Ableism is currently a commonly used term and a prominent concept among people who value diversity, equity, and inclusion (DEI) and champion disability rights. But does “ableism” have staying power? Can the ideology it represents permeate the constructed reality of those in society who aren’t concerned with DEI or disability rights?
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Most of the K-12 school leaders I work with do not have any formal public statements that declare their stance on anti-racism as a value at their schools. Without a transformation of beliefs, behaviors, and ways of being in conversation to action, students and teachers or school leaders will not actualize the equitable schools they so desire to lead. Hence the importance of “Calling Out” and “Calling In” to cultivate, nurture, and sustain an anti-racist culture of accountability.
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While not explicitly mentioning diversity, equity, inclusion, and justice (DEIJ), the U.S. Constitution and the Bill of Rights provide foundational principles that can guide corporations in implementing DEIJ programs. Recent research and legal developments highlight the importance of aligning these programs with constitutional principles to ensure effectiveness and legal compliance.
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The evolving sociopolitical climate has created opportunities and challenges for diversity practitioners who must contend with louder resistance to equity efforts. In early 2022, I researched how others in the field are working to overcome the barriers to real equity work, stay the course, and advance the momentum of change.
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Through their presence, Black medical professionals serve as catalysts for change, advocating for improved healthcare policies, fostering trust, providing culturally sensitive care, and ultimately contributing to better health outcomes.
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I beam with joy every time I see Black self-published or hybrid-published authors because we are able to control our narrative. Gone are the days of waiting for outside validation, we validate ourselves. Our voices, perspectives and stories make the world go around. We are Black — unapologetically.
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Polarization permeates my life as a Black individual, a vegan, and a Christian. From discussions about the prevalence of racism, to the role of Christian doctrine, even to decisions about my diet, I am often emotionally overwhelmed. I attempt to use this model when I enter these potentially polarizing discussions.
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I believe an optimistic state of mind is a prerequisite to being able to reimagine positive outcomes and then act to achieve them. I also know that right now it is really, really hard to hold an optimistic state of mind. Here are the things that keep me optimistic, give me hope, and spur me to action.
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Many organizations invested in DEIA for optics due to expectations of applicants, employees, shareholders, and customers. Unfortunately, it resulted in broken promises and stress. For the lucky, (and I hope that is you) you have joy, inspiration, support, growth, respect, productivity, accessibility, and inclusion. But many experience the first six-month “honeymoon” in DEI roles.
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Dear DEI Practitioners, as we explore what we are grateful for this season, I believe we need to center our embodiment and well-being more. We need each other. To do things differently. To learn to do things differently, even as capitalism (job security, pressures to give, perform, conform, etc.) makes it difficult and will still be here.
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Here you will find a few steps your organization can take to not only ensure compliance with legal requirements, but also create a culture that celebrates diversity, attracts top talent, and drives positive change within the workplace and beyond.
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There’s something at play in our culture that reinforces DEI folks, organizers, care workers, and others in this pattern of feeling overburdened, overcommitted, and forgetting about ourselves. There’s so much to do and change, and often limited resources. Consider: On a scale of 1-10, how often do you override your feelings and needs?
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