??? A woke world doesn’t include DEI

In today's newsletter I'll be discussing why belonging doesn't have a place in #dei, the difference between DEI and "#wokeness," and I'll leave you with some data and articles to think about.

??? The difference between DEI and "Wokeness"

Is DEI and "wokeness" the same thing? I don't think so. You can watch my video here.

? Belonging has no place in DEI

?? If you prefer to watch me speak: Click here.

?? Article Link I'm Responding To:

https://lnkd.in/gDq67svA

I’ve been vocal about my position on belonging at work–for me, it doesn’t belong. I have many reasons, including let’s master the “I” (inclusion) before adding another letter. It’s distracting from the importance of business by centering the focus on feelings, and most importantly, people don’t need to feel like they belong. They do, however, need to feel respected, seen and valued.

This article offered various perspectives, one I have to admit I had not considered, and belonging is being added to create space for those that feel left out of the DEI conversations. I can kind of see it, but I think it’s a stretch.

“Belonging is a way to help people who aren’t marginalized feel like they’re part of the conversation,” said Stephanie Creary, assistant professor of management at the Wharton School of Business. “The concern is that we are just creating new terms like belonging as a way to manage that resistance,” Ms. Creary said.

Regardless of the “definition” or the person using belonging in relation to DEI, we’re seeking inclusion, a voice. That’s it. DEI all equates to how we recognize and treat people. Many people are buying the “B” because they haven’t seen positive results from DEI. I’ve said it before; diversity is a fact. We must accept that no one chooses to be born Black, Asian, Hispanic, etc. We don’t choose if our parents are rich or poor, Christian or Muslim, etc. These things are decided for us. Therefore, we are all worthy of respect and recognition as individuals for the person we decide to be. In the workplace, the “D” is often referred to as “showing up as your authentic self.” Again, respect.

The E is more complicated than the others, and not the focus of what I do, so I’m moving to the “I,” which is where most fail. Inclusion is often inadvertently turned into exclusion. This can be delicate as the intentions are usually in the right place, but the execution is off. In most companies, the “I” has been responded to with ERGs and those groups are limited to those that fit the group description, such as “Blacks in Tech” or “Women in Construction,” etc. Again, the intention is there, but what about the employees in the majority that want to participate and perhaps learn more about the obstacles black professionals face in tech or women in construction? Or the creation of the groups without seeking input from all employees, not just employees from marginalized backgrounds. Inclusion is about considering EVERYONE by finding a way to bring everyone together in a respectful and constructive manner.

Belonging is an intimate and personal way of describing connection, and becomes a generic word used to gloss over the lack of inclusion some employees experience. Focus on inclusion instead.

??? Diversity Training in Las Vegas

Las Vegas is one of the most diverse cities in the nation- and growing at record speed. Businesses must create diverse work environments in order to attract and maintain top talent and reduce turnover.

Read why you need Diversity Training in Las Vegas here.

#?? The Numbers

• According to Trusted Choice, Over the last 20 years, employee lawsuits have risen roughly 400%, with wrongful termination suits up more than 260%. (Trusted Choice)
• A study by Accenture found that the GDP in the United States would increase by $25 billion if just 1% more disabled people were hired. (Accenture, 2018)

?? Starbucks (again)

Starbucks ordered to pay over $25 million to white former manager who claimed racial discrimination.

Read my thoughts about this here.?