Lily Zheng’s Post

I’m white and I’m male and I’m cis, but I am absolutely all-in with DEI. Different viewpoints and life experiences are beneficial in all kinds of organizations. Besides, why would i want to be in an environment where everyone is exactly like me? That would be boring. Plus, promoting your company’s DEI initiatives is a big draw to all of the very talented people who don’t fit the narrow definition of “the majority”. As a gay man, I would only ever want to work for a company where that wouldn’t be held against me. The same could be said for non-white, non-male, etc. Not being inclusive will severely limit a company’s hiring pool, which will have serious long-term consequences for their competitiveness. DEI is an investment in the company’s future.

To add to this wonderful post, I'd like to see a world where DEI work includes those people who have been misinformed–educating from a place of empathy in their background without judgment. We are all learning and growing every day. I'd like to see a world where the term 'DEI' isn't seen as divisive, but as standard practice. We don't spend a lot of time talking about WHY people are so afraid of and prejudiced against 'other' but we're starting to break down the systems that make it so easy for people to thrive that way. I love that. I hold extremely strong opinions, and one that is often surprising to people is that I WANT to have difficult conversations with people who are completely different than me. I want to help them feel comfortable with the 'other'. I want to bridge gaps in understanding so that we can all feel safe and free in this complicated world. I know that not everyone grew up with as much diversity as I did, and when you don't know something there's fear that surrounds that. As we all learn to break free from expectations and release shame, fear of looking 'stupid', fear of the unknown, fear of difficult conversations... this world looks a bit brighter every day. Inclusivity. Diversity. Equity. Belonging. Accessibility. That's the way forward.

Thank you to the Foundation Against Intolerance & Racism for publishing my research and writing. In this day and age, it takes great courage to publish "controversial" research like mine, and FAIR has courage in spades! I am always open to more publishing opportunities as well as professional speaking opportunities on why DEI doesn't work now, why it will never work, and what to do instead. In the meantime, check out these 2 key quotes and share this article with your friends and families: "Rather than treating each person as an individual with unique attributes, this brand of DEI relies on dubious claims that a person brings benefits to an organization merely by virtue of possessing certain identity-based characteristics. Supporters of diversity-based initiatives therefore often embrace the same kind of broad generalizations about race, sex, and other identity characteristics that civil rights laws were meant to counteract." "However well-intentioned DEI initiatives may be, they rely on fundamentally flawed assumptions and broad, unfounded generalizations about identity, which reinforce old negative stereotypes and create new ones. Competence, not identity, should be the primary criteria for hiring, promotion, and leadership, not arbitrary surface-level qualities like race, ethnicity, or gender." #DEI #diversity #equity #inclusion #iopsychology #research https://lnkd.in/gbUmjASg

Yes, white men are critical - in a good way - to the work to improve inclusion and belonging. I can tell you plenty of white men are not sure how to engage, even talk about, work to improve diversity, equity, inclusion, and belonging at work. Say the wrong thing and you risk being vilified. Say nothing and you risk being accused of disinterest or inaction. Yet, white men have a critical role to play, especially as they - we - hold a disproportionately large number of senior executive roles (70% of the 533 executive officers among the S&P 100, for example). So we have to step up, do some work and be involved. First, we need to understand what belonging truly means. It's a 'a mutually deep connection between and among people, regardless of who they are.' And 'those in a space of belonging have done the inner reflecting to know if they're self-editing, code-switching or conforming to the expectations of those who invited them in. When none of that feels necessary, then you've realised genuine belonging.' Hats off to Ron Carucci and Dr. Zoe Spencer for writing such an important, relevant, and insightful piece on this topic and for Newsweek for publishing it. They suggest the following ways for white men to engage in work on inclusion and belonging: - Think about your own experiences of exclusion. It will increase your compassion for others who are excluded far more significantly, regularly. - Know where you go for "faux belonging." Reflect on places in your life where you feel isolated, even when you're around other people. - Get past your fears of being misjudged. Many white men have told us they fear talking about issues of equity, diversity and racism. - Don't see opportunities for historically marginalised groups as your loss. It's common for some white men to feel resentful of opportunities their organizations are creating for underrepresented groups. And here's the rub - and the critical part of their argument: when white men feel a true sense of belonging, it frees and empowers them to use the unique positions of influence they hold in the world to create spaces of true belonging for others. Absolutely. What an opportunity. https://lnkd.in/eRr-6GJm #strategy #leadership #inclusion #belonging

This is an insightful article! Angel L. Velez, Ph.D. is dropping gems in this article. I love the way he calls a spade a spade. You can't do this work of #dei if you don't talk about race. “The genesis of all anti-racism work begins with acknowledging that it exists,” he says. “In a lot of corporate spaces, we talk about diversity, we talk about inclusion - but we tend to shy away from discussing issues around race. From here, employers need to ensure every step they take is intentional. Ask yourself: ‘What are you going to do today to be anti-racist?’” In addition, we use the original definition of intersectionality as coined by Kimberle' Crenshaw. The intersecting identities of race and gender and how power structures contribute to oppression. So many researchers have co-opted the theory that it has begun to lose its true significance. Not to say that it doesn't apply to different identities, but much like diversity, it's beginning to lose its strength because we no longer talk about race. #racialequity #racialjustice #antiracism #diversityandinclusion #intersectionality #kimberlecrenshaw https://lnkd.in/eVXZjqWn

An intersectional approach does not seek to upend up the hierarchy. 🔥 It's about a dismantling of the fact that there is a hierarchy. 🔥 It's about levelling the playing field. "In short, Crenshaw doesn’t want to replicate existing power dynamics and cultural structures just to give people of color power over white people, for example. She wants to get rid of those existing power dynamics altogether — changing the very structures that undergird our politics, law, and culture in order to level the playing field." This is an excellent article and a must read for all those involved in diversity, equity and inclusion work. In this country I see too many examples of an "intersectional approach", of doing gender equity work and then considering some actions that tackle "cultural diversity" 😅. Potentially like a harmony day morning tea 🎉 . This is not intersectional work. ➡ If you are doing DEI work and you don't know why this is problematic please join my mailing list - we need to talk 😉. (It's actually unfair that people get put into these roles without the appropriate training, education or support. I'm genuinely here to help, find the link in the comments 😊 ) So I'd love to hear from my network - what is intersectionality when it's approached properly? What examples do you have of good, intersectional practice in the diversity, equity and inclusion space? https://lnkd.in/g4Tevqvi

Navigating the Trials of Being a Minority in IT: Confronting Micro-Biases In the bustling world of Information Technology (IT), minorities often find themselves walking a tightrope, navigating through a maze of challenges that stem from being underrepresented in the field. While the industry prides itself on innovation and progress, the reality for many minority individuals is a landscape rife with subtle yet pervasive micro-biases that can chip away at one’s confidence and sense of belonging. Micro-biases, those subtle behaviors or actions that reflect underlying prejudices, can be as inconspicuous as a passing comment or as implicit as a decision made during hiring processes. For minorities in IT, these micro-biases manifest in various ways, from being overlooked for promotions to feeling like an outsider in team dynamics. It’s the constant feeling of being judged solely stereotypes and preconceived notions. One of the most challenging aspects of dealing with micro-biases is the constant need to navigate them while pretending they don’t exist. It’s akin to walking on eggshells, where every interaction is scrutinized, every achievement feels like an uphill battle, and every setback reinforces the notion of being an outsider. The pressure to conform, to assimilate into the dominant culture of the workplace, can be suffocating. It’s a delicate dance between asserting one’s identity and blending in to avoid standing out for the wrong reasons. Moreover, the emotional toll of constantly facing micro-biases cannot be overstated. It’s a constant battle against imposter syndrome, where one questions their worth and abilities in an environment that subtly reinforces the idea that they don’t belong. It’s the frustration of having to work twice as hard to prove oneself, only to be met with skepticism or indifference. Furthermore, the lack of representation exacerbates the sense of isolation felt by minorities in IT. Without role models or mentors who share similar backgrounds, navigating the complexities of the industry becomes even more daunting. It’s like being adrift in a sea of faces that don’t reflect your own, struggling to find a sense of community and belonging. However, despite the myriad challenges, many minorities in IT persevere, driven by a determination to carve out their place in the industry. They find strength in their resilience, drawing upon their experiences to advocate for change and foster a more inclusive environment. It’s a testament to the power of perseverance and the resilience of the human spirit.In conclusion, being a minority in IT comes with its fair share of trials and tribulations, from navigating micro-biases to grappling with a lack of representation. It’s a journey fraught with challenges, but one that also presents opportunities for growth and transformation. By acknowledging the existence of micro-biases and working towards dismantling them, we can create a more equitable and inclusive IT industry for all. ✊

This is an oh-so-friendly reminder that exposure is not a substitute for paying someone to speak at your organization, podcast, webinar, or YouTube channel. If your company has a DEIB mission, philosophy or positions itself as an equal-opportunity employer, rainbow-ifies its logo once a year or posts on social media about social justice issues, then the LEAST you can do is hire speakers from Black, Indigenous, Latinx, Queer and Sexually diverse, Asian, Indian, POC, and Disabled, communities and pay them what they ask. Stop negotiating, stop asking for free sessions or trials, and pay them for their expertise and experience. But this is also a call to company leaders to prioritize fair compensation for speakers from underrepresented communities. Let's stop making people fight for what they deserve and start paying them what they're worth. It's important to note that annual diversity and inclusion reports are not enough; actions speak louder than words. This post was inspired by Daniela (Dani) Herrera's post (link in comments) about making sure to advocate for your worth. If you are looking for speakers, I'll add a few resources in the comments as well. #DEI #HR #inclusiveleadership #allyship #corporatesocialresponsibility

When you ignore intersectionality in DEI, you ignore parts of identities that makes a person feel whole. I constantly see the one dimensional approach on creating DEI initiatives and it is causing a big issue in BELONGING. The “B” in DEIB that is often overlooked OR non-existing. “People will feel less ignored if intersectionality is addressed more often in DEI efforts and initiatives.” One might question, could this approach also help change the perception of those who think DEI is “useless”?

Compelling and powerful analysis here from Lily Zheng!