Over the past year, there have been a number of think pieces and declarations related to the need to maintain DEI as integral to the success of campuses. While many of these well-written and impactful statements offer a myriad of reasons we continue to need DEI programs, effective approaches to maintain these programs beyond “fight for the right to say/keep DEI” are harder to come by. We demand courageous leadership (as if DEI professionals haven’t always operated with courage) and then we define that courage as the willingness to put out a statement affirming their values and/or affirm that they will continue to say DEI. But if we’re being honest, that has always been the problem we’ve never addressed: allowing DEI to simply be platitudes and virtue signals, as if the words people say in public are always translated into meaningful action. And even when the words are truly courageous, the reality is that courage without a strategy is either ineffective or reckless.
As we transition from “fact-checking” to “community notes”, it is imperative that we infuse diverse experiences and perspectives within the overall lived experience. We must help everyone around us think critically about sources of knowledge and the ethics related to knowledge sharing. This is not a covert manipulation, it is an expansion of how we understand the world around us. We have the power to EMpower everyone in our sphere of influence by giving them the time and space to practice appreciative inquiry, break down complex concepts, and allow for a reality where it is possible for multiple things to be true at the same time.
For example, it is possible that new policies targeting DEI can be repugnant AND that to be handcuffed to specific words does not mean we are doing anything more than upholding a tradition of using those words. Saying DEI is not the same as doing DEI work.
Even now I imagine there are people reading this that can’t decide if they agree with me because they can’t ascertain whether I am for or against DEI. This is because the concept has become a false dichotomy, and planting a flag is the only signal we have for who is safe and who isn’t. When ideas can only have merit when we agree with the person presenting them, then that means we don’t actually support diversity: we support cronyism.
To shift from the traditional to the inclusive, we can start by adopting strategies grounded in empathy, collaboration, and respect.
- Empathy: Empathy requires us to listen—not just to the words our students and colleagues are saying, but also to the spaces between those words. It means caring enough to act, and making room for individuals to express themselves in ways that are authentic to their lived experiences.
- Collaboration: If we want to learn deeply, we must interact with others—hear diverse perspectives, test ideas, and confront differences in constructive ways.
- Respect: Respect is the foundation of an inclusive environment. It’s not just about politeness or tolerance—it’s about creating a space where individuals feel seen, heard, and valued. Respectful environments allow for the sharing of truths without fear of judgment or exclusion. It’s where differences are celebrated rather than tolerated.
When evaluating the programs and policies that we believe are necessary for an inclusive campus, it becomes very difficult to lose the values of diversity, equity, and inclusion when using the standard of empathy, collaboration, and respect. Programs that lack diversity will not meet the standard of collaboration. Programs that lack equity will also lack empathy. Programs that lack inclusion will not meet the standard for respect.
To be clear, this is NOT a shortcut or a list of new words to use as we continue to do all the same things that, for better or worse, contributed to leading us exactly here. This would be a new standard to determine the efficacy of our strategies and evolve our practices so that every person on our campuses can see themselves and their values in this work. If we evaluate our current efforts through this lens, there will likely be well-intended initiatives that we identify as problematic and programs that we identify as integral to ensuring our rhetoric is in alignment with our values.
In the end, the path to inclusive practices is not easy or quick, but it is a path we must forge with fresh perspectives and new approaches if we want lasting impacts that are not so easily dismantled.
“Do not go where the path may lead, go instead where there is no path and leave a trail.”
–Ralph Waldo Emerson
As you continue to consider the work and identify values alignments, here’s a set of reflective questions that can help examine or reframe your DEI programs:
Reflecting on Assumptions:
- How often do I pause to examine my own biases or assumptions about the people around me, including students and colleagues?
- What assumptions am I bringing into this classroom, meeting, or conversation that might shape how I interact with others?
- In what ways do I assume that everyone shares the same perspectives or experiences that I have?
Shifting from Delivering to Facilitating:
- How can I transition from simply delivering DEI programs to becoming a true facilitator of learning and growth in inclusive spaces?
- How often do I create space for dialogue where differing perspectives are not just tolerated, but actively encouraged?
- How can I shift my approach to DEI to foster ongoing reflection, rather than just implementing programs?
Responding to Challenges:
- When someone challenges my assumptions or ideas, how do I typically respond? Do I lean in to understand their perspective, or do I immediately get defensive?
- How can I create a culture where challenging ideas is seen as an opportunity for growth, rather than a threat to my authority or beliefs?
- How can I better model openness to constructive criticism in my interactions with others?
Evaluating Sources of Knowledge:
- Where is the information I’m using to guide my DEI efforts coming from? Is it one source or a diverse range of perspectives?
- Am I relying on materials or resources that reinforce my existing beliefs, or am I actively seeking out new and diverse viewpoints?
- How often do I challenge myself to learn from sources that might not align with my current worldview, but could provide valuable insights for creating a more inclusive space?
Broadening Perspectives:
- How can I ensure that I am not solely understanding the world through my own lens, but rather through multiple perspectives?
- Am I unintentionally reinforcing one narrative or worldview by only referencing certain authors, media, or influencers?
- How can I bring in a more diverse range of voices, texts, and resources to enrich the learning experience and broaden understanding in my DEI initiatives?
Sustaining Change:
- In what ways can we ensure that the DEI changes we implement are not easily undermined by external challenges (such as word bans or political shifts)?
- How can we focus on creating systems and cultures that are resilient, even when external forces try to revert progress?
- What long-term strategies can we develop to ensure that DEI is deeply embedded into our organizational culture, rather than being reactive to current events?
These questions are designed to help individuals reflect on their current DEI efforts, challenge their assumptions, and engage in deeper, more intentional practices that can lead to lasting and meaningful change.
Steady Leadership in Uncertain Times
Now more than ever, strong leadership is essential—but you don’t have to navigate these challenges alone. We’re here to support you with strategies and resources to help you lead with confidence. Explore Now.
