Critiquing DEI Is How We Save It
Speaking plainly about what hasn't worked is the first step to progress
A few years back, a colleague asked me whether I would tone down my critiques of workplace diversity, equity, and inclusion so as to not encourage anti-DEI activists. I responded with a firm but gentle, "no."
There's good intention behind these calls for unity. In the face of widespread attacks against not only DEI but civil rights, free speech, and public institutions more broadly, we all desperately want strength in numbers. We want a strong pro-DEI "us" to fight the anti-DEI "them."
Except, that's not quite an accurate representation of how people feel about DEI. A 2024 JUST Capital survey found that out of 17 workplace concerns, "an inclusive workplace" ranked at 12th, far behind fair wages, ethical behavior, transparent communication, and work-life balance.
A 2024 Gallup-Bentley survey on what workers want out of a workplace found that high-quality health benefits, workplace culture, and flexible work arrangements were people's highest priorities. "A company that promotes DEI" ranked dead last, in 9th place.
I'll be the first person to say that all of these priorities are outcomes of diversity, equity, and inclusion work...when it's done right.
Is it done right in your workplace? Do most workplaces with a DEI committee pay workers fairly? Do most workplaces with cultural heritage celebrations act ethically? Do most workplaces with unconscious bias training communicate fairly, offer inclusive benefits, have a respectful workplace culture, and offer flexible work?
No?
Then we have a ways to go before we can insist on closing ranks and preaching about the unambiguous value of status quo DEI.
What a huge proportion of workers (and ironically some proportion of right-wing extremists) realize is that most workplace DEI efforts don't actually benefit workers. In most workplaces, they signal support through empty commitment, deputize already under-appreciated women and people of color to do free labor, and sustain employee engagement through entertainment promising change that never happens.
Workers might strongly believe in the core ideas of diversity, equity, and inclusion—but they owe no allegiance to "DEI" as their workplace carries it out. They couldn't care less that their workplace's DEI practitioner can deliver a rousing speech on the value of equity...if they're still getting underpaid, laid off, passed over for promotion, and discriminated against. Unless practitioners of diversity, equity, and inclusion and leaders who work with them can bridge that gap with real impact, unless we can deliver practical benefit beyond moral righteousness, we will keep losing this battle.
Critiquing the status quo is the bare minimum we ought to do if we want to win. Clearly articulating a vision for a better future, pointing out what's not working in the present (even if it's our own efforts!) and delivering real value despite the headwinds is our best path forward.