https://www.reimaginingdeib.com/blog daily 0.75 2024-06-17 https://www.reimaginingdeib.com/blog/blog-post-title-one-haj8x monthly 0.5 2024-06-17 https://images.squarespace-cdn.com/content/v1/658b11f3f1985a3ad3061a6c/efb64abb-6dd6-4ea9-b151-9fe0d364b4e4/unnamed.jpg Blog - What We Need is Brave DEIB The continued practices of discrimination, inequity, and exclusion have corroded the lens through which many institutions see. As inferred by Holder, we, as a global society, are not unaware of these issues but are reluctant to address them for fear of ending a status quo that is comfortable for some at the cost of discrimination against others. But, while many have attached themselves to fear of change, there is also the realization that while morally reprehensible, discriminatory practices are simply bad for business. https://images.squarespace-cdn.com/content/v1/658b11f3f1985a3ad3061a6c/b3cfc3b8-0512-4612-9d58-44688a660d42/unnamed+%281%29.jpg Blog - What We Need is Brave DEIB Weil’s perspective of “rootedness” recognizes the fundamental importance of connection to the world as rooted in connection to one another - recognition that pushes us to see the suffering and struggles of those around us. Rootedness also acknowledges the obligation of each of us to promote justice through compassion and empowerment of those who’ve been disempowered. Utilizing Weil’s concept of “rootedness,” we can push DEI to fight harder and be braver as a tool that roots us to each other and obligates us to create spaces for belonging. DEI is not a numbers game, it is not a hoop to jump through to appease Human Resources or outside concerns for the “look” of a school or workplace. If DEI is to be successful, it must be rooted in the intention that each of us deserves to belong in our homes, communities, places of education, and places of work. https://images.squarespace-cdn.com/content/v1/658b11f3f1985a3ad3061a6c/53d4df43-851b-43e6-ab52-61cbe885996d/unnamed.jpg Blog - What We Need is Brave DEIB Unfortunately, many DEI initiatives have fallen far short of their stated goals for diversity, equity, and inclusion. Forbes contributor Paolo Gaudiano posited the problem with DEI is an over-reliance on counting staff labeled “diverse” as a metric for success in diversification. Such a focus marginalizes equity and inclusion as hot-button terms without any meaning. 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