Part 1: Seek First to Understand
Dr. Gerald Martin
Multi-skilled professional trying my best to make peoples' lives a little better.
Introduction
DEI professionals and supporters are responding to the Students for Fair Admissions SCOTUS decision by reiterating the purposes and impacts of DEI as they see and feel them. The large number of anti-DEI legislation shows disagreement on what DEI is and is not. As I enter a transition phase in my DEI career, I decided to reflect on the DEI landscape. This reflection provides insight into how I came to my revised approach to DEI by evaluating statements on both sides and providing a possible way forward. ?
Diversity, equity, and inclusion initiatives are being challenged and disbanded across the USA. Several entities track anti-DEI legislation, such as NBC News. NBC News is tracking legislation, and they report that over 100 bills have been introduced in 30 states (Adams & Chiwaya, 2024). ABC News reports that almost ten have been enacted into law (Alfonseca, 2024). The intended impacts of anti-DEI legislation include disbanding DEI offices, programs, budgets, protected category considerations in education and employment, DEI statements, DEI curricular content, and more. ???
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Private companies are also targeted for their DEI initiatives. The American Alliance for Equal Rights, which also challenges college DEI initiatives, filed a lawsuit against the Fearless Fund and its foundation for providing grants via a contest for Black women (Husock, 2024). They call this contest reverse racial discrimination. America First Legal is taking a different approach. They have filed EEOC complaints against private companies such as Disney, Nike, the NFL, and others, stating they discriminate against White males (America First Legal, 2024). They believe that all DEI efforts are discriminatory.
DEI proponents say the goal is to dismantle progress (Jackson, 2024). They remind us that current DEI challenges mirror past challenges designed to prevent progress ensured by civil rights laws (Jones, 2024). DEI practitioners find themselves having to explain what DEI is and is not, including restating the definition of DEI as being broad, covering race, sex, gender, ability, thought, religion, and political views. Practitioners reiterate the importance of measurable goals and inclusivity. Some explain that using demographic characteristics in decisions is essential for achieving equity. ??
The current state of DEI raises several questions. Why might DEI be so concerning to some? What are the arguments against and for DEI? Are the arguments against it accurate or inaccurate? What should we do now? I ask these questions partly because we in DEI expect people to self-reflect and be open to change. ?Part 1 answers the first two questions. ?
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Why Might DEI Be So Concerning to Some?
Unspoken Threats or Concerns
Aarti Iyer (2022) approaches the topic in the article Understanding advantaged groups’ opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat by categorizing the opposition to DEI as three threats. Iyer defines threat as "…an event, thing, person, or group that is likely to cause harm or damage." Iyer provides three threats that advantaged groups (and those who think like them) address. The three threats are resource, symbolic, and ingroup morality.?
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Resource threat refers to a concern with losing access to opportunities, access to outcomes, and positions of power. There is a zero-sum belief that resources are limited, and the dominant group could lose out to minority and disadvantaged groups. With resource threats, the dominant group is concerned about losing resources or status to an outgroup. For example, lawsuits about college admissions at highly selective universities include a focus on the limited number of seats available at the few prestigious institutions that historically went to the dominant group. Proponents of DEI recognize that when unfair barriers and fair treatment are the norm, a resource shift will happen. They accept that resources, opportunities, status, and outcomes will improve for minority and disadvantaged groups. Proponents also understand that at a micro-level, women and minority-owned companies/organizations also implement DEI initiatives to ensure White men and women are included. ?For example, Historically Black Colleges and Universities have increasingly diverse student, staff, and faulty populations (Hoque, 2023).
Symbolic threat refers to the dominant group’s concerns about new values, cultures, beliefs, norms, and expectations. New people bring different ways of "being” that the dominant group is not familiar. The dominant group's concern becomes that of losing their way of being. For example, many States or organizations with anti-LGBT+ norms will push back when practices that support this community are proposed or implemented. The Human Rights Campaign noted in 2023 that 70 anti-LGBT+ laws have gone into effect (Peele, 2023). Proponents of DEI understand that symbolic changes will happen. They promote including minorities and not excluding the dominant group. The intent is to add values and beliefs that represent all people in the community via humane and inclusive actions. In the organizational context, DEI threatens traditional notions of meritocracy, so any changes to improve fairness might be seen as unfair to the dominant group. For example, using practices that expand a pool will raise concerns with DEI opponents. Organizational culture also changes when DEI initiatives are implemented, which causes concern for some opponents. Recent history shows how the #MeToo movement stewarded in new expectations for interactions in the workplace, which the Pew Research Center reports have garnered different levels of support from Americans (Brown, 2022).
Ingroup morality threat refers to a concern about the dominant group's role in advancing inequality. In other words, the dominant group wants to maintain its positive image. The group may advocate for meritocracy to appear fair and promote values around competence. They warmly support persons from minority and disadvantaged groups who embrace the dominant groups' values, and they give trust to those in the ingroup. In opponents' minds, DEI accuses them of not being moral by supporting inequity. For example, critical race theory is inaccurately criticized for promoting the idea that all White people are oppressors and all Black people are victims (Ray and Gibbons, 2021), thereby placing White people in an immoral light. DEI proponents would say that identifying inequity and changing it is morally right, regardless of group. In other words, a group is only immoral if they are not willing to identify where inequity arises and are not willing to remove unfair barriers.
Concerns stated by DEI opponents often follow Iyer's threat definition. Proponents also consider these threats, but they would say their actions are not intended to be threatening per Iyer’s definition. Resource threat is viewed by advocates as removing unfair barriers, recognizing that opportunities, power, and resources will shift due to fairness. Women have significantly gained opportunities, power, and resources because unfair barriers are being removed. Regarding symbolic threat, advocates expect the country and people to live up to the values publicly expressed and codified in law. A proponent stated, "…opening the doors to college wider with affirmative action and financial aid programs helps make America the land of opportunity in fact and not just rhetoric." Advocates approach ingroup morality threats by acknowledging issues that lead to unfairness and changing for the better, which is the moral thing to do. For example, "…Inclusion requires creating conditions at work and school where all types of people feel welcomed, valued, and able to make their voices heard."
Spoken Threats
These threats are unspoken because no DEI opponent specifically frames their concerns as threats. Yet, many opponents have expressed concerns that fall into the three threat categories. Similarly, DEI proponents have expressed supports that fall into the three threat categories. We as DEI professionals must understand opponents’ concerns. Then we must reflect, and adapt for DEI to survive State laws and inevitable SCOTUS decisions. After all, we ask people to understand, reflect, and adapt every day.??
Next, I present DEI concerns and supports expressed by several opponents and proponents, respectively. These were used to create threat themes. The themes were then placed into threat categories. Interestingly, some themes will fit into multiple threat categories.
What Are the Arguments Against and For DEI?
Threat Categories Review
The three threats are resource, symbolic, and ingroup morality.? Resource threat refers to a concern with losing access to opportunities, access to outcomes, and positions of power. There is a zero-sum belief that resources are limited, and the dominant group could lose out to minority groups. Symbolic threat refers to concerns about new values, cultures, beliefs, norms, and expectations. New people bring different ways of being, and the dominant group is not familiar with them. Ingroup morality threat refers to a concern about the dominant group's role in advancing inequality. In other words, the dominant group wants to maintain its positive image. ???
We must try to understand DEI opponents' spoken concerns and, at the same time, the DEI proponents' spoken supports. I reviewed 30 articles via a Google search to develop themes among opponents and proponents. Interestingly, both sides address the three threats in distinct ways.? ????????
Threat Types and Themes
Nine themes identified from opponent and proponent statements. As expected, the themes for both camps appear to be opposites. Threat themes from opponent and proponent comments require context, though. Each theme is presented with example comments for context. Some themes fit into multiple threat types: Resource (R), Symbolic (S), and Ingroup Morality (I).
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Opponent Themes and Comments
o?? “…mortal threat to the American Way of Life.”
o?? “If we continue to do democracy this way, it will only end in acrimony, strife, resentment, and American collapse.”
o?? “I want to see a DEI that is undergirded by classical liberal values like individuality, equality, merit, right? Free speech and forgiveness.”
o?? “DEI offices suppress speech by policing language that might offend members of disadvantaged groups.”
o?? “DEI bureaucracies has fueled bureaucratic bloat and rising costs, contributing to the indebtedness of students and parents.”
o?? “…create divisions among racial and ethnic groups, undermining a sense of unity in society…”
o?? “Rather than make relations between racial groups more congenial, they made non-progressive whites more suspicious and afraid of minority co-workers.”
o?? “…favor those who look different as opposed to those who are diverse in other areas, like thought, faith, culture, background, socioeconomic upbringing, experience, etc.”
o?? “DEI assumes only race, ethnicity, gender, and sexuality identities that matter…”
o?? “…fear of having your career ruined by the mere accusation of bigotry…”
o?? “…the "guilt" brought by America's racial dialogue…”
o?? “One tended to avoid any potentially controversial conversation with a minority co-worker, to avoid that chance of being accused of racism, of microaggressions, or of any other offense against the sacred code.”
o?? “…emphasis on equity in terms of outcomes will overlook individual merit and qualifications…”
o?? “…institutions and society as a whole are being harmed because members of underrepresented groups are getting favored treatment based on race, ethnicity, gender, sexual orientation and other factors, rather than their qualifications.”
o?? “…promotes differential treatment of or provides special benefits to people on the basis of race, color, or ethnicity.”??
o?? “Today, nearly every facet of our society worships the false and pernicious view that diversity is, somehow, our greatest strength.”
o?? “DEI efforts harmed Black students -teaching them they are incapable…”
o?? “…laying down markers for how power works within the organization, to justify disempowering whites on the basis of their skin color, and calling it virtue.”
o?? “Promotes identity-based approach to society that disadvantages Whites and males as their numbers decline…”
o?? “Does not make people more tolerant due to blaming dominant groups for DEI problems…”
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Proponent Themes and Comments
o?? “…similar to anti-civil rights opposition…”
o?? “Anti DEI strategy is built on misinformation and disinformation, rumors and anecdotes…”
o?? “Lack of resources make it difficult to address all forms of discrimination…”
o?? “We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. Those things are all important. But it’s also important to have diversity in how people think.”
o?? “Diversity brings multiple perspectives to the table during times when enhanced problem-solving skills and vision are needed.”
o?? “Now, these forces want to end programs that create economic opportunity, provide an even playing field, and improve performance in the public and private sector.”
o?? “A more educated workforce strengthens our economy and national security and boosts family incomes and tax revenues.?“
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o?? “DEI?was created?because marginalized communities have not always had equal opportunities for jobs, or felt a sense of belonging in majority-White corporate settings.”
o?? “DEI is a set of principles designed to make people of various backgrounds – including socio-economic class, race, gender and physical ability – feel supported, welcomed and safe.”
o?? “DEI is maintaining doors of opportunity open to all regardless of race…”
o?? “We need leaders and change agents capable of creating systems that don’t exploit?others…”
o?? “…a focus on DEI anywhere in society usually helps everybody…”
o?? “Diversity, equity, and inclusion are three closely linked values held by many organizations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations.”
o?? “DEI is facilitating connection and understanding across racial and ethnic differences…”
o?? “Critics wrongly assumes that white men get jobs and are admitted to colleges and universities because of their qualifications, while many other people are less qualified and advance only because institutions are being pressured to meet diversity goals.”
o?? “It educates students on democracy and inequities within…”
o?? “…important for students to learn about America’s history of discrimination and structural inequities so they can shape a better world…”??
o?? “…fighting all forms of discrimination is a tall order, especially when it comes to religious discrimination and at a time when their resources have been thinned by legislative attacks.”
o?? “…university defines diversity broadly, encompassing not just ethnic background, but also gender, sexual orientation, physical ability and political, religious, socioeconomic and geographic differences.”
o?? “DEI focus is on structural equity and inclusion, not antisemitism in college and corporations…”
Opposing Sides, Same Threats
Opponents and proponents operate from positions that address the three threats: Resource, Symbolic, and Ingroup Morality. The opponents' positions focus on ways DEI is harmful. Not one commenter shares a positive aspect of DEI. Proponents' positions focus on ways DEI is helpful. Some even admit the shortcomings of being unable to address all forms of discrimination. The different views reveal an operational gap between the sides. As DEI professionals, we can only control ourselves. Understanding the gap may help DEI professionals bridge it. Part 2 is where I evaluate themes to ascertain where opponents have a point and where they do not. Then I will discuss ways forward provided by proponents and myself. Part 2 is twice as long as Part 1 because I felt it was important to keep the evaluation and recommendations in one document for appropriate context.
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Resources
Introduction
Char Adams and Nigel Chiwaya (2024) Map: See which states have introduced or passed anti-DEI bills, NBC News https://www.nbcnews.com/data-graphics/anti-dei-bills-states-republican-lawmakers-map-rcna140756??
Kiara Alfonseca (2024) Map: The impact of anti-DEI legislation, ABC https://abcnews.go.com/US/map-impact-anti-dei-legislation/story?id=108795967
Howard Husock (2024) The Fearless Fund, DEI, and Attacks on Philanthropic Freedom, Chronicle of Philanthropy https://www.philanthropy.com/article/the-fearless-fund-dei-and-attacks-on-philanthropic-freedom
America First Legal (2024) Woke Corporations https://aflegal.org/woke-corporations/
Johnny Jackson (2024) Diversity Proponents Respond to ‘Divisive’ Narrative, Diverse: Issues In Higher Education https://www.diverseeducation.com/leadership-policy/article/15665957/diversity-proponents-respond-to-divisive-narrative
Athena Jones (2024) DEI Defenders see historic backlash, CNN https://www.cnn.com/2024/02/23/us/dei-defenders-see-historic-backlash-reaj/index.html
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Why Might DEI Be So Concerning to Some?
Aarti Iyer (2022) Understanding advantaged groups' opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat, Social and Personality Psychology Compass https://compass.onlinelibrary.wiley.com/doi/full/10.1111/spc3.12666
Mashref Hoque (2023) Striking a Balance: Preserving the Essence and Embracing Diversity at HBCUs, The Journal of Blacks in Higher Education https://jbhe.com/2023/06/striking-a-balance-preserving-the-essence-and-embracing-diversity-at-hbcus/
Cullen Peele, (2023) Roundup of Anti-LGBTQ+ Legislation Advancing In States Across the Country, Human Rights Campaign https://www.hrc.org/press-releases/roundup-of-anti-lgbtq-legislation-advancing-in-states-across-the-country
Anna Brown (2022) More Than Twice as Many Americans Support Than Oppose the #MeToo Movement, Pew Research Center https://www.pewresearch.org/social-trends/2022/09/29/more-than-twice-as-many-americans-support-than-oppose-the-metoo-movement/
Rashawn Ray and Alexandra Gibbons (2021) Why are states banning critical race theory?, Brookings https://www.brookings.edu/articles/why-are-states-banning-critical-race-theory/
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What Are the Arguments Against and For DEI?
Opponent Themes
Daarel Burnette II (2024) A DEI Storm is Brewing, The Chronicle of Higher Educationhttps://www.chronicle.com/newsletter/race-on-campus/2024-01-09
Ilana Redstone (2024) Why It’s So Hard to Change Minds About DEI, ?The Chronicle of Higher Education https://www.chronicle.com/article/why-its-so-hard-to-change-minds-about-dei?utm_source=Iterable&utm_medium=email&utm_campaign=campaign_9869257_nl_Academe-Today_date_20240516&cid=at
Marybeth Gasman (2023) What’s With The Objection To DEI Work?, Forbes https://www.forbes.com/sites/marybethgasman/2023/06/20/whats-with-the-objection-to-dei-work/?sh=62830e056d35
Brian Dapelo (2022) 7 Ways Your DEI Initiatives Are Harming Your Company and How To Resolve It., LinkedIn https://www.dhirubhai.net/pulse/7-ways-dei-harming-your-company-how-resolve-brian-dapelo
Rod Dreher (2023) DEI Training: Harmful, Phony, And Expensive, The American Conservative https://www.theamericanconservative.com/dei-training-harmful-phony-and-expensive/
Scott Yenor (2023) Florida Universities: From Woke to Professionalism, The Claremont institute https://dc.claremont.org/florida-universities-from-woke-to-professionalism/
Jonathan Butcher (2023) DEI Doesn’t Work—Taxpayers Shouldn’t Pay for It, Heritage Foundation https://www.heritage.org/education/commentary/dei-doesnt-work-taxpayers-shouldnt-pay-it
John Yang and Karina Cuevas (2024) Why diversity initiatives at colleges and companies are facing political backlash, PBS News https://www.pbs.org/newshour/show/why-diversity-initiatives-at-colleges-and-companies-are-facing-political-backlash
Ryan P. Williams and Scott Yenor (2024) Why America’s “Anti-Discrimination” Regime Needs to Be Dismantled, The Claremont institute https://americanmind.org/salvo/why-americas-anti-discrimination-regime-needs-to-be-dismantled/
Christopher F. Rufo, Ilya Shapiro, Matt Beienburg (2023) Abolish DEI Bureaucracies and Restore Colorblind Equality in Public Universities, Manhattan Institute https://manhattan.institute/article/abolish-dei-bureaucracies-and-restore-colorblind-equality-in-public-universities
The Heritage Foundation (2024) DEI: A State Legislation Tracker https://datavisualizations.heritage.org/education/dei-a-state-legislation-tracker/index.html
Athena Jones (2024) DEI supporters see echoes of America’s fraught racial history in attacks on diversity efforts, CNN https://www.cnn.com/2024/02/23/us/dei-defenders-see-historic-backlash-reaj/index.html
Alecia Taylor (2024) Texas University Leaders Defend Efforts to Rid Campuses of DEI, The Chronicle of Higher Education https://www.chronicle.com/article/texas-university-leaders-defend-efforts-to-rid-campuses-of-dei?utm_source=Iterable&utm_medium=email&utm_campaign=campaign_9869257_nl_Academe-Today_date_20240516&cid=at
American First Legal (2023) America First Legal Puts Woke Corporations, Law Firms, and Hospitals on Notice: All DEI Programs and Workplace “Balancing” Based on Race, National Origin, and Sex Violate the Law https://aflegal.org/america-first-legal-puts-woke-corporations-law-firms-and-hospitals-on-notice-all-dei-programs-and-workplace-balancing-based-on-race-national-origin-and-sex-violate-the-law/
Aaron Terr (2022) FIRE releases statement on the use of ‘diversity, equity, and inclusion’ criteria in faculty hiring and evaluation, FIRE https://www.thefire.org/news/fire-releases-statement-use-diversity-equity-and-inclusion-criteria-faculty-hiring-and
Donna Brazile (2023) Republicans: Attacks on diversity are attacks on a full and thriving economy, The Hill https://thehill.com/opinion/civil-rights/3921677-republicans-attacks-on-diversity-are-attacks-on-a-full-and-thriving-economy/
Shirin Faqiri (2024) Alabama Gov. Kay Ivey signs sweeping law that prohibits diversity, equity, and inclusion at public schools and universities, CNN https://www.cnn.com/2024/03/19/us/alabama-bill-bans-dei-public-universities-reaj/index.html
Alecia Taylor (2024) Here Are 3 Ways That Republicans See Campus DEI Efforts as Harmful, The Chronicle of Higher Education https://www.chronicle.com/article/here-are-3-ways-that-republicans-see-campus-dei-efforts-as-harmful?utm_source=Iterable&utm_medium=email&utm_campaign=campaign_9247523_nl_Academe-Today_date_20240311&cid=at
George Lindemann (2024) Diversity, equity and inclusion will only survive and thrive by embracing right and wrong, The Tennessean https://www.tennessean.com/story/opinion/contributors/2024/04/22/diversity-equity-inclusion-bari-weiss-claudine-gay-antisemitism/73288680007/
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Proponent Themes ?
Marybeth Gasman (2023) What’s With The Objection To DEI Work? Forbes https://www.forbes.com/sites/marybethgasman/2023/06/20/whats-with-the-objection-to-dei-work/?sh=7a5b81526d35
Daarel Burnette II (2024) A DEI Storm is Brewing, The Chronicle of Higher Education https://www.chronicle.com/newsletter/race-on-campus/2024-01-09
Kevin R. McClure and Kevin Gannon (2024) How College Leaders Can Stand Up for DEI Workers and Programs, The Chronicle of Higher Education https://www.chronicle.com/article/how-college-leaders-can-stand-up-for-dei-workers-and-programs
Johnny Jackson (2024) Diversity Proponents Respond to ‘Divisive’ Narrative, Diverse Education https://www.diverseeducation.com/leadership-policy/article/15665957/diversity-proponents-respond-to-divisive-narrative
Braedyn Speight (2024) Lawmakers and other advocates step up pushback over battle over DEI, Medill on the Hill https://medillonthehill.medill.northwestern.edu/2024/03/lawmakers-and-other-advocates-step-up-pushback-over-battle-over-dei/
Nicquel Terry Ellis (2024) What is DEI and why is it dividing America?, CNN https://www.cnn.com/2024/03/09/us/what-is-dei-and-why-its-dividing-america/index.html
Tatiana Walk-Morris (2024) DEI is a lightning rod for controversy – but the practice isn't dead, BBC https://www.bbc.com/worklife/article/20240304-us-corporate-diversity-equity-and-inclusion-programme-controversy
Jeff Green, David Ingold, Raeedah Wahid, Cedric Sam and Daniela Sirtori-Cortina (2023) Corporate America Promised to Hire a Lot More People of Color. It Actually Did., Bloomberg https://www.bloomberg.com/graphics/2023-black-lives-matter-equal-opportunity-corporate-diversity/
McKinsey & Company (2022) What is diversity, equity, and inclusion? https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-diversity-equity-and-inclusion??
Kiara Alfonseca (2023) DEI: What does it mean and what is its purpose?, ABC News https://abcnews.go.com/US/dei-programs/story?id=97004455
Katherine Mangan (2024) Under Siege, DEI Officers Strategize to Fight Back, The Chronicle of Higher Education https://www.chronicle.com/article/under-siege-dei-officers-strategize-to-fight-back
Donna Brazile (2023) Republicans: Attacks on diversity are attacks on a full and thriving economy, The Hill https://thehill.com/opinion/civil-rights/3921677-republicans-attacks-on-diversity-are-attacks-on-a-full-and-thriving-economy/
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Partnership Account Executive @ CROP Organization | Relationship Builder| Skilled Public Speaker| MBA in progress| Wanna be mountain Biker ??♀?.
6 个月We know what's really behind the backlash.