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You’d be amazed at how many people will support your “DEI” plans if you speak like a human being. - No jargon. - No buzzwords. - No trending topics. Just the everyday language you use in your business. For years I’ve encountered people who “got burned” for using: - The wrong word - At the wrong time - In the wrong place They were learning and got shamed for it. They are no longer “allies”. (If you use that term). A few years ago I took a writing course and was told to ”be clear not clever”. This put into words what I do with my clients. It’s something I suggest you do at work. Don’t try and use clever words if simple words will do. - You’re not trying to pass an exam - You’re not running for public office - You’re not giving an awards speech You’re trying to get your colleagues to buy into your vision of an inclusive workplace. This is easier when explained in terms they understand. You’d be amazed at how effective this is. Here’s a glossary of Diversity, Inclusion and Belonging (DIB) Terms from Harvard Human Resources. I don’t agree with everything here and that’s the point. Make your own mind up about how you talk about inclusion. Check it out for yourself. https://lnkd.in/ei_pEcre
I stopped reading when I was reduced to the acronym PwD.
All great Communication centres around Clarity. Great point. You have to be very careful with Clever. A friend wanted to solve an issue. I said “write it this way: - where are we now? - where do we need to be? - how do we get there?”
Let’s play DEI practitioner BIngo !!! We have been doing just that for years and we are the only ones that knew the words. What’s the price?
These orthodox DEI terms have several things in common; they allow some people to call themselves experts, hide sloppy thinking, and defend the indefensible. Think for a moment, what percentage of people in your organization can explain the term DEI using your preferred definition. If you can't explain it, try to confuse them. Harry Truman
“Preferred Language of the Day” to the ears of decision makers should never be required when American Civil Rights are already outlined by the US Constitition. DEI, DIE, DIB or any permutation of word choice should stick to this script: US National Security, Patriotism, and Nationalism demands the Civil Rights of US Citizens be honored.
DEI work is change management work. If we don't understand the dynamics of human behavior in the midst of change, DEI efforts are bound to fail. When it does fail, DEI practitioners tend to blame everyone but themselves so they don't adapt, which means the cycle will continue.
In short, make your language and communication accessible to the unaffiliated. Also, to be fair, I’d also like to add that this technical jargon and acronyms phenomenon is not limited to diversity, equity, and inclusion. It’s a common in group-out group reflex behavior of technical fields and we experience it every single day from the doctor’s office and their increasingly complex diagnoses to the many acronyms used at your job. Ironically the acronym of DEI has been co-opted, mischaracterized, and weaponized as un-American, anti-White, and anti-Christian. Perhaps the bigger issue are the biases that rationalize social domination.
The corporate world has been flooded with Diversity, Equity, and Inclusion (DEI) and Diversity, Inclusion, and Belonging (DIB) initiatives, each claiming to shape a more "inclusive" and "equitable" workplace. DEI allegedly pushes for structural change, ensuring that systems, policies, and leadership practices prioritize diversity and equitable access. While DIB shifts focus to cultural and emotional aspects, aiming to create a sense of psychological safety and belonging in the workplace. Sounds nice on paper, right? But at their core, both DEI and DIB are socialist ideological constructs that judge people not by their qualifications, work ethic, or achievements—but by their phenotypes, skin color, ethnicity, and place of origin. I don’t need you to worry about my skin color. Worry about my credentials.
Founder @ SpaceUpp | Mindful Leadership & Workplace Equity Expert | DEIJ Strategist | Workplace Well-Being & Burnout Prevention | Underrepresented Leadership Development | Gender Equity & Intersectionality Advocate
1 周So true Dr. Jonathan Ashong-Lamptey there is a necessity to bring inclusion within DEI framework because not everyone speaks that language and not everyone who speaks that language can comprehend its meaning. There is need to create simple systems so the right information reaches larger audiences. I am currently trying to decode the concepts and glossary of DEI and translating them to local language/s of India.