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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