Where DEI Falls Short — and How To Rethink It | Y-Vonne Hutchinson | TED

Summary

In this thought-provoking talk, the speaker critiques traditional DEI exercises like privilege walks, which, while aiming to expose disparities, often fall short of creating real change. Drawing from personal experience and challenges faced in the workplace, they argue for a more compassionate, data-driven, and inclusive approach to diversity and inclusion. The speaker highlights the need for DEI to adapt to today's complex issues, such as political instability and climate change, and proposes a revised privilege walk that includes struggles like chronic illness and caregiving. The talk emphasizes empathy, systemic change, and a deeper understanding of individual experiences.

Takeaways

• 😀 Privilege walks are a common DEI exercise used to illustrate the advantages and disadvantages individuals face based on their backgrounds and experiences.
• 😀 DEI (Diversity, Equity, and Inclusion) aims to prevent discrimination, comply with civil rights laws, and create more inclusive environments for marginalized groups.
• 😀 The speaker expresses frustration with performative DEI practices like allyship pins, unconscious bias training, and black squares on Instagram, as they often lack real impact.
• 😀 The DEI field is currently facing a backlash, which is seen as a natural response to progress, similar to how past civil rights laws were met with opposition.
• 😀 DEI failures are attributed to using emotional, individual-centered approaches to solve systemic problems, which has led to a lack of effective change.
• 😀 The speaker shares the challenges their team faces, such as working remotely from areas impacted by power cuts and political conflicts like the war in Ukraine.
• 😀 43% of Americans report feeling more anxious, which has contributed to increasing workplace conflict, absenteeism, and disengagement.
• 😀 In response to real-world challenges, the speaker's company has implemented more meaningful DEI initiatives, such as anti-Semitism and anti-Arab racism trainings, and discussions about misinformation and compassion.
• 😀 The speaker emphasizes that DEI should focus on practical solutions to current issues, including climate change, political instability, and care responsibilities, acknowledging that they affect people differently based on their identities.
• 😀 A revised version of the privilege walk is proposed, incorporating contemporary issues such as chronic illness, elder care, child care, and the impact of climate change, highlighting the challenges individuals face today.

Q & A

What is the purpose of the 'privilege walk' exercise mentioned in the script?

The 'privilege walk' is a DEI (Diversity, Equity, and Inclusion) exercise aimed at helping participants reflect on their personal privileges and disadvantages based on various social factors. The exercise involves stepping forward or backward in response to prompts, allowing participants to visually see their advantages or challenges.

Why does the speaker dislike 'privilege walks' and similar DEI practices?

The speaker dislikes 'privilege walks,' allyship pins, unconscious bias training, and other similar DEI practices because they are seen as performative. The speaker argues that these actions often fail to create real change and only serve as surface-level gestures that do not address deeper systemic issues.

What is the central argument the speaker makes regarding DEI initiatives?

The speaker argues that DEI initiatives, while necessary to address discrimination, have often been implemented poorly. They suggest that DEI has become more about appearance than substance, with emotional approaches replacing data-driven solutions, and individual solutions being used to address systemic problems.

What triggered the speaker to start Ready Set, the DEI firm?

The speaker started Ready Set after experiencing trauma from working in a toxic organization. While there were academic reasons for founding the company, the primary motivation was personal: the speaker did not want others to go through the same negative experiences.

What are the two main reasons the speaker identifies for the current DEI backlash?

The two main reasons for the DEI backlash, according to the speaker, are: 1) Backlash is a natural consequence of progress, similar to how Reagan-era lawsuits responded to civil rights laws; and 2) Many organizations made mistakes by implementing DEI practices based on emotion rather than data, using individual solutions for systemic issues.

How does the speaker describe the current state of the workplace in relation to external events?

The speaker highlights that the outside world is increasingly affecting the workplace, with employees facing challenges such as power outages due to wars, climate change, and increased anxiety. These external issues are contributing to workplace conflict, absenteeism, and disengagement.

What type of training did the speaker's company conduct in response to recent events?

The speaker's company conducted anti-Semitism training on October 7 in response to a traumatic event, and the next day, they held training on anti-Arab racism and Islamophobia. The company also offers training for various other challenges, such as elder care, climate emergencies, and political discussions in the workplace.

What is the speaker's perspective on the future of DEI initiatives?

The speaker is optimistic about the future of DEI but believes that DEI practices must evolve. Rather than sticking to outdated models, there is a need for new approaches that address the current challenges of climate change, political instability, and caregiving responsibilities.

What are some of the external challenges employees are facing, according to the speaker?

The speaker mentions challenges like chronic illness, elder care, child care, and disruptions from extreme weather events. These issues are impacting employees and organizations, requiring new tools and approaches to support workers effectively.

What surprising element does the speaker mention about privilege walks?

The speaker notes that while they dislike privilege walks, there is one surprising aspect they appreciate: the unexpected revelations about people's lives, such as someone from accounting revealing they used to steal cars but turned their life around. This serves as a reminder that people carry hidden burdens and experiences.