3 ways to speak plainly about diversity, equity, and inclusion in interpersonal issues
Julie Pham, PhD
Founder of 7 Forms of Respect and CEO of CuriosityBased | Bestselling Author | TEDx Speaker | Award-winning Community Leader
Diversity, equity, and inclusion (DEI) issues are useful to talk about. We need to talk about them. But NOT by using DEI jargon.
There is privilege in understanding the DEI version of “privilege.”
Misuse or abuse of DEI jargon compromises the purpose of the vocabulary, which is to add more nuance to conversations around racism. I’ve observed three ways non-professionals often use DEI vocabulary.
1) Self-flagellation
This is an active defense move. A person invokes vocabulary to demonstrate that they are knowledgeable.?
Example: a white person says, “l want to first recognize all of the white privilege I have."
Alternative: “I am just beginning to understand that I often get the benefit of the doubt because I’m white, because (cite example, like: I am never afraid of being pulled over by a police officer while driving).
2) Disdain
This is a passive defense move because a person will invoke a DEI concept to criticize someone else, but not in their presence. So, the person can demonstrate they are knowledgeable to others without actually having to say anything to the perceived perpetrator.
Example: an Asian American says, “He was micro-aggressing me by telling me how well I speak English.”
Alternative: (said to another person) I’m upset that he brought up how well I speak English because he assumes Asian Americans don’t speak English well.” (said to the original offender). Yes, I do speak English well. I’m curious, are you surprised and if so, why?
3) Intellectual bullying.?
This is an offensive move. A person will criticize someone else directly and attribute the offense to a DEI concept. This is someone knowledgeable attacking someone less knowledgeable.
Example: a white person is expressing regret and remorse about unintentionally offending a person of color. A person of color or someone else who speaks on behalf of that person of color says, "Stop being so fragile. We don't need your white tears."
Alternative: the person of color could say "I understand that you feel bad about what you said. If you really want to support me, listen to me as I express how I feel instead of talking about your own emotion?right now."
The work of creating spaces where people feel brave enough to authentically engage is already hard. We don’t need to invoke the barrier of jargon to make it harder.?
This is a summary and excerpts from my op-ed, “Want to foster inclusion? Speak plainly” posted on Oct. 6, 2021, in the Puget Sound Business Journal.
You can read the?full version here. Reach out to me to learn more.
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Mental Health Counseling masters student (6/26 graduation), nonprofit interim leader, meeting designer and facilitator, and management consulting, end-of-life and grief counseling volunteer
3 年This! Thanks Julie.
Independent Board Director | CEO Mentor and Advisor | C-Suite Leader | Serial entrepreneur | Ed Tech and Social Impact
3 年Thank you for sharing and, as always, helping me learn with new insights!
Mission-driven Communications Expert
3 年Great insights, Julie. These approaches open the door to meaningful interactions in the midst of uncomfortable situations.
Business Development Director & Community Outreach at Credtent | Executive Leadership & Communication | Writer, Editor & Author | Publishing
3 年Love love love the plain and simple language of all your writing Julie Pham, PhD #sharing!!!
Health Systems Advisor to the U.S. CDC Vietnam (Dexis)
3 年Agreed!!!