Keeping DEI Alive – I need your support!

 

It has been some time since I last wrote, as I’ve been reflecting on the shifting landscape in the wake of this past January’s change in U.S. federal leadership. I will be honest—the transition has left me feeling angry, disappointed, hurt, and deeply disheartened. From an equity and inclusion lens, I am appalled by the attack on diversity, equity, and inclusion (DEI) training. In my March 30, 2024 blog, I wrote about the growing backlash against DEI. Unfortunately, things have only worsened.

This year alone, both the federal government and corporations have aggressively scaled back their DEI initiatives, including:

 

Federal Government Actions

·        President Trump issued several executive orders, such as "Ending Radical and Wasteful Government DEI Programs and Preferencing" and "Ending Illegal Discrimination and Restoring Merit-Based Opportunity," aiming to dismantle DEI programs across federal agencies.

·        The Department of Education has removed DEI-related guidance documents and placed employees leading DEI initiatives on leave.

·        The Foreign Service has eliminated DEI considerations from tenure and promotion criteria.

 

Corporate Actions

·        Many companies have begun reversing their DEI policies, even halting support for initiatives like social awareness parades and events.

·        John Deere, among others, has reassessed its DEI policies, including training programs and business resource groups.

·        Some shareholder proposals seeking to dismantle DEI efforts have been overwhelmingly rejected—but even facing resistance, corporate DEI support is wavering.

 

The Illusion of Meritocracy

The justification for these rollbacks? A renewed emphasis on merit-based promotions—so-called meritocracy. But anyone from a marginalized community will tell you: meritocracy has never truly existed.

In my training sessions, I frequently ask participants, “How many of you know someone who landed a job because of who they knew?” Nearly every hand goes up. Is that meritocracy? Did the best candidate get the job, or did the most connected candidate?

On paper, meritocracy sounds fair, but the reality is far different. Hiring decisions—especially for high-level positions—often involve politics, privilege, and access. Without intentional efforts to level the playing field, meritocracy remains an illusion.

 

A Crossroads for DEI—and My Business

As a woman-owned, minority-owned business whose mission is DEI, I now find myself at a crossroads. The vilification of DEI has silenced phones, emptied inboxes, and stalled engagement. Organizations fear backlash for offering DEI training, despite local and state governments and private companies still having the autonomy to do so.

I know that diversity, equity, and inclusion training is essential—it's why I founded my business in 2014. Over the past eleven years, I have trained more than 100 businesses and community organizations, fostering awareness and equity. Diversity strengthens us all. It’s the foundation of the United States’ greatness.

But now, I ask you: Is DEI training still important to you? If the answer is yes, then I need you to act.

 

How You Can Help

I must raise $30,000 in the next 60 days to keep my business open. Your donation will help with recurring operating expenses, the purchase of capital equipment, and research to assist with training development. Here’s how you can support:

 

·        Business owners/Management/Political leaders: Schedule a diversity training, a diversity audit, an equity and inclusion document review, or DEI coaching for yourself or an employee.

·        Employees: Advocate for diversity, equity and inclusion initiatives at your workplace. If DEI isn’t in this year’s budget, push for inclusion in the 2026 budget or make a personal donation.

 

You can view my training and consulting services on my website offerings tab here: https://www.distinctivevoiceconsulting.com/

 

Ways to Support in Lieu of Scheduling a Service:

1.     Send a donation by check to Distinctive Voice Consulting, P.O. Box 31822, Bellingham, WA 98228-9998

2.     Donate via Venmo: @Kharris2010 (last 4 digits: 8114)

3.     Donate via PayPal: Distinctive Voice Consulting

4.     Donate via Cash App: $kzharris2010

5.     Donate via Zelle: (Please contact me for phone number)

 

If you cannot donate, please share this blog with someone who might be able to help.

Every act of support matters. Resistance can look like keeping a DEI business afloat in the face of adversity.

 

I appreciate anything you can do. Together, we can push back against the tide and keep equity, inclusion, and diversity alive.

 

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Mastering Social Media Etiquette: Navigating the Digital Landscape

 

May 2024

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

 

 

In years past, social etiquette experts like Emily Post guided us on how to comport ourselves in face-to-face interactions. But today, with the rise of social media, we face an additional layer of complexity: how to behave online. What are the rules? What’s considered appropriate? Let’s explore these questions.

The Ever-Evolving Digital World: Why Social Media Etiquette Matters

Your online presence is an extension of your personal and professional identity. Every tweet, post, or story shapes the image you present to the world.

Proper etiquette not only helps maintain a positive image but also fosters meaningful and respectful interactions.

For entrepreneurs, brand reputation hinges on how they engage with customers, competitors, and influencers. A simple retweet without giving credit can be seen as plagiarism, while empathetic responses to negative comments build trust.

As individuals, our social media behavior impacts relationships. Oversharing personal information can push people away, while respecting boundaries builds trust.

Understanding Each Platform’s “Personality”

Each social platform has its own unspoken expectations and etiquette:

Facebook: Balancing personal and public life is key. Aunt Susan may love your cat photos, but do your colleagues need to see them too?

Instagram: Share vacation photos freely here, but be mindful on LinkedIn.

LinkedIn: Maintain a professional tone; it’s not the place for cat memes.

TikTok: Embrace creativity and trends.

Twitter: Keep it concise and engage in conversations.

YouTube: Respect content creators and comment thoughtfully.

Pinterest: Curate visually appealing boards.

Snapchat: Understand that messages disappear quickly.

Reddit: Follow subreddit rules and be respectful.

Clubhouse: Engage in audio conversations.

Join the Conversation

Whether you’re a social media newbie or a seasoned user, consider attending workshops like the one offered by Kim Harris, M.Ed. of Distinctive Voice Consulting. Learn how to navigate the digital world with grace and leave a positive footprint.

Remember, your actions online have real-world consequences. By mastering social media etiquette, you’ll enhance your interactions and contribute positively to the digital community.

Reserve your spot today by emailing: DistinctiveVoiceConsulting@gmail.com

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Navigating the Backlash: Keeping Diversity, Equity, and Inclusion Education Alive

April 2024

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

 

As a child, I often heard the saying, “One step forward, two steps back.” It encapsulated the ebb and flow of progress—a seesaw effect that resonates even today in the realm of diversity, equity, and inclusivity (DEI) initiatives. Let’s delve into this complex landscape.

 

The Surge of Interest

In my March 2023 blog post, I highlighted the surge of interest in DEI. Suddenly, organizations were eager to engage in conversations about diversity, dismantle biases, and create more inclusive workplaces. As someone who founded a DEI business back in 2014, I witnessed firsthand the transformation. But then came 2020—a year of dual crises: the global pandemic and a racial awakening in the United States.

 

The Swift Backlash

The newfound interest in DEI in 2020 was swiftly met with resistance. Some Americans recoiled from shining a spotlight on societal inequities rooted in systemic racism. These inequities manifested across various domains: income, homeownership, education, access to healthcare, and even within the criminal justice system. Black and Brown communities faced disproportionate challenges, and the data from studies at institutions like the U.C. Berkeley Othering & Belonging Institute underscored these disparities in their reporting here.

 

The Battle for Acknowledgment

As the backlash intensified, federal and state legislatures entered the fray. Their aim? To ban DEI programs and training—precisely the kind of work undertaken by organizations like Distinctive Voice Consulting. But why this pushback? The answer lies in the heart of DEI’s mission: to educate people to correct inequities within institutions and society. We cannot address societal disparities without first acknowledging their existence.

 

The Executive Order and Critical Race Theory

At the federal level, the former Trump Administration issued an “Executive Order on Combating Race and Sex Stereotyping” in 2020. This directive curtailed and defunded training on diversity, equity, and inclusivity within federal agencies. Even critical race theory—an analytical framework that examines systemic racism—became a contentious topic. The order aimed to silence these conversations, but it also ignited debates about the very essence of DEI. Fortunately, the current Biden Administration rescinded the Order.

 

Currently, individual states are jumping into the fray by introducing anti-DEI bills. To date, Republican law makers have introduced or passed more than 100 bills to regulate DEI initiatives. Here is a map showing the states that have enacted, passed and introduced anti-DEI bills here. Not only are some states banning DEI education, some college universities are following suit. Most recently, in March of 2024, the University of Florida announced the elimination of its chief diversity office position and eliminated all associated jobs because of a law passed by Governor Ron DeSantis. And more college campuses are following suit.

 

 

Moving Forward

At Distinctive Voice Consulting, I continue to champion these conversations with workshops and discussions about systemic inequality. I do so in a non-shaming, educational, and gracious way that encourages everyone to be advocates for equity and inclusivity. My latest workshop, “Equity, Diversity and Inclusion: Unpacking Systems and Fostering Understanding,” is a great introductory workshop for anyone who wishes to initiate or continue their equity, diversity, and inclusivity learning journey. More information on this workshop can be found on the DVC website here: https://www.distinctivevoiceconsulting.com/workshops

 

Remember, DEI isn’t just a buzzword—it’s a catalyst for meaningful change. Let’s continue the dialogue, even when faced with headwinds. To learn more about Distinctive Voice Consulting’s training and consulting visit: www.DistinctiveVoiceConsulting.com

 

 

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Changing Etiquette in the Workplace

 

March 2024

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

  

Los Angeles based band The Byrds had a famous song called, “Turn, Turn, Turn,” which told the story of the changes in life. This song comes to mind as I think of the fluctuations of life in the work place, post Covid, and recent reports on how GenZ is blending into the fold of the workforce. For the first time in modern history, there are five generations in the workforce: The Traditionalists, also known as the Veterans, the Silent Generation and the Greatest Generation were born between 1922 and 1945, Baby Boomers, born between 1946 and 1964, Generation X, born between 1965 and 1980, Millennials, born between 1981 and 1996, and Generation Z, born between 1997 and 2012.

 

With these five generations comes a clash of culture in dress, communication, and manners. Generations of the past leaned towards formality like dressing up to have dinner at home, with younger folks addressing their elders as Mister and Mrs. or Sir or Ma’am, and using full words in oral and written communications such as grocery store instead of “grosh” for short, or merchandise instead of “merch.” We are most definitely less formal today than our grandparents. Add to the multiple generations in the workplace, the coming of age of Gen Z in college and as new hires in the workplace. With this age diversity one can see the challenges that exist in the adjustments that need to be made. We have all seen the commercials of people attending meetings where they are business on the top, and party on the bottom, i.e. a dressy shirt and pajama pants or fuzzy slippers. But we need to remember that there does need to be a boundary between work life and personal life and this is the conversation that needs to be had.

 

To address these adjustments, Distinctive Voice Consulting has created a new workshop titled, “Changing Etiquette in the Workplace: How to be Professional in Modern Times.” This workshop is for young adults and anyone who believes they can use help navigating professionalism in today’s society.

 

In this workshop, participants will learn how to identify the difference between professional and unprofessional written and verbal communication, as well as discussions on professional attire for the workplace. DVC uses video, interactive quizzes, and discussion to unpack topics in a safe, authentic and judgment free environment. The workshop will be held via Zoom and will last between 1 ½ to 2 hours. If you are interested in getting on the waist list for this workshop, email DistinctiveVoiceConsulting@gmail.com

 

To learn more about Distinctive Voice Consulting’s training and consulting visit: www.DistinctiveVoiceConsulting.com

 

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Is America Racist?

 

February 2024

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

 

Happy Black History month! As an American Black woman, I sit here and ponder my heritage and how far African-Americans have come since the forced immigration of my ancestors to the United States in 1619. And in the presidential election year, I cringe at the responses of two Republican primary candidates when they are asked whether or not America is a racist country. I watch candidate Nikki Haley get a “deer in the headlights look” when asked about racism in the United States, and I watch former candidate Ron DeSantis’ face turn red when he is asked the same question. Then my own questions come to mind, why are they being asked this question in 2024? Isn’t the answer obvious? What is obvious is that Americans have a difficult time talking about race. Why is that?

 

I think the long and the short of it is America’s love affair with the concept of meritocracy: a system of rewards being given to those who work hard. And for the most part, this is a true fact about this great country. Most people have the opportunity to excel in this country with hard work. But what of those who don’t excel with hard work? How do we explain the fact that some hard-working folks don’t get ahead? Is it bad luck? Poor decision making? Or is there something else at play here?

 

When we talk about racism, we need to differentiate between individual racism, the belief of superiority of one race over others acted on between racial groups and individuals, and systemic racism, a structure of laws, policies and practices across society that benefit the dominant culture over other races. So, the question, is America racist, needs to be framed in a way where we look at laws, policies, and practices in this country instead of individual racism. We need to evaluate this question from a systemic frame. This is where we Americans get stuck. This is where some American politicians get derailed. I believe they are answering the question of America being racist based on the definition of individual racism, not systemic racism.

 

And there is much data to back up on-going systemic racism in America. For evidence, I offer the U.C. Berkeley Othering & Belonging Institute’s Racial Disparities Dashboard which aims to provide empirical data on racial disparity outcomes in the United States in 15 areas from 1970 to 2020 from an African-American and European American dichotomy. This data allows us to see where we as Americans are making progress and where more work needs to be done in the areas of: bachelor’s degree attainment, high school graduation attainment, health insurance coverage, childhood poverty rates, home ownership rates, incarceration rates, infant mortality rates, life expectancy, maternal mortality rates, median home value, median household income, median racial wealth gap, poverty rates, unemployment rates and voting rates. You can access this report here.

 

Among the 15 benchmark areas of success measured comparing African Americans to White Americans within the 50-year time frame, there has been improvement in seven areas (high school graduation rates, childhood poverty, access to health insurance, infant mortality rate, life expectancy, poverty rates and voting rates). The area of highest improvement in closing the disparity gap is the African-American high school graduation rate (7.1% difference between Black and White Americans in 1970 versus 1.9% in 2020).

 

Sadly, eight of the areas measured continued to show disparity rates between African Americans and White Americans (bachelor degree attainment, home ownership, incarceration rates, maternal mortality rates, median home value, median household income, median racial wealth gap, and the unemployment rate). The greatest disparity of the eight areas measured was the median racial wealth gap between White Americans and Black Americans with a 29% disparity increase. There is no area measured where African Americans have a higher disparity rate over their White American counterparts in this report.

 

The markers from this report are the benchmarks of American success and wellness, and while there are improvements, we need to aim for parity across these benchmarks. There are many resources to unpack these disparities, how they came into existence and why they persist. If you choose to do more reading I would check out: The New Jim Crow by Michelle Alexander, Stamped from the Beginning by Ibram X. Kendi, and The Color of Law by Richard Rothstein.

 

So, the next time you hear the question, “Is America a racist country?” it is my hope that the sting of shame and denial do not override your brain and put you in a state of denial of the facts. In my view, healing and unity can only be achieved with acceptance of the truth and creating truly equitable laws, policies and practices that benefit everyone. Until we can all agree on the truth based on evidence, I predict that our country will continue to wrestle with the question of racism, arresting our ability to come together as one. Only through honest conversations, and true reconciliation can America move forward in a positive direction and heal the wounds caused by systemic racism.

 

To learn more about Distinctive Voice Consulting’s equity and inclusion training and consulting, or to discuss having honest conversations at your organization visit: www.DistinctiveVoiceConsulting.com

 

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Encouraging Transformative Solutions: 2024 Equity Pledge Challenge

 

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

 

With the onset of a new year, I enter cautiously with love, wishing for world peace and goodwill to all. I know it is a tall wish and at times I confess that I feel hopeless for the state of humanity. With war raging in the middle east and eastern Europe, with 2024 being an election year in the United States, and with mass immigration taking place globally where people are fleeing violence in their home country and seeking asylum in safer countries, society has much to be concerned about. What can one person do about such global issues? These issues are very complex and take a village of minds to solve. But one must wonder, what is in the heart of the people tasked with solving these matters? Do these leaders have a heart for human rights and equity?

 

As many of you may or may not know, I am an alumna of U.C. Berkeley which in 2012 initiated an institute to study and produce research about policy and “remediate the processes of exclusion, marginalization, and structural inequality—what we call othering—in order to build a world based on inclusion, fairness, justice, and care for the earth—what we call belonging.”

 

The Othering & Belonging Institute recently published a 7-minute video which opens a conversation around safety, what it means, and the need for a society to transform from an old paradigm of hierarchy, to reimagining a society of equity where “excess and scarcity balance to sustain everyone,” and where “vibrant communities coexist with mutual respect.”

 

I offer this video to you to inspire you to work to create transformative solutions within your sphere of influence and to reimagine a world where equity and inclusion is centered.

 

Rethinking National Security: How To Tell A New Story In Which Everyone Belongs by the U.C. Berkeley Othering & Belonging Institute: here

I would love to hear if this video inspired you to do something different and I challenge you to make a pledge to change something in your sphere of influence in 2024.

 

To learn more about the Distinctive Voice Consulting Mission and training philosophy, visit: here or email any questions and your 2024 equity pledge to: DistinctiveVoiceConsulting@gmail.com

 

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Let’s Keep the Conversation about Equity, Diversity & Inclusion Moving Forward

 

By Kim Harris, M.Ed.

Distinctive Voice Consulting

www.DistinctiveVoiceConsulting.com

November 2023

After the acquittal of George Zimmerman over the murder of teenager Trayvon Martin in 2012, three Black female organizers, Alicia Garza, Patrisse Cullors, and Opel Tometi, created a Black centered political movement to raise social awareness of issues facing African Americans. It began with a hash-tag, #BlackLivesMatter in 2013 (BLM) and this movement grew with momentum as everyday citizens used cell phones to capture law enforcement brutally murdering African-Americans during police arrests.

 

The BLM movement reached a pinnacle in 2020 with the murder of George Floyd by law enforcement and during the Covid-19 Pandemic. People and corporations began to support BLM as well as an interest in learning about systemic racism. Businesses like mine could barely keep up with the demand. Then came the backlash among folks who found discussion around equity, diversity, and inclusivity divisive and anti-white. This backlash was supported by federal legislation by the 45^th President of the United States’ “Executive Order on Combating Race and Sex Stereotyping in September of 2020. This order directed federal agencies to end training about diversity, equity, and inclusion, citing the training as divisive. There was also legislation by several states that followed suit, moving the pendulum back in the other direction of maintaining the status quo of European American dominant culture values in the United States.

 

I believe that this legislation, among other causes, has been instrumental in the decline of support of the BLM movement. In June of 2023, the Pew Center released a survey that found that fewer adults support the BLM movement today than a year ago (51 percent today versus 56 percent in 2022). What is more fascinating is the demographic breakdown of those who continue to support the BLM movement versus those who do not. The 5,073- person Pew survey found that:

 

·       Black adults are more likely to support the BLM movement at 81%, versus 63% of Asian adults, 61% Hispanic adults, and 42% white adults

·       64% of adults ages 18-29 support BLM

·       52% of 30–49-year-olds support BLM

·       46% of 50–64-year-olds support BLM

·       41% of people 65 and older support BLM

·       84% of people who identified as Democrats support BLM

·       82% of people who identify as Republicans oppose BLM

 

My takeaway from these stats is that we are a nation divided by age, race, and political party. Some folks believe equity and inclusion is beneficial while others believe that talking about how systems create disparate outcomes for people based on race, class, gender, and sexual orientation, is divisive.

 

I find this topic fascinating. At DVC, I purpose to facilitate conversations about race, class, gender, and other diverse aspects of identity in a gracious, affirming and learning environment. To this end I have created a new workshop titled, “Why Should I Care about Equity, Diversity, and Inclusion?” In this workshop, participants will have a conversation about what they believe is divisive about equity and inclusion. This discussion will be followed up with exercises to unpack aspects of diversity, understanding systemic racism and privilege. Participants will leave with a better understanding of why equity, diversity, and inclusion benefits everyone (including themselves!).

To learn more about this new two-hour introductory workshop email: DistinctiveVoiceConsulting@gmail.com