tick-box exercises. 5. **Respect Individual Complexity.** Treat every person as an individual; do not reduce anyone to a monolithic group based on race, gender, or background. 6. **Never Be Silent About Injustice.** Naming and discussing systemic barriers—racism, sexism, homophobia, xenophobia—is the starting point of dismantling them. 7. **Assimilation Is Not the Price of Admission.** Authenticity thrives where people are valued for their unique identities, not pressured to blend in for survival. 8. **Meet People Where They Are.** Understand that everyone is navigating systems not built for all; empathy bridges divides. 9. **Avoid Adversarial Change.** Inspire with partnership and collaboration rather than divisiveness and zero-sum thinking. 10. **Courage Is Essential for Progress.** Lasting change demands pushing back against hurtful, exclusive behaviours even when it is uncomfortable. 11. **Rebuild Broken Systems, Don't Tinker at the Edges.** True inclusion requires redesigning foundations, not layering new groups or initiatives atop flawed structures. 12. **Be a Warrior, Not Only an Ally.** Stand up and speak out for those without a voice, and amplify stories that need to be heard. 13. **Recognise the Fragility of Progress.** Rights and freedoms won can slip away if not actively defended. 14. **Proximity Doesn't Guarantee Perspective.** The reality in your community, workplace, or society may be shaped by history barely acknowledged – seek it out and talk about it. 15. **Human Compassion Surpasses Labels.** Begin every interaction with respect, kindness, and the understanding that all humans are deeply complex and worthy. 16. **Safety and Equity Are Universal Needs.** Work towards environments—political, social, professional—where all can thrive free from fear and exclusion. 17. **Listen Deeply and Question Boldly.** The loudest voices may be so because they care deeply; engage with curiosity, not contempt. 18. **Progress Is Collective, Not Individual.** Inclusion is not about elevating one group over another but about ensuring everyone has a place and a voice. 19. **Authenticity Is Your Greatest Superpower.** In environments that encourage it, you—and those around you—will flourish. 20. **Stories Shape Systems.** Continually share authentic experiences to cultivate empathy and set the stage for systemic change. Live these maxims to create a world where belonging is not conditional, and authenticity is the norm—not the exception.

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**Inclusion Bites Podcast Episode 183 — “Authenticity Over Assimilation”: Transforming Inclusion at Work & in Society** Welcome to Episode 183 of the Inclusion Bites Podcast, “Authenticity Over Assimilation”. Join host Joanne Lockwood as she engages in a thought-provoking conversation with Jenny Chen, former finance professional and DEI consultant, exploring how genuine inclusion and belonging are forged through embracing authenticity, not forced assimilation. 🔵 **Timestamps for Easy Navigation** - 0:07 – Introduction & Podcast overview - 1:14 – Meet Jenny Chen: DEI journey & superpower - 2:27 – Political landscapes: Values-driven voting - 5:38 – Impact of US politics & authoritarianism threats - 6:34 – Living through Tiananmen Square: Jenny’s family story - 13:02 – The realities of systemic barriers in finance - 18:06 – Privilege, belonging & being ‘the default’ - 23:27 – Empathy, systems change & lessons from Mandela - 30:23 – The problem with ‘overcorrection’ in DEI - 36:04 – Humanising inclusion: Respect, compassion, complexity - 41:56 – Voting for human rights & the personal impacts - 47:56 – Rethinking DEI: Beyond statements and committees - 55:05 – How to connect with Jenny & get involved - 56:45 – Final reflections & calls to action --- **Episode Summary & Key Takeaways** Are you a diversity and inclusion (DEI) champion, HR professional, or progressive leader seeking actionable insights to drive real culture change? This episode is a must-watch. [Joanne Lockwood](/speakers/A) welcomes Jenny Chen, whose lived experience as a Chinese Canadian immigrant — from escaping the Tiananmen Square crisis to thriving in corporate finance and consulting — serves as a powerful lens for challenging the status quo of workplace inclusion. Together, they analyse how political climates, identity, systemic barriers, and corporate culture intersect to shape our understanding of belonging. **Major themes include:** - **Authenticity vs. Assimilation:** Why real inclusion demands more than performative gestures and tick-box approaches. - **Voting & Values:** How political decisions affect not only economics but fundamental human rights, safety, and lived experiences. - **Systemic Change, Not Silos:** Moving DEI beyond tokenistic committees to drive genuine transformation at an organisational and societal level. - **Empathy & Curiosity:** Building bridges between majority and minority groups through listening, compassion, and humanising workplace interactions. - **The ‘Warrior’ Mindset:** As Jenny shares, passive allyship isn’t enough — it’s time for courage, active advocacy, and amplifying unheard voices. By diving into personal stories, global politics, and business strategy, this episode equips you to reimagine inclusion in your organisation and everyday interactions. Discover why reframing DEI as a systems challenge — rather than just a “diversity problem” — is crucial for lasting progress. --- **Benefits for You** - Learn how to foster authentic cultures of inclusion that enhance team performance and innovation. - Identify actionable strategies for dismantling exclusion and integrating equity into everyday operations. - Gain perspectives that will help you rethink your approach to DEI, leadership, talent management, and community engagement. **Drive Change: Get Involved** 👍 Like, share, and comment below — join the conversation! 🔔 Subscribe to Inclusion Bites for weekly episodes and bold DEI insights. 🌐 Visit [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen) for more resources & guest nominations. 📧 Connect with Jo at jo.lockwood@seechangehappen.co.uk to share your story or discuss appearing on the show. **Watch Next:** If you enjoyed this episode, watch our recent feature on “Belonging for All: Building Inclusive Workplaces” and keep expanding your mindset! --- **Suggested Hashtags:** #InclusionBites #DEI #Authenticity #WorkplaceCulture #Belonging #Leadership #SystemsChange #EmpathyInAction #JoanneLockwood #JennyChen #InclusiveLeadership #HRCommunity #SocialImpact #DiversityChampion #PositivePeopleExperiences --- **Join us in disrupting norms and sparking real culture change — one bold conversation at a time!**

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# Authenticity Over Assimilation: Navigating the Tightrope of Belonging Have you ever found yourself questioned for simply being yourself at work, or felt the subtle pressure to blend in rather than stand out? For those of us immersed in the world of inclusive cultures—whether you’re an HR professional, DEI lead, or simply an advocate for positive change—this tension between authenticity and assimilation is far more than a topical debate. It’s an everyday lived reality that shapes the contours of belonging, impacts team performance, and ultimately determines whether our workplaces feel like sanctuaries or battlegrounds. In this week’s *Inclusion Bites Podcast*, I dive deep into these complex waters in my conversation with Jenny Chen: former high-flying finance executive turned DEI consultant, now an unshakeable voice for authenticity and culture transformation. If you’ve ever grappled with being “the only one”—in terms of race, gender, or any other dimension—this episode offers not just solidarity but fresh strategies to move beyond performative inclusion and build workplaces where people can thrive as their true selves. --- ## Breaking the Silence on Belonging and Culture This episode, “Authenticity Over Assimilation,” is close to my heart. Jenny candidly shares her journey from China to Canada, fleeing the aftershocks of Tiananmen Square, and the layered process of forging a new identity in environments that often reward fitting in over standing out. We examine how the politics of belonging still ripple through global society—whether discussing Canadian, British, or American electoral divides—and how leadership itself often repeats the mistakes of the past by prioritising conformity over courage. Together, we dissect themes critical for leaders across HR, Talent Acquisition, Organisational Development, and Learning & Development: - The dangers of mistaking surface-level diversity for deep cultural equity. - The residual impact of legacy systems—built at times when women and minoritised groups were excluded from meaningful participation. - The “zero sum” myth at the heart of DEI resistance: this belief that someone’s gain must come at another’s cost. - How systemic failures perpetuate cycles of exclusion, requiring not just new initiatives but a redesign of foundational structures. Jenny’s wisdom springs from direct lived experience—her migration story, her tenure in a male-dominated industry, and her decision to stop “toning down her warrior” and instead amplify it. For any DEI or talent leader feeling the headwinds of resistance, her perspective is both grounding and galvanising. --- # Why Authenticity Matters Jenny and I unpack not only why striving for “authentic cultures” is vital, but also acknowledge the painful complexity involved. It’s not just about inviting diversity into the room—it’s about shifting the walls, challenging the script, and rewriting the blueprint so everyone truly has a seat at the table. We tackled the question: What happens when employee resource groups and inclusion councils become mere containers for frustration, instead of catalysts for change? Jenny’s bold assertion resonated: “We keep assigning the work of equity to those most impacted by exclusion.” If you’re leading change in your organisation, this is a provocative challenge—an invitation to review where power really sits and how you enable transformation from the top down. --- ## Nuggets of Change for Everyday Leadership If you’re hungry for actionable steps you can put to work today, these are the threads I want to pull forward from our discussion: 1. **Start With Respect, Not Just Awareness** - Strip away the diversity lens and focus first on respect, kindness, and human compassion. These are not ‘soft skills’; they are the foundation on which inclusion is built. 2. **Challenge Systems—Don’t Merely Tweak Processes** - True culture change means going beyond tokenistic initiatives and addressing the structural DNA of your organisation. Audit, interrogate, and rebuild—not just adjust. 3. **Make Space for Individual Narratives** - Understand that even those from similar backgrounds have nuances in their experience—avoid broad-brush categorizations and create channels for individual stories to shape policy. 4. **Don’t Assign Equity to the Marginalised** - Leadership must own the work of equity and inclusion; don’t delegate transformational tasks to those already burdened by exclusion. Intervene at the decision-making level. 5. **Move Beyond the ‘Zero Sum’ Mindset** - Foster a climate of abundance by articulating how inclusion strengthens the organisation for everyone, not just for underrepresented groups. This shifts the narrative from loss to mutual gain. --- ## A Sneak Peek: See Authenticity in Action Curious for a taste of this energising conversation? I’ve created a one-minute portrait video audiogram distilling one of Jenny’s most powerful moments: > “We must stop assigning the work of equity to those most impacted by exclusion… Courage is needed to drive the change that we need to challenge some of these really hurtful, exclusive behaviours…” Take a minute to watch the audiogram and see for yourself why this dialogue matters. It’s an invitation to lean in, look beneath the surface, and rethink how all of us approach belonging at work. [Watch the episode audiogram](insert-video-link) --- ## Listen to the Full Conversation Looking for the kind of dialogue that will spark debate in your team meetings, shape your strategy, and restore your faith that real change is within reach? Don’t miss the full episode—listen now and share with colleagues who care about moving beyond the buzzwords. [Tune in here](https://url.seech.uk/ibs183) to hear Jenny Chen’s courageous perspective and my own reflections on building cultures worthy of their people. Help spread the conversation: Pass along the episode in your internal networks, LinkedIn groups, and HR Slack channels. We need more voices and more candour if we’re to truly ignite inclusion. --- ## The Road Less Travelled: A Question for Reflection Before you click away to the next meeting, I invite you to pause for a moment—whether you’re an HR lead, a people manager, or anyone with influence. If authenticity is the seed of sustainable belonging, how will you nurture it in your corner of the world? Are you building systems that allow difference to flourish, or are you asking your colleagues to shed their true selves at the door for the sake of harmony? Let’s keep holding up the light—and never forget, true inclusion asks us to step into discomfort, get curious, and rebuild a world where everyone thrives. --- ## Stay Connected and Keep the Conversation Going Let’s ensure these conversations don’t stop at the end of the episode. Connect with me across our channels, share your own experiences, and explore resources to help move the dial: - [YouTube](https://www.youtube.com/channel/UCyQ8PhzTPfZOBvCBzwCo-hg): Tips, episode highlights, and longer-form talks. - [TikTok](https://www.tiktok.com/@seechangehappen): Accessible DEI moments in bite-sized pieces. - [LinkedIn](https://www.linkedin.com/in/jolockwood/): Engage with me, join the dialogue, and share your thoughts. - [Website](https://seechangehappen.co.uk): More on inclusive cultures, tailored programmes, and my work in supporting organisations. Questions, speaker requests, or invitations to collaborate? Email me at jo.lockwood@seechangehappen.co.uk. Until next time, keep daring to stand out and foster the kind of culture you want to see in the world. What one change will you make this week to move your team from assimilation to authenticity? Warm regards, **Joanne Lockwood** *Host of Inclusion Bites Podcast* The Inclusive Culture Expert at SEE Change Happen

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**Authenticity Over Assimilation: Why Real Inclusion Demands Genuine Systems Change** “May you never know the pain of watching loved ones vote against your right to exist fully, equally and authentically.” It’s rare for a single line to stop me cold and force a reckoning with everything I believe about inclusion, leadership, and what it means to belong in this world. Yet this quote, shared mid-conversation, ripped through the comfortable layers of theory and policy into the urgent heart of lived experience. I’m not someone who’s ever been content navigating by convention—and after sitting down with Joanne Lockwood on *The Inclusion Bites Podcast*, I’m more convinced than ever that assimilation is the slow death of authenticity, and that “DEI” as a slogan is too often a mask for deeper systemic failures we’re unwilling to name. ## Why Authenticity Matters More Than Policies: A Personal Imperative It’s easy to talk about inclusion as a set of programmes or performance metrics. But I’ve witnessed—on the ground and at scale—how shallow rhetoric around diversity stalls at the surface, giving cover for persistent inequity and exclusion. For me, this isn’t theoretical. I’ve led teams in male-dominated industries, navigated cultures that prized fitting in above standing out, and raised children in societies where the boundaries of belonging are always moving, always contested. Authenticity isn’t a “nice to have” in this world. It’s a survival strategy. Yet, it’s also the foundation of any culture that wants to do more than pretend at progress. The allure of assimilation—“fit in so you’ll be safe”—is the root cause of so much wasted human potential. That’s why I was drawn to Joanne Lockwood’s work. Joanne’s reputation for disrupting norms and challenging the status quo precedes her, whether you know her as an advisor to leadership teams or through her work at SEE Change Happen. She hosts *Inclusion Bites*—a show for those unwilling to settle for surface-level dialogue on inclusion, and her ability to create a “sanctuary for bold conversations that spark change” is rare in this space. It’s no wonder more than [INSERT_VIEW_COUNT] people have already watched our interview on YouTube, with many more tuning in via Spotify and Apple Podcasts. If this conversation sparks something for you—questions, pushback, or agreement—I’d love to hear your thoughts in the comments below. I read every one. ## The Politics of Belonging: Voting With Values, Not Just Interests Our discussion opened on the shifting ground of global politics—how elections are forcing families, communities, and organisations to reconsider what they truly value. Like Joanne, I grew up in a household shaped by conservative ideals, mistrustful of government interference and fiercely independent. That legacy left its mark on my approach to challenges: hard work, self-reliance, and a belief in meritocracy. But the world is not static, nor are its values etched in stone. The rise of polarising politics in North America and Europe—marked by open racism, xenophobia, and outright bigotry—has made it impossible to ignore the true stakes. Joanne captured it simply: “Instead of thinking, ‘what’s in it for me?’… we have to take a look at the bigger picture, the next generation, how this is going to impact.” She described how even her “normally conservative family were really challenged with the decision on who we wanted representing us,” making a conscious choice to vote with their moral values rather than inherited party allegiances. What struck me is how fragile progress really is. We’re tempted to believe our societies are automatically inclusive, that once rights are won, they’re permanent. The reality is more precarious. Political shifts can threaten not just economic conditions but the basic safety and right to exist of entire groups. For those of us in positions of privilege, this may feel abstract; for others, it’s an existential risk lived out every day. As I listened to Joanne share stories about the Canadian elections and the rhetoric of leaders dubbed “Maple Trump,” I realised how similar the challenges are worldwide. There’s a deep-seated fear that “immigrants are the downfall of this country” or that “racism doesn’t exist unless we talk about racism.” These arguments are dangerous not just because they’re false, but because they set the stage for systemic exclusion that will shape generations. ## Refuge, Identity, and the Loss That Shapes Belonging If you’ve led in multicultural, rapidly evolving environments, you know that belonging is never simple. Joanne’s story as a political refugee from China during the Tiananmen Square massacre was especially resonant. She spoke of arriving in Canada as a three-year-old, her family forced to leave everything behind—friends, language, possessions—and assimilate for survival in a vastly different country. “In communist China, we lived on rations. Monthly the government would hand out this much cooking oil, this much rice. My grandmother prayed in her closet for thirty years in Canada because open religion would’ve meant jail back home.” These are not just anecdotes—they’re reminders of the invisible costs of assimilation, and of the quiet resilience it takes to build a new life amidst dislocation. What’s easy to overlook is how these losses shape every aspect of your entrepreneurial, executive, or leadership journey. Even in communities where we think we “should” belong, the reality is nuanced. Joanne explained how, despite quick assimilation and English fluency, she was never “Chinese enough” for some, nor truly part of the non-racialised Canadian majority. “I lost my language so long ago to learn English and then French… my parents wanted us to fit in, to be successful here. But growing up, I wasn’t Chinese enough for the Chinese community.” For those like myself—often navigating different, sometimes competing cultures—this rings true. True belonging demands more than shallow diversity targets. It means challenging the unconscious rules about who counts, whose perspectives matter, and how culture is defined. ## The System Is Not Broken—It Was Built That Way If you want to lead scaleable, lasting transformation, there’s an uncomfortable truth to confront: The systems we operate in are not broken by accident. They were constructed for the benefit of a narrow population, and they persist because we still benefit from their design. Joanne and I exchanged stories about corporate environments—the rituals of inclusion, the checks for boxes ticked, the rise of DEI committees and resource groups. I voiced a hard-earned realisation: “I found that I didn’t know I was experiencing systemic barriers or that I was different until someone told me I was different. By virtue of assimilating at a very young age… I never wanted to stand out.” This is the paradox of the diversity industry: Programmes proliferate, and yet they often serve to contain rather than liberate real change. Inclusion is not simply a matter of hosting International Women’s Day panels or Black History Month events. As Joanne bluntly insisted, “We don’t need more DEI statements or committees. We need courage to drive change and challenge some of these really hurtful, exclusive behaviours that have remained a perpetual issue in society today.” I couldn’t agree more. The problem is not “just” racism, sexism, or homophobia—it’s the persistent lack of respect, kindness, and human compassion built into our systems. Authenticity means doing the hard work of rebuilding those systems so they serve everyone—not just those the legacy mould was designed to benefit. When I reflect on my journey as a DEI consultant and executive, it was never about pursuing a title or committee slot. It was about calling out the ways business as usual reinforced exclusion. Transformative change requires integrating equity into core operations, not delegating it to a marginalised few or an HR silo. I’ve seen firsthand how innovation stalls when organisations cling to outdated models instead of developing cultures where everyone thrives. ## Equity Is Not a Zero-Sum Game—But Fear Makes It One A consistent theme throughout our dialogue was how deeply entrenched human fears sustain the zero-sum mentality. When progress feels threatening, those with historic privilege experience discomfort as marginalisation. That discomfort morphs into opposition—“DEI is taking away my maleness, my whiteness, my power base”—and fuels polarisation. Joanne challenged me: “Nobody gets up in the morning thinking, ‘I’m going to be a really nasty, horrible person today and cause pain’… they’re just doing what they believe in their own echo chamber, their own lived experience. That’s the hard bit—encouraging people to see a greater perspective without telling them they’re wrong.” Here’s what I’ve learned after years at the negotiating table: You cannot coerce empathy, but you can foster curiosity—if you’re willing to meet people where they are. “If you are inherently curious… seeing the world around you, that it isn’t the same as ten years ago,” you create the conditions for genuine collaboration and partnership. The challenge is not only to “convert the unconvertible,” but to reframe the narrative. Historical overcorrection creates new fears: that inclusion for some means exclusion for others. Joanne cited Nelson Mandela—who famously said, “I am not for the oppression of black people, but I am also not here for the oppression of white people.” The aim was not swapping one hierarchy for another, but levelling the playing field for all, and giving explicit guarantees that progress would not come at someone else’s expense. In industries where I’ve led, such as finance, this tension manifests in gender equity campaigns. Too often, the message becomes “women make better advisors than men,” which only triggers insecurity among the established majority. What would happen if instead we simply made the business case—“How can we be confident we have the best talent if we only have 15% of the available pool?”—and led with a commitment to sustainable continuity, not scarcity-based fear? ## Rebuilding Systems: Beyond Identity Politics and Echo Chambers True leadership, as Joanne puts it, is the willingness to “sit in uncomfortable discussions with curiosity.” The angry voices in our political discourse aren’t always rooted in hate; sometimes, they care deeply about preserving something they cherish, even if that care is misguided or misinformed. We agreed that our affinity groups—created for survival and solidarity—can overcompensate and inadvertently fuel division. Real change comes when we strip away the labels and focus on human experience. “Before we put a diversity lens on anything, let’s remove it and ground ourselves in respect, kindness, human compassion. Start there.” That’s not to downplay the importance of identity, nor ignore the specific ways exclusion operates for racialised, disabled, LGBTQ+ or other communities. Rather, it’s to recognise the limitations of purely symbolic reform. I’ve met well-meaning executives who, in their own words, “don’t spend a lot of time worrying about racism or ableism because that’s not their crusade.” That’s not malice, but misdirection—a lack of conducive systems for seeing beyond immediate concerns. Joanne’s take was stark: “Equity is championed by those who lack it.” The problem we face is not primarily a deficit of allies, but a scarcity of warriors—people willing to challenge the status quo, risk comfort, and amplify the voices suppressed by legacy structures. “You can be an ally, know something is wrong, and do absolutely nothing about it. What we need more of? Warriors.” This, for me, is where execution intersects with empathy. To scale real impact, you have to raise awareness—not just of your own experiences, but of the deepest blind spots in your organisation, your circle, your community. ## The Fragility of Progress: What Will the Next Generation Inherit? It’s easy to believe progress is inevitable. It’s not. Joanne’s family story—first generation immigrants, conservatives by necessity, now voting differently because their values have shifted—captures the mental recalibration required for real inclusion. The quote that haunted me remains a rallying cry: “May you never know the fear of having your human rights challenged every time there’s an election.” For those who have always felt safe, such anxiety appears distant. For those at the margins, it’s the daily calculus. If leaders, parents, and communities fail to act with courage, the next generation will inherit a world more divided, less safe, and fundamentally less free. Joanne put it clearly: “Progress, as we know, is incredibly fragile.” This isn’t theory—it’s happening right now, as parties rise to power spewing the same hateful rhetoric that puts millions at risk. The lesson for anyone aspiring to drive systemic change is this: If you’re focused solely on your pocket, your wealth, your rights, you’re missing the broader movement of history. Authentic leadership means voting, acting, and investing not just for yourself but for the inclusive, sustainable future your children deserve. ## Punching Through: Where Do We Go From Here? Assimilation is not safety—it’s surrender. Authenticity is hard-won, and true inclusion demands reconstruction from the ground up. If you care about outcomes—performance, innovation, retention, legacy—then you’ll know that half-measures and slogans will not suffice. The systems we move through every day were designed for a world that no longer exists. If you’re serious about change, you’ll commit to facing the discomfort, shedding the familiar comfort of the echo chamber, and finding genuine partnerships that bridge division. Kindness and curiosity are powerful, but they aren’t enough without structural action. So I return to where I began: If you’ve ever felt the pain and fear of being denied the right to exist authentically, you know why this matters. If you haven’t, consider yourself lucky—and use that luck to build environments where others can thrive, not just survive. I’d love to hear what this provokes for you: challenge, critique, expansion. Let’s keep the conversation going. The cost of inaction is too high; the rewards of real inclusion are measured not just in business metrics, but in the lives and futures we shape together. Let’s refuse assimilation and create cultures where authenticity is the core value.

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**Title** Authenticity Over Assimilation **Synopsis** Inspired by episode 183, “Authenticity Over Assimilation”, this song journeys through the truth of belonging, cultural roots, and the courage to stand for change. Grounded in lived experience, it moves from the ache of fitting in to the resolve of fighting for equity and respect. Warm guitars and atmospheric textures support female vocals that rise from vulnerability to determination—a rallying anthem for everyone who’s ever felt a stranger in their own skin. **Vibe** Empowering indie pop with acoustic flourishes and a reflective, unwavering tone—steady percussion, soft guitar, gentle build to a confident, compassionate chorus. **Lyrics** **Verse 1** There’s a suitcase in the corner, Left behind in childhood haste, New streets, borrowed language, Learning dreams in a foreign place. My family praying in shadows, Hope stitched deep in every seam, I learnt to blend, to silence difference— But truth kept calling, unseen. **Verse 2** In boardrooms and green rooms, They told me tone down my fight, That pain should hide behind progress, That standing out can’t be right. But voices echo through the ages, And stories lost to the sand, From railways built to quiet closets— We’re more than what they planned. **Chorus** I won’t pretend, I won’t erase, Who I am to take your place. Rooted deeply, I’ll remain— Authenticity over assimilation, Rising up with every name. **Verse 3** We are not the villains, not just broken, Hear my heart beneath the skin, Systems failed but we keep hoping Kindness leads the way back in. So here’s to courage, here’s to bridges, To every lonely voice made strong— Let’s meet in truth, let’s build together, A world where we all belong. **Bridge** May you never know the fear Of voting for your right to be, May you never feel the silence Of unspoken history. All change starts in the open— Compassion, raw and real— It’s not about perfection; It’s about what we choose to feel. **Final Chorus (Lifted)** I won’t pretend, I won’t erase, Lifted voices light the space. Rooted deeply, I’ll remain— Authenticity over assimilation, Making room for every name. Authenticity—this is how we change.

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