In Part 1, we unpacked Charlamagne Tha God’s critique of corporate DEI programs and examined the implications of his perspective. While he raised valid points about the shortcomings of current efforts, his blanket dismissal overlooked the nuances and complexities of the issue. In Part 2, we’ll dive deeper into these nuances and explore the transformative potential of well-executed DEI initiatives.
So Much Passion
However, in his zeal to roast corporations for their DEI failures, Charlamagne dismisses the entire enterprise as rotten. The reality is that when done right, DEI efforts can be transformative for organizations and the people within them. No, it’s not a magic wand that will instantly conjure up an inclusive utopia. But smart, strategic DEI initiatives can help pave the path to get us there.
Organizations with courageous leaders can make genuine and sustained commitments to DEI, while holding themselves accountable to measurable outcomes coupled with meaningful progress. This entails well-designed pieces of training, hiring reforms, implementing bias interruption tools in performance reviews and dismantling nostalgia. To execute DEI well, there must be a multi-prong approach. My challenge to my readers is to imagine doing nothing. This behavior would result in the outcomes we presently have in place with added momentum.
Harmful Hyperbole
In reality, no credible DEI practitioner is advocating for a purging of ANY demographic of people from positions of power, or the wholesale abandonment of skills and qualifications in hiring and promotion. That’s a boogeyman invented by to scare people away from even modest diversity efforts. For Charlamagne to echo these claims, even in a tongue-in-cheek way, only lends fear and intimidation more oxygen. Thus, proving one of my thoughts, that language matters. If we resort to hyperbole that triggers defensiveness and fear among skeptics, we make our job that much harder. We should absolutely critique institutions that pay DEI lip service without walking the walk. But we can do that without giving ammunition to the disingenuous actors trying to dismantle DEI entirely.
At the publishing of this blog, twenty-five states have some variety of a DEI ban in their state. This year, we have seen a significant push to unravel DEI initiatives through legislative processes and the use of misleading acronyms. The most popular for DEI is “Didn’t Earn It.” I would like to take this opportunity to offer a few acronyms of my own:
- Dismantle Excuses, Invest in Inclusion
- Discounting Efforts Ignores progress
- Dismissing Equity Invalidates struggles
- Discounting Experiences Invalidates realities
- Disparaging Equity Ignites division
By using such totalizing language and blanket condemnations, detractors are erasing DEI nuances, ignoring the complexities of real human stories, and protecting systems that perpetuate problematic behaviors.
Conclusion
I appreciate the spotlight that Charlamagne is shining on the shortcomings and failures of watered-down DEI efforts. We shouldn’t let companies, organizations, or schoolhouses off the hook for tokenistic gestures or lackluster results. But in overcorrecting, he throws out the baby with the bathwater. This is reckless.
Building equitable, inclusive organizations is hard, unflattering work. It requires a sustained commitment, a willingness to have uncomfortable conversations, and a rejection of quick fixes. While no panacea on their own, DEI initiatives can play an important role in that long-term process – when they are intentional and paired with real accountability.
As leaders and advocates, we have to be able to hold multiple truths at once. Yes, many corporate and education-based DEI initiatives need to be revised and completed. Yes, progress needs to be faster and more incremental. But dismissing the entire enterprise as a sham ignores the very real work, dedication, and impact that so many have poured into this movement.
Ultimately, the goal and purpose of this blog post is not to “win” a debate but to allow for another lens and add a layer to a conversation that deserves to be more dense with substance. That requires us to approach these conversations with empathy, an acceptance of nuance, and a willingness to listen, learn, and hold each other accountable.
Dr. Darryl S. Diggs, Jr
Alternate Conclusion – B Side
Like most comedic daytime or internet shows, the Daily Show is scripted and has writers. Could a room full of deficit thinkers write the segment and use Charlamagne as a mouthpiece? After all, comedy shows are often scripted affairs, and occassionaly the product of writers’ rooms where ideas are bounced around until something sticks.
It’s not hard to imagine them rubbing their hands together thinking, “If we can get Charlamagne to say it, people will really start questioning this whole diversity thing!” But even if the words were his, it’s worth considering how The Daily Show might have influenced his perspective. This again, might be giving to much credit. Charlamagne has stated in the past that DEI is always on his mind, and if this is true, he must also consider his influence and eventual impact of his endorsement. Either for or against, DEI. As a successful media personality, Charlamagne’s success story may have blinded him to the systemic barriers that still hold back so many marginalized communities? Might he have fallen into the classic trap of generalizing from his own experience, assuming that because he “made it,” the playing field must be level?
It’s a common enough pitfall, even for those with the best of intentions. When we’re riding high on our own achievements, it’s easy to discount the headwinds that others face. But just because Charlamagne managed to navigate the obstacle course doesn’t mean we should shut it down and tell everyone else to, “figure it out.”
Ultimately, the impact is the same whether Charlamagne’s words were his own or the product of some shadowy cabal of comedy writers. His segment on The Daily Show gave ammunition to those who would love nothing more than an excuse to abandon diversity efforts altogether.
Dr. Darryl S. Diggs, Jr.
Leave a Reply