Prior to DEI entering the workplace, I had always been blind to one’s racial identity and believed diversity was not about one’s race, but more importantly I recognized diversity in one’s thinking. I allowed for different and competing opinions. I kept in mind to hire employees of varied racial backgrounds to not only reflect our customers and community at large but also my personal empathy to provide opportunity to those who were less fortunate regardless of colour in the socio-economic composition. I love to go out on a limb when a candidate interviews poorly, yet they demonstrate a real yearning to be given a chance to prove themselves and end up surprising everyone in their growth. I took an interest in their wellbeing by providing mentorship and follow up one-on-one chats.
I was also adamant when directing my HR teams to hire the best candidate who offered the necessary skills and experience to ensure the company was successful regardless of the person’s ethnicity, age, gender, and religion. We would not be forced to hire the wrong person for the job or be constrained by quotas, however if all things were equal, I considered hiring the candidate who is a recognized minority. My axiom has always been to hire for attitude first, experience second, and then education. There needed to be a good fit with the company work ethic and values.
What I learned in my assessment when attending mandatory online DEI sessions taught by company-approved third-party experts was more about what seemed to be a political advocacy movement on behalf of a certain cross-section of people that we were told are oppressed. Now, most employees are supportive with good intentions to participate and help make the environment a positive place to work, however it was very clear that colleagues began to feel uncomfortable as the DEI moderators delivered the message.
Being a white man, I was depicted as the oppressor or perhaps a racist for my skin colour. I wondered how people of colour felt during the session as the oppressed. These were my colleagues and friends, and now there seemed to be a wall of division going up that did not previously exist.
It was made clear that there could not be a status of “not being a racist”, rather you have to be “anti-racist”. In other words, you cannot remain silent, and you are pressured to take action to demonstrate your allegiance to this ideological mantra. This was beginning to make me feel like recruitment for the paramilitary storm troopers, also known as “Brown Shirts”, who organized activities to intimidate opponents and Jews.
Following the moderator’s one-sided accounts of aggression against the oppressed whether through political, criminal, religious, or economic structures, the participants were each put on the spot and asked what they were going to do personally to be considered “anti-racist”. The session swung into an extraordinary awkward moment for participants who attempted to share their next steps to directly advance the DEI ideology. Some participants said they were going to do some serious self-reflection in discovering past shortcomings and find a path forward to change. I avoided being cornered into a commitment and expressed that I would need to think about it.
Let’s keep in mind that it is not difficult for a moderator to select one-sided moments in time of disgusting racial aggression to fit the narrative. Humanity has a history of taking a turn for the worse including many instances of similar acts of black-on-black violence taking place on the streets of Chicago where scores are shot and killed every week or the Rwandan genocide where up to one million mainly black Tutsis were brutally slaughtered by armed black Hutu militias. One could question the number of Planned Parenthood facilities strategically locating their abortion clinics in predominately black neighbourhoods where the overwhelming relative number of unborn children aborted in America are black.
The death of George Floyd is a very unfortunate singular event where people of many races also die during police interaction just as an increasing number of police officers have been executed. Let’s maintain balance in our reactions and not allow one emotional event and a media driven narrative to drive our actions and beliefs.
I was particularly taken when a moderator stated Christianity in large part was a factor in the oppression of minorities. Now, it does not excuse historical crimes against humanity or some bad actors in the church, but it should not permit for a blanket statement against Christianity as a whole without clarifications and perhaps how religious extremism in other parts of the world are far more detrimental to one’s freedom and equality.
I am a faith believing Christian. The house of worship that I attend has a rich history of evangelical blacks starting the local ministry and a great number of black Christians currently leading and serving in the church. The Christian church is not perfect; however, it is certainly on the front lines in reaching out to less fortunate people of all colours and demonstrating love and grace that God has afforded his people. The moderators demeaning comments on Christianity made me feel uncomfortable and at some level ashamed knowing some of my fellow employees are aware of my faith. This DEI lesson was certainly not inclusive.
It became very apparent to me that some employees who have confided in me over the course of their careers and knowing their personalities very well during my role in human resources were uncomfortable with the DEI sessions. Their body language spoke for itself. They were tight lipped, shrugged, and their piercing eyes spoke volumes. No one dare ask a question or challenge DEI out of fear of not conforming to this altered culture, having a negative impact on their employment and future promotions, or worse carrying the stigma of a racist. The implications were very concerning, and it was best for employees to remain silent in a created environment of fear.
I am not one to waves for the sake of it, but it has never stopped me from speaking up when I have a sincere question or unclear of the messaging. In one DEI session, I asked the moderator if the riots following the death of George Floyd, where black communities and businesses were burnt to the ground and people were killed, was somehow acceptable. The moderator said these actions were a result of being oppressed and we need to understand their frustration. Really! Mass self-destruction and criminal behaviour is a righteous response. Whether oppressed or not, unlawful, and harmful actions towards others is not the answer.
I do not believe Reverend Martin Luther King Jr. would have advocated destruction over peaceful demonstrations and dialogue. His famous quote remains as real today as it did decades ago, “I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.” The character of the rioters will only alienate law abiding citizens from supporting their cause.
DEI ideology became pervasively discriminatory when attending a company-wide leadership session where participants were divided into a breakout exercise. In my group, it was suggested that we select a well-known spokesperson for a product. I mentioned the retired hockey superstar Wayne Gretsky. An immediate response from one of the group leaders said, “Gretsky is not black enough”. I was stunned by the comment but decided not to make any objections at the time and I just observed the group. No one disagreed with the comment, nor would anyone dare to.
Afterwards, I reached out to a colleague and asked what he thought of the “not black enough” statement. He said there was nothing wrong with the comment. I was prepared for this reaction and asked, “What if a black person was suggested and I said, ‘He is not white enough?’” The colleague staunchly reacted by saying my comment would be inappropriate. I then asked what is the difference in making me feel terrible over what I believe to be intolerance impacting me, yet it would only be racist if a “not white enough” comment is stated? The colleague than capitulated, knowing the comment, whether “not black or not white enough, has the same potential impact. I pondered how CEOs and well-intentioned leaders have become so deluded and pandered to the progressive toxicity.
DEI ideology is reverse racism designed to divide people into factions where equality is sought as an outcome rather than equality of opportunity and the pursuant of excellence. DEI leads people astray in filling their measure of discord as their sense of belonging wanes. When accepting DEI, you are saying it is fine to discriminate against white people, specifically white men. When you asked what race or colour you are on an application, you are saying it is fine to eliminate the white person.
Our youth are being indoctrinated towards mediocrity, bitterness, and blame. This will only rob them of the true joys of life; whether it be work ethic, respect, struggles, and achievement. It gets worse. DEI continues to morph further into a conglomerate of genderisms that now has males competing as females in sporting events at the demise of young girls and women’s dreams being shattered. The pretense of DEI appears to be enlightening, where the greatest good is often the greatest cover for evil.
Companies must dismantle their DEI and moderators, along with their ESG agenda, and create an open and diverse environment where everyone feels welcomed to express themselves in a respectful manner. DEI will not be the deliverance from real and perceived discrimination. Rather, it is quite the opposite by vexing fear of offending others, fear in losing their job, fear of being ineligible to be hired because of one’s skin colour, and fear of being canceled from society.
One might question my willingness to speak out on this topic. First, I cannot be cancelled. Second, I have not worked directly in my profession for a period of time, and I have concluded that my chances of being hired into a senior executive role where I once excelled as a leader is remote. Lastly, I have a responsibility to act and be a voice for the least of us who find themselves beaten down and fearful in the workplace. I had a strong track record of being a fixer and I always went the extra mile to support employees in the nooks, crannies, and backbone of the business who sought to be recognized for their effort and performance on the team regardless of their background. When I look back, I can feel good about remaining principled throughout my career.
Thank you for listening and feel free to courageously share your thoughts.