The current environment surrounding organizations and DEI is fraught with landmines at every turn. Some elected officials deride any policy directed at leveling the playing field for BIPOC people, regardless of the sector and impact. DEI leaders who share textbook definitions of privilege are losing jobs due to backlash. Human resource professionals who don’t take a stance on hotbed issues but want to offer guidance for staff on ways to share their personal beliefs that align with company policies are accused of both sides-ism at best and anti-semitism at worst. Some organizations only speak out on issues directly related to their mission. Others have blanket policies to say nothing about any issue. And others are dealing with the backlash of external perception that they are cherry-picking conflicts to speak out on. How did we get here? And what’s the way forward?
Damned if You Do, Damned if You Don’t
Track
DEI, Ownership and Impact
Format
Delegate-led Meet Up (1 Facilitator)
Speakers
- NameIfy Walker
- TitleChief Executive Officer
- OrganizationOffor
Description
The current environment surrounding organizations and DEI is fraught with landmines at every turn. Some elected officials deride any policy directed at leveling the playing field for BIPOC people, regardless of the sector and impact. DEI leaders who share textbook definitions of privilege are losing jobs due to backlash. Human resource professionals who don’t take a stance on hotbed issues but want to offer guidance for staff on ways to share their personal beliefs that align with company policies are accused of both sides-ism at best and anti-semitism at worst. Some organizations only speak out on issues directly related to their mission. Others have blanket policies to say nothing about any issue. And others are dealing with the backlash of external perception that they are cherry-picking conflicts to speak out on. How did we get here? And what’s the way forward?
