Ticking the Boxes vs. Embracing Change: Is Your Organization Stuck in the Past

A few years ago, a colleague (to protect her privacy, I am using the pseudonym 'Sarah' for this story), who was in the senior leadership team in Kenya was promoted to a similar position that she held, but to our South Africa business entity. A delicious knot of nervous excitement twisted in her stomach. Anxiety tingled at the edges of her smile, but it was quickly eclipsed by the thrill of the unknown. This was a chance to reinvent herself, to paint her life on a brand-new canvas.

Sarah then moved to South Africa with her two daughters. Within a year, it was clear that the Managing Director of that entity was not willing for her to be part of his senior leadership team and for that reason, he never gave his approval for her to get a work permit. In short, she had to pack her things, and get back to Kenya.

The words she must have had to use to tell her children of this development must have felt heavy on her tongue, like stones lodged in her throat. She must have rehearsed the lines in her head a thousand times, each iteration triggering a fresh wave of apprehension and disappointment. How would she explain dashed dreams and unfulfilled promises to the eyes that continually shone at her with innocent trust?

An even worse fate would find her when she got back to Kenya. Her senior role had already been filled up and she had to contend with taking up a new role that was junior to the one she previously held which required a different set of competencies.

In time, I was to learn that the Managing Director of the South African entity, choked by a knot of resentment because my colleague had been promoted by somebody more senior than him, had disapproved her appointment, making her a pawn in a spiteful game.

Fast forward a few years later, and a senior leadership position opens up in Kenya, in a function that Sarah has had to re-invent herself. The universe had served her a curveball, and it came wrapped in the package of a new skill. Office politics can have a detrimental impact on both employees and the organization. Leaders must set a positive example by prioritizing transparency and fairness, while employees can cultivate resilience and navigate the system strategically.

The former Managing Director of South Africa, now the head of the Region, insists that a South African must take the position in Kenya. Even though the person being recommended is less qualified, he bulldozes his way and coerces the local Kenyan entity to confirm the application for a work permit, using a multinational organization based in South Africa, but with offices in Kenya. He wanted to ensure that he had total control of the process. It is quite clear that unconscious biases played a key role in the selection process.

And guess who is asked to submit her papers, to be the understudy for the next two years by this new expatriate? “Yes, your guess is just as good as mine; Sarah!’’ She has a degree, master’s and is conversant in a foreign language, and is asked to submit her papers, to be trained by a higher diploma holder. The sad part in this story, is that our Kenya immigration government officials, look at these papers and approve the work permit. I am sure there's a sound explanation behind it, buried somewhere between the craters of this glorious debacle.

I am not advocating for not having foreigner’s working in Kenya. That would be myopic thinking and small mindedness on my part. However, it is important to remember that immigration policies should be designed to benefit both the country and the individuals seeking work. By focusing on merit and upholding fair practices, we can create a system that attracts talent, promotes economic growth, and celebrates the richness of diversity.

While legal compliance is essential, Equality, Diversity and Inclusivity (EDI), goes beyond simply upholding laws. It's about actively creating a work environment where everyone feels empowered to reach their full potential, regardless of their background. This involves continuous efforts to conduct regular and unbiased hiring practices, implement training and workshops on unconscious bias and cultural sensitivity, provide equal opportunities for career development and advancement, create a safe and inclusive space for open communication and feedback and celebrate diversity and promote cultural understanding.

By prioritizing EDI, organizations can reap significant benefits not only for their employees but also for their bottom line and overall success. It's an investment in a more just, equitable, and productive future for everyone involved.