DEI is Not Dead, Right?
I have heard the whispers, as you have, that some groups and employers are backing away from saying “DEI.” Somehow, our efforts seemed to have stalled as a small political sector has given DEI a bad rap. Programs labeled or promoted as DEI are being classified, by a small minority, as a political statement. This is not only baffling to me but heartbreaking as it seems to have paused our drive toward progress. And if I find it heartbreaking as a white woman of privilege, you can imagine how it hits people of color or members of our queer community.
We all remember the tragic death of George Floyd and many other people of color that sparked the flame in us to face that we have not done enough to open our doors, change policies, host discussions and open our arms to those that have been excluded. There was such momentum — so many Zooms, consultants, policy changes, investment and the like.
For a lot of us, the momentum continues and I am proud of so many who continue on this journey. But after my week with members of the African-American Credit Union Coalition and some conversations with leaders here in Michigan, there is a deep concern that the politicizing of DEI is going to slow us down or, worse yet, stop us all together.
Let’s remind ourselves what DEI is. Being diverse means to have a variety — more than just one of a kind. It includes social-economic status, race, gender, age, sexual orientation and more. How can we possibly be against having variety in our industry? I have not met anyone that is. Equity means to be fair and impartial. Again, who does not strive for this? No one I know. Inclusion means the practice of providing equal access to all. Again, a good thing, right?
Forgive my basic explanation on DEI but my point is to remind you, dear reader, that DEI is not complicated or political. Used together, to me, “DEI” is a little acronym that asks us to be the best we can be as humans and to open our doors and hearts to everyone. Not to mention, we have all have seen the business case for DEI and how young people looking to work in our industry demand a commitment to diversity. There are so many compelling reasons, above and beyond just being the right thing to do, to carry on with our efforts.
If your board or boss finds “DEI” to be “too political,” call it something else and get some support from a consultant or industry leader to shine a light on the business case that supports our continued efforts. But let’s not let our friends who are excited and hopeful to be included feel as if we are leaving our efforts behind as a fad that has lost steam. Let's double down instead.
Last week, I had the pleasure of making it out to Las Vegas to attend the African-American Credit Union Coalition (AACUC)’s Annual Conference. This was my second year attending the event, but this year’s conference was held in conjunction with the CU Leadership Convention.
Together, the event brought in more than 1,200 credit union representatives from across the country. Between this event and my experience at last month’s World Credit Union Conference, my summer has really given me a chance to become even more connected with the broader credit union movement and celebrate the diversity I saw in the attendees.
Talking about and doing the work on striving for more diversity, bringing equity and including folks is not something I will stop doing. I owe it to my team and consider it part of my job to continue. It is also work that is important to me and I know I am not alone. As we all know, the news can be hard on a good day and tragic on a bad day. Let’s be the people who carry a torchlight and keep on the path of good even when the naysayers can be really, really loud.
Yours in kinship and friendship. Patty.
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