Is DEI Work Obsolete? I Think So.
Dynasti Hunt Harris
CEO | Transforming Social Impact Organizations | Leadership Development, DEI Integration, and Organizational Strategy Expert | 2023+ 2024 Top 15 Coaches of Nashville, TN| 2024 DE&I 2.0 Forbes Member Leader
Let’s first address the “elephant” here: It’s been a while since I’ve shown up on LinkedIn, and I've never really had a consistent presence on here.
But there is something that I've been coming to realize that I believe warrants a bit more sharing and a bit more dialogue going forward.
While my DEI work started over 15 years ago, over the last few years, I've been wrestling internally with the DEI space, questioning everything I've been taught to do, believe, and think about it.
And in the last year, I quietly challenged myself to continue to work deeply with organizations in an attempt to answer the question about Diversity, Equity, and Inclusion (DEI) work that keeps coming up:
“Is DEI work obsolete?”
My position? The way that it’s currently designed, Yes, it is.
And yes, I recognize that I say this while leading an entire practice focused on building DEI-centered organizations. Here's the thing, though:
What most people consider to be DEI work is based on an outdated concept that leads it to be more of a problem than a long-term solution.
The DEI of Old…
When DEI was first introduced into organizations in the 1960s, the focus centered on affirmative action and ensuring that gender and racial diversity were expanded from a compliance lens.
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Where it fell short in the ‘60s is similar to what we're continuing to see today—DEI is still centered on theory, feeling, and short-term initiatives instead of long-term, sustainable business practices that can be felt throughout every part of an organization.
The DEI of old and today are still seen and positioned as initiatives, programs, or strategies rather than how to work daily.
Over the years, especially since 2020, we’ve seen a desire to shift DEI from theory to action. This has led to many organizations launching DEI initiatives that changed a minor piece of the business temporarily (like a single compensation policy, a change in the mission statement, or a 5-year plan for equity in hiring practices) but never actually reached the core of the way that they were intended to.
And in many cases, the sheer number of initiatives (that lead to no sustainable changes in outcomes) have led teams to feel more disillusioned and frustrated by DEI than encouraged and hopeful.
I that most of these organizations had genuine intentions, attempted to “do DEI” as it's currently designed, and ended up in the same place: stuck.
So, what do we do?
Instead of asking how we launch more DEI initiatives, we start by asking this:
What would need to be true for DEI to no longer exist as an initiative, program, or function but rather as the way of operating a best-in-class organization?
More next week.
I help organizations devise and implement high-leverage strategies for long-term impact. ~Creative Thinker | Strategist | Problem-Solver
1 年Thank you for posing, and answering, your initial question, "Is DEI work obsolete?" I've been wrestling with this as of late after more than a decade of implementing DEI practices in the education space. Incremental changes have taken hold, but how do you shift the culture, in a way that lives on far beyond an individual CEO or leadership team envisions? I asked this recently of a DEI consulting firm that our school system has hired. I've yet to get a practical response and see us moving in the same direction as I've seen other systems where the work has been unsustainable.
Human Infrastructure Architect | Workplace Innovator | Solving Complex People Problems Through Data-Driven Solutions | Dynamic Speaker
1 年Dynasti Hunt Harris thank you for sharing so succinctly what I've been feeling and saying for over 10 years. Given the recent supreme court ruling, I've shifted to a broader description of #DEI since I believe it is touches every aspects of an organization. Some may argue with me. However, I'm committed to removing as many barriers as possible to give voice and access to #equitable opportunities for underappreciated and unrecognized members of a company and society at large. You're right, perfunctory action leads to disengagement, cynicism, and reputational damage. Two additional points to consider: ??#Inclusion is the DNA of an organization. The current approach to measuring success is focused on the D and E resulting a superficial understanding of what's needed required for a sustainable strategy and cultural change. Measuring head count and employee experience fail to identify systemic issues whereas measuring employee perception does. ??A comprehensive long-term data-driven strategy is lacking. It is impossible to build a comprehensive and relevant strategy without knowing the current state and having a baseline for monitoring progress. This requires quantifiable data.
DEI Consultant for the Outdoor Industry ?? || Speaker, Trainer, Inclusive Coach || Outdoor Industry MBA Candidate ??
1 年WHOA. What a spicy take! And I agree. DEI, at its current place, is obsolete. We can do better and I’m excited to read next week’s article
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1 年Love that question that you proposed in the end. I think the emphasis needs to be on development. There will always be trends. As humans we often attach ourselves to what seems right and not necessarily what feels good to us which makes these programs not sustainable. How do we continue to develop the minds of adults so that everyone starts to see the part that they play in making DEI successful? This is why I like incooratong human and adult development into any HR initiative. Thanks for starting the conversation.
What a thought provoking question you left us with…What would need to be true for DEI to no longer exist as an initiative, program, or function but rather as the way of operating a best-in-class organization? I look forward your thoughts next time. Thanks Dynasti Hunt Harris for staying the course.