9 Things to Leave Behind in Your D.E.I. Workplace Program

Dynasti Hunt Harris
The Startup
Published in
4 min readDec 31, 2020

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As 2020 comes to a close, I’ve been reflecting a ton on the where organizations should go next in moving from a place of D.E.I. programs not resulting in real change to ones that are centering racial equity always.

9 things that I think are holding companies back? See below:

1. Attempting to make diversity, equity, and inclusion (d.e.i.) synonymous to racial equity or anti-racism

The work, approach, and even the core definitions are not the same and are important to distinguish before you commit to doing the work.

2. Removing the word equity and even more specifically racial equity from the conversation.

Just so we’re clear: diversity+inclusion does not automatically equal equity…and just because you are including someone whose diverse in the room does not mean you are doing so in an equitable way. Bring equity back into the conversation and in fact, prioritize it if you truly are about wanting to realize everyone getting to the same starting point.

3. Requesting Implicit Bias training….and nothing else

One training does not mean you have now figured it all out…and one training on bias does not mean you have even begun to actually address your own biases. Get beyond the desire to request a quick…

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Dynasti Hunt Harris
The Startup

Committed to realizing DEI-centered workplace culture experiences. www.taydenimpact.com IG: @dynastihunt