The field of diversity, equity, and inclusion (DEI) is getting a beating right now.
Starting with the supreme court ruling on affirmative action, followed by the axing of DEI departments and leadership roles. Add on politicians and influencers disparaging the field to millions of followers. And now we have spewing insults at DEI practitioners, like yours truly.
"No we don't hire incompetent people to discriminate against white people. Heaven is a place you'll never be."
That is an actual email reply I received from someone who attended a recent Mattingly Solutions happy hour event.
My response [edited for confidentiality]:
Hi [name], That was a surprising reply. You must be having a hard time right now to treat a stranger so poorly. I think we’re all struggling one way or another at the moment…so can’t we at least just be kind? In response to your email: 1. If this how you feel about DEI, why did you sign up to attend my DEI event last month (where I got your email)? 2. I would be all ears to hear any evidence-based constructive feedback you have about my competence. It’s important for me to learn and grow, but I need to understand why and how. 3. I am white. It is not to my benefit to discriminate against myself. 4. Inclusion includes white people. And (not or) everyone else. 5. If trying to make the world a better place doesn’t get me into heaven, I don’t want to go. I hope you find peace here soon. Dr. V
You see, his response wasn't really about me. It was rooted in the rampant anti-DEI rhetoric out there right now. Ideas like identity politics. Or that inclusion means exclusion. Which to me, is like saying up is down and left is right.
People are angry, and there's plenty to be angry about. If some of us can direct that anger toward DEI, why not? Let DEI be the scapegoat and when it dies, so will our suffering.
But DEI should not die. In many ways, it's just getting started. And for it to really work (including on the bottom line), it needs to stay around for the long haul.
We need to start fighting back. Have the tough conversations. Use empathy. Use logic and data. Find out what really matters to the person you're talking to and center your pro-DEI argument around that. And don't stand down.
Just because the anti-DEI argument is louder at the moment doesn't make it right.
Let's get loud.
Dr. V
Ready to get loud? Or need help with DEI at your organization? Then reach out today:
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