What I DO NOT understand about DEI

When comments like this come across my desk, I rarely feel surprise.?

I hear some variation of “DEI is only an excuse to give people jobs because of their skin color and not because they earned them” all the time.?

But something about this YouTube comment caught my attention. Because it makes me wonder:

Why? Why did you take time out of your busy day to tell me I’m wrong about DEI? That DEI must be about letting less-qualified people (less qualified than whom? You, I guess?) “sneak” into jobs they haven’t earned?

What IS IT about trying to bring fairness and equity to the workplace that BOTHERS YOU so much?

I have to confess: I DON’T. GET. IT!?

Break it down:?

That’s not a rhetorical question, by the way. I’m really asking you! I want to hear what you think. My perspective is:

There’s a pervasive belief that diversity, equity, and inclusion (DEI) efforts mean giving people something they haven’t earned, just because they belong to a historically underestimated group.?

That because someone is disabled, female, Latina (or all three!), they’re getting a job or promotion because of their identities — not their skills or experience.

The OPPOSITE is true!

DEI efforts address the fact that many people — largely historically privileged people such as those who are white and/or male — HAVE been given opportunities because of their identity.

Those of us who work in or promote DEI efforts are asking that EVERYONE have the same access and opportunity to earn jobs and promotions, regardless of identity.

(Am I saying that historically privileged people have never worked hard or suffered? Of course not! But I AM saying your skin color, gender, or ability has never hindered you.)

To put it another way: it’s not that every white man is mediocre and doesn’t deserve his job. However, I bet we can all relate to working with a white man who seemed, well, at least no more qualified for his job than we were. And yet, when the time came, I bet he got the raise or promotion. How is that right!?

Now, are there people of color and women in jobs they haven’t earned? Sure. It’s important to remember that I’m speaking about groups and patterns — not individual cases. There are under-qualified and low-performing people of all stripes, but the pattern that DEI addresses is how much more easily your average white man “earns” a raise or? promotion than your average Latina woman — even when they’re equally skilled and experienced.?

DEI efforts strive to level the playing field so we’re all in the same game. Honestly, what’s objectionable about that? I’m asking because I’m at a loss. I don’t understand.?

Do Something Different:

No one wants to be part of a system that’s rigged against them. That must be why comments like Mr. YouTube above come in — because of that pervasive but mistaken notion that DEI efforts mean rigging a system for people of color, women, and other historically underestimated groups.

But what privileged people seem unable or unwilling to realize is that the system has been rigged for you for centuries! Just like you don’t want to be considered, say, a mediocre white man unworthy of your job, I don’t want to be considered a Black woman who only got my job because I cut in line through DEI — instead of because of my skills or experience.?

So, what now? Two suggestions:

1. Psychologist, author, and former NBA player John Amaechi explains white privilege here. It’s short, and it’s a reminder that whiteness doesn’t immunize you from hardship — it just means your hardship isn’t because you’re white. This is a fundamental principle in DEI, and I encourage you to (re)visit it.?
2. My book UNBIAS is now available in audio format! I know many of you only listen to audiobooks, so I'm thrilled UNBIAS is in your favorite format. This book is a resource for employers, managers, HR professionals and YOU seeking to create and sustain?healthy, inclusive, and equitable?workplace environments.

Alright fine, I admit I have one more suggestion! Be kind and curious. If you see something on YouTube or here on LinkedIn and it raises your hackles, ask yourself, why? What’s it making you think? Feel? If you feel threatened, what are you afraid will hurt you??

I strongly believe an increase in treating ourselves and each other with kindness and curiosity leads to a decrease in ugly comments.??

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community, a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work, at Amazon, Barnes & Nobles, and wherever books are sold.