Introduction
Most organisational DEI efforts plateau at performative compliance or incremental change, keeping the status quo and still actively harming or excluding the most marginalised. This presentation inverts the traditional DEI Capability Maturity Model (CMM) by positioning transformational thinking not as an unreachable endpoint, but as the foundation from which authentic change must begin.
Use as a Diagnostic Tool
This model serves as a diagnostic tool for assessing where organisations currently stand, a benchmark for DEI practitioners to assess their approaches against, and as a strategic guide for leaders seeking to move beyond tokenism toward systemic change.
Based on the 12 Discourse Analysis Framework
Drawing on my 12 Discourse Analysis Points for evaluating DEI resources and organisations, we map three organisational levels: Performative (points 1–3), Incremental (points 1–5), and Transformational (all 12 points).
- Performative: Surface compliance that keeps the status quo
- Incremental: Minimal change in power structures to those proximal to power, no change for the highly marginalised
- Transformational: Transformation is the baseline and this impacts everything that the organisation or program does
#1 Performative Level
This is where an organisation provides surface compliance that keeps the status quo intact.
If you answer yes or partial yes to the following three discouse analysis points, but no to everything else, then the organisation or program is in the performative level.
- Humanises policy and strategy
- Highlights challenges to audience
- Understands change is uncomfortable
#2 Incremental Level
This is where an organisation provides minimal change in power structures to those proximal to power, while there is still no change for the highly marginalised.
If you answer yes or partial yes to the performative level and the futher two discouse analysis points below, but no to everything else, then the organisation or program is in the incremental level.
- Provides practical actions as an individual
- Understands the different “degrees of difficulty”
#3 Transformational Level
This is where an organisation provides minimal change in power structures to those proximal to power, while there is still no change for the highly marginalised.
If you answer yes or partial yes to all of the discouse analysis points in the performative and incremental levels – plus the ones below, then the organisation or program is in the transformational level.
- Understands marginalised people by centering them
- Understands intersectionality as a spectrum
- Understands cumulative effects of marginalisation
- Understands merit is often based on opportunity, not ability
- Provides practical actions as an organisation
- Recognises the need to share power
- Engenders trust and legitimacy
More Details
You can find more details in the presentation hosted on Figshare.
