D.E.I.: Is It Hurting or Helping?

Hi, it’s CM Jordan here. Today, I want to tackle a topic that’s been on my mind a lot lately—Diversity, Equity, and Inclusion (D.E.I.). It’s a conversation that’s everywhere, from corporate boardrooms to construction sites. I’ve seen it in action, and I’ve seen it fall short. The question that keeps coming up in my mind is this:

Is D.E.I. really helping, or is it sometimes hurting?

I know that sounds controversial, but hear me out. D.E.I. has a noble purpose. It’s about creating a workplace where everyone feels valued, heard, and respected, regardless of their background. But sometimes, the way it’s implemented seems more focused on checking boxes—race, gender, culture—than on actually fostering an environment where diverse perspectives are embraced and everyone feels included.

The Agenda Problem

Let’s start with the elephant in the room: the agenda. D.E.I. initiatives often come with a lot of baggage—agendas that focus more on the appearance of diversity rather than its substance. We’ve all seen it. Companies will hire people of different races, genders, or cultural backgrounds, pat themselves on the back for being “diverse,” and call it a day. But when you dig deeper, you realize that these hires aren’t being truly included in decision-making processes, or their perspectives aren’t genuinely valued, and they may not be qualified for the position they are being hired for.

Construction can be dangerous - I want the best person for the job - for their sake and mine.

Diversity isn’t just about what we see on the surface. It’s about bringing different perspectives to the table and using those perspectives to drive innovation, problem-solving, and better decision-making. Equity isn’t about giving special treatment based on race or gender; it’s about ensuring that everyone has a fair shot at success, regardless of their background. And inclusion isn’t about simply inviting someone to the meeting; it’s about making sure they feel comfortable enough to speak up and know that their ideas won’t be dismissed.

The Construction Industry’s D.E.I. Struggles

In the construction industry, D.E.I. can be particularly tricky. It’s an industry that was founded by older, white men who’ve been doing things a certain way for decades. Change doesn’t come easily here. However, it becomes harder when you "blame" them for the way they created this structure. They were doing the best they could at the time and now, we have seen a need for change and need to educate them through the process focused on the future, not villainizing the past. Don't get me wrong - I still run up against some of those who are not going to change their mind on anything but I don't have to be part of the problem. When D.E.I. initiatives are introduced, they’re often met with skepticism, resistance, or even outright hostility and often because of the reputation they carry with them about how these initiatives have favored those who had been hurt by the previous structure. Two wrongs do not make a right.

I’ve have felt this resistance firsthand. As an Asian/African American man in my mid-twenties, I’ve had to work twice as hard to prove myself on the job site. There have been moments when I’ve wondered if D.E.I. initiatives are doing more harm than good by focusing too much on surface-level diversity and not enough on creating an environment where different perspectives are truly valued. It is almost as if they are harder on me because they think I am being given a free ride through D.E.I. initiatives. That or they don't value my worth because they think I got to where I am at undeservingly and now I feel like I am always trying to provide myself.

But I also know that these initiatives are necessary. Without them, people like me might never have a seat at the table. It isn't like the problem was going to solve itself. D.E.I. has brought much needed light to the issue and not just for me, cringing at the labeling of being "Blackinese" but it has been important for equity for women, other races, disadvantaged youth and populations, those who are "different" whether defined by identify, gender, or sexual orientation or attraction. I'm part of the population meant to be protected by D.E.I. and I can't even be sure I understand who all it includes - and it doesn't seem right that it has turned to "everyone" except middle-aged, rich white men. The challenge is figuring out how to make D.E.I. work in a way that truly benefits everyone, not just a select few.

A Difficult Conversation

One day, I found myself in a conversation with an older white man on the job site. Let’s call him Bob. Bob’s been in the industry for over 30 years, and he’s seen a lot of changes, not all of which he’s happy about. We were working on a project together, and during a break, the topic of D.E.I. came up.

“I don’t get it, Jordan,” Bob said, shaking his head. “Why do we need all this diversity stuff? It’s not like we had any problems before. People just did their jobs. Now it feels like we’re walking on eggshells all the time, worrying about offending someone.”

I could see where Bob was coming from. For him, D.E.I. probably felt like a threat to the way things had always been done. But I also knew this was an opportunity to help him see things differently.

“Bob, I hear you,” I started, choosing my words carefully. “I get that it can feel like things are changing too fast, and it’s tough to keep up. But think about it this way—D.E.I. isn’t about making you feel like you’ve done something wrong. It’s about making sure everyone has a fair shot and that we’re getting the best ideas from everyone, not just the people who’ve always been at the table.”

He looked at me skeptically, so I continued.

“Imagine if we were building a house, and we only used one type of tool. Sure, that tool might get the job done, but what if there’s a better tool out there that could do it faster or more efficiently? By bringing in different perspectives, we’re just adding more tools to the toolbox. We’re not saying the old tools are useless; we’re just saying there might be a better way to do things if we’re open to new ideas.”

Bob nodded slowly, but I could tell he wasn’t completely convinced. So, I tried a different approach.

“Look, Bob, you’ve got years of experience, and that’s valuable. But imagine if no one ever listened to your ideas just because you’ve been around for a long time. That wouldn’t be fair, right? That’s what happens when we don’t include everyone in the conversation. We miss out on good ideas just because they come from someone who looks different or comes from a different background.”

The Power of Inclusion

Bob was quiet for a moment, and I could see the gears turning in his head. Finally, he spoke up.

“So, you’re saying it’s not just about hiring people who look different? It’s about making sure everyone’s ideas are heard?”

“Exactly,” I replied. “D.E.I. isn’t about checking boxes. It’s about creating a culture where everyone feels like they belong and where their ideas are valued. When we do that, we all benefit.”

Bob, "Well, I could get behind that but sometimes it doesn't feel like that's how it is being used."

I then said, "I understand, but that is why we need to keep having these kind of conversations. So you can learn from me, the same I learn from you every day."

That conversation with Bob wasn’t easy, but it was necessary. It helped me see that D.E.I. isn’t just about pushing an agenda—it’s about changing hearts and minds. It’s about helping people like Bob understand that inclusion doesn’t mean they’re being left behind; it means they’re being asked to bring others along for the ride.

Moving Forward with D.E.I.

As I continue to navigate my career in construction, I’m committed to making D.E.I. work in a way that benefits everyone. It’s not about creating division or resentment. It’s about finding common ground and working together to create a more inclusive industry.

We need to move away from the focus on identifying race, culture, gender, etc., as the balance scale and instead focus on diverse perspectives, equity in fairness, and inclusion as not dismissing ideas. When people feel like they’re part of a community or company culture, they’re more likely to contribute their best work. That’s what we should be aiming for—a collaborative environment where everyone feels valued.

D.E.I. isn’t perfect, and there’s still a long way to go. But if we can remove the agenda-driven aspects and focus on the foundational purpose of these initiatives, I believe we can create workplaces that truly reflect the diversity of the world we live in. It’s not about tearing down the old; it’s about building something better together. And that’s a job worth doing.

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