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Whether it is a minor slip of the tongue or an entire foot in the mouth, either can lead to some uncomfortable moments followed by the instinct to explain what was “really meant.” While most are truly embarrassed and even remorseful when making a racially, culturally, or gender-related insensitive comment, attempts to make explanations or excuses often create a more uncomfortable situation for both speaker and hearers.
Admit and Apologize
If recognition of the faux pas is immediate – as often happens- it is best not to wait for acknowledgment that it was received negatively. Unfortunately, all too often such comments are left unchallenged either by the intended or unintended target of the comment or bystanders. Do not walk away with the false sense of relief that the comment went unnoticed, it is almost a definite it was noticed. The most effective thing to do is to admit you were insensitive, admit your own embarrassment, and apologize for any discomfort or embarrassment caused to others.
Air Out and Move On
Often an admission of insensitivity and a sincere apology is enough to move beyond the moment; however, depending upon the comment and others involved it may be necessary for some open discussion; again, no excuses. Having discussions of race and culture are often uncomfortable, especially in times when cultural tensions are high. Some may feel that there is an oversensitivity, but unless shoes are on other feet and miles walked in them, these types of assumptions should not be made. It is believed by diversity and inclusion professionals that a work environment that invites open dialogue on these sensitive topics is one where employees develop an awareness of their own biases all the while fostering an awareness and appreciation for those who are different.
Diversity Training – Not a One and Done
Most organizations offer diversity and inclusion training as a part of their onboarding process, annually to satisfy EEOC requirements, or in reaction to an occurrence; however due to a lack of follow up, many fall short of being truly effective. Just as employees receive ongoing development of their professional skills and knowledge base, they should receive ongoing training in the areas of racial and cultural awareness,  for one cannot be sensitive to the feelings of others, until he or she forms an awareness and appreciation for the differences that exists and enrich the workplace.
Take Responsibility for Racial and Cultural Awareness
It is important to realize that as our workplaces become increasingly diverse that in the absence of continual training individuals should take some responsibility for their knowledge of other cultures. The age of technology and instant information leaves few excuses for a lack of effort to learn more about the people within shared work environments.
Make it your mission to get to know your co-workers. It is okay to express genuine interest in their culture, cuisine, and traditions. Our lives can be enriched greatly when we invite new people and new experiences into our midst. The more we learn about other cultures, the less likely we are to open our mouths and insert our feet. The closer and more familiar we are with our co-workers, the easier it is to make amends if or when we do.
 Premack, “14 Things People Think Are Fine to Say at Work — but Are Actually Racist, Sexist, or Offensive.”
 “How to Apologize at Work after Making a Microaggressive Comment – Business Insider.”
 Miranda-Wolff, “How to Talk about Diversity, Equity, and Inclusion.”
 Blackman, “What Is Diversity & Inclusion Training?”
 Florentine, “Diversity and Inclusion.”
Mother-daughter conflict is as old as time and often the topic of many a classic as well a modern novel. Freud believed that the mother figure could very well be the root of all grown children’s neurosis, but it is probably much simpler than that. Mothers have the age-old desire to see their daughters achieve what they did not in their generation.
The Origins of Conflict
When a mother experiences fear or concern for a young daughter’s behavior she also remembers when she was young and how receptive she was to her own mother’s advice, talks, shouting matches. Yes, there is a progression and any daughter or mother can attest that sometimes advice and talk get bypassed and shouting becomes the way of saying this simple sentence: I love you and I am so afraid of you making a mistake that could cost you your future.
Part of the reluctance to say these very true and meaningful words is the memory of how obstinate she was at “that age.” Even if a mother has done most everything right herself in a mother-daughter relationship, there may come a time when she projects her teenaged behaviors, thoughts, and feelings upon her daughter.
Most good mothers are so, not because they had a stellar relationship with their own mothers, but because they did not, and they are determined to have a good relationship with their daughters. The intent and pledge to do so is so strong, that when there seems to be the least threat to that relationship, that sacred alliance, the mother lashes out at whomever or whatever poses the threat. Often that may be the daughter herself who at a certain and normal age of her development wishes to assert herself as independent of her mother.
Fiction is Fact
Anyone who was a member of the cult following of the Gilmore Girls (2000-2007) remembers the enviable relationship between Lorelai and Rory. The only times there were ever disruption to their harmony was when there was a male in Rory’s life that posed a threat to not only the mother-daughter relationship, but also to the brilliant future Lorelai saw for her daughter; the one she herself did not have, because of a boy that ultimately led to teen motherhood.
The juxtaposition of their relationship is that Lorelai would not take anything for her daughter. However, her cognitive mind recognizes that had she not become a mother at sixteen her life would have been easier, if not better. This sort of cognitive dissonance is the stuff for which mother-daughter relationships are made of. Mothers love their children, mothers love their daughters, but they wish so much more than motherhood for them.
If It Is Not Hate, It Must Be Love
When a mother and daughter come to an impasse in their relationship it is painful to them both, it may seem that they hate one another. The daughter may feel that no matter what she does, her mother hates her. The truth is that rarely do a mother and daughter actually hate one another, they simply find themselves at odds in the relationship. The daughter needs independence, and the mother is afraid to let go and allow her daughter to make mistakes; mistakes that could possibly be fatal, or at least heartbreaking.
There are no easy answers for any mother or daughter. However, open communication is a must. Even when it is painful. Even when there may be raised emotions and voices involved. No matter the issues, the words: I love you should be expressed often in the conversation. Even if these words are prefaced with: I am angry or I am disappointed, or especially, I am afraid. No psychologically healthy mother ever hates her daughter. She simply does not like the power that child has over her to drive her back to when she could have changed her course, and did not.
Daughters: Be Kind to Your Mothers. They Love You No Matter What You Do. Mothers, Be Kind to Your Daughters. They Love You No Matter What They Do.
 Missy Molloy, “Mother-Daughter Ambivalence According to Sigmund Freud and Chantal Akerman,” PSYART; Gainesville, 2014, N_A.
 Paul M Usita and Barbara C Du Bois, “Conflict Sources and Responses in Mother-Daughter Relationships: Perspectives of Adult Daughters of Aging Immigrant Women,” Journal Of Women & Aging 17, no. 1–2 (2005): 151–65.
 Susan J. T. Branje, “Conflict Management in Mother-Daughter Interactions in Early Adolescence,” Behaviour 145, no. 11 (2008): 1627–51.
 Molloy, “Mother-Daughter Ambivalence According to Sigmund Freud and Chantal Akerman.”
 N A Gonzales, A M Cauce, and C A Mason, “Interobserver Agreement in the Assessment of Parental Behavior and Parent-Adolescent Conflict: African American Mothers, Daughters, and Independent Observers,” Child Development 67, no. 4 (August 1996): 1483–98.
Branje, Susan J. T. “Conflict Management in Mother-Daughter Interactions in Early Adolescence.” Behaviour 145, no. 11 (2008): 1627–51.
Gonzales, N A, A M Cauce, and C A Mason. “Interobserver Agreement in the Assessment of Parental Behavior and Parent-Adolescent Conflict: African American Mothers, Daughters, and Independent Observers.” Child Development 67, no. 4 (August 1996): 1483–98.
Molloy, Missy. “Mother-Daughter Ambivalence According to Sigmund Freud and Chantal Akerman.” PSYART; Gainesville, 2014, N_A.
Usita, Paul M, and Barbara C Du Bois. “Conflict Sources and Responses in Mother-Daughter Relationships: Perspectives of Adult Daughters of Aging Immigrant Women.” Journal Of Women & Aging 17, no. 1–2 (2005): 151–65.
Nature has done almost nothing to prepare men and women to be either slaves or slaveholders. Nothing but rigid training, long persisted in, can perfect the character of the one or the other. One cannot easily forget to love freedom; and it is as hard to cease to respect that natural love in our fellow creatures. –Frederick Douglass from My Bondage and My Freedom
Hatred for another human being is not something that we are born with, it is something we are born into. We are conditioned by our families and society to feel anything other than the need of belonging when it comes to other human beings. Young children who have never been exposed to racist ideologies do not look at the skin of another child and decide this child should be hated based upon a darker or lighter tone of the skin. Young children do not hear a different dialect or accent in the voice of another and automatically assume this a person to be hated, to be mistrusted, to be destroyed.
Human beings who hate based upon skin color, national origin, or religion are no higher evolved than animals. Animals rely upon their primal instincts to protect them from predators based upon instincts. However, animals recognize those who belong to their species, and do not hate or attack, simply because, only to protect. Animals live in greater harmony with those who are “different” than humans do. The reason for this, is that animals cannot be taught to hate based upon visual differences, they learn to react to actions.
Spreading Hatred Through Fear
Military personnel both in the U.S. and abroad belonging to infantry units are provided images, videos, and literal war games to teach them to “recognize” the enemy. A healthy human mind can only accept the act of killing if it is convinced that the subject is less than human. This is how every incident of genocide and slavery has occurred since the dawn of civilization. A close read of religious texts, and historical documents can identify the language used to distinguish the “less thans” in our society.
The hate speeches of leaders of countries speak to the “less thans” those who present a threat to not only lives, but a way of life. Patriotism, nationalism, and religious allegiance become pardons for hatred, as long as it is done in the name of god and country. It is not difficult to whip a group of people into a frenzy of hatred when a tragedy has occurred on domestic or even International soil that involves the citizens of one’s own country. Heavy rhetoric is used to stir emotions, facts are often distorted to further incite rage. With social media it is even easier for misinformation or premature information to reach the eyes and ears of citizens generating fear. Fear is the bases of every act of hatred.
Are we as a Nation too far gone to return to a place within ourselves where we do not hate based upon differences, and do not act based upon unverified actions? We have the technology and the resources to communicate, to work together, to support, to feed, and to teach one another. All of these are instruments of peace. Silencing the propaganda of hatred is our only hope of survival. We are above a dog eat dog mentality. Are we not?
For those who struggle with feelings of hatred for others based upon differences, there is hope – because there is a struggle. Research studies show that depression and other mental illnesses can be directly related to cognitive dissonance associated with the act of hatred toward other human beings. Hatred based upon human differences, be they skin color, national or linguistic origins, religion, or political affiliations can only be mediated through exposure and education. Each of us is responsible in our own element of providing that exposure and education, and thus exposing the propaganda of hate for what it is.
Navigating your way through workplace politics and pecking order is difficult. If you are not at the top of the order, then you fall somewhere below and let’s face it, that means your job security is based upon how much the boss values and likes you. Whether there is an intentional abuse of power or not, there is still power, intimidating to those who are subject to it. The most common abuse of power in the workplace is sexual power. This can be directed from male superior to female subordinate, or vice versa, and same sex superior and subordinate. Standing up for yourself at work, fending off inappropriate advances should not mean also fearing the loss of your job.
It is never a good idea to become sexually or romantically involved with a co-worker, and especially a superior. It is never a good idea to allow flirting, even when it seems innocent as this can be misread. It is difficult to find oneself in a situation where what seems to be harmless flirting leads to expectations or unwanted advances.
Backing Out and Backing Up
If in this sort of situation, it should be nipped in the bud before getting any further. This can be done subtlety and most of the time the other party will get the message. In the uncomfortable event that the message is either not received, or ill-received it is best to clear the air. Admit that the flirtation was not a good idea and that your professional reputation is important to you. If your manager has no agenda, then that should be it. However, if it is not, the very next step to send an email through the office email and state “per our conversation” the date and a summary of what was discussed. This provides documentation. Do not threaten, simply state facts. End the email with “Thank you very much for your understanding. BCC your private email.
If this does not get the message across then the next step is your human resources officer. He or she should then follow whatever policy is in place for processing complaints. It is good to know that in larger companies everyone has a boss, even the owner of a company. That boss is the law. The EEOC (Equal Employment Opportunity Commission) takes complaints at their website 24 hours per day. All complaints are confidential and information is used only for investigative purposes.
In a situation where a superior is offering unwanted/improper attention some make the mistake of ignoring it, hoping it will resolve itself, or worst yet go along in fear of repercussions. Having neutral party to talk to over a situation such as this is more advisable than confiding in a co-worker. No matter how the situation started, you have the right to end it, the right to regain your power, and your rights are protected by the EEOC.
If you are a member of a family, whether it is as father, mother, child, sibling or an extended member, there will be conflict. The sources of the conflict can be internal or external to the family, as well as to do with the situation of one individual family member. Families often face even greater conflict when trying to agree on how to resolve the conflict, it is in these instances that seeking the help of a third party is in the best interest of the family, and very often the quickest route to resolution.
Identify the Source of Conflict
To resolve conflict within a family, the family must first identify the source of conflict. That does not mean pointing a finger at little Johnny who has ADHD and blaming him because of the amount of extra attention he needs. Chances are everyone is doing everything they can to help Johnny manage his ADHD. The question is, how is everyone else managing themselves?
For example. Johnny often leaves his things wherever he drops them. This means that getting everyone ready and out the door each morning for school and work means finding Johnny’s left sneaker before leaving. The shoe may or may not be found, but often not before dispute and some blaming takes place.
What can a family do to avoid such fallout? The source of conflict as the family sees it at present is Johnny’s ADHD. They are not dealing with the source of the conflict, they are dealing with the fallout. If the family knows that Johnny is prone to losing things, and recognizes this is a part of his ADHD, then the family should in addition to working with Johnny to help him self-manage, but should also find ways in which they can each help circumvent the problem.
Scenario: It is bedtime.
- If Johnny’s right sneaker is beside the stairs and is observed by older sister Julie, then at that moment she should pick up the sneaker and ask Johnny to bring down the other. This may take a while. Once the two sneakers have been reunited, place them both by the door everyone leaves from the next morning. Crises averted.
- In the event that Johnny’s left sneaker has been lost in the abyss that consumes little boy’s left sneakers, have a back-up pair ready and waiting by the door or some other place that is predetermined. Of course, the family – and Johnny- needs to make sure the back-up pair go back to their hiding place. As a natural consequence to help Johnny become more responsible and to self-regulate – the back-up pair should be his least favorite pair of shoes/sneakers.
- Mom, Dad, or Julie could take turns in following up behind Johnny each evening to make sure that his belongings are packed and ready to go. This helps to avoid the morning rush crises.
Accepting the Source of Conflict and Moving Forward
Yes. Johnny’s ADHD is a fact in this hypothetical story. However, it is not the source of the conflict. The true source of the conflict is the family’s lack of adaptability. Johnny has ADHD. This is a concrete fact. Johnny could benefit from cognitive-behavioral therapy (CBT). Most children with ADHD respond well to a combination of CBT and the proper mediation. However, and most therapists and parents will agree, medical treatment is trial and error, and there are no overnight fixes.
What this means is the family has to deal with what is. Fighting over what should be at this point is moot, and just complicates matters further. By identifying the real source of the conflict, families can find those easy fixes -and Johnny’s missing left sneaker without all the family drama. Seeking help from a mental health therapist could benefit Johnny’s parents; however, it could also present a red herring. Families often seek mental health counseling for family problems because they do not realize there are other options such as conflict resolution which may be more cost effective and less stigmatizing than atteniding therapy. .
Foley, Marie. “A Comparison of Family Adversity and Family Dysfunction in Families of Children with Attention Deficit Hyperactivity Disorder (ADHD) and Families of Children without ADHD.” Journal for Specialists in Pediatric Nursing 16, no. 1 (January 2011): 39–49. doi:10.1111/j.1744-6155.2010.00269.x.
Friesen, John D. “Theories and Approaches to Family Counselling.” International Journal for the Advancement of Counselling 18, no. 1 (March 1, 1995): 3–10. doi:10.1007/BF01409599.
Hofmann, Stefan G., Anu Asnaani, Imke J.J. Vonk, Alice T. Sawyer, and Angela Fang. “The Efficacy of Cognitive Behavioral Therapy: A Review of Meta-Analyses.” Cognitive Therapy and Research 36, no. 5 (October 1, 2012): 427–40. doi:10.1007/s10608-012-9476-1.
“Managing Anxiety in Children With ADHD Using Cognitive-Behavioral Therapy – Emma Sciberras, Melissa Mulraney, Vicki Anderson, Ronald M. Rapee, Jan M. Nicholson, Daryl Efron, Katherine Lee, Zoe Markopoulos, Harriet Hiscock,.” Accessed May 5, 2017. http://journals.sagepub.com.contentproxy.phoenix.edu/doi/abs/10.1177/1087054715584054.
 John D. Friesen, “Theories and Approaches to Family Counselling,” International Journal for the Advancement of Counselling 18, no. 1 (March 1, 1995): 3–10, doi:10.1007/BF01409599.
 Marie Foley, “A Comparison of Family Adversity and Family Dysfunction in Families of Children with Attention Deficit Hyperactivity Disorder (ADHD) and Families of Children without ADHD,” Journal for Specialists in Pediatric Nursing 16, no. 1 (January 2011): 39–49, doi:10.1111/j.1744-6155.2010.00269.x.
 Stefan G. Hofmann et al., “The Efficacy of Cognitive Behavioral Therapy: A Review of Meta-Analyses,” Cognitive Therapy and Research 36, no. 5 (October 1, 2012): 427–40, doi:10.1007/s10608-012-9476-1.
 “Managing Anxiety in Children With ADHD Using Cognitive-Behavioral Therapy – Emma Sciberras, Melissa Mulraney, Vicki Anderson, Ronald M. Rapee, Jan M. Nicholson, Daryl Efron, Katherine Lee, Zoe Markopoulos, Harriet Hiscock,” accessed May 5, 2017, http://journals.sagepub.com.contentproxy.phoenix.edu/doi/abs/10.1177/1087054715584054.