Rethinking DEI: Moving Beyond Buzzwords

As we navigate through the ever-evolving landscape of Diversity, Equity, and Inclusion (DEI), I wanted to take a moment to share some reflections and insights that have emerged from recent discussions and engagements. Over the past year, I’ve been fortunate to participate in various forums discussing the future of DEI, and I’d like to invite you to join the conversation.

I observed a waning enthusiasm for DEI initiatives approximately a year and a half ago. While organizations were still keen on scheduling workshops and learning opportunities, it seemed like many were merely checking the box without truly integrating the principles into their core practices. In response, I made a conscious shift in my approach, focusing less on the concept of DEI itself and more on the tangible outcomes of our efforts. Additionally, I broadened my scope from organizational initiatives to centering my work around people leaders.

By infusing the substance of DEI into experiential learning sessions and making demographic data a standard component of results reviews, I noticed a significant reduction in pushback. The key to this shift was embedding DEI into the very fabric of our processes, making it an integral part rather than a mere add-on. We began addressing issues like psychological safety at an organizational level, dissecting it through demographics and intersecting identities, fostering more meaningful and deliberate conversations.

The question often arises: Is DEI going away? My answer is yes, in its current form. However, this evolution is not a cause for concern but an opportunity to reimagine our strategies. During a recent LinkedIn Live session hosted by Kim Clark, where I had the pleasure of joining Lily Zheng and Rev. Deborah Johnson, we delved into the importance of devising a strategic plan to propel DEI work forward. I invite you to watch the replay here for further insights.

Here are a few key takeaways that I hope resonate with you:

• The challenges we face are not new; it’s about devising a strategy to advance the work, shifting the focus from words to outcomes.
• Engaging white men in the process is crucial; exclusivity undermines the collective effort required for meaningful change.
• Let’s reimagine our tactics – moving beyond the covert integration of DEI (“sneaking in the ‘veggies'”) to embracing a decolonized approach. Recognizing that the master’s tools can’t dismantle the master’s house, we must think outside conventional frameworks.

I am genuinely interested in your thoughts on the future of DEI, where you feel you need support, and what changes you wish to see today. Your insights are invaluable as we collectively chart a course toward a more inclusive and equitable future.

Feel free to share your thoughts directly with me, and let’s continue this conversation.