What We Need is Brave DEIB
“A Nation of Cowards”
In 2009, US Attorney General, Eric Holder, gave a powerful speech about the reluctance of many to engage in an honest discussion about race. Holder stated, “In things racial we have always been and continue to be, in too many ways, essentially a nation of cowards.” In his speech Holder lamented that this reluctance fundamentally impacts workplace belonging. He noted and vowed to change the unaddressed discrimination he observed in his position as Attorney General. Unfortunately, Holder’s critique of the workplace is broken down into three words - “nation of cowards.”
The backlash to Holder’s speech was immediate and fierce. However, that shouldn’t surprise any of us. Globally, attempts to subvert messaging and action about equity and the importance of belonging have been challenged by actors advocating for a status quo they believe serves their interest. Since Holder’s speech several nation-states - Great Britain, Russia, France, Israel, India, and the United States, among others have seen a dramatic increase in xenophobia, racism, and nationalism among elected leaders. This rise is matched by comparable increases in discriminatory practices and policies among university systems and the promotion and exploitation of such practices among multinational corporations.
DEI: Its Promises and Problems
Diversity, Equity, and Inclusion (DEI) initiatives are rooted in the global social movements of the 1960s, where pushes to change the legality of discrimination led to changes in perceptions of workplace discrimination. Over the last sixty years, DEI initiatives expanded to include more people impacted by discriminatory policies and DEI initiatives grew as universities and businesses started to see the economic benefit underlying a diverse workplace and educational environment.
Unfortunately, many DEI initiatives have fallen far short of their stated goals for diversity, equity, and inclusion. Forbes contributor Paolo Gaudiano posited the problem with DEI is an over-reliance on counting staff labeled “diverse” as a metric for success in diversification. Such a focus marginalizes equity and inclusion as hot-button terms without any meaning. As a result, many DEI programs have done little to move the needle toward a diverse, equitable, and inclusive workplace.
In fact, many have reinforced the norms of discriminative policy and practices by shirking problematic corporate engagement and practices for fear of making the client uncomfortable with change. Even those who understand the importance of DEI have valued comfort over progress. Supervisors, staff, and even DEI trainers have refused to push back against claims of “anti-white discrimination” for fear of making those in power uncomfortable and relying on the ability of those who’ve been marginalized to tolerate their discomfort as part of the status quo.
Like the backlash to Holder’s speech 15 years ago, the backlash to DEI initiatives has been fierce and ridiculous. X, formerly Twitter, CEO, Elon Musk, stated DEI is “just another word for racism.” This sentiment has been echoed by a number of wealthy business leaders hoping to equate DEI to a system of hidden oppression. This convenient analysis has billionaires positing that current inequities are the result of “merit,” where the wealthy have earned their spot at the top. The trickle-down anti-DEI sentiment from the top has led to irrational fears of DEI. This backlash underscores the challenge DEI faces globally and the misconception that equity for marginalized groups equates to exclusion for others. This fear has been crystallized in the 2024 European Parliament elections where far-right, anti-immigration, candidates shifted power away from inclusion, pushing an anti-diversity agenda.
While pushback against DEI initiatives is fierce and some approaches to implementing DEI have been flawed, the goals of DEI remain fundamentally important for business, education, and our integrity.
Diversity, Equity, and Inclusion require a bold approach to create meaningful change in the workplace and society. The global landscape faces significant challenges and resistance when addressing these critical issues.
In many countries, DEI initiatives are struggling. Some have even retreated in response to criticism. For DEI to succeed, it must move beyond superficial metrics and embrace difficult conversations about systemic inequities. This requires courage from everyone involved—leaders, employees, and DEI practitioners alike.
Our understanding and approach to DEI needs to change fundamentally.
Belonging and ‘Rootedness’
French writer and philosopher, Simone Weil, famously wrote:
To be rooted is perhaps the most important and least recognised need of the human soul. It is one of the hardest to define. A human being has roots by virtue of his real, active and natural participation in the life of a community which preserves in living shape certain particular treasures of the past and certain particular expectations of the future … Every human being needs to have multiple roots. It is necessary for him to draw well-nigh the whole of his moral, intellectual and spiritual life by way of the environment of which he forms a natural part.
Weil’s perspective of “rootedness” recognizes the fundamental importance of connection to the world as rooted in connection to one another - recognition that pushes us to see the suffering and struggles of those around us. Rootedness also acknowledges the obligation of each of us to promote justice through compassion and empowerment of those who’ve been disempowered.
Utilizing Weil’s concept of “rootedness,” we can push DEI to fight harder and be braver as a tool that roots us to each other and obligates us to create spaces for belonging. DEI is not a numbers game, it is not a hoop to jump through to appease Human Resources or outside concerns for the “look” of a school or workplace. If DEI is to be successful, it must be rooted in the intention that each of us deserves to belong in our homes, communities, places of education, and places of work.
Being Comfortable Being Uncomfortable
The unfortunate attention to the phrase, a “nation of cowards” from Eric Holder’s 2009 speech helped to remove the weight of the message to his staff, “To respect one another we must have a basic understanding of one another.” Holder stated that the process of understanding will likely be “both awkward and painful.” It will require space for us to be honest with one another, something that can only truly be done through courageous compassion and demonstrations of trust. Those who have benefitted from an inequitable system must find a way to be comfortable being uncomfortable and shift to make room for those who have been added but not included.
Ultimately, what Holder challenged all of us to do is to be brave. Being brave does not mean acting without fear. At its essence, bravery must include fear and discomfort. It also involves hope in ourselves and those around us to manage the fear and discomfort of change and hope in our ability to grow and become better. As Holder stated, “...if we are to make progress [toward inclusion] we must feel comfortable enough with one another, and tolerant enough of each other, to have frank conversations about the racial matters that continue to divide us.”
The Next Step: DEI and B
The continued practices of discrimination, inequity, and exclusion have corroded the lens through which many institutions see. As inferred by Holder, we, as a global society, are not unaware of these issues but are reluctant to address them for fear of ending a status quo that is comfortable for some at the cost of discrimination against others. But, while many have attached themselves to fear of change, there is also the realization that while morally reprehensible, discriminatory practices are simply bad for business.
The institutional power of DEI is not the metric of diversity, it is the culture shift that comes with belonging. Transitioning from DEI to DEIB is intentionally creating an environment that understands the need to change. It is a movement that requires bravery.
DEIB is not about creating a utopia. It’s about recognizing the inherent value of diversity and fostering an environment where multiple perspectives can thrive. True DEIB requires addressing deep-seated inequities and being willing to engage in difficult, sometimes uncomfortable, conversations.
Bravery in DEIB means creating spaces where discomfort is acknowledged and managed constructively. It is about having faith in our collective ability to grow and improve. DEIB is not for the faint-hearted; it demands resilience and a commitment to fostering genuine inclusivity.
Moving Forward
For DEIB to make a real impact, it must be implemented with conviction and resilience. This means not shying away from the challenges and criticisms that will inevitably arise. DEIB is about more than just policies and numbers; it’s about transforming the very fabric of our workplaces and societies to ensure that everyone has the opportunity to thrive.
The journey towards DEIB is ongoing and requires a collective effort to be brave in the face of adversity. By embracing the discomfort and committing to genuine inclusivity, we can create a more equitable and inclusive world for all.
Let’s continue the conversation. Contact us to learn how you can implement DEIB in your spaces
Works Cited
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