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Reflective Writing

Name

Institution

Instructor

Course

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My name is Julian Kevin Sampson, and I am Jamaican. Jamaica, known for its dynamic

culture and lovely landscapes, has molded my personality and impacted my way of life in

various ways. Being a Jamaican has given me a rich social heritage but has also presented

challenges due to the prevailing demeanors toward homosexuality in the nation. Growing up in

Jamaica, I encountered the effect of my ethnic identity day by day. From a young age, I knew I

was different, and this distinction was regularly met with insulting and teasing from my relatives.

Their derogatory comments and names like "Jenny" made me feel helpless and disconnected.

Despite their endeavors to change me, I remained true to myself and grasped my unique

character. This consistent struggle with societal desires and the pressure to comply with

conventional sexual orientation standards significantly affected my self-esteem and emotional

well-being.

Moving to a diverse community in Port Antonio was initially a source of alleviation for

me. I saw it as a chance to elude the bullying and dangers I confronted in my previous

environment. However, the harassment and segregation continued, as I became a target of

defamatory comments and viciousness in my new provincial community. The term "fish," a

derogatory slur against gay men in Jamaica, was utilized to demean and threaten me. Living in

steady fear and feeling miserable, I contemplated the thought of not existing anymore. The

challenges I confronted due to my ethnicity and sexual orientation continued into adulthood. In

2011, I was physically assaulted by a close girlfriend while attending university. The occurrence

shook me to the core, and the lack of equity and support from the authorities further extended my

feelings of betrayal. This encounter reflects the culture of violent homophobia that exists in

Jamaica, where seeking equity as an LGBT person is regularly met with indifference or hostility.
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Away from the hardships, my ethnicity and sexuality have brought me pride and

joy. Moving to Kingston and attending college provided a new environment to explore my

personality and connect with the LGBT community. Through my association with J-FLAG, I

found comfort and motivation from individual advocates who served as role models. Their

bravery and commitment to battling for human rights ignited my enthusiasm to contribute to

advancing LGBT rights in Jamaica.

In the working environment, my cultural encounters as a Jamaican and a gay man have

affected my interactions and career choices. The fear of homophobic viciousness and

discrimination has constrained me to be cautious about uncovering my sexual orientation. This

self-censorship and fear of judgment have sometimes limited my capacity to express myself and

entirely shape bona fide connections with colleagues. In addition, the risk to my safety has

caused uneasiness and influenced my efficiency, creating extra challenges in my work life.

About the topics and ideas examined in the chapter and extra resources, my encounters

align with the discussion on intersectionality and the effect of cultural standards on individuals'

lives. The crossing point of my Jamaican identity and sexuality has exposed me to numerous

layers of segregation and marginalization. It highlights the significance of recognizing and

tending to the unique challenges confronted by people who belong to multiple minority groups.

Several crucial variables should be considered to form a working environment training

program that upgrades sensitivity to and acknowledgment of social diversity. To begin with, the

training should cultivate a comprehensive and secure environment where workers feel

comfortable communicating their personalities without fear of judgment or discrimination

(Fernandes, 2023). This will be accomplished through educational sessions that give insight into

distinctive societies, including their histories, conventions, and values. The training program
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should too advance open discourse and dynamic listening among workers. This will be

encouraged through workshops and group discourses where people are empowered to share their

perspectives and encounters. These conversations should be guided by prepared facilitators who

can guarantee that respectful communication is maintained throughout the process.

The training program should also incorporate modules on oblivious bias and

generalization awareness. By raising awareness about these cognitive processes, workers can

better understand how social generalizations and preferences impact their perceptions and

behaviors. Practical procedures for moderating unconscious inclination should be provided to

empower workers to create more informed and comprehensive choices. In addition, the training

program should emphasize the significance of allyship and solidarity. It should enable

representatives to effectively support and advocate for people from diverse backgrounds,

including those who distinguish themselves as LGBTQ+. This may be done through mentorship

programs, where laborers from different foundations can connect and learn from one another.

Finally, the training program should be ongoing instead of a one-time occasion. It should

incorporate regular check-ins and assessments to evaluate the program's viability and distinguish

improvement regions. Organizations can make a culture of consideration and acknowledgment

by persistently updating and refining the training program based on criticism and advancing

cultural dynamics.

In conclusion, my Jamaican ethnicity and my encounters as a gay man have shaped my

personality and impacted my lifestyle. Whereas I have confronted various challenges and

dangers to my security, my social background has given me strength and pride. By recognizing

the effect of culture on individuals' lives, organizations can create training programs that upgrade

affectability to and acceptance of social differences. These programs should cultivate inclusivity,
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encourage open dialogue, address oblivious predispositions, promote allyship, and be an ongoing

learning and development process.

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Reference

Fernandes, P. (2023, February 21). Creating a Diversity and Inclusion Training Program.

Business News Daily. https://www.businessnewsdaily.com/9782-diversity-training.html

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