There is a misconception that DEIJ is some convoluted concept that was created to be divisive and that ultimately does more harm than good. It is interesting how misguided this view is. Acronyms can be easily misunderstood when a lack of understanding causes people to fill in the blanks in ways that distort the original purpose.
So let’s start by breaking it down: DEIJ stands for Diversity, Equity, Inclusion, and Justice. Diversity is about bringing different voices and unique perspectives to the table. Equity is about meeting the unique needs of the members of the community you serve. Inclusion is about ensuring that everyone feels like a part of the community by seeing themselves, and the elevation of their cultural experiences, within it. Justice is recognizing and repairing harm to ensure the fair treatment of all people. None of these concepts exist to pull people apart, but rather they exist explicitly to bring people together. When these conditions are missing, we run into issues that can cause certain dominant voices to be elevated over others and create silos of silence.
I have worked in environments of isolation where my ideas were not valued because they were different. In these spaces, no one wanted to talk about DEIJ because it made people uncomfortable. Their lack of understanding was hurting all of us, including those that our company was meant to serve. What they failed to see was that companies that focus on DEIJ work have a greater impact and allow us to better meet the needs of staff and clients. When prioritized, a DEIJ focus attracts fresh talent, encourages an increase in productivity, and increases employee retention. People want to work in places where their perspectives are valued and the culture is conducive to growth. They want a voice and they want to be seen, not for who their employer wants them to be but for who they truly are. The result of such a powerful shift is employees who love their jobs, are eager to perform well, and ultimately increase profit. When you are invested in your work and your workplace, results follow.
As an educator, I have done the work of DEIJ for years. In my personal experience, environments that embrace the work of DEIJ are more productive, creative, and empowering. Feeling a sense of safety around being my authentic self has allowed me the space to develop skills and try new things that have built my capacity for leadership and professional success. At times, I have had to navigate to find spaces where my work was celebrated, but once found, I was able to shine. In those spaces, I was able to thrive and develop my capacity to lead. I was able to take my skills from the classroom into an administrative role because there were people who valued my unique perspective and understood that others needed what I was offering.
I once believed that life outside of DEIJ was the norm, now I refuse to stay anywhere where the work of DEIJ is nonexistent and not valued. I feel so strongly about this because I know how difficult it can be to show up as your authentic self when you are stifled or feel unsafe. Intentionality begets results, which is why companies that focus on DEIJ thrive. As the Supervisor of Equity for my school division, it is important that I create positively received DEIJ initiatives that allow us to shine a light on the talent, voices, and experiences of our stakeholders. We have a commitment to the personal and professional growth of our staff, and provide opportunities for them to improve their practice. I understand the positive impact that DEIJ initiatives have on staff, students, parents, and the community. I have been where they are, and I know that I would not be in my current position if not for my school division seeing value in DEIJ work and making it a priority. We do the work of creating spaces where everyone can show up authentically and thrive. This is the goal of DEIJ.
