5 Types of Diversity Expert You Need To Understand
Dr. Jonathan Ashong-Lamptey
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Lots of people call themselves "Diversity Experts".?
Not all of them will act in your best interests.
Many of our clients come to us AFTER bad experiences with these people.
Here’s 5 types of Diversity Expert you need to be aware of:
1 The Grifter
This person is incredibly charismatic and convincing.
A powerful?communicator who looks and sounds the part.
They will have a lot of social proof:
- Attending the right events?
- High status Affiliations?
- Awards, Recognitions etc.?
They lack technical expertise to support their amazing pitch.?
You find out too late.
If this happens to you it’s because of the Performative Problem of Diversity and Inclusion.
You bought into the performance of what they appeared to be.
Instead of what they actually are.?
2 The Jaded Veteran?
This person is the most capable of everyone I’ve?going to discuss.?
They have expertise,?experience and wisdom.?
They have been doing this a long time.?
This person deserves a lot more respect than they get.
They may have experienced some of the challenges they are coming to fix
This may compromise their ability to help you.?
You find out too late.
If this happens to you it’s because they may have unresolved trauma related to working in this industry.?
Again. This person deserves a lot more respect than they get.
3 The?Living Proof?
This person has?a compelling story.
They have a narrative that makes you want to support them.
They are genuine?and?will use emotive language to engage you.?
This person is an expert.?
They are an expert in their lived experience.?
This is not the same thing as being an expert in solving your problem.?
You find out too late.
If this happens to you it’s because of the Rhetorical Problem of Diversity and Inclusion.?
You bought into an emotional appeal and it made you forget everything else.?
4 The?Industry Hopper?
This is someone who is new to the whole thing.?
This person has impressive experience in several industries.?
Their breadth of experience appears attractive.?
They lack the depth of experience you need.
This person isn’t committed to the industry.?
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This person isn’t committed to you.?
You find out too late.
If this happens to you it’s because you’ve experienced the effects of a DEI Bubble.?
Lots of new people entering a market trying to make quick money.?
5 The Passionate Advocate?
This person may start conversations by saying how ”passionate" they are about Diversity.?
They enjoy privilege that allows them to enter spaces without relevant expertise.?
This is why their passion is taken as a signal for credibility.?
This means they don’t need to signal competence.?
This person genuinely cares.?
But?
Being Passionate about Diversity?is not the same thing as being able to solve your problem.?
You find out too late.
If this happens to you it’s because of the effects of unchecked?privilege.?
You allowed their privilege to distort their ability to support you.?
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These are real life examples I’ve gathered from clients we’ve worked with.
They aren’t mutually exclusive.?
The obvious question.?
What should you do to prepare??
- Social proof can be misleading.?
- Emotional appeals can impair your judgement
- Passion is not the same as competence?
Don’t count on them 100%
Never forget everyone has an agenda.
Including me:?
I’m on a mission?
To help a million people like you?
To make your workplace inclusive?
You may even think I am one of those people.?
Use these insights to make your own mind up.?
As always?
I’m cheering you on!?
Dr. Jonathan?
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Organizational Learning, Leadership & Human Development
2 年Thanks for the kick in the pants. I've been so grumpy about this exact phenomenon, and some of the other disappointing DEI efforts I've seen lately, I think I succumbed a bit to being jaded myself. And that is just as ineffective. Thanks for pushing me to do better and be better.
Global Leader in Website Accessibility, TED Speaker
2 年This is an excellent article Dr. Jonathan Ashong-Lamptey. Clear and concise. I think this will be invaluable for people, helping them to evaluate them in an appropriate person to help with EDI and perhaps avoiding a costly mistake. Great stuff.
Legal - Contracts, Employment Law, DEIB, Negotiation
2 年The last one hit home for me… I do believe my privilege allows me to be trusted quickly although my passion for these issues has been lifelong and runs deep. This was a good check for myself. Thank you. Sadly, the color of my skin gives me credibility I didn’t earn. I try earnestly to use that wisely and to push leaders for think differently. I also make it a point to introduce people with more lived experience than I to the conversation. I am only an expert in my lived experience as a white woman. That makes me unaware if many lived experiences. I know black US legal history well. I do my best not to speak to experiences I have not earned speaking about.
Top Mindful, and ND Coach Helping HR Professionals, Leaders and Neurodivergents Sleep Using Simple Language And Easy To Use Tools That Uncomplicate Lives | Group, 1:1 , 'Touch Base' Calls | Monthly | Zoom/Phone
2 年Brilliant article as always! I'm always suspicious of anyone who calls themselves an expert because of the power imbalance that inevitably creates when working with them.
Champion of Emotional Intelligence | Equity-Centered Leader | Inclusive Academic Advising Specialist | Higher Education Advocate | Speaker | Psychological Safety Innovator
2 年I think this quick synopsis is brilliant and succinct. I have two things I would like to highlight. First, this piece sort of shifts some of the blame on the "experts" and away from the people requesting the support. The reason some of these "experts" you are referring to are allowed to exist is because a lot of folks don't want to do their own self-reflection and solely rely on what they are being told. My dad used to always tell me, "You always pay more for what you don't know. Sometimes you pay with time, in other instances you pay more money, and even worse it can be both." There are too many free tools and resources for all of us to complete some self-analysis before we hitch our wagon to one of the "experts" you have described. Second, one of my mentors Dr. Angela Davis, always warned me about using the term "expert". Hopefully we are all on a journey for continuous growth. Whenever I facilitate or lead presentations, one of my first statements is "I am not an expert. I have a lot of knowledge in this area that I hope to impart and I am constantly learning. I hope you will help me by sharing your experiences so we can all get better together."