So you want to work on/in Diversity, Equity, and Inclusion?

By Pushpa Iyer

The subject and practice of Diversity, Equity, and Inclusion (DEI) especially in higher education, is a priority today; rightfully so, given that racism, white nationalism, and white supremacy are so visible and prevalent everyday in communities and institutions.

It is not surprising that academia not only puts itself at the forefront of the efforts to counter these negative forces, but also works on making its own educational institutions more inclusive, diverse, and equitable. Another reason why academia responds so quickly is that there is currently a job market for their students. A simple search for DEI careers shows that it is not only academia, but major corporations and institutions are creating DEI positions (see this, this, and this), and students well-positioned academically on these subjects are more assured of finding a job after graduating.

The increase in DEI positions and roles does not translate into a more significant commitment to DEI in these institutions. As Jennifer Kim points out in her blog post, DEI roles are often misunderstood and romanticized. She further adds that figuring out the DEI career (industry) will take time and believes that those in these positions cannot succeed just on their passion and capabilities alone. I think many would argue that most institutions do not set up these roles for success or, more specifically, do not provide the resources and support for people in diversity and inclusion roles to succeed. So, in some sense, a DEI career might not be right (in terms of excitement, fulfillment, success) in the short term but for the fact that it will bring in money and will pay the bills. However, there is a good chance that these positions may receive more support from organizations in the future and may turn into exciting careers. In this article, Glassdoor argues that these positions are here for the long haul because, in the end, diversity and inclusion benefit organizations immensely. 

As we prepare students for DEI jobs and as we consider post-graduation employment, we need to ask ourselves if we are able to ask of others what we have not worked out for ourselves. To make it more explicit, have we reflected on our biases, prejudices, racist attitudes, and more? Here are some questions you could ask yourself before you launch a new course/program or apply for that job:

• Do you know your privilege and power?  Reflect on your power and privilege before you begin DEI work. Get to the point where you can start conversations by acknowledging your power and privilege on the aspect of discrimination you are currently discussing. Do not make the mistake of looking for ways to show how underprivileged you are in other aspects (like socioeconomic class) when addressing racial discrimination, for example. 
• Are you updated on history, current events, laws, and more? If you want to get into DEI work, you have to be on top of the game. Read as much as you can before you start your program/job, subscribe to newsletters, blogs, and talk to as many people as you can about these issues. There is always new information and laws coming in, and you must be well informed. 
• Are you comfortable being uncomfortable? It is essential in this work to be comfortable with discomfort. Recognize signs of denial or defensiveness in yourself when engaging in difficult conversations about discrimination and marginalization. Many have written about the greatest amount of learning taking place when you are uncomfortable. If you are trying to suppress discomfort, it is hard to empathize and help others.
• Are you genuinely passionate about diversity, equity, and inclusion?  DEI work is very hard. It will drain you – physically, mentally, and emotionally. It is mostly passion alone that can keep you going, so make sure before you start your work if this is indeed what you want to do. Taking up a DEI post only because you need a job or starting a program because you think it is the latest fad means that when the going gets tough, you might look for ways out. Your abrupt departure could have very negative consequences on those minoritized and marginalized members of your institution.
• Is it necessary for others to know that you are anti-racist/sexist? If the answer to this is yes, then question your motives for being in this job. DEI work requires that your actions and words speak for you rather than your need to announce how anti-racist/sexist you are. If your words do not meet your actions, you will be “discovered” before long. 
• Are you a good listener? If you are doing DEI work you need to be an active listener. How well do you listen? Are you someone who feels the need to respond to every statement or do you find yourself speaking more about yourself during conversations about race? If the answer is yes, chances are that you need to work on your listening skills. The good thing is that listening skills can be improved with practice. So keep practicing!
• Are you ready to challenge structures of power in your institution? Any DEI work is a challenge to power structures in an institution that is not equitable, diverse, or inclusive. Even when institutions profess a commitment to DEI, it is still possible that their structures and policies have not yet been modified to be more equitable. DEI is ongoing and lifelong work. You need to have the strength, the mental and emotional capabilities, the willingness, and the courage to fight systems. If for any reason, you are unable to, including that you do not want to offend your bosses, you might be best advised to seek a career change. Remember challenging structures does not mean having antagonistic relationships. It means standing up for your conviction and convincing others to notice those flaws in the system that stand in the way of being genuinely anti-racist.
• Will you adapt (be flexible) but stand up for your values? If there is one thing DEI professionals know will not work, it is being rigid in their approach, their goals, and their attitudes. The success of this work is very dependent on changing other people’s attitudes and behavior. The continuous learning loops for every individual necessitates the need for adjustments to one’s own attitudes and behavior. All this means flexibility is crucial, but it also means being firm and standing up for your values, or else it will merely mean constant yet inconsistent changes to approaches and goals for your work – that is, simply going with the flow. 
• Are you courageous enough to accept failures? As noted above, the success of your work is not contingent upon your capabilities and passion alone. It is highly dependent on organizational commitment, resources, and support. There will be those who challenge your work within the organization. All this makes for a high likelihood of failure. Build up your courage and sensitivities to pick yourself up and keep pushing.
• Is it essential for you to take the lead and the associated glory? Think about this one carefully. DEI is not just complicated work; it is also very challenging. Changing systems and policies, as well as dealing with emotionally charged issues, means you cannot single-handedly do this work. You need to work in a team, you need allies, and you need to build a collective voice. Most importantly, you need to make the space for those minoritized populations to speak and be heard. If you are seeking a job in which you are in for all the glory of exercising your unique voice alone and being acknowledged for it, you might end up marginalizing those very people for whom you speak. Finally, do not seek praise and accolades for doing a job that is about bringing back humanity, dignity, and what is just to every member of your organization. The accolades will come on their own, and you will be recognized.
• Are you committed to DEI issues in the long run in your institution? Career growth and development are critical. However, if you are seeking just to build your resume, you might find yourself moving institutions for better titles, roles, and pay. None of this would be wrong in itself. However, the nature of DEI work is thus that success in changing systems and policies takes time. While DEI programs may thrive in the short run, in the long term, they will not be effective without the complementary changes in structures. It is, therefore, vital that you accept a DEI position only if you can commit to an institution for a while. You will need to determine how many years you will have to commit to an institution to effect change..
• Do you have your protocol for self-care in place? Make sure you have a protocol for self-care in place. DEI work requires you to take the time to rejuvenate and recharge to help others. Remember, self-care is about doing things that will help you be healthier and more engaged when helping others in stressful situations. Also, remember that your method of self-care might not work for someone else, so never impose self-care methods but work on building a self-care culture. 

All this to say, DEI work might not be for everyone. The possibility of causing more harm through your work is very real if you are unprepared, have not reflected on yourself enough, or are in this job/program for the “wrong” reasons. Question your motives for beginning DEI work, but once you are in it, remember it is for the long haul, so work on staying committed. I did not touch on being white and working on DEI issues in this piece. We will explore this another time. Here are some articles that might help you reflect more on yourself before you start any DEI work. (Article1, Article 2, Article3, Article 4, and Article 5).