DEI MYTHS

Myth #1: There are way too many ways to go wrong, so it is better to just avoid DEI.

Fact: Look at your employee base. Is everyone from a fairly similar background? Look at your marketing collateral. Do most of the people look like one another? This won’t change on its own. While taking action means potentially making a mistake, sincere recognition and an apology (when necessary) can go a long way.

Myth #2: ‘Diversity’ is just another word for “not white”.

Fact: Race/ethnicity are one part of diversity; diversity is about all the different aspects of someone that make them an individual with a specific perspective.

Travel Unity’s working definition of diversity, equity, and inclusion (DEI) considers 

  • racial/ethnic background
  • ability/disability 
  • language
  • socioeconomic status
  • citizenship, land of origin
  • faith, religious, and/or spiritual affiliation
  • gender identity, gender expression
  • sexual orientation
  • age
  • marital status
  • as components of individual and social identity addressed in this broad category.

Myth #3: As long as you’re not discriminating against people, it is up to them to feel welcome.

Most organizations realize that marketing is a necessary part of operations. You can’t just sit back and wait for people to come to you. It is the same for DEI. There needs to be a thoughtful, deliberate approach to making communities feel welcome.

Myth #4: Working on attracting certain groups only helps by attracting those groups.

Fact: Thoughtful approaches to inclusion go beyond the specific groups you are trying to appeal to, as those who value inclusion will notice it, no matter how they identify.

Myth #5: With the right consulting/training/procedures, we will be set for DEI going forward.

Fact: DEI is a journey. There will always be more that you can do. While this might be daunting, it means that you can pace and plan your efforts accordingly.

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