Is EDI a Passing Trend?
In the realm of organizational priorities, Equity, Diversity, and Inclusion (EDI) are sometimes dismissed as fleeting trends or the latest fad. There’s a misconception that EDI will eventually fade away, which means many leaders and organizations brush past it and overlook its profound impact. But EDI is not only here to stay; it’s been a steadfast force for positive change for years and is an enduring commitment to building inclusive and thriving environments.
EDI voices have always resonated within the corridors of our societies and workplaces. They aren't necessarily louder now as some may think; instead, they're being acknowledged more than ever. The resurgence of attention to EDI, particularly in the wake of events like the tragic death of George Floyd and countless others, has brought these issues to the forefront of public consciousness once again. This heightened awareness isn't about the volume of the voices but about the collective decision to finally listen–and the resulting indignation at what's being heard. It's a unification of voices rather than an increase in their loudness, driven by a need to address and counteract efforts to silence or discredit the importance of EDI.
the misconception of newness
There's a misconception that EDI is a new phenomenon, a response to "recent" social movements. But this struggle is far from new. It's a continuum of efforts spanning from movements such as the women's suffrage movement of the early 20th century, the civil rights movement of the 1950s and '60s, the Stonewall Uprising of 1969, ongoing Indigenous Rights movements, and more recently, Black Lives Matter. Each of these moments in history represents a chapter in the long-standing battle for equality, equity, and inclusion. The terminology may evolve—from civil rights to affirmative action to EDI and even Employee Experience—but the essence remains steadfast: a unified fight for a society where everyone is included and valued equally.
Facing Opposition
Like many prominent progressive movements, the journey to EDI in workplaces is marked by opposition. When people in places of privilege see policy and practice evolutions that help other people gain access to traditionally exclusive spaces, they often see it as an attack. Privileged groups often believe opportunity is finite, including promotions, salary, respect, and more. This lacking mindset pushes them to fight for "the way things are" because they see change as scary.
Just as civil rights and the rise of the Black Lives Matter movement faced fierce resistance, so too does the push for comprehensive EDI practices. Yet, history shows us that resilience in the face of adversity leads to progress.
The ROle of Organizations
EDI is a manifestation of societal shifts. It presents a unique and necessary opportunity for organizations to dismantle barriers, foster places where people are valued, and contribute to a more equitable future. In the face of adversity, leaders have a responsibility and an opportunity to lead with courage and boldness, as some are trying to halt EDI efforts. Likewise, organizations can position themselves as leaders on this progressive path. This is a time to evolve, challenge the status quo and prioritize long-term success over short-term comfort. We're in a time where leadership, courage, and a commitment to justice and fairness are simultaneously expected and fleeting. Not enough organizations know their role in helping move EDI forward.
Large organizations are integral within broader societal systems. Their policies and practices act as fundamental components that can either perpetuate or challenge inequalities in the "real world." We often view organizations as isolated entities when, in fact, they operate within larger systems, wielding significant power. The impact of their decisions extends beyond their internal structures; they shape workplace cultures and influence broader societal attitudes.
This means organizations are embedded in the communities they operate in. They hold a responsibility to both their employees and the broader communities they serve. When we consider this, it becomes clear that organizations need to actively engage in initiatives that positively contribute to community development. How do they do this? By listening to the needs of their employees and the communities and courageously taking bold action. People are speaking; it's up to the organizations to listen.
To navigate their roles responsibly, organizations should conduct thorough research into the historical context within which they operate. Oppression is the foundation of most systems, so it's crucial to identify where organizations reap benefits from legacy practices. Learning from this history, acknowledging past mistakes, and committing to improvement is how organizations can dismantle systemic inequalities and foster a more inclusive and equitable future.
The work is hard and maybe even scary. With the voices of communities finally being heard, ignoring them is no longer an option. Organizations are facing pressure to make changes from both their employees and the communities in which they operate. EDI voices will not be silenced – they will continue to rise and build momentum, so it's time to do the necessary work to push EDI forward and make positive transformations in the workplace and broader society.
