How DEI Firms Replicate The Same Biases They Are Seeking To Dismantle
Janice Gassam Asare, Ph.D.
I help workplaces become anti-racist | DEI Consultant | 2x TEDx Speaker | LinkedIn Top Voice | Jollof rice enthusiast
Since 2020, there has been an unprecedented level of interest in diversity, equity, and inclusion (DEI). DEI is not a new industry; diversity education has been around for decades, but the term “DEI” is a newer acronym. The?rise ?of diversity education in the United States is thought to have begun in the 1960s following the emergence of the Civil Rights Movement. In other?parts of the world , diversity education has been utilized in some form within businesses. With the increased spotlight on the DEI industry, physicist Brian Nord?dubbed it ?as the equity-diversity-inclusion industrial complex. Many are seeking to create DEI consultancies to cash in on a growing and unregulated field. There has been a?capitalization and commodification ?of DEI and anti-racism. A disturbing trend that deserves further exploration is why it’s so easy for?white-led DEI firms ?to receive funding, while consultancies owned by non-white founders have received less interest and financial investment. There seems to be?report ?after?report ?highlighting this discrepancy. Inequities exist in every industry; the irony is that within a space that was erected to dismantle inequities, the very same systems recreate themselves. White investors flock to what makes them feel comfort and are?more likely ?to invest in white-led companies. It’s paramount to investigate these inequities, and how they are able to persist in an industry that was designed to dismantle them.
Dr. Samantha-Rae is the owner of a DEI consulting firm,?DSRD Consulting . When reflecting on the racial gap in funding, Dr. Sam shared, “this level of access to financial resources allows firms to acquire more resources for scaling,?access to clients, access to marketing, access to things that make their companies thrive. When non-white people doing the same work don't have the same access, this perpetuates the fact that white DEI practitioners benefit from the oppression of non-white folk. I think it also suppresses and silences the hard work that people who are?actually?facing oppression do…it sends the message that these white DEI firms are more knowledgeable about oppression and marginalization and deserve more resources and investments. The same things we are working to change…are being reinforced in the DEI space.” Given the ease at which oppressive systems recreate themselves often without us realizing it, it is imperative for white-led founders doing anti-oppression work to assess the ways that they’ve internalized oppression. Audre Lorde once?wrote ?“the true focus of revolutionary change is never merely the oppressive situations that we seek to escape, but that piece of the oppressor which is planted deep within each of us.” White founders who are engaging in anti-racism and DEI work must ask themselves continuously what they are doing to check their unconscious biases and increase awareness about the experiences of racialized communities. “Am I causing harm?” is a question that should constantly be assessed.
It is imperative to not only interrogate the founders of DEI start-ups, but to also examine the tools that are being used to help companies diagnose their DEI pain points. Many companies are starting to lean on?artificial intelligence ?to help them mitigate their DEI issues. One problem that is often undiagnosed is the fact that the algorithms themselves can be?biased . Intellectual property attorney?Whitney R. McGuire ?asked an important question: “how can you identify [DEI] pain points if you have never lived through them?” Is enough being done to ensure that human biases are not replicated in our AI systems? Apparently not nearly enough; similar to people, algorithms are?regurgitating ?the same biases they were designed to mitigate. Dr. Sam shared, “leaders barely understand how to be equitable and create psychologically safe spaces for those they lead. We cannot shift that level of responsibility to software. The only role that software should play in DEI is analyzing quantitative data during the strategy development process. DEI work is very comprehensive and has intersectional nuances that account for cultural differences…software cannot capture those nuances. Human beings with knowledge?and?experience with navigating these nuances [are] needed.” When reflecting on how those who have access to resources can contribute to the solution, Dr. Sam shared, “they should use their level of power, privilege, and access to help marginalized people through sponsorship and donations [which can entail] time, money, [and] services.” If the goal is to propel DEI in the workplace, we must?disconnect ?ourselves from whiteness and recognize the ways that it shows up, even when we are seeking to dismantle it.
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This article was originally published in January 2022 in Forbes .
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The Pink Elephant newsletter is a weekly LinkedIn newsletter designed to stimulate critical and relevant dialogue that centers around topics of race and racial equity. The newsletter is curated by Janice Gassam Asare, Ph.D . who is a writer, speaker, consultant, educator, and self-proclaimed foodie. Janice is the host of the Dirty Diversity podcast, where she explores diversity, equity and inclusion in more detail. Dr. Janice’s work is centered around the dismantling of oppressive systems while amplifying the voices and needs of the most marginalized folks. If you are seeking guidance and consultation around diversity, equity, and inclusion in your workplace, visit the website to learn more about services that can be tailored to your specific needs. If you enjoyed this newsletter, please share with others you feel would gain value from it. Lastly, if you’d like to get free tips on diversity, equity, and inclusion, sign up for Dr.Janice’s free newsletter through her website .
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2 年"How DEI Firms Replicate The Same Biases They Are Seeking To Dismantle"? The very relevant, interesting and qualified article (post)!?Within the framework of the program “International Intellectual and Analytical Ε?δο? Conference and Ε?δο? Championships of advanced ideas on social networks”, experts from the Academy (IASHE; London, UK), taking into account opinions of numerous readers and commentators, recognize this material as a progressive idea. Please accept the certificate (it's free and without obligations)! Ε?δο? Group -?https://www.dhirubhai.net/groups/9130338/. Ε?δο? blog -?https://eidosproject.blogspot.com/.
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2 年Thank you for this, Janice Gassam Asare, Ph.D. The points you make so well also apply to the countless white-led organisation, leadership and management consultancy firms that offer “systems change” and “systems transformation” solutions to their clients. I’ve seen this happen — and contributed to it — over many, many years. The starting point is invariably a white-led, overwhelmingly white client system and — Voila! — the finish point is invariably a white-led, overwhelmingly white client system. Change? Transformation? Only that which maintains existing interests.
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2 年Worked for one before The most horrible experience in my entire black life ?????? A Tech company posing as a DEI company destroying lives