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Let’s Move from DEI Symbolism to Systemic Change

   By Joshua Arce

In today’s corporate landscape, Diversity, Equity and Inclusion (DEI or DE&I) initiatives have made their way to the forefront across many sectors. While DEI efforts aim to foster inclusive cultures that embrace and empower individuals, their implementation and longevity are in question. This is obvious from the growing number of corporations that are stepping back and even dropping out of their DEI commitments. As this trend continues, it’s crucial to consider how this will impact underserved Native Americans, BIPOC and other groups. Moreover, will Corporate Social Responsibility (CSR) initiatives follow suit?

DEI as a Corporate Strategy

DE&I programs strive to embed inclusivity deeply within corporate strategies. But during the social movements spawned by the pandemic, many corporations jumped onto the DEI bandwagon – and now they’re jumping out. It’s inconvenient and costly, they say. But we can’t just leave behind millions of Americans. Fortunately, some corporations are doubling down on DEI and staying the course, while states are testing legislation that eradicates funding for DEI offices and initiatives. This creates another level of polarity in our society, something that has come to seem normal – but I can assure you that it is not.

In the whitepaper From Resistance to Persistence: EDIJ 2024 & Beyond, the framework emphasizes the need for transparency, operational accountability, and cultural focus. So, DEI is more of a continuous cultural commitment and desire to be better. I particularly like the addition of ‘Justice’ to this work and reorganizing the acronym as JEDI, a nod to my inner child. Other frameworks include ‘Culture’ as a component and reorganizing the acronym to DICE, which I can appreciate from my gaming experience.

Dr. Twyla Baker’s notion of “translation exhaustion” also resonates within Native American contexts, reflecting the fatigue felt when DE&I efforts fail to move beyond surface level. True inclusivity goes beyond tokenistic engagement; it involves understanding and integrating Native cultures and values into corporate practices. Just like working with Tribal communities, the work of DE&I must be thoughtful. Missteps and false starts can easily foster perceptions of insincerity or superficiality. It is interesting to see sectors experiencing the ‘exhaustion’ associated with doing the work in a similar way. But this also validates the point that Dr. Baker made years ago.

Authenticity Will Fuel Systemic Change

Similarly, the future of CSR hinges on the ability to authentically integrate social responsibility with business objectives. For instance, making real contributions to Native issues such as land rights, economic empowerment, and accurate representation requires commitment and intention.

For DEI and CSR to deeply resonate and effect change, they must be seamlessly blended into core corporate strategies. This means moving beyond checkbox approaches to creating systemic change. These are not just organizational strategies. Rather, they are pathways to ensure corporations align closely with the cultural values and needs of communities they impact. In fact, this is the message being carried during the Walk to Wall Street initiative from now through mid-November. This is more than a moment – it’s a movement. Solidifying these principles will humanize the work and organizations to future-proof their business.

The journey ahead requires culturally-attuned DEI and CSR programs that acknowledge, respect and uplift Native Americans and other marginalized groups. We all must ensure these initiatives are not fleeting but rather foundational to corporate identity and societal advancement.