Despite recent challenges and a backlash against DEI initiatives, experts believe that organizations can still make progress towards diversity, equity, and inclusion without explicitly using the DEI label. The article discusses the history of DEI, its recent setbacks, and the ongoing debate about its future.
DEI – Diversity , equity and inclusion – initiatives have been having a tough time of it.Even so, DEI isn’t dead, according to David Glasgow, the executive director of the Meltzer Center for Diversity , Inclusion and Belonging at New York University.
How did we get to this moment? In the wake of the murder of George Floyd in Minneapolis nearly five years ago, there was a huge spike in DEI job postings. Did this feel substantive to you or did it feel kind of fashionable? Now there were some organizations that I think got on board with that because of the social and political pressure that were probably never deeply committed to it. And it was a kind of performative activity that they were engaged in. But like everything, I think it's kind of a mix, some genuine, some not so genuine, but it was a reflection of, I think, the zeitgeist at the time.
Do you expect some institutions to become, say, whiter and more male because of this counter-DEI movement? No, they can do that. In fact, there's an active debate right now within the DEI community about whether or not to just abandon that term DEI and rebrand it as something else. Already we see, in fact, some of the organizations that have retreated from DEI, I think that that's exactly what's going on. I don't think that they've actually retreated from the work of trying to improve the diversity of their personnel or create a welcoming culture.
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