Presented by Benefit Corporations for Good & Through the Trees Collective.

WHAT IS DEI?

Valuing DIVERSITY means that we recognize and respect everyone’s unique qualities and attributes. EQUITY refers to the fair and respectful treatment of all people. INCLUSION means that all individuals feel respected, accepted.

“Diversity is about being invited to the party. Inclusion is about being asked to dance.” 

WHAT ARE SOME DEI TERMS?

PRIVILEGE: In order to understand privilege, you have to see it through the lens of disadvantage—what other people don’t have or don’t have access to. For example: how are systems and practices set up to the detriment of others that are unlike me?

BIAS & PREJUDICE: Bias: a tendency, trend, inclination, feeling, or opinion, especially one that is preconceived or unreasoned. Prejudice: an unfavorable opinion or feeling formed beforehand or without knowledge, thought, or reason.

STEREOTYPE: an unfavorable opinion or feeling formed beforehand or without knowledge, thought, or reason.

RACISM: It is NOT just individual acts of “discrimination or meanness” towards people unlike self but rather an invisible system that perpetuates dominance in various arenas of life. Racism is often categorized into 4 different types of dimensions:

Institutional: policies and practices that reinforce racist standards within a workplace/organization

Structural: multiple institutions collectively upholding racist policies and practices (ex: society)

Interpersonal: racist acts and microaggressions carried out from one person to another

Internalized: subtle and overt messages that reinforce negative beliefs and self-hatred in individuals

WHAT ARE THE KEY VALUES OF DEI?

Respect, Humility, Honesty, Empathy

WHAT OTHER FACTORS ABOUT DEI ARE IMPORTANT TO UNDERSTAND?

  • Be mindful.

  • It is not about seeing people as the same.

  • No group is homogeneous, everyone is different.

  • Do not make assumptions.

  • Ask for pronouns.

  • Think about the social determinants such as access.

  • Ask “how do you like to receive feedback.”

  • Feel comfortable with different styles of communication (quiet, loud, inquisitive, etc.).

  • Give people space to be themselves; do not put limits on people.

  • Listen and allow people to share their experiences.

WHAT DOES IT MEAN TO BE INCLUSIVE?

  • The commonality is that we are all people.

  • It is not about seeing people as the same.

    Understand our own norms and ask ourselves. Could someone see this differently?

  • Perception is reality.

  • What privilege do I bring to the table?

  • You are in my circle, but just on another point.

  • Remember the analogy of “The Blind Men and the Elephant.”

WHAT ARE SOME INCLUSIVE LANGUAGE AND TERMS?

People have different preferences … and terms may evolve. What is politically correct today may not be tomorrow.

  • Understand Queer/LBGTQ definitions, people can be gender fluid or gender neutral

  • Native or Indigenous peoples, not Indian, or Native American

  • Black, not African American

  • LatinX, not Hispanic, or the gender preference Latino or Latina

  • South Asian, or person from India – not Indian

  • BIPOC — not POC

  • Low resourced communities, not low-income

  • Sex worker, not prostitute

  • Undocumented worker, not Illegal immigrant

  • Partner better than husband or wife

IS THERE A SPECIFIC DEI APPROACH?

Respect, Humility, Honesty, Empathy

  • Be aware of your own cultural values/ beliefs and how they may influence your attitudes and behaviors.

  • Even if you are unfamiliar with the culture do not judge.

  • Learn about historical events that have affected individuals/communities.

  • Understand how oppression, discrimination and stereotyping affect individuals both personally and professionally.

  • Be genuine and willing to learn.

  • Don’t be afraid to ask.

  • Focus on empathy and understanding, not being right.

  • Be an ally that acts not just talks.

WHAT IS THE DEI JOURNEY?

Defense > Minimization > Acceptance > Adaptation > Ally

DEFENSE: Sees differences but views them as threatening.

MINIMIZATION: Unaware of projection of own cultural values; sees own values as superior.

ACCEPTANCE: Shifts perspectives to understand that the same “ordinary” behavior can have different meanings in different cultures.

ADAPTATION: Can evaluate others’ behavior from their frame of reference/lens and can adapt own behavior to fit the norms of a different culture.

ALLY: Can shift frame of reference to wear the other’s shoes and understand and deal actively with resulting identity issues/problems.

IS THERE A SPECIFIC DEI APPROACH?

  • Often used more by white folks, “allies” referring to themselves as an ally rather than by

  • BIPOC themselves. Sometimes comes off as the “trendy thing to say.”

  • Definition of Ally: To unite formally; to associate or connect for a common cause or purpose.

  • The “act of allying” is ultimately to enter into an Alliance with someone (merging efforts, an agreement to cooperate for specific purposes, with a common end goal).

  • Saying you are an ally is much easier than actually being an ally, which are actions. What are you doing and what is your follow through in being an ally?

  • Any BIPOC does not want just the lip service of people stating they are an ally; “it’s not some badge that you sew on your vest.” Black person, Portland, OR

  • It is about forming to take up “arms” to defeat a common “oppression.” A shared fight, that is not just Black people’s problem, or Trans people’s problem — it is EVERYONE’S problem.

  • Allyship + Action. There has to be physical acts of change, in addition to changing the mindset to support all people with respect.

  • Being an ally means you are on alert, always observing and ready to make changes, and jump into action at a moment’s notice, whether that is intrinsically or outwardly, individually or collectively.