Navigating the Complexities of Competitive Victimization: The Challenges and Opportunities for Diversity, Equity, and Inclusion Efforts

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Competitive victimization is the belief held by members of majority identity groups that they are victims of discrimination, oppression, or marginalization and that their suffering is comparable to or even more significant than that experienced by historically marginalized or underrepresented groups. This belief often leads to rejecting diversity, equity, and inclusion efforts and focusing on advancing the interests of the dominant group over those of marginalized communities. Competitive victimization fuels polarization, division, and resentment within society making it harder for DEI practitioners to work toward solutions that benefit all members of society.

In recent years, members of the majority and dominant identity groups in the United States have felt victimized by societal changes and have become politically mobilized in response. They see themselves as victims of multiculturalism, diversity, affirmative action, unenforced immigration policies, and other hot-button, identity-related issues. This has resulted in a shift in policy priorities, de-emphasizing equity-oriented solutions and movements related to identity and culture.

Despite essentially holding the political, economic, and social levers of power, nearly a third of white Americans say they have seen “a lot more” discrimination against white people in the past five years. And more than half of them say they have not seen a rise in discrimination against Black and Latino Americans. In May 2022, the University of Maryland Critical Issues Poll also found that most white Americans do not believe there has been a rise in discrimination against minority groups.

The Rejection of DEI

I use the term “rejectors” with clear intent. Often the DEI framework refers to those who oppose DEI as “resistors.” ?This categorization ignores the reality that DEI rejectors behave in alignment with their worldview, which informs them to reject DEI principles. Most majority and dominant identities who leave DEI have fought to regain control by uprooting diversity, inclusion, and equity movements through the political system and social movements aimed at government agencies, businesses, and communities. They are assertive and vocal about their anger and feelings of betrayal, often using inflammatory rhetoric and intimidation seen as inappropriate. The fragmentation of traditional media and the rise of social media has enabled them to spread their message quickly and widely. DEI rejectors now hold local, state, and national political power. This has shifted policy priorities to emphasize solutions and narratives that counter DEI approaches to cultural issues, including affirmative action, religious freedom, sexual identity, region, and politics.

The rise of political movements that appeal to the concerns of majority and dominant identity groups has also led to increased polarization and division within American society and beyond. Globally, we are far more aware of the billions of stakeholders worldwide, representing dozens of cultures on all continents, who don’t agree with or honor the values and politics of multiculturalism, diversity, and inclusion.?

People deeply invested in diversity, inclusion, and multiculturalism belief systems struggle to accept and engage those who believe in divergent ideologies and values that honor and promote qualities such as national unity, loyalty, respect for traditional authority, hierarchy, and obedience. This polarization can make it harder to find common ground and work toward solutions that benefit all members of society.

Let's explore how majority and dominant identities feel the societal changes fuel their sense of victimization.

Loss of power and status: Majority and dominant identities who feel victimized resist increasing diversity, equity, and inclusion because they see it as a threat to their identities and power.

Loss of the country they knew:?The majority and dominant identities who feel angry about changing society may also experience estrangement in art, music, media, pop culture, and day-to-day interactions with people who speak different languages and are from different cultures.

Alienation from cultural symbols: As society becomes more diverse and inclusive, the majority and dominant identities feel like they are losing their connection to cultural symbols and icons they have traditionally identified with. They may feel their cultural touchstones are being appropriated or replaced by characters they do not identify with.

Rejection of multiculturalism: The majority and dominant identities who are DEI rejectors are angry about the changing society, rejecting the outcome of multiculturalism. They experience multiculturalism as an attack on their cultural identities.

Ever-changing social rules and norms: DEI rejectors express a sense of not knowing what is offensive or inappropriate and struggle to keep up with the constantly evolving social norms. They also express feeling held to an impossibly high standard, where even innocent mistakes or misunderstandings can lead to severe consequences.

Fear of the unknown: Some majority or dominant identities may experience fear or anxiety when interacting with people from different languages or cultural backgrounds. They may feel they cannot connect with these individuals or are overwhelmed by “others” in a socially changing society.

Loss of familiar cultural spaces: As society becomes more diverse and inclusive, some white individuals may feel like they are losing their familiar cultural spaces, such as neighborhoods, schools, and workplaces. They may feel these spaces need to be more welcoming and comfortable.

Fear of retaliation in the social landscape: With the rise of social media and cancel culture, anything you’ve ever said or done could be used against you, no matter how long ago it occurred. This lack of clarity around what is acceptable behavior can create anxiety and confusion, especially for those worried about being "canceled" for something they said or did in the past.

Resentment at being left behind: As efforts to promote DEI gained prominence, some marginalized identities progressed, resulting in increased representation and quality of community and work life. However, this progress has fueled alienation among a subset of majority and dominant identities who feel a sense of reverse discrimination and restricted opportunities.

Dismantling DEI: Efforts to intensify diversity, equity, and inclusion interventions trigger a counter-response to eliminate and discredit DEI efforts. As political priorities shift towards positions held by those whom DEI threatens, there will be less funding and resources for diversity, equity, and inclusion efforts.

Are DEI practitioners ready? The complex and multifaceted nature of competitive victimization means conventional approaches to diversity, equity, and inclusion must adapt faster to keep up with the destabilizing impact of competitive victimization. Our shared challenge is to ensure the fabric of civil society holds together while we strive to unite around new thinking. DEI leaders can undoubtedly play a role in this evolution. Various groups and organizations use identity to create divisions among different identities. By pitting different identities against each other, these groups or organizations can often distract from more pressing issues and concerns and undermine social justice and equality efforts. This tactic of "divide and conquer" has been used throughout history by those seeking to maintain power and control over others by stoking fears and anxieties and exploiting existing tensions and conflicts.

The challenge of coexisting with those we perceive as the source of our oppression and marginalization requires a multidisciplinary approach that draws upon the collective knowledge and wisdom of various fields, including religion, sociology, economics, history, politics, technology, government, and media. The moment calls for systemic, transformative thinking, learning, and intervention methods. We can leverage multidiscipline collaboration to integrate the three fundamental values of diversity, inclusion, and unity and frame them as inextricably linked to securing a more cohesive and safe global society. Are DEI professionals ready to invite thought leaders from multiple disciplines to collaborate to invent applicable holistic frameworks?

Are today’s DEI leaders ready to open the door to reimagining the principles, structures, and assumptions that drive global victimization - those systems at the root of inequity, such as the intersection of wealth, status, and materialism? Are we, DEI practitioners, ready to confront the current paradigm that often views humans as cogs in the economic wheel rather than humans with inherent dignity and human worth? ?Are we prepared to take the risk of calling out groups or organizations that use identity as a tool to create divisions among different identities? Are we willing to shine the light of transparency that shows there is enough – and that scarcity is an illusion that keeps us divided?

Follow the Inclusion Channel Team and me as we pursue new strategies, tools, and content to discuss complex issues like competitive victimization in an environment of constant disruptive change. The time is now.