As the New Year kicks off and we approach a presidential transition in the U.S., many people are now left wondering: has DEI died? I’d argue that it has– and that’s a good thing.
That is, the parts of it that never should have been given the time of day yet were allowed to become the foundation of the practice, replicated across industries for little to no return on value for women of color.
With this incoming administration, the opportunity lies not in bending or sacrificing to be more appealing to White folks with power and money, but to lean into the authentic work of DEI. That looks like:
Having the courage to do what is just and equitable, even if it means making some White folks feel uncomfortable.
Pretty much right after the election ended, we immediately saw political and corporate leaders rethinking (or better yet exposing) their strategies for wanting to cozy up to the incoming administration even before it actually kicks off. But for the rest of us left, there’s a line drawn in the sand and a choice to make: will you cower in fear, or finally begin to do the true work required to build an equitable and just world?
For the last five years, the one fact about DEI that’s been conveniently overlooked is that it will require White folks to cede power in some way. That doesn’t mean that there will be a new world order where White people will lose everything, but it does mean that White folks have to get comfortable with the concept of giving up their comfort and the insidious ways that power is wielded over people of color.
The conversations that many organizations have been having about DEI in this time frame have been conducted with the intent of finding solutions that make White people feel most comfortable. Invest thousands of dollars in campaigns and communications that signal to the public that you’re doing the right things and know all the newest lingo? No problem. Invest thousands in culturally relevant professional development for the women of color at your company, or hire, retain, and promote their leadership? Slow down now. Shifting that kind of perspective will be crucial for the road ahead. DEI is not about what will appeal most to the masses or to stakeholders, but what will make your place of work more equitable, inclusive, and safe for the people of color inhabiting it.
Understanding that uprooting racism and anti-Blackness is a choice– it’s up to you to choose wisely.
Every bit of how this country looks and functions is a choice. From poverty, to environmental harm to structural racism and patriarchy, there are systems and stakeholders in place that keep business going as usual and attempt to quelch any signs of uprising or change.
The same goes for the workplace where the chronic stress and fear that many folks of color, especially women, live under is by design. The belittling, microaggressions, and harm are a function– not just a bug in the system. Shifting this requires those in power– especially White folks– to recognize this distinction and make a different choice.
At this stage in the game, I’m convinced that most White folks already have some level of awareness of their specific role in upholding anti-Blackness and racism. To ignore that is a choice, and one that means that you are willingly complicit in the oppression and harm of people of color. Doing the true work of DEI requires an acknowledgement of this, and an active choice to make different decisions.
Recognizing that racism and anti-Blackness are just as much systems of oppression as they are interpersonal acts of violence and harm.
The first Trump administration and the summer of 2020 taught me that many White folks are great at talking the talk. The reading lists and focus groups were plenty, but the shift in the lived experiences of people of color were few. The gap in language versus action is less of one that is a skill or competency issue, and more of one that is a conscious choice to not apply that knowledge in our daily lives.
As we head into this new era, undoing the White Supremacist Culture habit of needing to be the smartest and loudest voice in the room even if it means being the most out of touch will be paramount. Racism and anti-Blackness are undoubtedly forces that reside within our political, legal, health, and other systems, but they are also core beliefs and biases that individuals choose to uphold on a daily basis. Admitting that is where most White folks get stuck, as it can raise difficult emotions like guilt or shame. Moving past that is key for liberation.
DEI may be dying, but I argue that it’s for the best. It’s been high time for performative and empty words and pledges to die out to make way for authenticity and transformative, lasting change. ShiftED Consulting is here to assist you in that journey; schedule a consultation today to begin yours.
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