ClimateVoices Featuring Erwin Acox

In this issue, I’m excited to be interviewing Erwin Lee Acox , who brings a lifelong commitment to social justice, equity, and collective liberation. He has over a decade of experience as a transformational DEI, organizational culture, and human resources leader, advising executives and teams in multiple sectors. Currently, he is the managing director of the Office of Diversity, Equity, and Inclusion (DEI) at Natural Resources Defense Council (NRDC) . Erwin is passionate about fostering equitable workplaces where everyone can thrive. He practices in the areas of racial equity, DEI assessment, diversity recruitment, organizational culture, retention, and employee empowerment. Erwin's mission is to amplify the voices and improve the experiences, career options, and outcomes of all employees with a focus on historically excluded employees. He currently serves on the ClimateVoice Advisory Board.

What are the key barriers to inclusion in the climate movement, and how can we address them?

Many legacy climate organizations were started by wealthy white people who could afford to focus on the environment. Historically these founders, and their donors, experienced a lot of privilege. Because they didn’t understand the lived experience of marginalized communities, diversity was not a priority. It takes time and a lot of intentional work to change that culture.

And things are changing. In just the last five years some of the largest green groups in the country have appointed leaders of color. Manish Bapna at Natural Resources Defense Council (NRDC) , Ben Jealous at the Sierra Club , and Ebony Twilley Martin formerly at Greenpeace are all important examples of progress.

Right now we have five generations in the climate movement and in the workplace: veterans, boomers, GenX, millennials, and GenZ. The question is how do we bridge across all these generations who have different values and different ways of being. Because what unites us is that we are all impacted by climate change. But the reality is that the folks who experience the worst effects of global warming contributed the least to the problem. That’s why the climate movement must center equity and inclusion.

What advice do you give to leaders who want to build inclusive cultures where employees feel empowered to speak up about societal issues like climate?

I start by asking people why. Is diversity, equity and inclusion something you think you should do? Or are you truly committed to doing it? Employees will speak up if they feel psychologically safe. There is research that psychologically safe organizations perform better across the board, which is a compelling business case for investing in culture.?

The next step is for leaders to educate themselves. These issues are complicated and sometimes we skip this step assuming that senior folks already understand. By experiencing a personal journey the CEO can show up with the rest of the organization in a more grounded way. The important thing is for leaders to signal their commitment to openness and transparency. That has to start with the CEO.

When I talk about equity at NRDC, it's really ensuring that everybody who works with us has what they need to thrive inside the organization. Leadership has to communicate the organization’s values and vision so folks understand how their role helps meet our mission.

What changes have you seen in the struggle for environmental justice in the past ten years, and how can we accelerate change? What role can public policy play?

Over the last decade I have seen an increase in attention to environmental justice, but the financial commitment seems to ebb and flow. Anti-pollution policies and federal initiatives like Justice 40 are critical. But personally I would like to see more consistent investment of resources, especially dollars, in EJ organizations across the country.?

NRDC launched an Environment, Equity and Justice Center to partner with EJ groups doing this work on the frontlines. We help build capacity, provide funding and offer services like pro bono legal counsel. We also collaborate with EJ groups to integrate equity into our broader policy work.

In Big Tech, they call me a “shit stirrer” – and I love that nickname. What’s your moniker?

I tend to be a grounding force with my team and within our organization. Some folks refer to me as a Buddha because I’m pretty even-keeled. It’s a humbling nickname, but I try to stay away from judgment and show up as a deeply engaged listener.

Keep up with?ClimateVoices?– an online Q&A penned by leading climate thinkers and doers.?Follow ClimateVoice to stay in the loop when additional interviews are published monthly.

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The opinions and views expressed in this interview are solely those of the individual(s) being interviewed. They may not reflect the views, policies, or positions of ClimateVoice, the employer(s) of the individual(s) being interviewed, nor of any other organizations with which the individual(s) being interviewed are affiliated. This interview is intended for informational purposes only and should not be interpreted as an endorsement or official statement on behalf of such employer(s) or organization(s).