Why A Fashion Influencer Wants Us To Drop The Term Diversity
Dr. Jonathan Ashong-Lamptey
Helping People Leaders Deliver High Impact Inclusion Work | Host of world's longest running inclusion podcast "Element of Inclusion"
Diversity is the buzzword of the 20’s.
Someone in the?Fashion Industry is fighting to get?rid of the term.
Here’s what you need to know:?
In January 2020,?Fashion?Influencer?Arooj?Aftab?created the hashtag #DoneWithDiversity.?
This was part of a campaign?"to drop the concept of diversity in favour of true inclusion and accessibility”.
Arooj created the campaign because:?
- Conversations about Diversity in Fashion were limited
- Inclusion was being used for marketing
- Diversity meant "adding a few Black and brown faces to the room"
In her own words all of this are "examples of Tokenism, and I was the Token”
We’ve talked?about?Tokenism on the show before.
It’s useful to think of?tokenism as a situation where?your identity is welcome and your expertise is not.
I think this?explains Arooj’s experiences.?
I’m not a Fashion expert but I do have clients in the Fashion?Industry.
What she said agrees with my observations.?
All of this was taken from an article sent to me by?a?member of our audience?who wanted me to discuss it.?
For me, this article is about Tokenism pretending to be Diversity.?
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The title of the article is:?
After reading it, I think are more appropriate title is:?
“Why I’m fighting to ditch?Tokenism?’ – and how we can actually become more inclusive without it”
When I pretend that’s the real title, the?article makes more sense.?
Key Takeaways from the episode:?
-?Tokenism is not Diversity?
-?We can become more Inclusive without Tokenism?
-?Maybe we?should?ditch Tokenism?
Let us know what you think in the comments below
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Health & Social Care Business Consultant | DEI Champion and Practitioner I HealthTech | Trainer | Mental Health & Well Being | Speaker | Host/Moderator
2 年Thanks Dr. Jonathan Ashong-Lamptey for sharing this article and post on your podcast. I agreed at first that it was a fashionable way of gaining attention. I also share the notion of tokenism playing it's part here. But dropping the term 'diversity' REALLY this seems more divisive. If something doesn't look like or smell like diversity then it shouldn't be and it should be called out. Why not show or showcase what good diversity can look like or bring in other experts to highlight and educate those who clearly need it. Yes this isn't just a post George Floyd thing it is something that is continuos. Having a seat at the table is the first step and hopefully this leads on to a more representative table. Voices , actions play a part but consistency keeps it going. We all have our personal journeys and hopefully this article should lead to more discussions like this to a better version of diversity Arooj Aftab.
Researcher, SocioCognitivePsychologist, Philosopher researching emotions, feelings, embodied cognition
2 年Thanks Jonathan! This is a great podcast which highlights the need for every human to be valued and respected, no matter their ethnicity (background and gender) because otherwise we miss out on benefiting from their 'potential.' Everyone can add value to the world with the right kind of encouragement, given the 'right' context and opportunity .....in my opinion. #BrainPlasticity
Senior Project Manager, experience in Electrical Transmission, IT and Telecommunications. Leadership Development and Project Leader. Speaker | Leadership Mentor | Educator, Harassment And Racism Prevention
2 年if we improve the Leadership and the Culture (a Leadership task) then Inclusion is easier. Set the example.
Project Management Communication Specialist | I help project managers build smooth relationships with "difficult" stakeholders for better project delivery.
2 年We'll go nowhere with tokenism. It is definitely not the answer. No kind of tick box exercise is.
Founder & CEO, Jere Odeh Gabriel Efeturi || Author
2 年People see diversity as representation. For me, it's the acceptance of differences or if you wish, identities by others and having no issues relating with them. Of course, we know the various forms of diversity include but are limited to: ethnicity, gender, age, sexual orientation, religion and ability status. I mean, if on the religious note, I as a Christian have issues with Islam, I certainly would find it difficult relating with a Muslim regardless of the setting or environment be it in the workplace or an informal or social gathering. The ability to have good relationship with people of various identities defines the term diversity in the workplace.