The difference between ‘illness’ and ‘wellness’ is ‘I’ versus ‘We’
The difference between ‘illness’ and ‘wellness’ is ‘I’ versus ‘We’
DEI must be a “we” concept
Here are two ideas from my book, Reconstructing Inclusion: Making DEI Accessible, Actionable, and Sustainable and other texts I leaned on in writing it. In addition, I’ve included one quote, a book recommendation, and a video or article that has inspired or influenced me and hopefully will resonate with you, too. (That’s ✌🏿+ 💡📚➕).
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DEI doesn’t work without systems thinking
DEI doesn’t work without systems thinking. You don’t have to explicitly design an inclusion system for it to operate as such. DEI’s effectiveness has been limited because, despite all that has gone into developing it, there has been too little rigorous effort to make ample inquiry into how we co-create a “total effect that is greater than the sum of the individual elements.”
If something produces an outcome (mediocre or extraordinary), there is a system behind it. The likelihood that a system tied to a particular outcome is part of another system is exceptionally high. What that means is that systems are always interrelated.
By chance, when extrapolating how connected a system like inclusion is, if you are overwhelmed at the depth or thinking that this is beyond your scope, remit, interest, budget, and/or capacity, that is reasonable. And the reason for thinking like this is that you may believe you must deal with the complexity alone. As shared before, DEI must be a “we” concept. As my career started in public health and healthcare, I often say that “the difference between ‘illness’ and ‘wellness’ is ‘I’ versus ‘we.’” Dealing with the complexity by yourself will leave you sick and tired. This has been the experience of many of us doing this work. It doesn’t have to be that way.
Photo by Tima Miroshnichenko on Pexels
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Complexity is inevitable, not optional. It is not optional because “Many of the challenges that we presently face—climate change, epidemics, terrorism, segregation, global economic disparities, financial markets, and international policy—involve complex systems. Each challenge involves anticipating and harnessing diverse, adaptive entities with interdependent actions,” says University of Michigan professor Scott Page. Page’s list seamlessly aligns with the seventeen UN Sustainable Development Goals and their 169 objectives. There is no disputing that interdependence is necessary, and given that inclusion operates at a systems and thus, organizational level, any so-called attempts at inclusiveness without it would be incomplete at best.
The practice of DEI has led to many decisions that have inadvertently set precedents. We have created trade-offs. These practices, in many instances, based on acute reactions to tragic events or circumstances, unintentionally, in many cases, have created the opposite of what has been openly stated as a result of practicing inclusion.
They have often conveyed, as in the response to the murder of George Floyd, that the purpose is for a particular subset of humanity, not everyone. I am not talking about right or wrong here; I am suggesting that we ask questions like, “How did this particular decision [related to something someone said or did to another person who self-identifies as being part of a subordinated group] help everyone grow to a greater understanding about inclusive behavior and leadership with an inclusive mindset?”
💡A Passage
“How does one become a butterfly?” Yellow asked pensively.
[Grey-haired caterpillar said in response to his new friend]: “You must want to fly so much that you are willing to give up being a caterpillar.”
“You mean to die?” asked Yellow, [who recently saw three caterpillars fall out of the sky to their death.]
“Yes and No,” [Grey the caterpillar] answered. “What looks like you will die but what’s really you will still live. Life is changed, not taken away. Isn’t that different from those who die without ever becoming butterflies?”
-Trina Paulus, from Hope for the Flowers
📚A Book
Photo Credit: Amazon.com
Hope for the Flowers: A Tale--partly about life, partly about revolution, and lots about hope for adults and others (including caterpillars who can read) by Trina Paulus
➕A Video
Professor Camille Gear Rich: Rachel Dolezal has a right to be black (2015)
I hope this was helpful. . . Make it a great day! ✌🏿
In this episode of the ‘Reconstructing Inclusion’ podcast, entitled “Beyond Race and Gender”, Amri chats with April Thomas, Chief Solutions Officer of SDMS 360. She shares her story of how she came to be involved in diversity management work after her father, Dr. Roosevelt Thomas Jr.'s passing. Don't miss out on this informative and thought-provoking conversation!