Language, Politics, and the Need for Real Conversations in Diversity and Inclusion.
Dr Donna de Haan, Ph.D.
Helping Organizations Build Inclusive Cultures That Drive Impact | Diversity & Inclusion Strategist | Keynote Speaker | Trainer & Consultant
In an increasingly polarized climate, diversity, equity, and inclusion (DEI) efforts are frequently thrust into the spotlight. The language around D&I has, unfortunately, become a battleground, with terms like “diversity hire” and “DEI mandate” politicised and weaponised in an attempt to undermine the goals of inclusivity. These terms, often used in derogatory ways, create divisive barriers rather than opening up the constructive conversations we need to move forward as a society.
As a qualitative researcher, I know that words are data; they shape realities and organisational cultures. When D&I language is distorted and weaponised, it restricts our ability to have honest, necessary conversations about equity, respect, and representation. This article highlights the importance of fostering meaningful D&I conversations and examines how recent political discourse around D&I has impacted public perception, using the examples of U.S. presidential candidate rhetoric and recent public figures’ anti-DEI remarks.
The Power of Words and the Polarisation of D&I Language
Language has always held the power to either unite or divide. But in recent years, we’ve witnessed how words like “diversity” and “inclusion” have been twisted into triggers for opposition. Statements like Dr. Phil’s speech at a Trump rally, declaring that “America was built on hard work, not DEI,” illustrate how DEI has been framed as a threat to core national values instead of a pathway to equity and opportunity. Why does it have to be a choice? America has been built on hard work and DEI! Or is Dr Phil really trying to say that America has been built solely on the hard work of white men? This would seem a little of brand for a man who built his career off the coattails of a brilliant black woman! This polarisation obscures DEI’s true purpose: to ensure that everyone, regardless of background, has the chance to participate and succeed.
Representative Tim Burchett’s recent remarks about Vice President Kamala Harris exemplify how this politicisation can lead to harmful, dismissive rhetoric. Burchett suggested that President Biden chose Harris as a running mate “100% because she is a DEI hire,” dismissing her qualifications, achievements, and experience. This rhetoric doesn’t just undermine one individual—it sends a message that people from marginalised communities who rise to leadership positions have not genuinely earned their place, reducing them to a “box-ticking” exercise. As UN Ambassador Susan Rice rightly pointed out, these comments are not only “offensive” but “dehumanising.”
If you feel lost in the language of diversity and inclusion, please know you are not alone. Check out our free Words Matter resource here --- https://www.diversity-doctor.com/words-matter
Fear and Control: Weaponising Language to Exclude
The underlying motivations for politicising D&I language are often rooted in fear and a desire for control. D&I initiatives challenge established norms, and for some, this shift threatens their understanding of meritocracy and what they perceive as the ‘right’ way to achieve success. Politicised attacks on D&I aim to stoke division and mistrust, instilling fear by framing D&I as a means of giving undeserved advantage rather than as a tool for levelling the playing field.
Donald Trump has announced plans to dismantle DEI programs on his first day in office if re-elected, seeking to issue executive orders targeting DEI training. By proposing to ban D&I initiatives, Trump is sending a clear message: the notion of ensuring fair representation, fostering respect, and actively creating pathways for marginalised individuals does not align with his administration’s vision of America. This agenda not only threatens the progress made in D&I but signals that these conversations and efforts are to be avoided, erased, or suppressed.
Building Bridges, Not Barriers: The Importance of Real Conversations
In a time when language is weaponised to divide, it’s critical to reclaim D&I conversations for what they are meant to be: safe, open spaces where everyone can be heard and valued. Words matter, and by engaging in discussions that foster empathy, we can break down harmful stereotypes and encourage a deeper understanding of one another’s experiences. In workplaces, educational institutions, and communities, real conversations around D&I issues can bridge divides, dismantling barriers that exclusionary language attempts to reinforce.
Creating safe spaces where people feel comfortable expressing their experiences and perspectives is essential for advancing inclusivity. When we engage in open and constructive dialogue, we can build understanding, challenge misconceptions, and learn from each other. But it is crucial that these conversations are based on respect and openness, not dismissive language or assumptions. For those working in leadership or managerial roles, this requires an active effort to cultivate an inclusive environment where everyone feels comfortable sharing their ideas and concerns.
Awareness, Action, Accountability: Moving D&I Conversations Forward
Using the Diversity Doctor’s framework of Awareness, Action, and Accountability, organisations and leaders can actively foster inclusive conversations, creating a culture that values each person’s voice.
I have just competed the 'Confident D&I Conversations' course and thoroughly enjoyed it. The course succinctly defines key terms whilst making the explanations easily digestible, contextualising them flawlessly to aid understanding. Of real benefit to me were the example conversation starters and responses to certain situations. These have provided me with invaluable tools to initiate conversation and create an open and inclusive environment for education going forward. Harri Siebenaller
Bringing Empathy Back to Our Conversations
The language we choose to use shapes the world we create. We have the power to either perpetuate division or build understanding. Instead of reducing people to dismissive labels or “diversity hires,” we must bring empathy back to our conversations, recognising the unique journeys, challenges, and contributions of each individual. Words have the power to heal and to empower, but they also have the capacity to harm. Choosing to use language that builds bridges, rather than barriers, allows us to bring respect, empathy, and true inclusivity back into our workplaces and communities.
If you work with others, whether as a team member or leader, please consider the words you choose. Strive to use words that acknowledge, uplift, and value. In a world where language has become increasingly politicised, let’s choose words that heal rather than hurt.
If you’re ready to learn more about facilitating meaningful, inclusive conversations, download our FREE “Words Matter” resource to get practical insights on using language to support your D&I efforts. Or check out our Confident D&I Conversations course. Let’s work together to create a culture where words are used to bridge differences and build inclusive spaces for all.
More than anything else please simply check in with your colleagues, these are not easy times for many people. Connect and be kind - we're all in this together.