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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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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As advocates for Equity, Diversity, and Inclusion (EDI), we are fighting battles on many fronts: EDI fatigue in organisations, concerted efforts to limit EDI work in some spheres, lack of resources—you name it! Today I want to talk about an internal issue, relevant to us EDI practitioners, advocates and experts: the lack of an “us” in EDI.
Read More![The Buzz: The [Black] Dolls Are in Town](https://theinclusionsolution.me/wp-content/uploads/2024/04/Young-Black-girl-with-Black-baby-doll-627x376.jpg)
The Addy Walker doll and the Black Barbie were staples in my childhood. They were proof that I, a Black girl, was special, worthy, and beautiful. In a world that tells Black girls and women, we aren’t good enough, Addy defied mainstream claims. It warms my heart that over time dolls with dark brown skin, coily and kinky hair, full lips, and deep brown eyes have made their mark on the shelves of hundreds of stores and also online.
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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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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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Recently, the University of Florida announced the elimination of its Chief Diversity Officer and the entire office of program and support staff. The targeting of the likes of Dr. Marsha McGriff (former CDO at UF) is enabled by those who point to successful and educated Black women in positions of power as having “unfairly benefited” from affirmative action. Such erroneous claims would fall flat in the first instance if white folks took initiative in leading DEIJ change in their organizations.
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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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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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As transgender people we are not a monolith, our experiences in the workplace are varied, and I can’t speak for all transgender people. I can only speak from my experience and the experiences I’ve heard from others. Through kinship with many other transgender people, I compiled a list of what your trans coworkers wish you knew.
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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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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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