Entrepreneur, executive, consultant/coach/thought partner for transformation, and occasional tilter at windmills.
When I post about DEI my engagement is lower than when I post about organizational development. But I get comments like this in my DMs: "Thanks for posting the DEI documentary and short essay! I have many of the same reservations about that ideology but don’t feel I’m in a position to talk about it openly. Glad someone is!" Corporations - this could be your employee. If you continue enforcing an environment in which your people feel unsafe to share their viewpoints, you are being neither diverse nor inclusive, in what I optimistically hope are the intended meanings of those words. As culture is the sum of the conscious and unconscious stories we tell ourselves and others about the organization, so fear, compelled speech, and suppression of diversity are among your unspoken core values. While this is presumably unintended, you're still accountable for it. We forge ahead: here's a recent discussion between Loury Glenn and Tabia Lee, EdD about her recent experience being fired from her DEI role as a result of the administration's epistemic confusion, and also touching on the critical connection between DEI and anti-semitism: https://lnkd.in/gAVz-khi
