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I've sat on this topic for a long time, just due to how controversial it can get. But I think we're at a point in society now that we have to begin asking the hard questions and examining things at a different level. Paradigm Shifts seems to be the right space to at least begin. As you read through my thoughts, think about them from the perspective of unlearning what we've known, and relearning (or perhaps perspective shifting) to understand where we can go.
Many DEIJB (diversity, equity, inclusion, justice and belonging) programs in workplaces center on the rights to resources for categorized people of color and black people. The focus is on making sure that people have access to the same opportunities and resources- from the recruitment process through succession and career planning. Many companies will onboard one or more diversity professionals to lead the charge, who are tasked with gathering data in order to justify a need for policy adjustments or program implementation within the company. This article from Harvard Business Review does a decent job of describing the typical corporate outlook on diversity and inclusion, and what companies look for in a DEI professional.
So, by now you're thinking: Ok, Nicole. So, what's the issue? Glad you asked.
DEIJB- Proximity or Liberation?
Well, I don't know that I have an "issue"- but I do see that many DEIJB professionals and programs are shallow in their approach. I also see there are two main approaches to DEIJB, with many of us falling somewhere in between: liberation or proximity. The generic article above, and most corporate DEIJB programs are aligned with the proximity approach- making sure that traditionally marginalized groups have access to the same opportunities and resources as nonmarginalized groups. And of course, I whole heartedly agree that this is a piece of the work that needs to be done.
Now, let's try to be objective for a bit. Can you see why there are some people who respond negatively to DEIJB initiatives? They are focused on resources and feel that those resources (that were given as a privilege and not via merit, but that is another discussion) are being taken away, which feels threatening to them. Meanwhile, the other side of the coin is continuing to ask for more resources and making access to those resources (in many cases) the focus of their advocacy. These two things are at odds, and we've been tirelessly working to get one side to see the benefits of sharing resources they were given.
Now, one side of the coin feels threatened and uses this to justify lashing out (dismantling or blocking DEIJB efforts, verbal assaults, continued aggression and marginalization, etc.), while the other side continues to ask to be included in these spaces, with these people, where they will be attacked, marginalized, ostracized and abused - in order to be in closer proximity to these resources (that we all need). DEIJB becomes a game of obtaining and reallocating "things"- money, time, resources, positions, power - versus being about the liberation from abuse of marginalized people.
Not to trivialize things- but to simplify: This feels like telling your friend who is in an abusive relationship to "keep fighting" for the relationship in order to make sure the friend maintains access to the resources and lifestyle they have by being in relational proximity to their partner. In fact, people do promote this logic, and phrases like "that's just the way it is", "suck it up", and "you gotta do what you gotta do" have become common place and are even used to get folks like me "in line" and OK dealing with abuse, for the sake of resources. I've heard DEIJB practitioners and other HR professionals use these phrases, which become scapegoats to holding companies and individuals accountable for their actions.
What is not often discussed or considered are the social, mental and emotional impacts that proximity to these resources brings us. The abuse that is endured to bring home a paycheck. The stripping of "unacceptable" parts of ourselves to be seen as "somebody" in a system that is actually incapable of doing so. Harming others within our communities and others around us for a chance at the "scarce" resources this society says only some of us can have.
Now, do you see an issue? Let's take it a little further.
In my opinion, all employees are marginalized to some extent in the context of an organization. We're all looked at as property, or at best as a means to an end. The last five years or so has awakened many to this fact, and I love that the workplace wellness movement has turned focus to the importance of mental and emotional wellness- humanizing the way we work.
Many DEIJB initiatives are fighting to bring marginalized employees into organizations where employees and leaders are largely untrained and unable (many times unwilling) to acknowledge them as they are; who instead are trained to control and manipulate their time and talent for the building of resources (for themselves). "They" in this context refers to those who maintain and control power and resources- this is who we're up against. Marginalized people face layer upon layer of abuse and barriers to thriving in organizations:
Structural racism and cultural beliefs and values of the "dominant" culture in America (and I assume to varying degrees in other westernized countries) create multiple other layers of marginalization and abuse for those who do not align with these "norms" (beauty standards, ways of speaking, dress, personality, social status, gender, etc.).
The intra-group violence we inflict on each other as marginalized employees, vying for one a few spots at the top of the corporate ladder, the top of the social structure, or the top of the income scale.
Persons with disabilities are either physically excluded from participating in this system due to issues of access or are excluded at another level based on different thinking and abilities.
So, What's the Answer?
It's complicated.
No one on either side of this DEIJB paradigm should be made to feel as if they are wrong or right, in theory.
I think the path forward depends on what we collectively decide is the approach with the best - and most long-term- outcomes. Can we put aside the competition for resources long enough to come to a collective solution?
My personal opinion laced with facts: There are many, many more people who are victim to this system than are beneficiaries to it. So, when forcing others to be part of this system, it is a responsibility of the system to ensure equal and fair access to the system you need, to the people you need, for their talents and resources to keep this system afloat. This is an accountability that is rarely stated, at least in this way. It's a start.
Personally, I feel a focus on liberation is key- on freeing us all from abuses and mental and emotional damage incurred by participating in this system and proximity to people and systems that intentionally harm us. Sure, resources are necessary as part of this system we currently live in and need to engage in, to varying degrees- there's no denying that.
However, we've been fighting and advocating for a long time now, and we're very much more or less where we've always been- it just looks different. The acquiring of more resources has not helped to heal -or prevent- continued psychological and physical abuses we continue to see in organizations. Mental and emotional bondage is a lot harder to identify, acknowledge, and solve for-especially if you're the one experiencing it. So, I get it- we aim for what we feel we can get.
When I advocate for DEIJB, I'm not advocating to be chosen; to be assimilated, accepted. I'm not advocating just for a spot next to the CEO, some resource, or for a spot in a company that doesn't respect me or my talents.
I'm advocating for people of all shades, religions, sexes, abilities and backgrounds to be treated like humans. To be respected. To be able to show up at work and not have to navigate around the landmines of others' beliefs about people who look like me (or you). To hold people and organizations accountable for their behavior and to create workplaces and new standards of leading and engaging in organizations that don't require coercion, control, manipulation and exclusion. It's way past the time for a new approach.
I stand for turning the focus on healing ourselves. On fully deconstructing what has and continues to happen to us in the current system, so that we can be effective in devising solutions that will help us to continue healing- not to change others (that's been a losing battle, right?), but to heal from within.
What do you think? These thoughts are heavy, I know. And depending on where you are on your personal journey, you'll either think I'm way off base, or see the vision.
Please like, repost and comment to help broaden this discussion! All posts here at Paradigm Shifts aim to dissect our current organizational culture (and society) in ways that help us unpack it all productively. So please subscribe and stayed turned for more in the future.
Hi! I'm Nicole, an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from my own experiences and challenges, I hope to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all. Check out the other resources on this site for more ways to do just that!
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