Being Mindful: Recognizing Big Platforms and Performative Actions in DEIBA Work

In the contemporary corporate landscape, diversity, equity, inclusion, belonging, and accessibility (DEIBA) have become central tenets of organizational values and practices. As DEIBA experts, our roles are pivotal in shaping inclusive cultures and equitable environments. However, amidst the growing emphasis on these principles, it's crucial to remain vigilant about the performative actions of large platforms and corporations. Let's discuss on things to focus on to be the most successful.

The Allure of Big Platforms

Big platforms often hold significant influence, boasting extensive reach and resources. Their commitments to DEIBA can set powerful precedents, signaling to smaller entities the importance of embracing inclusive practices. These platforms have the capacity to enact wide-ranging changes, support marginalized communities, and amplify diverse voices. However, the allure of their scale and resources can sometimes mask a lack of genuine commitment. Without full dedication to change, organizations may fail to identify anti-Blackness and inadvertently perpetuate harmful biases.

Performative actions, or "performative allyship," refer to superficial gestures that give the appearance of support for DEIBA initiatives without enacting meaningful change. These actions often prioritize optics over substance, aiming to enhance public image rather than addressing systemic issues. For DEIBA experts, recognizing and challenging performative actions is essential to ensure our work fosters genuine progress.

Common Indicators of Performative Actions:

1. Tokenism: Highlighting a few individuals from marginalized groups without supporting broader structural changes.
2. Inconsistent Messaging: Promoting DEIBA publicly while internal policies and practices remain exclusionary or biased.
3. Lack of Accountability: Failing to set measurable goals or track progress in DEIBA initiatives.
4. Superficial Initiatives: Launching high-profile campaigns or events without long-term commitment or follow-through.

The Role of DEIBA Experts

As DEIBA experts, our responsibility extends beyond implementing policies and conducting training. We must also serve as critical observers and advocates, ensuring that the platforms we engage with are genuinely committed to creating inclusive environments.

Strategies to Combat Performative Actions:

1. Demand Transparency: Advocate for clear, transparent communication about DEIBA goals, progress, and challenges. Insist on regular updates and reports.
2. Prioritize Accountability: Push for the establishment of accountability frameworks. This includes setting measurable goals, tracking progress, and holding leaders accountable for outcomes.
3. Foster Genuine Engagement: Encourage meaningful engagement with marginalized communities. This involves listening to their needs, involving them in decision-making, and providing platforms for their voices.
4. Support Systemic Change: Focus on long-term, systemic changes rather than short-term, high-visibility projects. This includes revisiting policies, practices, and cultural norms within the organization.
5. Educate and Empower: Continuously educate all levels of the organization about DEIBA issues. Empower employees to speak up and challenge performative actions when they see them.

Addressing Anti-Blackness as a Priority

While working towards broader DEIBA goals, it is imperative to prioritize addressing anti-Blackness. Anti-Blackness is a pervasive and specific form of racism that affects Black individuals uniquely and profoundly. Big platforms must not only include anti-Blackness in their DEIBA initiatives but should also prioritize it as a critical issue that requires focused and sustained efforts.

Why Prioritizing Anti-Blackness is Crucial:

• Historical and Systemic Nature: Anti-Blackness is deeply rooted in history and systemic structures. Addressing it requires dismantling long-standing biases and inequalities.
• Impact on Policies and Practices: Anti-Blackness influences various aspects of society and organizations, including hiring practices, workplace culture, and representation.
• Intersectionality: Black individuals often face compounded discrimination due to intersecting identities, such as gender, sexuality, and disability. Prioritizing anti-Blackness helps address these layered oppressions.

Strategies to Prioritize Anti-Blackness:

• Acknowledge and Educate: Acknowledge the existence and impact of anti-Blackness. Provide education and training to all employees on the history and effects of anti-Blackness.
• Implement Specific Policies: Develop and implement policies specifically aimed at combating anti-Blackness in hiring, promotion, and workplace culture.
• Support Black Employees: Create support systems for Black employees, including mentorship programs, affinity groups, and mental health resources.
• Measure and Report: Regularly measure progress in addressing anti-Blackness and report on it transparently. This includes setting specific goals and tracking outcomes.

Big platforms wield significant power in shaping societal norms and values. While their engagement in DEIBA work can drive substantial progress, it is crucial to differentiate between genuine commitment and performative actions. As DEIBA experts, our vigilance, advocacy, and insistence on accountability can ensure that the momentum towards diversity, equity, inclusion, belonging, and accessibility translates into meaningful and lasting change.

By fostering a culture of genuine engagement and systemic change, we can transform the landscape of DEIBA work, ensuring that every action taken contributes to a more equitable and inclusive world. Let us remain steadfast in our commitment, mindful of the pitfalls of performative actions, and resolute in our pursuit of authentic progress.