I hear “racism” but I also see upticks in trainings. I hear “racism” but it’s already starting to roll off others’ tongues a smidge too easily. Here are a few thoughts on how we can resist turning the current moment into the next wave of #DEI corporatization./2
#1: Reinforce that racism isn't normal. As leaders develop the fluency to say “racism” with ease, they must also be explicit about the fact that - although racism is prevalent - it never was nor will be OK. This emphasis will help secure racism as signal vs. ambient noise./3
#2: Manage - don’t limit - defensiveness. Popular wisdom suggests that #Diversity leaders must “meet people where they are.” Yeah, we don’t have time for that./4
If we’re to see any progress in our lifetimes, DEI efforts must push people past their comfort zones and learning edges, which coddle the majority instead of centering the needs of marginalized workforce populations./5
In turn, companies need someone in house who is equipped to effectively preempt and manage all of the emotions and resistance that are bound to ensue on the path to sustainable change./6
#3: Stay strategic. Your efforts must hang off a broader strategy designed to disrupt the organizational systems and habits that perpetuate *your company’s version* of racism./7
Positioning racism as institutional AND actionable will elevate the magnitude of the task at hand while catalyzing employees into alignment with your larger focus. Key questions to answer are here:
/8
/8
I - and every other #BIPOC in your organization - am wary of what's to come. As we move forward, we must circumvent the historical shortcomings of corporate DEI work. We must take care not to waste this opportunity to defy expectations./end
