Share Your Wins with the Community

As we’re navigating the current backlash against DEI and the barrage of harmful

policies against marginalized communities, it’s easy to get caught up in feeling fear and

hopelessness. To counterbalance this and to help us recognize the joy and purpose of

our work, we’ve decided to start a “Share Your Wins” segment in our newsletter and

blog.

We would love to hear from you about your small (or big) wins! Whether it’s a fruitful

conversation or an impactful change at work or at home, please submit your wins to us so that we can celebrate and uplift one another and remain hopeful knowing the work is moving forward. Share your win by completing this form.

Our first Share Your Win comes from Dr. J.P. Anderson who recently gave a keynote

presentation. He shares,

During the question-and-answer period, an older white gentleman, wearing a veteran’s hat, stood and asked me, “What is the difference between DEI and Equal Opportunity?” I noticed that the tone and delivery of the question implied he was upset. Perhaps he was trying to lob a gotcha question my way? But I quickly dismissed this assumption because there are just so many other explanations for tension in a person’s voice.

I explained that “DEI” is not a set prescription, ideology, or practice and that instead it’s most accurate to think of “DEI” as shorthand for an intention to break down barriers to opportunity and belonging. Thus, if an organization is taking diversity, equity, and inclusion seriously, then they are scanning their hiring, promotion, and retention practices for factors which exclude or impede people of color and other marginalized groups from engaging with the opportunities that organization makes available.

The man responded with an approving nod, and I took the opportunity to say a few more things: “Ideas and concepts—like equity, or ‘DEI,’” I explained, “are not more important than the people in front of us. In fact, these ideas and concepts exist to help us meet our needs, as individuals and as communities. If they are not doing that, then something has gone wrong. It doesn’t necessarily mean the idea is bad, but it might mean it’s not being used in the best way.” I went on to describe what has become, for me at least, a fundamental value guiding the work I do.

I believe this work is grounded in our shared humanity and everyday experience, that it should be bringing people together in authentic connection, belonging, and mutual respect. Racism and other biases are barriers to this connection—like painful wounds that distract us from the joy we may find in one another. Thus, anti-racist and equitable practices should enhance connection, that is, heal those wounds.

I stopped myself at this point and then noticed the man had “softened.” He was still, his body was calm. I think he felt safe. I think he may have felt that way because I had just said that I was willing to care about him, and that caring about people, rather than abstract concepts, is central to what I want to do. I think he may have expected exactly the opposite and instead, I hope he saw that I had no intention to rely on blame & shame or hostility, and that his humanity was as important to me as everyone else’s.