Debunking the Fear: What DEI(JB) Is Really All?About

Exploring the true meaning, goals, and benefits of DEIJB while dispelling harmful?myths

When we talk about Diversity, Equity, Inclusion, Justice, and Belonging (DEI, DEIJB, or?—?my personal favorite —JEDI-B), there’s a lot of fear, misunderstanding, and straight-up misinformation floating around. The words themselves have been weaponized, twisted, and turned into a horror story intentionally by those who don’t want us to make progress and unintentionally by those who misunderstand it, fear change, and mainly by those with some modicum of power who are benefitting from keeping things exactly as they are. These people are not just stoking our fear but counting on it. Who benefits from keeping us all in our little boxes, separated, scared of others, blaming each other, and fighting for whatever little scrap of power and privilege we can get our hands on??

If we want to make informed decisions and develop educated opinions, we need to have clear, well-understood, information from a source that has our best interest at heart. In this case, that’s me!

SO, WHAT IS?DEIJB?

DEIJB is good for everyone. It’s not something to be afraid of?—?it’s something we can all embrace. So let’s clear the air and talk about why these concepts are exactly what organizations, businesses, communities, and dare I say nations need, even if they’re getting cold feet under pressure. DEIJB is not about taking away opportunities or focusing on one group at the expense of another (you know, like our current status quo). It’s about broadening the opportunities available to everyone and ensuring that every voice is valued. DEIJB seeks to recognize, address, and dismantle problematic systems. It intends to expand benefits and rights that currently are only reliably accessed by a few. It asks us to create more balanced and transparent systems. Often the few with privileged access have advantages based on parts of their identity that nobody has control over and is unrelated to what they’ve done or failed to do.

Some of the most common categories of discrimination include: Race, Ethnicity, Religion, Gender Identity, Sexual Orientation, Neurodiversity, Disability/Ability, Body Size, Nationality, Country of Origin, Wealth/Class, Immigration Status, Language, Political Affiliation, Age, and Education. If you have experienced barriers, bias, or otherwise felt like some part of your identity was seen as a disadvantage, then DEIJB is something you’re going to want to support. Discrimination can be built into large systems and trickles all the way down to individual beliefs and behaviors. Being aware of discrimination and experiencing it isn’t an excuse for “bad behavior”, but it may be a reason for some behaviors.?

We aren’t participating in the Oppression Olympics. I don’t need to convince you my oppressions are worse than yours or dismiss your experience in order to have mine validated. Many of us are underserved or not served by current systems and beliefs?—?so we all pay a rather hefty price. Once you see the imbalanced systems you can’t unsee it.

Quick DEIJB?Vocab:

Discrimination: The unjust or prejudicial treatment of different people or things based on part(s) of their identity. Most of us have experienced some sort of discrimination in our lives, which can help us build empathy for others.?

Marginalized: Discrimination of a person, group, or concept?—?treated as insignificant or peripheral. “Historically marginalized” means there is a historic pattern of exclusionary behaviors towards a person, group, or concept.?

Privilege: A special right, advantage, or immunity granted or available only to a particular person or group. One group has access to or ownership of something of value that is denied to others simply because of the groups they belong to, rather than because of anything they’ve done or failed to do. Something to keep in mind is that when you are used to an abundance of privilege, moving toward equity can feel like oppression.

Intersectionality: The interconnected nature of social categorizations as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage. There are multiple intersecting ways you & your ancestors may experience exclusion, discrimination, & barriers to opportunities. (coined by Kimberlé Crenshaw in 1989).

Note: We can have both aspects of marginalization and privilege in our identities. What is marginalized and privileged can shift as we move through different communities and over time. For example, I may have privileged aspects of my identity, like being born White, English speaking, earning an M.Ed, and being a dual citizen of the USA and England. I may also have aspects of marginalization, like being a woman, over 50, belonging to a lower economic class, and having disabilities. In many parts of my life, what is marginalizing or privileging remains pretty static, however, in some groups different aspects may be more or less privileged or marginalized.

Empathy: The ability to understand and share the feelings of another. Empathy involves seeking to understand someone’s point of view by essentially “putting yourself in their shoes” to truly understand their feelings. In DEIJB we hope to do this without coopting their experience as if it was our own and without centering ourselves.?

1. Diversity?—?Valuing Different People

When we talk about diversity, we’re talking about a range of people with different racial, ethnic, socioeconomic, and cultural backgrounds. But it’s not just about that?—?it’s about diversity in lifestyle, experiences, beliefs, identity, and perspectives, too. In other words, diversity is about recognizing that people are different and that those differences offer us strength, nuance, and discovery. We have a lot to gain by celebrating those differences rather than fearing them.?

Diversity as part of DEIJB does not seek to demonize or diminish any identity, nor does it seek to lift up any identity as better or more important than any other. That, dear readers, is what our current system does. Understanding who is represented in an organization or community and who is not represented is a good first step to asking larger questions about inclusion, equity, justice, and belonging. It is a step, not the starting or finish line.

Some aspects of our evolution make us falsely believe sameness equals safety. Sameness more often equals familiarity and nostalgia, but it can also equal stuck, outdated, broken, and boring. Just like our ancestors learned the hard way we need diversity in our genetics because survival relies on a diverse gene pool beyond our village, we modern sapiens get to ask ourselves what the pros and cons are of opening our hearts and minds to different ideas, cultures, and lived experiences. When we bring people with different lived experiences, perspectives, and identities into our lives?—?work, families, or communities?—? we actually get better. We discover better solutions, explore new possibilities, innovate, and build on ideas in ways that do not happen in a vacuum. That isn’t just my opinion, it is backed up by multiple studies, data, and experience.?

When we consider what diversity actually intends to do, ideas like replacement theory can be properly categorized as fear-mongering. Seeking to have diversity is not a threat to anyone. Diversity is a good thing - it challenges us to think beyond our own bubbles, pushes learning, and brings in fresh ideas. Why wouldn’t you want that?

Questions To?Ask:

YIKES: Who am I afraid of adding to my life and why? Where do those fears come from? What stories do I have in my head about others that were put there without my permission? Who might be afraid of me and why?

YAY: What positive experiences have I had when I’ve interacted with or been exposed to different cultures, people, and ideas??

2. Equity?—?Meeting Different Needs

First point of clarity, equity is not the same as equality. Equality can be housed under a big ol’ equity umbrella, but it is equity that DEIJB is really interested in. Equality presumes we’re all in the same boat trying to navigate the same storm. Equity recognizes that we’re all in boats of different sizes, fortitude, and safety in an unpredictable storm. Equity seeks to ensure we all have access to the boat we need to not only survive the storm but thrive in the everchanging weather.

Equity is about ensuring everyone has access to the things they need to succeed. If I need glasses to see with 20/20 vision, I get them. If you don’t need them, you don’t get them. In contrast, equality would either give everyone glasses because one person needs them or nobody glasses because only one person needs them. Equity ensures everyone gets the tools and opportunities they need to succeed. Equity isn’t about taking anything away; it’s about expanding who has access and giving people what they need to have an equal shot at success.?

Equity aims to do away with mythologies like false meritocracy and pulling ourselves up by the bootstraps?—?and instead simply asks “What’s in your way and what do you need to overcome that barrier?”. Many of us aren’t aware of what is a barrier for someone else because it isn’t a barrier for us. In our current system there is a belief that if you aren’t successful or need something different than the status quo, the failing is with you rather than the flawed system. So, equity opens up opportunities for individuals and groups to confidently express their needs and have those needs met.?

Questions To?Ask:?

YIKES: Do I fear equity because I realize I am benefiting from inequity? Will a more level playing field remove some unfair advantages and unearned benefits I may enjoy??

YAY: What might I gain if things were more equitable??

3. Inclusion?—?Valuing Different Perspectives

Being inclusive is not just about “checking a box” or having certain demographic numbers. It’s about having diverse representation and actively listening to the voices, responding to what needs to change, and realizing there isn’t a one-size-fits-all approach to being a person. It’s about creating an environment where everyone feels like they have a place and a voice. To be inclusive means to appreciate the uniqueness of individuals and uplift folks because of their differences not despite them. What on earth is scary about the prospect of being accepted for who you are… is it that you are also expected to do the same for others?

I’ve spent decades working with organizations from schools and Fortune 500s to non-profits and start-ups and this is where I see so many organizations fail the people most in need of support. They often start by recruiting a diverse workforce, without doing any of the other fundamental work to create a safe place for those diverse people to come into. There is a belief that if they have a diverse group, that’s enough, their work is done. In that case, what they actually want are people who can check off certain demographics and then quietly assimilate into the status quo without expecting much, if anything, to change. Why would I stick around, be productive, and take creative risks if I’m not being listened to, given opportunities commiserate with my ability and qualifications, having my needs met, or being valued? I and other marginalized folks are very likely to be paying a great emotional tax, getting faster burnout, leaving, and feeling that DEIJB is a performative checklist. If folks aren’t truly valued, it doesn’t matter how many different lived experiences are represented in the room, there is still a preference being unfairly given to an exclusive few that may or may not have earned it or be worthy of it.

Yes, DEIJB, takes time, dedication, and resources. Yes, and… it is totally worth it. Organizations that truly practice inclusive behaviors are the ones that thrive. When people feel truly included, they work harder, engage more, create stronger connections, collaborate better, solve problems more creatively, are less likely to leave, and innovate exponentially. Including others and being included is not anything to shy away from or fear.?

Questions To?Ask:

YIKES: What scares me about being more inclusive and being more included? How do I feel when I’ve been left out, excluded, and othered? In what ways might I be excluding others??

YAY: What can I do to make others feel more accepted, valued, and included? What do I need to feel those things? Who do I want to make an intentional effort to include and value more in my life?

4. Justice?—?Acknowledging & Preventing Harm

This is the part where a lot of folks get scared. They think “justice” means me coming down from my ivory tower, pointing a sturdy finger in their face, and publicly declaring, “You’re the problem.” So, let’s be clear?—?justice is about recognizing past wrongs, working to remove the barriers that still exist today, and preventing further harm as we move forward. In DEIJB work, it is not about punishing individuals; it’s about fixing the systems that have historically left certain groups at a disadvantage, making reparations, and building back better systems. (It’s worth reminding folks that oppressive and divisive systems are working exactly as they were designed by powerful folks to work).?

Justice includes believing what people tell us about problematic experiences and doing the work to address those problems holistically. It’s about addressing those policies, behaviors, and systems that keep some people “down” while lifting others up. Of course, realizing we’ve been part of a problem and party to harm, is tough. Justice work requires us to get comfortable being “good” uncomfortable. (You can read this article I wrote on accountability and apologies: What to do when someone calls you out or calls you in | How to get better at hearing you are imperfect & still learning ).

Restorative justice, of which I am a practitioner, makes space for growth, learning, change, and accountability. It recognizes that human beings have stories that were put into our heads without our permission (unconscious bias) and that we are imperfect people who make mistakes. RJ believes that we have a capacity for empathy and growth and calls on community to forge a road to recovery and reparation. It may include an element of a more punitive nature but is most focused on the healing of individuals and the community. I find a lot of organizations want to water down the justice portion of our work to make it more palatable for the “majority rule”. Unfortunately, that merely upholds the status quo, continues to prioritize the privileged over the marginalized, and further damages trust with those most in need of justice. When communities truly do this work, we see what an impact it has?—?and by communities I mean everyone from countries to classrooms.?

In DEI, justice is a positive force focused on creating a fairer world, where everyone has opportunities to thrive and takes responsibility for the health and thriving of the community. At its core justice is about holding us each accountable for our impact on others and upholding our responsibility to learn and do better. It’s about collective responsibility and doing the right thing for the good and health of us all.

Questions To?Ask:

YIKES: What have I said or done that I know was wrong/harmful and that I feel scared I’ll be punished for? Is there a time in my life when I might have benefitted more from restorative justice instead of merely a punitive approach?

YAY: What might I gain from an environment where we are all accountable for the health and experience of our community? What can I learn from past mistakes so that I don’t make them again? How might it feel to be part of a community where I don’t fear being canceled but am instead invited to make amends and heal?

5. Belonging?—?The Ultimate?Goal

Belonging is about creating a culture where people feel accepted for who they are, without needing to hide or change parts of themselves. It’s about being seen, heard, and understood for who you authentically are. I often think of belonging as the realization of all of our aspirations. It is who we are capable of being for ourselves and others.?

Belonging is what makes all of the other work worth it. When people feel like they belong, they bring their best, most complete, and alive selves to the community. They’re more productive, more creative, and more connected. And let’s face it?—?what group doesn’t want that? So, if you’re afraid of belonging, let me remind you that all growth requires change, but chances are that change will mean you also feel like you belong and can be yourself with less fear. Belonging aims to create an environment where everyone can show up as themselves, contribute authentically, and reach their full potential.

Questions To?Ask:

YIKES: How does a world where everyone is able to be a healthy version of themselves hurt me? Why am I feeling resistance to both being accepting and being accepted? What do I risk losing by supporting DEIJB?

YAY: How might it feel to be truly accepted for myself, my uniqueness, and my challenges? What might I gain if I felt like I truly belonged in more places and with more people??

What are We Really Afraid?of?

So, what are you really afraid of when it comes to DEIJB? What do we have to lose compared with what we have to gain??

If you’ve heard me talk about Growth Mindset versus Fixed Mindset, you’ve heard me talk about scarcity. In our day and age, scarcity is manufactured?—?we have plenty of EV.ER.Y.THING! We have more than enough money in the world for everyone to be paid well. We have an infinity of creativity, ideas, and solutions to solve every woe. We even have plenty of technology, health, and medicine to help and heal globally. We have an abundance of wealth and resources. We don’t have scarcity, but we do have a few countries, companies, and people that are hoarding resources. Instead of acknowledging that hoarding, they are using smoke and mirrors to shift the blame and manufacturing the experience of scarcity.?

I would posit that the people we should be afraid of are not the people pushing for DEIJB but rather those who fight against it. Who exactly benefits from things staying exactly as they have been for decades? Not the folks of historically oppressed and marginalized groups. And, probably not you.

The whole “DEI means Didn’t Earn It” is such a weird stance, because the folks benefiting most from a lack of diversity, equity, and inclusion are the same people who have had doors open to them because of identities they were born into rather than anything they’ve actually done. If you have ever experienced discrimination, DEIJB is far more likely to improve your lived experience than diminish it.?

Moving Towards Our Fearless?Future

If your organization is backing away from DEIJB, ask yourself: What are we afraid of? Who benefits from us NOT doing this joyful work of DEIJB?

DEIJB is something to embrace. It’s about creating stronger, more resilient communities that can adapt to the pluralistic and changing world. It’s about living up to the best aspirational version of humanity. It’s about making sure everyone has the chance to succeed, no matter their background, and building a community where everyone belongs.

Please consider how you can combat and address the misinformation swirling around out there. How do you want to show up in support of DEIJB??

So, let’s face those fears, move beyond the myths, and create a better, more inclusive future?—?for us all.

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As always, I’m here to help, support, and guide. www.KimberlyAMacLean.com