How Can White People Do DEIB Work?

Acknowledging Historical Injustices and Moving Towards a More Perfect Union

As we approach the 4th of July, a day for celebrating our nation's ideals of freedom and equality, it's fitting to reflect on how we can continue to work towards these aspirations. In today's increasingly diverse and interconnected world, Diversity, Equity, Inclusion, and Belonging (DEIB) work is essential to creating environments where everyone can thrive. However, a common question arises: "Shouldn't DEIB work be done by those who are marginalized?" While marginalized voices must be at the forefront of these efforts, white people also have a significant role to play. The fact that white people must be involved in the DEIB work is especially true given the historical context and moral responsibility tied to the systems of inequity established by white Americans.

Historical Creation of Inequity

To understand the current landscape of DEIB work, we must first acknowledge the historical creation of inequity in the United States. Since the founding of the country, white Americans intentionally designed systems to benefit themselves while oppressing others, particularly people of color and women. The Constitution itself, while revolutionary in many ways, included provisions that upheld slavery and denied rights to women and non-white men. The laws laid the groundwork for systemic racism and sexism that persisted through Jim Crow laws, redlining, and discriminatory practices in education, employment, and housing.

For example, the practice of redlining in the mid-20th century, where banks refused loans to people in predominantly non-white neighborhoods, significantly contributed to the racial wealth gap we see today. According to a 2019 report from the Federal Reserve, the median wealth of white families was $188,200, compared to $24,100 for Black families. This disparity is a direct result of historical policies and practices designed to maintain racial inequities.

Moral Responsibility

Understanding that the founders of the United States (U.S.) created systems to benefit specific groups at the expense of others implies a moral responsibility for those who have benefited from the laws to work towards dismantling these inequities. White people, especially, have a unique position of power and privilege that can be leveraged to drive meaningful change. White people working towards change means supporting, amplifying, and collaborating with marginalized groups, not taking over DEIB work from them.

Steps White People Can Take in DEIB Work

1. Educate Themselves and Others: White people must take the initiative to learn about the history of inequity and the current issues facing marginalized communities. This education should be ongoing and self-directed, utilizing resources such as books, documentaries, and workshops. Sharing this knowledge with peers can also spread awareness and understanding.

2. Listen and Amplify Marginalized Voices: One of the most critical roles white people can play in DEIB work is listening to and amplifying marginalized individuals' voices. Listening and amplifying marginalized voices means creating platforms for them to be heard and ensuring their perspectives are central to any DEIB initiatives.

3. Use Privilege to Advocate for Change: White people can use their positions of power and privilege to advocate for policy changes and practices that promote equity. This could involve pushing for diverse hiring practices, equitable pay, and inclusive workplace policies within their organizations.

4. Support Marginalized-Led Initiatives: Financially and logistically, supporting initiatives led by marginalized groups can have a significant impact. Supporting initiatives could mean donating to relevant causes, volunteering time and resources, or partnering with organizations that focus on DEIB.

5. Reflect and Act on Personal Biases: Everyone has biases, but recognizing and actively working to overcome them is crucial for DEIB work. White people need to reflect on their own biases and take concrete steps to change their behavior and attitudes.

6. Foster Inclusive Environments: Actively work to create spaces where all individuals feel valued and respected. Creating these spaces could involve promoting inclusive language, challenging discriminatory behavior, and advocating for diversity and equity policies.

The Benefits of DEIB Work for All

It's essential to recognize that DEIB work isn't just beneficial for marginalized groups—it enhances society. Diverse and inclusive environments foster innovation, improve decision-making, and lead to better outcomes across various sectors. By working towards equity, we create a culture where everyone can reach their full potential, ultimately strengthening our communities and nation.

Conclusion

DEIB work is not just the responsibility of marginalized individuals; it requires a collective effort from everyone, especially those who have historically benefited from systems of inequity. By acknowledging historical injustices and understanding the moral responsibility tied to them, white people can play a crucial role in supporting and advancing DEIB initiatives.

As we celebrate the 4th of July, remember that true patriotism involves actively working to uphold the ideals of liberty and justice for all. Through education, listening, advocacy, and support, we can all create a more equitable and inclusive society that embodies the principles our nation aspires to represent.

We'd love to hear from you! 

Share your experiences or ideas for DEIB work in the comments below. 

How do you plan to contribute to creating a more diverse and inclusive society?

Your insights could inspire others to take action and make a difference.