Barriers to Discussing DEIB in our Organisations
When discussing the topic of Diversity, Equity, Inclusion and Belonging (DEIB), it is important that we start with a shared understanding of what diversity means and why it is important. Diversity is about recognizing and valuing the differences between people, and these differences can take many forms. Some examples of diversity dimensions that can impact the workplace include race, gender, sexual orientation, language, culture, religion, ability/disability, beliefs, sex, socio-economic status, education, politics, nationality, age, generation, HIV status, marital status, pregnancy/family responsibility, and geography.
It is easy to understand why discussing diversity can be uncomfortable for some people. But it is important to remember that acknowledging and valuing our differences is not a divisive exercise. In fact, it is a way to celebrate and embrace the unique qualities that make us who we are. Recognizing our differences can also help us to understand the experiences of marginalized groups and to work towards creating a more inclusive and equitable workplace.
One common misconception about diversity is that it is about focusing on what makes us different, rather than what makes us the same. But in reality, recognizing our differences does not mean we cannot also find common ground. Our differences are what make us unique, and it is important to acknowledge and celebrate them.
Another misunderstanding about diversity is the idea of "color blindness." The idea of "not seeing color" may seem like a noble goal, but in practice, it can be a way to avoid acknowledging the inequalities and injustices that still exist based on race, gender, and other identity markers. By "not seeing color," we are not forced to confront the reality that opportunity and access are still often linked to one's race, gender, ability, sexual orientation, education, and other factors.
Another argument that is often raised is the idea of "diversity of thought." While it is important to have a diversity of perspectives and ideas, it is also important to understand that our thoughts are shaped by our experiences and identities. Therefore, it is not possible to discuss diversity of thought without also discussing diversity of body. Additionally, not all thoughts are created equal, and the validity and legitimacy of a thought is often determined by the body from which it comes.
In conclusion, discussing diversity can be difficult, but it is essential if we want to create a truly inclusive and equitable workplace. We must acknowledge and value our differences, and continue to have difficult conversations about diversity of body, identity, power, rank, and privilege. By doing so, we can harness the full benefits of diversity, and create a more equitable and inclusive workplace for all.
