The merry-go-round of 'happy diversity talk' in social and organizational change.
"The uneven distribution of responsibility for racial equality can be considered a mechanism for reproducing that inequality" - Sara Ahmed, critical feminist scholar in her 2012 book.
Tasking diversity, inclusion and equity offices with responding to racism, probably reproduces it.
Ahmed’s book, On Being Included: Racism and Diversity in Institutional Life is based on interviews of 'diversity practitioners' in U.K universities. At the time, 'diversity' had come to replace 'equity' in institutional circles.
In Canada, there is a flood of new Equity, Diversity and Inclusion (EDI) offices within post-secondary institutions. Hiring of EDI "practitioners" and various Exec. level VP positions or Asst VP.
Similarly, in health care in BC, a rapid expansion of Indigenous health teams, and associated Executive-level (VP) positions created at health authorities.
No question, there are positives in this trend. Committed people and resources. Yet, also reactionary.
Also, paradoxical black box as these offices, VPs, and teams are being tasked with responding to racism, sexism, and other thorny things (e.g. sexual violence).
For example:
A physician accused of racism? - better call the Indigenous health team.
A male faculty member posts an inappropriate comment about women? - let's call our EDI officer.
_ _ _ _
I've been in the midst of this work for awhile.
Sometimes racism is blatant. Sometimes brutally complex, layered, and eerily insidious. It can be unwritten: "this is how we do things around here".
Sometimes it's overt and in your face. Often it's covert, hidden, like mold in an attic.
Have also been observing creation of these new EDI office(r)s with some curiosity.
Had to re-read a job description today on LinkedIn. A university EDI position, reporting to a VP.
This EDI office suggests that its work is like three pie pieces:
"Equity and Inclusion Promotion" +
"Discrimination, Harassment, and Accommodation Response" +
"Sexual Violence Prevention & Survivor Support".
Pardon?!
I'm assuming that most EDI offices are staffed with folks who identify as minority, or under-represented groups. (unwritten rule)
Most are probably, and this is also an assumption, women.
Why are these teams tasked with responding to racism, sexual violence, sexism, harassment, etc.?
Isn't this called 'passing the buck' and in some cases, might actually be institutional racism and sexism?
Being part of creating 'safe' spaces for minority folks (employees and service users). Yes.
Promote importance of equity. Yes.
Deal with and intervene in racism and violence. No.
Is this "psychologically safe"? No.
Isn't it the job of all Executive leadership, and Board members?
Stamp it out. Break down norms. Consequences?
Blanketing this work in a merry-go-round of happy "Diversity" boxes is a way of maintaining status-quo.
Passing responsibility to one office, and few (often minority) individuals, then piling on the toughest institutional work... recipe for burnout, failure, scapegoating, gas-lighting, and little change.
There's got to be a better way.
Know of some?