Why we need to move beyond diversity
“…nothing can be changed until it is faced.”
James Baldwin
Facing problems
To solve racism, we need to face up to it. But racism can get talked around in favour of more palatable ideas, such as an emphasis on increasing ethnic diversity in workplaces.
However, in the words of Home Truths 2 expert partner Lena Bheeroo, head of anti-racism and equity at Bond:
“Diversity will … only ever be a plaster on solving deeper issues if the root causes of challenges aren’t addressed.”
Or, put another way, we need to fix what lies beneath the diversity deficit in the first place: namely civil society’s racism problem.
The limits of diversity
More ethnically diverse organisations are considered by some to be more in tune with wider society and more effective compared to less diverse counterparts.
Diversity is often combined with two other approaches. One is equity: ending patterns of racial and other group-based disparities. The second is inclusion: a set of behaviours and practices that foster equity, e.g., positive action for some minoritised populations.
But even as a trio, Equity, Diversity and Inclusion (EDI) is largely about increasing Black and Minoritised Ethnic representation rather than ending racism. And our research shows that racist harms persist even with an emphasis on diversity and EDI.
Increasing employee ethnic diversity may change who does the organisation’s work without changing what the organisation’s work is. And this can leave in place civil society’s failures to support Black and Minoritised Ethnic populations at large.
Anti-racism and race equity
Attending to underlying issues of racism requires a different approach – including anti-racism and race equity.
Anti-racism is the proactive practice of identifying and ending racism. It means changing organisational values, structures and behaviours. Race equity complements anti-racism as it focuses on securing good and equitable outcomes for all and ending racial disparities.
In practice, organisations that aim to deliver anti-racism and race equity do a number of different things.
They own their complicity in racism and acknowledge their shortcomings. They make sure to support and be guided by people inside the organisation who may experience racism. They also ensure that anti-racist and race equity efforts are an institution-wide responsibility.
In addition, they will institutionally root anti-racist and race equity endeavours, e.g., by tying them to the organisation’s purpose. As a result, they will come to understand that ending racism and racial disparities are integral to true advances in health, education, economic security and so on. This makes anti-racism and race equity core work, not an optional extra.
Beyond words
The language of anti-racism and race equity alone offers no guarantee of meaningful change. However, naming and facing the problem of racism means that when change comes, it is based on honesty and firm foundations.
A space for reflection
Reflect on these questions in a way that feels right for you. You might choose to write, draw, record a voice note or video, or talk it through with a trusted friend or collaborator.
- How have you already progressed with your anti-racism efforts?
- What is your current big goal and how will you achieve it?
- What specifically are you going to do next with this big goal?
