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Staff Writer
The Cleveland Observer
In recent years, diversity, equity and inclusion (DEI) initiatives have become a central focus for organizations across various sectors, eclipsing the singular focus on racism, particularly anti-Black racism, in many corporate and institutional efforts. This shift reflects the expanded scope of DEI and its appeal to a broader audience. It also raises important questions about whether this approach dilutes the urgent need to address systemic racism in the U.S.
Broader Scope and Institutional Appeal
One of the key reasons DEI has gained prominence is its broad framework. It addresses a range of marginalized identities, including race, gender, sexual orientation, disability and more. By encompassing multiple issues, DEI allows organizations to promote fairness and inclusivity across a wider spectrum, appealing to a more diverse audience.
According to Forbes, the business case for diversity is well-established. Research shows that companies with diverse leadership teams are 33% more likely to outperform their competitors. This economic justification makes DEI a practical and less controversial choice for companies compared to anti-racism efforts that could provoke a political and cultural backlash.
Avoidance of Controversy
While confronting racism remains essential, particularly against African Americans, organizations may find DEI more palatable because it avoids direct confrontation with sensitive historical and cultural issues.
By focusing on diversity as a whole, companies can champion inclusivity without necessarily addressing the uncomfortable legacies of slavery, segregation and systemic inequality.
DEI could be a safer space for corporations because it allows them to look progressive without alienating certain segments of the population. Anti-racism requires acknowledging specific racial injustices, which can be divisive.
The Challenge of Intersectionality
DEI frameworks also address the concept that examines how overlapping identities — such as race, gender, and class — interact to create unique experiences of oppression. This approach highlights the complexity of discrimination in a way that a singular focus on racism might not.
According to Kimberlé Crenshaw, the scholar who coined the term intersectionality, “anti-racism efforts often focus on the experiences of Black men or women in isolation. Intersectionality shows how, for example, Black women face compounded forms of discrimination based on both their race and gender.”
Data and Impact
The priority of DEI over racism can be seen in corporate policies and trends. In 2020, following the racial justice protests after George Floyd’s murder, over 200 U.S. corporations pledged nearly $50 billion toward racial equity. However, a 2023 report by McKinsey found that while 65% of companies increased DEI efforts, only 15% of that funding was specifically directed toward programs combating anti-Black racism.
Furthermore, the emphasis on DEI may not always translate into meaningful changes for Black Americans. A report by the National Bureau of Economic Research found that despite increased DEI initiatives, the wealth gap between Black and white families in the U.S. remains six times greater, with no significant narrowing since the 1960s.
Criticism and Pushback
Critics argue that the broad DEI framework often dilutes the urgent need to address specific racial inequalities, particularly for African Americans. By focusing on a wide range of diversity issues, there is a concern that the unique challenges posed by systemic racism are sidelined.
Marc Morial, President of the National Urban League, has frequently expressed concerns that many corporations have not fully delivered on the promises made after the racial reckoning following George Floyd’s death. He has criticized some companies for taking the easier path by making symbolic gestures without committing to substantial, long-term change. Morial continues to call for accountability and urges businesses to follow through with meaningful actions that address systemic injustices. (DefenderNetwork.com/National Urban League).
While DEI has brought much-needed attention to a wide array of inequalities, there is a growing concern that its rise has overshadowed the focused fight against racism, especially for African Americans. To truly address racial bias, institutions must find a way to balance broader DEI goals with specific anti-racist actions that tackle the deep-rooted legacy of anti-Black racism in America.
By recognizing the distinct historical and social factors that fuel racism, particularly against African Americans, organizations can use DEI frameworks as a tool, not a substitute, for real, systemic change.
