We are still debating if diversity, equity, inclusion is necessary and struggling to include anti-racism as a standard component of the work. Diversity, equity, inclusion, and antiracism (DEIA) committees have an important role to play in trauma-informed care.
Following the social unrest of 2020, organizations issued passionate statements about the evil of anti-Black racism and committed to amplifying diversity and fighting racism.
A lot of this was lip service—corporations doing symbolic gestures like posting a Black square on social media, or a Black Lives Matter banner on their websites, none of which will help end racism or even employment discrimination within their own organizations. What is required is for the existing power structures to allow themselves to be led by the very Americans whose deaths are fueling the momentum and whose lived experiences are most informed by organizational exclusion and racism.
In other words, since the problem is the persistence of race-specific discrimination, the solution must be to turn to people whose identities are most impacted by it to lead the way in ending the scourge of racism. And that's what diversity, equity, inclusion, and anti-racism (DEIA) committees and programming can accomplish, when carried out properly.
It should be obvious: The people [continuing reading here]
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