Difference between revisions of "Sandra Griffith-Bonaparte"

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(Created page with "alt=|left|437x437px =='''<big>Sandra Griffith Bonaparte</big>'''== '''<big>National Defence employee and President of Union of Natio...")
 
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'''<big>National Defence employee and President of Union of National Defence Employees (UNDE) Local 70607</big>'''
 
'''<big>National Defence employee and President of Union of National Defence Employees (UNDE) Local 70607</big>'''
  
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Before joining the public service, being the sole minority in spaces was not uncommon. I was born in Haiti and landed in the United States at age six. We moved to the small town of Flandreau in South Dakota, where my family was the only Black family. When our status as illegal immigrants resulted in a deportation order, my family fled to Canada. We first lived in a hostel in downtown Winnipeg. To make sure we did not fall behind in school, my mom thrifted English and math workbooks.
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When a colleague called Sandra to inform her about the new Diversity and Inclusion micro-mission analyst position, Sandra jumped at the opportunity. During her time with the Diversity and Inclusion  Office team, Sandra strengthened her ability to understand and challenge unconscious workplace biases such as affinity bias*, confirmation bias** and in-group/out-group biases*** and promote leading more inclusively.
  
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Later on, in orchestra and youth parliament spaces, my background would often be questioned by other students, teachers, and dignitaries. Subsequently, I’d be met with disbelief about my presence and ability. To this day, I am frequently the only person of colour in the room and it feels as though I hold the full weight of unspoken expectations placed upon us.
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Sandra believes that racism in the workplace continues to oppress people of colour. As the president of the union of National Defence Employee (UNDE) Local 70607, Sandra has been representing employees who have issues in the workplace, who need support or to have courageous conversations about what they are going through and to prepare them to challenge these biases. She and her team of executives and shop stewards are ready to represent members of UNDE local 70607, who are facing discrimination and harassment in their organizations.
  
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My micro-mission with the Diversity and Inclusion Office surprised and inspired me; I not only had the chance to work with a Black team lead, but multiple Black team members. It was hard to believe that I was part of a team where we had the ability to develop long-lasting diversity and inclusion programming that is supported at the executive level.
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Sandra has shared her life philosophy with us: "Stand up for what you believe in; treat people with dignity and respect; take risks; listen to people and take advice. At the end of the day, the final decision should be yours". Sandra said she loves the analogy that "diversity is being invited to the party and inclusion is being asked to dance." (Verna Myers). She ends by saying, if you invite someone to your party, do ask them to dance.
  
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While creating the Lifting as You Lead program, I was given the chance to use my love and talents of public speaking, teaching, communications, and graphic design to reshape the work culture and uplift those often forgotten across the public service. Within a three-month micro-mission, I was given opportunities I thought I’d have to wait years for.
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If there’s one thing I’d leave you with, aside from actively listening to your minority co-workers, it is a reminder to not limit yourself. Pursue development opportunities, especially if they seem unorthodox. Redefine what it means to be a public servant. Believe that diverse change is within reach.
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<nowiki>*</nowiki> affinity bias occurs when we subconsciously gravitate towards people who share our interests, beliefs, and background. This behaviour has the potential to cause numerous problems in the workplace.
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<nowiki>**</nowiki> confirmation bias is the tendency to process information by looking for, or interpreting, information that is consistent with one’s existing beliefs.
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<nowiki>***</nowiki> in-group bias (also known as in-group favoritism) is the tendency for people to give preferential treatment to others who belong to the same group that they do.
  
 
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Sandra empowers her colleagues to promote and campaign for their rights in the workplace.
 
Sandra empowers her colleagues to promote and campaign for their rights in the workplace.

Revision as of 18:09, 2 January 2023

Sandra Griffith Bonaparte

National Defence employee and President of Union of National Defence Employees (UNDE) Local 70607

When a colleague called Sandra to inform her about the new Diversity and Inclusion micro-mission analyst position, Sandra jumped at the opportunity. During her time with the Diversity and Inclusion Office team, Sandra strengthened her ability to understand and challenge unconscious workplace biases such as affinity bias*, confirmation bias** and in-group/out-group biases*** and promote leading more inclusively.

Sandra believes that racism in the workplace continues to oppress people of colour. As the president of the union of National Defence Employee (UNDE) Local 70607, Sandra has been representing employees who have issues in the workplace, who need support or to have courageous conversations about what they are going through and to prepare them to challenge these biases. She and her team of executives and shop stewards are ready to represent members of UNDE local 70607, who are facing discrimination and harassment in their organizations.

Sandra has shared her life philosophy with us: "Stand up for what you believe in; treat people with dignity and respect; take risks; listen to people and take advice. At the end of the day, the final decision should be yours". Sandra said she loves the analogy that "diversity is being invited to the party and inclusion is being asked to dance." (Verna Myers). She ends by saying, if you invite someone to your party, do ask them to dance.

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* affinity bias occurs when we subconsciously gravitate towards people who share our interests, beliefs, and background. This behaviour has the potential to cause numerous problems in the workplace.

** confirmation bias is the tendency to process information by looking for, or interpreting, information that is consistent with one’s existing beliefs.

*** in-group bias (also known as in-group favoritism) is the tendency for people to give preferential treatment to others who belong to the same group that they do.

_________________________________________________________________________

Sandra empowers her colleagues to promote and campaign for their rights in the workplace.

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