We need to talk about Diversity, Equity and Inclusion

This resource is for anyone who’s interested in understanding why workplace Diversity, Equity and Inclusion (DEI) is problematic. It explains how it can be harmful for global majority people, and what not for profit employers should be focusing on instead.

It also names other less harmful and more helpful approaches to addressing oppression and racism.

This resource was based on an interview with Natalie Armitage

Natalie Armitage is the UnCharitable Redistribution Consultant at JMB Consulting. A company that aims to help the charity sector reimagine “...what leadership looks and behaves like, how it responds to racism and how it generates income.” 

Natalie has over 15 years' global experience in the not for profit sector. We spoke with her about DEI, representation and not for profits embracing their political roles.

Unless stated otherwise, all quotes in this article are Natalie's.

Defining DEI

There's no agreed definition of DEI. It's generally used to describe policies, activities and values that help workplaces ensure that all employees and people they work with:

• are treated fairly
• have access to relevant opportunities
• can participate and contribute fully

DEI also looks to address the discrimination, and systemic barriers, faced by people from marginalised groups. As DEI strategist Arthur Chan puts it:

“DEI is not anti-white.

DEI is not charity work.

DEI is not PR or marketing.

DEI is not reverse discrimination.

DEI s not reactionary or perfuctionary.

DEI is not about showing favoritism toward specific identity groups.

DEI is an intersectional approach to cultural and systems change. It’s about addressing power dynamics, dismantling inequitable practices, and improving access to resources and opportunities so everyone can feel valued, contribute and thrive.”

6 problems with DEI 

“DEI sells you a flimsy plaster to tape on a gaping wound.”

On the face of it, DEI’s aims sound positive. But the way DEI is often implemented:

• centres white people's feelings and needs
• places the burden of education on the people it’s, supposedly, trying to help
• doesn’t shift power 
• doesn’t lead to systemic change.

DEI distracts us from actually examining how systems of oppression work. Instead it focuses on anyone anyone who is ‘different’ to those benefitting from a system. It puts the emphasis on including those people rather than looking at what we need to change in a system itself. This is convenient for anyone not committed to ending injustice and inequity.

“DEI contributes to more inequity because, instead of dealing with the root causes of racism, it covers them up.”

There are other problems with DEI too.

1. DEI has led to diversity on demand

DEI suggests that it’s good to have a diverse range of people in the workplace or on your Board. But this approach often becomes a tick box exercise that doesn’t change the system. In Natalie’s words, “representation politics has to go”. 

“I see [DEI consultancy and training] as a profitable industry that’s built through the white gaze. It proposes a solution to cover up deeply embedded racism. A solution that gives the illusion that progress can be made by hiring black and brown people in high positions. But seeing certain kinds of faces in high places doesn’t equate to progress.”

2. Inclusion is a distraction

“Inclusion suggests that global majority people should fight to be included in a white supremacist system - a system that is oppressing everyone. It’s a distraction from how racially minoritised people are being pressured to give up their identities.” 

3. Equity isn’t achievable until historical harms to global majority people are addressed

“What does equity actually mean in the UK when it has been built off the backs of every country it colonised and the transatlantic slave trade it began?”

4. DEI has changed the meaning of activist language

Terms like, ‘community’, ‘person-centred’ and ‘resistance’ have been appropriated by the DEI agenda. “They’ve been taken from their roots, commodified and repackaged and resold in ways that mean something different.” 

An example of this is intersectionality.

“[Intersectionality is] a sociological lens to help us assess all the different layers of structural oppression somebody might be tackling simultaneously. But the term intersectionality is now being misused. For example, to describe a panel that has a black woman and a white woman on it.” 

5. DEI harms the people it’s supposed to be helping

Failing to educate people about systemic oppression means we are supporting the status quo. And it’s the status quo that is harming people. 

DEI language capitalises on people’s experience of racial trauma. “It commodifies coping mechanisms. An example of this is when someone says, ‘don't use this word, use that word. I'll give you a dictionary of what these words actually mean, and you pay me this much money for it.’ That's packaging performativity. And it’s causing people harm.” 

6. DEI increases labour unfairly

DEI also requires global majority people to do extra work without extra pay. This labour is disproportionately shouldered by people experiencing bias and discrimination. For example people often get co-opted into being members of a DEI working group, or educating colleagues about discrimination.

“Doing work around diversity is a real double-edged sword because it takes time. Time that takes you away from your other work. People want us to do the work for free, without realising that we weren’t just born with this knowledge – we’ve acquired it from years of lived experience and hard conversations. We should be compensated for our work, and our knowledge.” 

Aja Barber in Millenial Black by Sophie Williams

“This involves increased emotional labour, but you’re paid the same. And what is a diversity champion? We need to ask what we actually mean by these things. We [global majority people] are giving our power away by representing and aiding systems and structures that aren’t built for us. They aren’t designed to help us. We can’t invest more hope in DEI and a system that’s ultimately killing us.”

Systemic problems in charities and not for profits

“We need to figure out how to divest from a system that keeps replicating itself.” 

Though not for profits try to live the values of DEI they are still failing. Part of the problem is that to get funding and survive they have to compete with one another, and operate in a capitalistic way. 

This makes it harder for charities to challenge the status quo. But, as Natalie says:

“If you’re a not for profit, you need to live what you say you stand for. If not, you’re doing saviourism. We need to move away from giving and towards empowering. And put justice at the centre. We need an ecosystem of solidarity between all groups doing social justice work.”

How charities are structured is also a problem. 

“There’s still a CEO/founder structure where one person has ultimate power. These organisations also need to divest power to staff and the people who use their services – decision-making power, agency and responsibility. ” 

And some charities are even directly supporting systems of oppression. For example Stonewall has been under scrutiny because of its relationships with weapons manufacturers. And it’s heavily wrapped up in partnerships with organisations that mainly reflect white cis people’s interests.

“Be clear, have integrity and admit your mistakes.”

We need transformation not reform. 

What you can do

“Systemic issues continue to exist because people can’t imagine anything else. White supremacy culture is so normalised and comfortable. We need to unlearn it. We need to imagine beyond the reality that we’re currently in, which is a practice of liberation.” 

“Creativity and creative thinking is a gateway to liberation. It’s freedom, but it’s not valued. It’s also the gateway to our spiritual self. And white supremacy is built on separating ourselves from our spiritual selves.”

1. Reframe and question

Reframe and refocus on the actual problems. For example, instead of speaking about DEI, ask yourself what is:  

• white supremacy? 
• imperialism? 
• colonialism? 

Do you know what:

• patriarchy and capitalism are? 
• cis heteronormativity is? 
• ableism is and how it works? 

Do you know what these mean? Do you know what happened? How well do you know?

Do you understand that the system has an interest in eliminating anything that might be a threat to its white supremacist powers?

These are the questions we should be asking. Because they prompt us to acknowledge and understand the oppressive structures that position some people as the default, and dehumanise others.

2. Educate yourself

Educate yourself on the issues. You can:

• learn more about these terms and issues using Uncharitable’s content and video library.
• understand the economic theory behind white supremacist systems on the Upstream podcast. 

“The Uncharitable library is the political education you didn’t get at school. It breaks down difficult topics in everyday language.” 

3. Use words that name what is happening

Anti-oppressive practice’ and ‘anti-racist’ are more helpful terms than DEI, because they’re more specific. And they’re a lot more to do with understanding the historical context, politics and actions that have led to present day inequities.

“Words matter because they have meaning and power. It’s important to call things what they are instead of pretending they’re something else. Because if there isn’t serious consideration of the language we use, it can compromise the work. For example, it’s not humans that have caused the climate crisis, it’s white supremacy along with imperialism and capitalism.” 

4. Become mindful of what you can’t see in a white supremacist culture

“Because we’re immersed in this culture, it’s difficult for us to see the dynamics in it.” 

Useful reminders of what’s going on in our systems are the White Supremacy Culture website and White Supremacy Culture in organisations. These resources help you to be mindful that what’s presented to you as normal, or fact, might not be. 

5. If you are racially minoritised, set boundaries at work

Educating people in your organisation about racism, anti-racism and DEI requires emotional labour. It’s easy to become exhausted.

Natalie has some advice on how to set boundaries at work.

“You can find yourself pandering to educating people all the time, and it leads to burnout. Set limits, don’t overdo it for people. You don’t have to laugh at their jokes! You can’t win with this. It’s not designed for you to win. That’s how whiteness works – it’s never going to accept you. It’s designed to deplete your energy.” 

“It’s not always safe to advocate for yourself. It’s better to know where your boundaries are and maintain them because, if you don’t, you can lose yourself. And don’t put yourself in harm’s way for something that won’t change in a particular environment. There are bigger fights.” 

Jopwell’s article has some tips for setting boundaries in the workplace.

Connect with Natalie

You can connect with Natalie on LinkedIn.

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Image source: Disabledandhere. Used under a CC4.0 license.