Keeping that Diversity, Inclusion and Equity plan from becoming Bullshit?
Why EDI initiatives will most likely become (or already are) four letter words for those that seek 'equity', 'inclusion', etc.
EDI is not 'reconciliation' and condensing together creates: bullshit.
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The word 'dense' comes from Latin 'densus' meaning: "thick, crowded, cloudy".
The prefix 'com-' means: 'together'.
Thus the word "con-dense" means bring together to make thick, crowded, and cloudy.
That is a basic issue with condensing three contested and ambiguous words: equity+ diversity+ inclusion.
I've attached a rough sketch map continuum. This highlights how much touted EDI campaigns in your institution might actually 'Achieve' some level of change- even loosely resembling equity.
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The top right corner is where most EDI campaigns will remain: talking about it.
Condensing. Bullshitting.
To move past the cycles of cheap talk requires agreed upon definitions on what the three words mean.
And, what they mean for a specific institutional setting (higher education for example), and peoples.
Those definitions require agreement from those marginalized. Isn't that the purpose of EDI?
This will quickly uncover that EDI ≠ (does not equal) Reconciliation with Indigenous peoples.
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After definitions, work on processes. This includes structures, policies, and decision-making.
Ever tried to navigate a complaints process at a post-secondary institution? (Eghad!).
What if your complaint was about sexism, racism, discrimination? (prob. more damaging than the initial action).
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Then move on to the messy work of targets.
What is this EDI campaign actually committing to achieve?
How will we know when we're making progress (e.g. wage equity, representation, shift in power?)
Who defines the targets?
These will be critical for next component.
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Is the EDI campaign actually resulting in changes?
What changes? Who is confirming this?
And, probably most important, how are conflicts being navigated?
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This leads into evaluation, which should have been designed and discussed at beginning.
Adjust as needed based on feedback from those marginalized.
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Evaluation leads to reporting. Reporting to communication. Where are things going well, poorly, and what's the steps for adjustment.
Don't hide the poor, or failed. Focus on conflicts.
This feedback loop goes back to the original EDI campaign, initiative and plan. Adjust.
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Actual progress is demonstrated with evidence about redistribution of power, resources, decision-making, opportunities, supports, etc.
It is demonstrated in a robust complaints process, whereby those marginalized have safe, effective, and constructive means to get issues handled.
Complaints processes linked to issues of equity, diversity, and inclusion are absolutely essential (process).
Also, constantly evaluated and shifted.
If your org's EDI has condensed with reconciliation. It's bullshit. Future posts to come on that.
No targets? Then its BS.
Thoughts? Critique?