On DEI, #1

Reflection on social change designer George Aye’s article about workplace abuse at ostensibly equity-oriented businesses, Surviving IDEO

I have been meditating on the workspaces we (BIPOC professionals) associate with having *arrived,* with rigor, and responsible, quality work in our respective industries- especially in the realm of social innovation and “progressive” work. Specifically, on how their implementation of DEI processes often reify cultural and relational dynamics which threaten BIPOC, disabled, and expansively gendered people.

The formula necessarily includes the collection of BIPOC workers, installation of BIPOC leadership and institution of a range of "transparent" processes. In fact, these perfunctory actions obscure and invalidate the continued marginalization of racial, gendered and disability groups. The slipperiness of psychological violence in the aftermath of DEI processes cannot be understated.

DEI has become a check-box having less to do with racial equity (agency within the institution, physical and mental wellness, a felt sense of safety, respect and belonging) and everything to do with plausible deniability. It has become an insurance policy, branding tool, and defensive strategy.

"Justice" is a language and vision at the crux of service worker, labour, construction, and custodial worker campaigns for workplace conditions. The realm of "Justice" is psychological, relational, and material. Metrics and policy are not enough.

Thumbnail image by Tom Fishburne on marketoonist.com