The Global War on DEI: Implications for South African Organisations

As the war on Diversity, Equity, and Inclusion (DEI) rages on in the Global North, particularly in the United States, it's crucial for us in South Africa to understand what this means for our organisations. My name is Roy Gluckman, and I am part of Run to the Monster an organisation creating performance-enhancing training through a DEIB (Diversity, Equity, Inclusion, and Belonging) lens.

Run to the Monster strives to create engaging, scalable video content that feels akin to a "Netflix for work" experience. Our programmes prioritises storytelling over compliance. Essentially, we encourage organisations to confront their fears and the cultural monsters within their systems.

The War on DEI: A Global Perspective

The term "war on DEI" refers to the backlash against diversity, equity, and inclusion efforts, primarily in the United States. This opposition gained momentum during the Trump era, building on sentiment against what was seen as political correctness initiated during Obama’s presidency. Critics argue that DEI initiatives represent reverse discrimination, infringe on individual freedoms, and fail to deliver measurable benefits.

Key Criticisms of DEI

1. Reverse Discrimination: Opponents claim DEI initiatives unfairly disadvantage white people, men, straight people and Christians, likening it to "apartheid in reverse."
2. Forced Redesign: Critics argue that DEI efforts impose an artificial redesign of societal norms, forcing changes in representation and curriculum that conflict with conservative individual liberties.
3. Divisiveness: There is a belief that DEI perpetuates divisions instead of fostering unity, suggesting we should focus on a non-racial, human-centric approach.
4. Waste of Resources: Many see DEI initiatives as a financial burden with little to no return on investment.

Effects of the War on DEI

In the Global North, particularly in the United States, the war on DEI has led to increased polarisation, voicelessness in organisations, and a boldness in discriminatory behaviours. Companies have also seen a reduction in black representation and cuts in DEI-related jobs and training budgets.

Implications for South Africa

Given America’s cultural influence, these trends are likely to filter into South Africa. However, the impact may differ due to our unique social and corporate landscape. Here’s why:

1. Unique Demographics and History: South Africa’s history of apartheid and the demographic majority of black South Africans make the war on woke less likely to gain the same traction as in the U.S.
2. Constitutional Imperative: Our constitution mandates transformation through principles of equality, dignity, and freedom, ensuring DEI remains a vehicle to promote equality.
3. Primary Economic Focus: In South Africa, economic issues overshadow cultural debates. The primary political focus is on creating jobs and ensuring access and safety, rather than engaging in cultural wars.
4. Conservative Society: South Africa has always been conservative, prioritising culture, tradition, and religion, which may buffer against drastic ideological shifts.
5. Compliance Culture: South Africans tend to follow mandates, whether positive or negative, which could help sustain DEI efforts despite external pressures.

The Real Challenge: Demonstrating Impact

The most significant threat to DEI in South Africa is the perceived lack of impact. As practitioners, we must demonstrate how DEI initiatives enhance performance. In an era of cost-cutting and demands for improved culture, linking DEI efforts directly to performance metrics is essential.

Moving Forward

To maximise the return on investment in DEI training, we need solutions that scale, are engaging, and focus on measurable performance outcomes. The future of DEI in South Africa depends on our ability to adapt, innovate, and prove the tangible benefits of our work.

At Run to the Monster, we are committed to this mission. We believe that by addressing the root causes of performance issues through a DEIB lens, we can unlock the full potential of our teams and organisations. It’s not just about doing the right thing; it’s about driving performance and ensuring sustainable success.

Let’s embrace the challenge and run to the monster together.

Conclusion

The global war on DEI poses a significant challenge, but it also presents an opportunity for South African organisations to reaffirm their commitment to diversity, equity, and inclusion. By focusing on measurable outcomes and aligning DEI initiatives with organisational performance, we can demonstrate the value of these efforts. In doing so, we not only enhance our workplace culture but also contribute to a more equitable and inclusive society. The path forward requires courage, innovation, and a relentless focus on the benefits that DEI brings to our workplaces and communities. Let's seize this moment to lead by example and drive meaningful change.