DEFUNDING DEI
“When we’re talking about diversity, it’s not a box to check. It is a reality that should be deeply felt and held and valued by all of us.”
― Ava DuVernay
The year 2020 will go down in the history books as being one of the most impactful, yet historical periods of our time. It presented an onset of new issues and made some transparent. Granted, if one were to take American History into account, alone, the latter would be more accurate. It is commonly known that America has a dark past with racial and cultural injustices, historic constructs have shaped the present perception and perspective of certain cultural norms exhibited today. With the senseless killings of Ahmaud Arbery, Breona Taylor, George Floyd, and many other Black Americans, and the introduction of coronavirus, America was forced to look at its history and recognize the impacts of inherent, systemic, and systematic racism. The proverbial wave of consciousness seemed to impact global neighbors in what may argue as, for the first time, stood in solidarity against the racial injustices, recognizing that this was both an international concern and an issue with humanity.
In response to the circumstances, organizations made commitments toward Diversity, Equity, and Inclusive (DEI). Given the current pool of jobs, the market is now and was before filled with DEI positions in which organizations have transformed their websites to be more socially responsible on the matter. There were even some instances where divisions and/or departments were created to solely dedicate time and effort to the advancement of DEI work. However, “few have yet to make meaningful progress” (Human Resources Director, 2022). In fact, while conducting consulting work, we have found that many organizations have key personnel assigned to this area but have yet, to make any significant progress. For nearly three years, some employers are clueless on how to proceed or chart progression in a way that is impactful without interrupting the current flow of business and equally serving as an added benefit.
Diversity, Equity, and Inclusion (DEI) have been received with mixed emotions. There are some who are attributed with poor representation and/or misunderstandings of the subject while others believe that it is the antidote for social divisiveness all the while leaving more with wavering thoughts on the matter. Regardless, it is perceived to be a political and/or gimmicky and/or marketing approach to the subject, leaving many to question the true integrity of the movement or paradigmatic shift.
Due to the constant criticisms, many organizations are now closing the doors on DEI efforts in an attempt to return to “business as usual,” while others are defunding DEI, divesting or reallocating funds throughout the departments to what is perceived as more suitable work. “Colorado Springs School District 11 has effectively dissolved its groundbreaking Department of Equity and Inclusion and, with it, the director of equity and inclusion position (Anderson, 2022). There were claims of not having “enough information about the activity of the Equity Department over the last two years, and what continued funding would be used for, to move forward with 2022-23 funding” (Anderson, 2022). Unfortunately, this has become the trend; fear, that in the near future, many organizations will follow in their footsteps. “While many companies believe that DEI is valuable, organizations are often not providing adequate resources, or aren’t strategically investing in DEI at the right levels to create significant change,” Blanche told HRD. “This means that companies are largely performing, rather than creating, DEI” (Human Resources Director, 2022).
However, “many organizations have missed the mark, leaving employees of color feeling unsupported and even considering reentering the job market” (Jackson, 2022). Even with the perceived lack of support and the possibility of ending DEI initiatives, there is still hope for the work to be done. “Diversity, Equity, and Inclusion (DEI) should be the vehicle that brings individuals together through the appreciation and awareness of various cultures, experiences, and perspectives. This is something we all have and can all share. Equally, there should be an openness to leverage strengths where there is an opportunity for growth while welcoming the uniqueness, individuality, and differences of others, even in opinions.” (Garnett, 2022).
For individuals and/or organizations seeking to leverage positive DEI outcomes, here are a few suggestions. The idea is not to cover every single area of DEI but to provide insight on possible ways to reshape our views. Please note, for more specific scenarios, it is encouraged to reach out to us directly.
There is no one size fits all methodology: A simple Google Search on DEI will yield nearly 2.3 billion results in as little as 77 seconds. Meaning, there are several methodologies, ideologies, definitions, perspectives, and approaches to the subject. Please note, there is no one correct option. DEI is a fluid spectrum that can be curtailed to the specific needs of an entity if willing to spend time in observation and assessment. Even when one may feel that an appropriate methodology is reached, be open to not making it a law but more of a guide to assist with navigating through the DEI space.
Race Equity and Critical Race Theory are not considered DEI: Valuable DEI time has been exhausted on conversations regarding Race Equity and the Critical Race Theory. Though extremely pertinent to the DEI Collective, Race Equity and Critical Race Theory, alone, are not DEI, they are subsets of DEI. In fact, there are several subsets of DEI that should be included in the conversation that is often overlooked and/or rushed through without providing adequate explanation and/or rationale. In response, people create false narratives based on misrepresentation of a theory. It is strongly encouraged to not rush the DEI process or even attempt to address it with a broad stroke. Provide information in digestible segments and processes.
A variety of Races do not equate to DEI: There is a terrible misconception that having people of various races on a board or in leadership automatically equals having diversity. It is very possible to have people of various races but share the same mindset as it relates to doing business and/or treating others. Consequently, providing very little to the diversity spectrum. In this case, we should also examine experiential experience as well. Be mindful that the room isn’t filled with a collection of ‘yes men.’ Be sure to encourage opposition and healthy confrontation without retaliation.
DEI is not BIPOC Exclusive: Aligned with the above suggestion, there is a misunderstanding that DEI efforts are for non-Whites only which can be no further from the truth. The DEI spectrum includes all of humanity. The “White Experience” must be included as well to forge unity and build togetherness.
Core Values vs Company Culture: Many organizations have a set of fundamental beliefs and/or regarded principles in which it is believed their company stands. However, there could be unknown or unrecognized company cultural norms that are competing with those organizationally set values. Organizations are encouraged to clearly define with DEI looks like for them and not assume anything is commonly understood. Target key areas of opportunity or change.
Preferred Language: Seldomly included in the DEI conversation is the importance of language. In America, there is no such thing as proper English, yet we have accepted majorly spoken/written and state standardized as such. One of the unseen beauties of DEI is housed in the various American Language and Dialect groups. Each language and dialect are tied to culture. Oftentimes, we miss out on cultural richness by mislabeling language styles and dialects. When communicative style deviates from the standardly accepted, it is often associated with poor education or intellect. With the introduction of Ebonics and the African-American Vernacular English, cultural significance was either misplaced or completely ignored. For instance, African Creole is relabeled; whereas, French Creole is respected and celebrated.
Provide Meaningful and Relevant Action Items: When navigating in the DEI space, try to provide action items that lead toward togetherness. Surveys and Training Assessments are beneficial, but there needs to be an emphasis on behavioral integration as well.
Religion and DEI: DEI is often viewed as a secular or social issue versus one that impacts religion. Remember, no area of life is exempt from restrictive ideologies and social conditioning. Therefore, our individual experiences can shape the way we view areas of importance, even faith, and religion.
Information Overload: When conducting any type of research or training, data gathering is extremely important. However, don’t get so caught in gaining knowledge that we lose sight of practicality and application. Data can be used in many ways, be sure to use collected data as a means to resolve division and not just point to it.
Embrace Storytelling and Lived Experiences: A portion of the research often underrepresented is storytelling and lived experience. Oral tradition is still alive and not all relevant information is found within libraries or on the world wide web. “Storytelling is the social and cultural activity of sharing stories, sometimes with improvisation, theatrics, or embellishment. Every culture has its own stories or narratives, which are shared as a means of entertainment, education, cultural preservation or instilling moral values” (Wikipedia, 2022).
Do not overthink it: At a high level, we are more prepared for DEI than we realize. If we were to take the blinders off, we will see DEI in action at the local grocery store, movies, amusement parks, and even restaurants. Imagine if we want authentic ethnic cuisine, we know exactly where to go. This shows us that we respect cultural differences and are willing to participate and invest in those endeavors. Picture the impact, if we were to apply these same concepts in legislation, education, business, and religion.
Again, this is not an attempt to cover every area of DEI but to provide a refreshing lens for those with a desire to implement a sense of diversity, equity, and inclusion in our personal and professional lives. It is encouraged to not get caught up in the policing of appropriateness but being aware of the differences that do exist and learn how to respond when they are encountered. At this very moment, there are some self-proclaimed DEI Gurus, Allies, and supporters that have all the knowledge and buzzwords but lack the ability to apply those very concepts. Therefore, “it is important to partner with individuals and/or organizations like, Love Is A Parable that inflames togetherness and has the knowledge, experience, and agility to navigate through various climates. It takes a unique skill set to understand that even opposition is a part of DEI. If we allow unprepared, misinformed, or untrained entities to continue to erroneously facilitate operations under the DEI umbrella, we run the risk of further widening the divide and creating reactions that may cause irrevocable consequences, leading to the demise of inclusion while fortifying the restraints of the disenfranchised, vulnerable, and marginalized populations” (Garnett, 2022).
References:
Anderson, Greta (2022, April). D11 dissolves Department of Equity and Inclusion. The Colorado Springs Business Journal, (), . https://www.csbj.com/news/d11-dissolves-department-of-equity-and-inclusion/article_a9835ff0-b6ba-11ec-946f-b335514e47a3.html
Garnett, J. Dwayne (2022). Love Is A Parable. https://loveisaparable.com/thoughts/Coloring%20Within%20The%20Lines:%20The%20Misconceptions%20of%20DEI
Human Resources Director. (2022). Human Resources Director-California. https://www.hcamag.com/us/specialization/corporate-wellness/only-34-of-companies-have-enough-resources-to-support-dei-initiatives/326842
Jackson, Ashton (2022). CNBC Make It. https://www.cnbc.com/2022/08/02/dei-plans-are-stalling-at-frozen-middle-managementhow-to-fix-it.html
Wikipedia. (2022). Storytelling. https://en.wikipedia.org/wiki/Storytelling
Love Is A Parable- an initiative and movement that later became an organization within itself. Love is A Parable is a DBA and subsidiary of Altar and Dwelling Place, Inc. We are a charitable and educational 501c3 organization, that provides character, social, and leadership development to those who have an aspiration toward unity, love, and kindness through a reflective thinking approach and sacred-box theory that involves value-based education.
J. Dwayne Garnett, BSRT, MHA, QP
Chief Executive Officer
Love Is A Parable
Available for Empowerment Speaking Engagements, Consultations, Uncovering Sessions, and Instruction.
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