No More Talk Without Action
I’m still reflecting on my first year as a self-employed diversity and inclusion consultant and thought partner. One thing I have noticed is people and organizations are beginning to swing the pendulum back towards DEI neutrality. What do I mean by this? Most organizations have used the murder of George Floyd as a benchmark for their (re)commitment to addressing racial injustices. However, what has become clear is that these same organizations are slowly returning to business as usual and this highly visible act of violence against another Black man was positioned as a marketing tool for companies to say they are stepping up to do better and create better work environments for all. However, minoritized folx continue to be harmed, exploited, removed, or worse. My take on this phenomenon is that the people responsible for leading these organizations (and by extension influencing its culture) due so through a White gaze. In doing so, oppressive systems continue and little change occurs.
I am hoping more senior leaders take stock of what changes they’ve actually done to foster equitable environments. HOW ARE YOU ADDRESSING EQUITY beyond data points? How have you come to understand the ways in which oppressive systems continue to create disparities among multiple, oppressed groups? And for the people in the back, how are you truly thinking about anti-Blackness in the workplace? Have you thought about the ways in which you perpetuate racist practices by volunteering (or volun-telling) your racially minoritized employees to do all the emotional and physical labor on behalf of “DEI” with little to no resources or compensation? Have you thought about how you place all the weight of the organization’s DEI initiatives onto people who have historically been oppressed for using their voices to advocate for change? And, have you thought about how you are holding yourselves accountable for the outcomes? Please make it make sense…
I truly encourage senior leaders to sit with these questions. This is not a way to blame, shame, or guilt you into doing better. Rather, it’s an opportunity to take accountability for the role you play in sustaining or dismantling systems that disenfranchise minoritized and marginalized groups. Until people in positions of power (namely, White people) see these connections and make serious changes, you remain a huge part of the oppressive ecosystem. Change happens through collective work and collective action. If you find that you are ready to answer these hard questions but need a thought partner to guide you in your journey, let’s connect.
#inclusion #diversity #equity #access #leadership
