Misperceptions About DEI: What Both Sides Get Wrong
SIMMA Lieberman
I help leaders build inclusive cultures where employees love to do their best work, and customers love to do business
Misperceptions About DEI: What Both Sides Often Get Wrong
As a DEI (Diversity, Equity, and Inclusion) consultant and facilitator with over 30 years of experience, I’ve observed many misconceptions on both sides of the DEI discussion, that cannot be ignored. Let’s address these misunderstandings head-on.
Misconceptions, Misperceptions, and Just Wrong Ideas of DEI Attackers
I'm referring to everyday individuals, not those who spread misinformation for political gains. Many DEI critics don’t fully understand what they’re opposing. ?They don’t even know what Diversity is.? They don’t know that they are included in inclusion. They have no idea at all. According to research and my conversations, some believe DEI solely benefits nonwhite individuals, fearing their own exclusion. In reality, effective DEI (Diversity, Equity and Inclusion) leads to better profits, innovation, and performance. Understanding this could change many minds—unless they are intentionally discriminatory. Ignorance plays a major role in this opposition.
Mistakes and Missteps by DEI Professionals
Conversely, DEI professionals often assume everyone understands DEI’s significance. They may view opponents as simply racist or homophobic. This assumption is an impediment to Diversity, Equity and Inclusion for all.
Many DEI experts think they don’t need to explain DEI. They think everyone already knows what to think, say or do. They are more focused on being “right” than on achieving real results.
When I first started this work over 35 years ago, as a DEI facilitator, we would break people into small groups to talk about the personal and organizational benefits of diversity and inclusion. These conversations often turned the skeptics into supporters.
How to Get It Right
We must clarify the "why" of DEI—why training is essential and how it benefits individuals in their work. Achieving results is more crucial than being right. This involves including everyone, helping them excel, and valuing their contributions
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Another common error among DEI professionals is quickly condemning and canceling people during workshops who express doubt, rather than providing the information needed for change. Leaders should educate employees on DEI’s importance, its benefits, and why the organization values it. Employees need to know that they will personally benefit, and it will help them be more productive. This approach has led to significant positive changes over the years.
How to Foster Engagement, Not Alienation Engage in conversations rather than monologues. Be ready to answer questions and educate on DEI’s importance and personal benefits. Create opportunities for cross-functional problem-solving and facilitated conversation circles where people can interact with diverse individuals.
Let Me Help You Get Into the Solution To address these challenges, I offer facilitation, coaching, and three key programs:
1.??????? Everyday Inclusive Leadership Skills for Everyone:
Leaders and employees engage and share their needs to feel included.
2.??????? Everyday Inclusive Leadership Actions for Employees:
Enable employees to practice inclusion with each other and their clients.
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3.??????? Inclusive Leadership Skills from the Inside Out: https://simmalieberman.com/inclusive-leadership-inside/
?Develop skills to be an inclusive leader in any situation and at any level.
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Let’s progress by educating and engaging, not assuming and alienating. This approach will create a more inclusive and successful environment for everyone.
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Unlock Inclusive Leadership Potential Today!
Envision a workplace where everyone feels valued and included. My facilitation and coaching programs aim to help you create a welcoming and effective organization.
Take the first step towards a more inclusive and productive environment. Contact me now to begin your journey. ?[email protected]
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Work with Simma to Create an Inclusive Culture for All
- Additional training programs
- Inclusive leadership coaching and consulting—one-on-one or in small groups
- Facilitate an Everyday Dialogue to bring people together across differences, increase collaboration, prevent conflict, and end silos
- Invite Simma to speak at your next meeting, event, or panel discussion
Simma Lieberman | The Inclusionist
[email protected] | 1-510-697-8226
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Mindfulness & Buddhist meditation teacher, diversity, equity, inclusion consultant, and writer
4 个月Excellent article, Simma!
Human Capital C-Level Executive | Board Advisor | Organizational Psychologist | with major Public & Private Companies, Boards, Government Expertise
4 个月Yes, inclusion must be inclusive! Too often people act as if DEI is designed to promote a ‘them versus us’ scenario. When the purpose of DEI is to see ‘us all as us’ and to promote respect which acts as a catalyst to open discussion, collaboration, innovation and productivity.