Limiting the work of Diversity, Equity, and Inclusion to bias training is not a sufficient strategy. Solely focusing on personal attitudes and beliefs doesn’t account for the historical, political, and practical ways some communities are marginalized and oppressed. To facilitate meaningful change, here are seven strategies to help your organization move beyond bias trainings…
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Lack of diversity and exposure to different ways means that people don’t have a point of reference for comparison. Living in a world of sameness means that you are at risk of things being normalized that are not normal. Marginalized people know this all too well – they grow up normalizing being afraid of walking alone at night, of being pulled over by the cops, or of having the wrong hairstyle. By the time they reach adulthood, they’ve normalized living under constant stress and pressure, and they’ve learned to thrive despite it. This is why so many DEIJ practitioners put themselves on the front lines of doing this work – because overcoming a life full of obstacles is normal.
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In my 20+ years as a DEIJ trainer and consultant, I have always believed in “the power of one.” As an increasing number of individuals take a stand to foster a diverse, equitable, inclusive, and just workplace, we will also surely witness the transformative impact that the “power of many” can collectively bring about.
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From the disability employment gap, to challenges faced by immigrants and veterans in accessing healthcare and support, every issue is a critical facet of the larger picture. By recognizing and empathizing with the multifaceted nature of inequity, we can begin to weave a new societal fabric that values diversity, promotes equality, and nurtures the well-being of all its members.
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There is a misconception that DEIJ is some convoluted concept that was created to be divisive and that ultimately does more harm than good. Acronyms can be easily misunderstood when a lack of understanding causes people to fill in the blanks in ways that distort the original purpose.
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I can only conclude that too many white men, whether consciously or unconsciously, are buying into The Great Replacement Theory, and they fear losing power and dominance. If we do not uphold our democratic principles, we will all lose in the end.
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As we embark into 2024 — a year sure to be polarizing with a major election on the horizon and continuing global unrest — culture and cultural competency should be at the forefront of our minds. It will serve organizations not only in attracting, engaging, and retaining top talent, but also in weathering the volatility and uncertainty of the socio-political challenges yet to come.
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The more my world is shaped by my focus on decoloniality and deconstructing the conditioning society forced on me, the more I have learned about nervous system regulation, identity exploration, and self-expression. I no longer seek to be good, to be perfect, to be right. I seek to be authentic and principled and committed to doing the work needed for liberation of all people.
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When someone can’t recognize the humanity of every person, it illuminates so much. Peace and justice aren’t complex or contentious – what is, at times, is our ability to consider the lived experiences of those we may be less familiar with, or those who’ve been consistently marginalized and therefore unable to garner broader media or social attention. So, who will commit to setting the record straight, taking the time to learn, unlearn and/or relearn to be able to offer a new or different perspective?
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Abandoning DEIJ efforts is not an option. Only by persevering, even in this volatile and polarizing environment, can organizations continue to make progress in this field: achieving non-trivial results that benefit not only the underrepresented groups but the organization as a whole. Here are just two examples from the largest organizations continuing these initiatives and reaping the benefits DEIJ can bring.
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In this series, we invite individuals and practitioners from various fields to share their perspectives on how Diversity, Equity, Inclusion, and Justice has supported them and their work. This post is excerpted from Dr. Jennifer Mullan’s book released this week: Decolonizing Therapy: Oppression, Historical Trauma, and Politicizing Your Practice.
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Reading diversely has helped me immensely as an activist and seeking liberation for all. Here are four ways reading diversely can help you in your DEIJ work both personally and professionally, as well as how it has helped me. Plus, I give you a few suggestions to build your reading list to start reading more diversely.
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