Is DEI work upholding the same systems it seeks to challenge?
As a young Black woman in the environmental field, I was swiftly engulfed by the promise and obligation of Diversity, Equity, and Inclusion (DEI) work. I wanted to make space for myself and others in the field so, it felt like I needed to say yes to every opportunity to share my experience and educate people. And now, after 10 years of working in the field and still hearing the question, “Do Black people even go outside?”-- I can’t help but rage at the machine DEI work has become. I’ve observed countless instances of DEI work replicating and reinforcing the very toxic and oppressive systems that it is intended to challenge.
With more attention on Black, Indigenous, People of Color, and others from marginalized identities, there is a sense of things shifting. This, in some cases is true but largely, this representation is performative and not backed up by structural changes that will lead to long-term benefits for those most impacted by structural racism and oppression. In fact, in some instances, DEI has further exacerbated and coddled the problematic ways white leadership and organizations maintain the status quo.
As someone who has worked in countless organizations, mostly in the environmental space, I’ve had the opportunity to observe some common patterns in the DEI space. Most often, it’s the following:
An organization hires external DEI trainers + consultants to tell them what their employees of color have been expressing for years
Black, Indigenous, People of Color, and folks from other marginalized identities have to sit through trainings where white folks unpack their racism, power, and privilege.
White leadership gets new language and checks off a box
Language and completion of training is weaponized, use a conversation stopper, and absolves organization of racism
Business as usual continues
Repeat
The allegiance and attention to whiteness in DEI work is displayed by the countless opportunities white folks are given to explore, unpack, and address their power and privilege. How many training and second chances are going to be offered to the racist Executive Director until they are held accountable and ousted?
Where is funding for folks from marginalized communities to gather, heal, and witness each other? Why do employee affinity spaces have to beg for funding? I will never stop being astounded by the amount of funding that goes towards supporting white folks on their DEI journey while Black, Indigenous, and People Color have to make extravagant cases for funding or are deprioritized.
I do think there is a place for DEI work AND I think the way it’s being done in many places is performative, reinforcing power racist and toxic power dynamics, and takes away from opportunities to fund and support the brilliant ideas being led by Black, Indigenous, People of Color folks.
Authentic strides towards fostering an environment where all people can thrive should challenge, interrupt, and dismantle systems and people that aren’t in alignment with that goal. It looks like giving up power (and positions), unapologetically shifting funding to communities of color, dissolving organizations that are no longer relevant and redistributing funding. It should be a common practice that for every dollar spent on educating white folks in the organizations, double should be invested in supporting the folks of color in your organization to create and thrive.