As a Diversity, Equity, and Inclusion leader, there is a recognized urgency to protect the vital work DEI aims to achieve. DEI leaders should embrace the Big Tent approach to welcome individuals from different backgrounds, fostering a coalition of teammates willing to set aside personal egos to create an equitable society. Many DEI leaders seem to be willing to exclude others just because they may not see eye to eye on everything. Nevertheless, as leaders committed to equity, we must be eager to train and coach up those willing to join this cause. As DEI leaders, we sadly do not have hard power but rather soft power to hopefully influence others towards a common goal. DEI requires an inclusive approach to engage others in building more diverse and welcoming workplaces.
DEI leaders require real decision-making power. Often, our influence in organizations is merely facilitating discussions or ideas. DEI leaders must navigate unique spaces without gaining fundamental knowledge of issues occurring within the workplace. Many organizations have committees or councils focused on Diversity, Equity, and Inclusion. However, only some of these groups achieve their shared goals. Sadly, many do not fundamentally understand the framework of Diversity, Equity, and Inclusion. Many of these meetings have devolved into rants targeting specific individuals rather than addressing systemic oppression.
I am exhausted from talking about White Rage, White Fragility, and White Guilt as a Black man from New Orleans, Louisiana, who was raised in public housing by a single mother. These theories are inadequate for addressing systemic injustices like redlining. We must shift from this constant use of buzzwords that do not underscore the trauma so many are enduring. Those theories instead give those with power and privilege an easy out during an uncomfortable conversation. Many use these concepts only to protect their destructive behaviors or, most importantly bad actors. Instead, the conversation must evolve through the lens of intersectionality by making a good-faith effort to understand the different forms of oppression underserved community members must face.
To truly embrace Diversity, Equity, and Inclusion, everyone must understand the historical decisions that have resulted in challenges for marginalized groups, including American Slavery, Jim Crow laws, redlining, restrictive immigration policies, and the genocide and displacement of Indigenous communities. Research shows that many Americans have participated in DEI trainings or meetings in the workplace. Moreover, DEI efforts must move past functioning primarily as “happy talk” or a simple “happy meal” of human differences or, when conflict arises, learning how to get along.
Leadership and Support
Diversity, Equity, and Inclusion leaders need complete unwavering support from leadership. The Abolish DEI or DEI Must DIE movement has gained significant momentum due to leaders in corporate America failing to assist their diversity leaders. Leadership must understand that enhancing Diversity, Equity, and Inclusion is challenging and exhausting. The Abolish/Defund the Police movement highlighted a response in which supporters of law enforcement came out in full force. Police officers across the country pleaded that they needed support from their leaders. Moreover, in response to those pleas for help, we have seen a rise in leaders and politicians promoting the importance of law enforcement. Also, many cities across America saw salaries/budgets for police departments increase. For diversity leaders, the plea is the same: We need support and commitment from leadership to do effective change work. To conduct sufficient changes, there must be an unwavering commitment from leadership, as DEI leaders are change agents.
Since the loss of our dear brother George Floyd, companies have pledged billions of dollars in the name of “social justice,” but sadly, those pledges have not fully materialized. James Baldwin once said, “I can’t believe what you say because I see what you do.” During a meeting with my former boss, we discussed the possibility of layoffs, and I expressed concern about my job security as the company’s sole DEI leader. This encounter occurred during widespread cuts to DEI positions across the country. I remember he looked me directly in my eyes and said, “It wouldn’t be a good political decision to let you go.” I knew the organization’s leader from that moment, who only saw me as a political pawn. This experience emphasized his genuine lack of commitment to DEI.
The Resistance Movement
Many states across the country have introduced legislation with the intention of neutralizing DEI offices and initiatives. These laws will have a lasting impact, especially with the overturning of affirmative action by the conservative-leaning Supreme Court. The attacks against affirmative action initiatives have now turned to state diversity programs. These attempts by state legislatures to end DEI is an assault on the amplification of marginalized groups. As our nation continues to become more diverse, we must acknowledge underserved populations.
Those in powerful positions are using their influence to advance the belief that DEI is racist. Billionaire investor Bill Ackman posted his opinions on X that criticized DEI as “inherently a racist and illegal movement in its implementation even if it purports to work on behalf of the so-called oppressed.” Ackman opinion was later reposted by billionaire Tesla and SpaceX CEO Elon Musk, who now owns the social media platform. Elon Musk himself has shared his opinions by claiming, “DEI must DIE. The point was to end discrimination, not replace it with different discrimination.” Many in our society believe the false idea that DEI, in some form, is advancing reverse racism or purposefully discriminating against those who are White.
Numerous anti-DEI groups, such as the Claremont Institute, End Wokeness, and Libs of TikTok, now celebrate the dismissal of DEI leaders. Many of these groups also promote the narrative that DEI is just oppression against White people. Nevertheless, that is a misleading position since this work remains open to anyone willing to promote sustainable changes. These groups must understand that amplifying marginalized communities does not mean communities representing the dominant culture are being erased or forgotten.
Avoidable Errors
One of the cardinal sins organizations make is bringing in a DEI leader without any additional personnel or funding. The process of weaving Diversity, Equity, and Inclusion into the fabric of an organization is not a task that one individual with limited funding can accomplish. Creating an equitable culture requires collective effort, time, energy, and financial resources. This is one of many errors that set DEI leaders up for failure. Many DEI leaders spend the majority of their time operating alone, seeking allies rather than making tangible progress.
Diversity, Equity, and Inclusion leaders are now, in some instances, being asked to become mediators for workplace conflicts. DEI leaders have some of the necessary tools to advocate for a resolution when a conflict arises. However, there are other focal points of this work. DEI leaders are not in-house guidance counselors when a workplace disagreement occurs. DEI leaders should be considered independent partners to ensure the voiceless can be heard without fear of retaliation or reprisal.
Lastly, many DEI leaders are given unrealistic expectations, which leads to fatigue. Dawn Frazier-Bohnert, executive vice president and global DEI officer at Liberty Mutual empathized with the DEI leaders who were thrust into a pressure cooker post-Floyd and expected to transform an entire organization within only a couple years. Companies must understand that DEI is a process that takes time.
Call to Action
We must move beyond mere defense, delving into offensive strategies to reclaim and amplify the power of DEI. We must begin to dissect the narratives and anxieties fueling the backlash, understand the tactics undermining progress, and navigate the complex political landscape hindering systemic change. DEI must take a refined approach and focus its strength on creating policies that enhance the workplace and serve the common good. Research shows that many Americans value DEI and we must use this energy to push DEI forward.
Let us reclaim the momentum and build a world where everyone has the opportunity to reach their full potential. This is a call to action for everyone not just to be an ally behind this work but instead become an active accomplice. Stand up against the harmful and hateful rhetoric that is being used to undermine the meaningful change Diversity, Equity, and Inclusion will bring to our society.
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Previously Published on Medium
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