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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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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What is holding so many workplaces in a pattern that lacks direction or purpose? The simplest answer: complacency. In organizations big and small, there is widespread DEIJ overwhelm and disconnect. A general laissez-faire, opt-in engagement approach that yields mediocre outcomes, low accountability, and slow progress.
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By and large, racial diversity efforts under attack because of the recent focus on anti-racism. Diversity and inclusion were okay… as long as we did not call out racism. We as a nation are still not willing to address our sordid history with racism, in particular anti-Black racism.
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Racial justice at work begs for me a different question: What about racial justice – period? For whom is racial justice a “nice-to-have” and for whom is it central to the possibility of success and change? Can we move toward activating members of the dominant culture to become aware and committed, and to take actions to disrupt the status quo many of us are drowning in?
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We are often asked for the “practical, tactical, nuts and bolts” of how to realize racial equity and justice within organizations, and this blog series based on our forthcoming book will seek to deliver on this ask.
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DEI in a corporate setting can be defined by two different “workstreams.” One type focuses on the internal wellness and belonging of employees, while the other works on the external facing, often through the lens of the products and services that organizations provide.
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Cultural and ethnic group variations have a major impact on children’s social maturity and development. The function of a given child’s heritage in their identity development is affected by their family history, and by their personal understanding of social context and environment. Children and their families need help and training to aid them in acquiring a positive self-concept. To make this possible, we need more access to literature that draws on these unique experiences of multiracial children in their identity developments including challenges, feelings, and their authentic journeys.
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While Walmart’s Juneteenth ice cream and other brands’ similar blunders (see Juneteenth watermelon salad), may have been operating from a place of positive intent—to affirm the value and history of Black people—the impact was clearly the opposite. It leaves one wondering: who was consulted, and how many of them were Black?
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All spaces are not for, nor should be for, those with the most privilege in our society; they have literally everything else at their disposal. Our work of carving out spaces for the oppressed will continue to be of the upmost importance until the people dismantle the patriarchy, white supremacy, and ableism within our systems. Please don’t insult and invalidate our work for liberation by saying we should focus on all lives when systemically all lives do not matter yet.
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I have thought of Justice Ginsburg’s quote many times in recent weeks as countless attacks on Ketanji Brown Jackson’s character highlighted that her very being as a Black woman in the context of an institution purportedly designed to uphold justice was perceived as a threat to those who implicitly or explicitly condone white supremacy. The travails of this extraordinary confirmation hearing represent all the more why those closest to the pain should be closest to the power. This month, I celebrate a critical step toward that goal, and hope that we can collectively continue working toward realizing it in every space.
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In March 2022, the House of Representatives passed the Crown Act. This act states that employers are unable to discriminate against employees for wearing natural styles like locs (commonly referred to as “dreadlocks”), braids, Afros, etc. The fact that this act needed to be brought to the floor of the House for a second time in 2022, after passing in 2020 and then failing to be approved by the previously Republican-ruled Senate, is a testimony to the hard work still to be done.
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