Introduction
The movie “Hidden Figures,” explains the story of three bright African-American ladies working at the segregated West Area computer division of NASA’s Langley Research Center in Hampton, Virginia. The three experienced a lot of discrimination at work and in their daily lives. The story revolves around empowerment and breaking barriers of color and gender during an important period of the Civil Rights Movement (Melfi). The minds of these ladies were of great help to John Glenn, one of the Astronauts. While orbiting around the Earth, they ensured that the mission was successful and that the astronaut returned home safely (Melfi). Therefore, the film’s primary focus is inspiring people working to attain workplace inclusion, equality and diversity. In this regard, this paper explores various leadership lessons learned from the film that help attain employee inclusivity.
How the Film Works To Inform the Audience
The film is a story is about perseverance and triumph over adversity. It informs the audience about the barriers encountered by women in their lives, such as inadequate access to education the challenges their exceptional intellect and offers them with tools for highly skilled work. These barriers only become apparent as women continue to encounter them. Since women are accustomed to being twice as good as their white counterparts, they become highly prepared for the professional obstacles they will face later when technological changes require them to pivot to remain important to Langley’s operations.
The Relevance of the Writer
The author explains how racism and racial tension at Langley and the surrounding towns against black people are in existence throughout America. In addition, the film provides the audience with a historical context, such as changes in hiring practices. The story is truly a perseverance and triumphant trajectory because the lives of the three women are on contact upward trajectory and is the arc of the story.
Writers Choice
Leaders should Eliminate Employee Barriers
The author presents AI Harrison tearing down the sign used to identify the single washroom mainly allocated for African-American women using a crowbar and then comments that they pee the same color at NASA. These actions successfully removed a big obstacle that was getting in the way of Goble’s work. Thus, AI Harrison removes a huge stumbling block for many talented individuals by identifying and resolving an issue affecting one person (Melfi). These little things often make a huge difference; just because one cannot see a disability does not mean that an employee is not affected (Melfi). The author tries to convey that it is important to meditate on how certain organizational policies and processes may remove obstacles for other people.
Make Efforts to Be More Diverse and Access a Large Pool of Talents
The author encourages leaders to make all efforts to be more diverse and access a large pool of talent. In the film, Harrison Space Task Group was looking for a new computer which is the plot that supported Katherine in being hired. In 1935 women were recruited first at Langley, but by 1943, there was an increased demand for skilled personnel (Melfi). President Roosevelt issued an Executive Order to merge the defense sector. Thus, Langley was able to include Africa-America women in the process of searching for talents. With the availability of large labor pools to Human Resource Managers, companies are making diversity a top priority (Melfi). In this regard, the film tries to show how Longley attracted different and well-qualified applicants by requesting internal applicants through an open invitation.
Small Gestures Go a Long Way in Creating a Sense of Belonging
The author reveals that small gestures go a long way in creating a sense of belonging. When a group of astronauts arrives at Langley, the crew makes a line to welcome them home. At this time, the African-American women are at the end of the line, and John Glen goes and shakes their hands (Melfi). Although the act might seem small, such a gesture gives women a more remarkable impression and provides them with the feeling that they are also valued and belong to the entire team. Showing the other person little kindness provides a sense of inclusion and belonging because such an act can change their perception (Melfi). It also provides emotional healing and creates stronger relations with other people.
Biasness Makes an Employee Feel Unwelcome
According to the author, biasness can make an employee feel unwelcome even with the best intentions. As one gets used to the shocking representations of discrimination powered by bigotry and racism, the film throws the audience in a bit of a curve. Colonel Jim Johnson discovers that Katherine works as a computer expert at NASA while trying to win her over (Melfi). “That is pretty heady material; do they allow women to manage that sort of work?” he blurts out without thinking (Melfi). Such gender biasness in the middle of the film shows that discrimination can take different forms. Reduction of biasness in the workplace requires the management to spot them. Therefore, it is the role of leaders in an organization to create an environment that promotes equality.
Apologizing After Making Mistakes Is Crucial
The author further presents the idea that it is important to apologize after making a mistake. Katherine responds to comments by Colonel Johnson in an angry manner. Although Colonel’s first apology worsens the situation, he subsequently apologizes sincerely and wins her over (Melfi). Even though it is almost difficult to eliminate our unconscious prejudices, being ready to accept responsibility for them helps avoid potentially damaging situations. When a leader makes an apology, it does not mean that the authority held is jeopardized. Being apologetic as a leader to the other team members is a sign of humility and a vital element of transformative leadership (Melfi). The team is always aware of an error committed, and a respected leader will be ready to apologize.
Using Privilege to Empower Someone in the Workplace
The author uses the film to advocate for the use of privileges to empower other people in their places of work. During the preparation for the historic flight, John Glenn asked AI Harrison if Katherine Goble had checked all the numbers (Melfi). The film pivots in this scene because Goble, who had moved to the firm recently, is suddenly given a prominent role. She would not have been part of the Space Task Group without the assistance of Glenn. Empathy is vital in helping one understand privilege functions in the workplace. Therefore, the creation of a less harsh working environment requires leaders to acknowledge the existence of privilege.
The Most Effective Way to Help Oneself is Helping Others
According to the author, the best way to support oneself is by helping others. The current news is that robots are replacing human roles very fast. An African-American lady working as an official supervisor of a group of African-American women encounters a similar problem (Melfi). After the arrival of a brand new IBM mainframe computer on the site, the lady realizes that that machine will automate the manual calculations. Building the team placed her in a position of strength when Langley managers realized they needed people who could operate the new computing devices (Melfi. Therefore, the basis of authentic leadership is assisting others; thus, those who commit themselves to genuinely supporting the development, accomplishment and well-being of other are finally the ones who find success in their leadership and places themselves for increased influence.
When Concentrating On Performance, Diversity Develops Intuitively
Finally, when concentrating on performance, diversity develops intuitively. The main idea passed in the film is that neither gender nor skin tone should matter when striving for achievement (Melfi). Performance is the only factor that can change anything. Hence, the labor of individuals such as Dorothy Vaughan, Mary Jackson, Katherine Goble and countless other black women started opening doors for increased equality in the workplace. In the real sense, performance at the workplace is the natural equalizer. Employees are more likely to enjoy their work and desire to stay long in an organization that promotes inclusivity. However, there is more creativity in an area where different people from diverse backgrounds, ethnicities, and experiences exist.
Conclusion
Conclusively, the film “Hidden Figures” is a fantastic one at my level, and it is worth watching. It is an excellent social analysis providing historical lessons. The main point passed is that strong leadership at all levels might facilitate amazing feats such as space travel or the dismantling of societal obstacles. These women not only inspired not only space travel but also a future generation of leaders in space.
Work Cited
Melfi, Theodore, and Margot Lee Shetterly. Hidden figures. Twentieth Century Fox Home Entertainment, 2017.