Don’t let PRIDE ruin DEI
What is your definition of Diversity, Equity, and Inclusion?
I’ve talked with hundreds of folks about Diversity, Equity, and Inclusion (DEI). I ask folks to define Diversity, Equity, and Inclusion separately. Sure, Diversity, Equity, and Inclusion as words and concepts influence and impact each other; however, the terms individually have different meanings and solutions. Often you will find mentions of DEI as a principle, belief, goal, or action step. However, you may not discover how individuals or organizations define DEI. When you define DEI for your organization, individuals, or schools, you provide a framework and space to address DEI. Below is my definition of DEI.
Di*Ver*Si*Ty
All the ways in which people differ in their makeup, identities, and beliefs
Eq*Ui*Ty
Having fair treatment, access, opportunities, and advancement for all people through removing barriers toward success.
In*Clu*Sion
Fostering and providing belonging for members to have power, voice, and decision making authority. It’s about bringing people in.
How is DEI Being Discussed and Addressed?
Another challenge I have found is that so many individuals claim to want DEI, especially after the murders of Ahmaud Arbery, George Floyd, and Breonna Taylor. Yet, for the past year, I wonder how much progress has been made around DEI, particularly within your organization or school. Progress in DEI starts with gaining awareness and having conversations as an individual, organization, or school. I want you to, for a moment, reflect on the questions below because you can’t heal what you don’t reveal. Here are some questions to gauge your awareness and to engage in conversations with others.
What conversations have you had about DEI within your organization or school?
Whose leading the DEI conversations?
How are people being affirmed in DEI conversations, if at all?
What difficulties have come up in conversations about DEI?
What are the DEI goals for the organization or school?
Are conversations about DEI resulting in changes being made?
If changes are being made, how is the organization or school addressing accountability?
What individual actions or steps have you made toward improving your understanding and work around DEI?
Would your colleagues say your work demonstrates your commitment to DEI?
This is not an exhaustive list of questions, but a starting place to help you identify what’s being said, done, and changed around DEI, both individually and organizationally? I hope that individuals are having conversations, and people are choosing to show up to those conversations. No matter how difficult they may be, it’s essential to show up to the conversations and not let personal obstacles get in the way.
How is P.R.I.D.E. Impacting DEI
One personal obstacle that plagues every human is pride. Pride often gets in the way of progress toward DEI being addressed. You might be thinking I’m referencing the emotional, egotistical, all-knowing pride. No, I’m referring to this acronym of P.R.I.D.E.
People, practices, and/or policies
Resisting
Inclusion
Diversity
Equity
I encourage you to be honest about the P’s impact on your progress because they are present. So why does P.R.I.D.E. show up when you discuss DEI and start implementing actions toward addressing it? Check out my list of reasons.
Human beings don’t like change.
Fear of losing power, control, resources, or saying the wrong thing.
Acknowledging that you have caused harm or done something wrong is hard to do and often requires a restitution response.
Those who benefit from the power and/or privilege do not want to relinquish it.
Some folks comfort matters more than the discomfort or harm being done to other people
Fear for being called one of the “ist” or “phobic,” or dealing with the “ism.”
Addressing DEI requires resources (time, people, and money) that you say you don’t have.
Willful ignorance is easier to maintain than learning new information
These are just a few reasons why P.R.I.D.E. shows up when you discuss DEI. You may be asking yourself, so what are SWIT’s suggestions for addressing P.R.I.D.E.? Stay tuned to the next blog for some suggestions.
