Is DEI a bad thing?
I saw an advertisement for a new Amazon competitor. Public Square (PublicSq.) bills itself as the “anti-woke” alternative for conservative shoppers. I’m not sure why it ended up in my mail box, but I looked at the piece out of curiosity.
Further down the piece, a native ad, I found this quote:
“So there’s really this cool parallel economy ecosystem that’s been created. And it all starts with consumer spending. We hate ESG, we hate DEI, we talk about these policies all the time in the news.”
“We hate DEI.” That’s rather strong. The company is coming out hatefully against diversity, equity, and inclusion. Really?!
Many, myself included, believe DEI programmes are essential to create inclusive environments that embrace and support disabled individuals, ensuring they have equal opportunities to participate and thrive in all aspects of society, including education, employment, healthcare, and social settings.
Inclusive DEI initiatives recognize the importance of acknowledging and accommodating the diverse needs and experiences of disabled people. By incorporating autism, for example, into DEI efforts, organizations and communities can foster an environment that embraces neurodiversity, promotes accessibility, and ensures equitable opportunities for all.
Here are some key considerations for including autism in DEI initiatives:
Awareness and education: Foster understanding and awareness of autism among employees, educators, and community members. Provide training and resources to promote knowledge about autism, debunk stereotypes, and encourage empathy and acceptance.
Accommodations and accessibility: Ensure that physical spaces, digital platforms, communication methods, and organizational practices are accessible and accommodating. This may include sensory-friendly environments, alternative communication methods, flexibility in work arrangements, and assistive technologies.
Inclusive recruitment and hiring: Create inclusive recruitment practices that attract and consider autistic applicants for job opportunities. Promote inclusive interview processes, reasonable accommodations during assessments, and support for onboarding and job retention.
Supportive workplace practices: Implement policies and practices that support the needs of autistic employees. This may include providing reasonable accommodations, fostering inclusive and supportive team dynamics, promoting work-life balance, and facilitating career development opportunities.
Advocacy and partnerships: Collaborate with disability advocacy organizations and community groups to ensure that the perspectives and needs of autistic folks are represented in decision-making processes. Engage in initiatives that promote disability rights, inclusivity, and accessibility in broader society.
By including disabilities like autism in DEI initiatives, organizations and communities can promote inclusivity, tap into our strengths and unique perspectives, and create a more equitable and diverse society.
Or … you can be PublicSq. and publicly advertise that you hate such things. Your choice.