Don’t DIY your DEI work Part 1

Scholarships are NOT an Adequate Anti-Racist Practice

Over the last few day’s I’ve gotten A LOT of questions about how people can show up as better activists in their business, how their businesses can be a better reflection of their values, and how to put their commitments for justice, equity, inclusion into practice.

And I have A LOT of answers for you about that. But the answers are contextual. What’s right for one company, may not be the right move for another. There is no “blueprint” for getting it exactly right. In fact, the idea of getting it perfectly right is inherently rooted in capitalism and whiteness. Your desire to get it perfect, and want a roadmap is connected to the desire to be fast, efficient, and profitable.

That’s Not How That Works.

But even though there is no one way to get it all right, there are definitely ways to do it wrong. And this is one of them…

Rolling Out Scholarship Programs for Black, Brown, and PoC Folks when you are not prepared to hold the space.

this image was sent to me by concerned members of my community

Now is NOT the time.

The thought that a scholarship program is an adequate response to the lack of diversity in your business is rooted in the belief that the reason you don’t have Black and Brown folks in your program is that they can’t afford it.

This is a racist belief.

Although it is true that Black and Brown folks disproportionately earn leads and have less collective wealth, it is NOT the reason they aren’t in your programs.

The reason is that you haven’t created a business prepared to call and serve them.

Rolling out a scholarship program is exactly the performative allyship that I warn about. The risk of doing more harm is extremely high unless you’ve done the work to create a safe, inclusive, equitable space in your businesses. This means leaders are trained and receiving ongoing support around the anti-racist practice, you have a DEI strategic plan, policies, and standards in place for your team, and you are prepared to hold space for a diverse group of clients.

Stop rushing into allyship, and listen. Get the help, expand your understanding and skills, and proceed under the guidance of qualified people who can help you sort through all of this.

Don’t DIY your DEI work.