I just left a “diversity” chat.
I left because I was accused of “skin-deep diversity” from a white male who grew up with a tough, poor background.
He told his story and got kudos from two more white males. This is a reinforcing tactic to make them feel better and to ensure “everyone is heard” while erasing other perspectives.
The key to see how this structure is kept around is by checking if in the story the person talks about those who have it tougher than them.
We cannot move forward unless people understand this concept.
That is why I drew up the Intersectionality Spectrum and talk about triaging help like a hospital, so that those who need the most help get the most help sooner rather than later.
If you don’t have this as a fundamental base of your Diversity and Inclusion strategy and implementation, you are not going to progress efficiently and effectively.
In the graph below, people should always think “How can I help the people to my right?”
This image is from Mosbergen, Rowland (2021): 15 minute introduction to Diversity and Inclusion for workplaces. figshare. Presentation. https://doi.org/10.6084/m9.figshare.16802680.v10