What the Curb Cut Effect Can Teach Us About Addressing Anti-Black Racism
“So, why do you just focus on Black people, what about…(insert characteristic)?”
If I had a pound for every time I heard this question, or a variation of it - usually in reference to our mission of transforming the experiences of Black employees being those most impacted by racism, bias and discrimination - well let’s just say I would be a very happy woman drinking rum punch in a land far, far away!
What can add further discomfort to this line of questioning is when you’re the Black person (like me) who’s being asked. You might be tempted to simply respond (with varying degrees of emphasis and inflection) “umm…because Black lives matter” which of course they do, no question - but which, in the end, might not be a helpful response particularly if you’re speaking to a budget holder who wants to understand why – outside of Black History Month – you want to move beyond words, hashtags and platitudes and go through a thorough, action- based process of becoming a truly anti-racist organisation – one that is not only sustainable, but will ensure your businesses operating model (including governance structures), brand presence and talent development are reviewed with clear recommendations on how to move you closer to becoming anti-racist organisation. This more sophisticated approach moves us beyond ‘increasing representation’ as the magic pill to solving the lack-of-Black-people-particularly-at-the-top problem.
So, you’ll understand when I got a bit excited when I came across an alternative way of framing a response. I read a report that mentioned a concept called ‘the ‘curb-cut effect’ which, simply put, is a phenomenon that is experienced when you target and solve for those most impacted by specific barriers the results were found to have far reaching positive effects beyond those initially targeted.
The ‘curb-cut’ was an actual thing - it was literally done to address the accessibility challenges experienced by wheelchair users when accessing particular spaces ie. roads with curbs. To address this mini-ramps were specifically designed and we all know how the story ended - it’s hard to even imagine a time when ramps didn’t exist.
But what they could not have predicted was the ‘effect’ these ramps provided in that they not only helped with issues of accessibility for wheelchair users, the initial target audience, but they also unintentionally helped many other people. They helped the elderly and people using walkers, crutches and canes, they helped parents pushing kids in prams and strollers, it also helped travellers with bulky, wheely suitcases. These are just a few examples but I’m sure there are many, many more. Basically the ‘effect’ cascaded upwards and outwards with many people in society benefiting.
So, let’s go back to the question: “..why do you just focus on Black people..?” A better response might be “because when you focus on those most impacted by racism, discrimination and bias, when you focus on the Black experience within organisation – the ‘effect’ is larger than the sum of its parts – the whole organisation and its stakeholders benefit.”
By Zandi Ndlovu - Head of Consulting
Zandi is an experienced professional with a 30 year career and is currently a Doctoral candidate at the University of Middlesex where her research explores the phenomenon of ‘inclusion’ in order to create organisational cultural shifts.
As former Head of belonging, inclusion and diversity at Investec Plc (FTSE250) and a member of the Executive leadership of Investec Wealth and Investment Ltd she has also held senior positions working with executives and senior leaders in both the UK and South Africa within financial services, higher education, professional services and television broadcasting.