Equity And Inclusion Quotes

“Storytelling can be the most potent way to celebrate progress, inspire change, and bring about a more diverse world. If stories shape our perceptions, then perhaps the stories we never hear shape our biases through the lack of awareness they enable.”
― Rohit Bhargava, Beyond Diversity

“If we are not intentionally conscious in our communications, we are likely to cause unintentional harm.”
― Kim Clark, The Conscious Communicator: The Fine Art of Not Saying Stupid Sh*t

“It can feel as if we’re giving up our own values or giving in to the other person’s preferences. The reality is, it’s not giving up but adding on.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Being in the dominant group, where the culture matches our culture, tends to lead to not only advantage, but also conscious laziness.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“How, then, can women as a group be so far behind men as a group, in both incomes and occupations? Because most women become wives and mothers and the economic results are totally different from a man's becoming a husband and father. However parallel these roles may be verbally, they are vastly different in behavioral consequences. There are reasons why there are no homes for unwed fathers.”
― Thomas Sowell, Civil Rights: Rhetoric or Reality?

“With women, as with racial and ethnic minorities, the effects of policies must be carefully separated from the intentions of those policies. The crucial question is not the desirability of the professed goal but the incentives and constraints created and what they are most likely to lead to.

The imposition of monthly equality in pensions, rather than lifetime equality, has the net effect of making pension plans more expensive, the more female employees there are [because women live longer than men]. Viewed as prospective behavioral incentives, rather than as a retrospective status pronouncement, this means that employers will find it more costly to hire female work- ers with a given pension plan and more costly to institute a given pension plan when there are more female workers. Reducing the demand for female workers or reducing the likelihood of creating a pension plan is hardly the intention of the courts, but it can easily be the result. It is not clear that anyone is economically better off after such a symbolic ruling.”
― Thomas Sowell, Civil Rights: Rhetoric or Reality?

“Political correctness was never supposed to happen. Ever. The problem with politically correct language is already in the term itself: it corrects the language, and in doing so, it politicizes it through such imposed corrections. The problem with political correctness is that it corrects the language without correcting the conditions that produce and enable that language. In doing so, we lose two battles: the battle for correcting the conditions that produce the need for the language of political correctness, and the battle for creating awareness among those who think that using politically correct language is going to make any meaningful changes.

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“The reason diversity quotas or affirmative action initiatives exist is to open a door that might otherwise be shut. But opening that door just enough to let one person through and then letting it shut once more isn’t the progress we need.”
― Rohit Bhargava, Beyond Diversity

“Your supply chain strategy should have a diversity, equity and inclusion component that intentionally caters for ‘supply chain staffing’, ‘supply chain vendors’ and ‘benefactors of your supply chain network’. This leverages the creative gusto of a diverse workforce, unlocks innovation from a rich supplier base and ensures solutions are inclusive and sensitive to the needs of diverse supply chain benefactors.”
― Victor Manan Nyambala

“After the murder of George Floyd, more than 950 brands began posting black squares via social media. Intended to be symbols of online activism, most of these posts came with empty statements of solidarity and commitments where few followed through.”
― Kim Clark, The Conscious Communicator: The Fine Art of Not Saying Stupid Sh*t

“A great leader realizes this dichotomy of utilizing his platform while placing others on this platform as well. They know mutual respect and how to listen to words and body language.”
― Jack Rasmussen, Yin Yang: The Elusive Symbol That Explains the World

“I hope that someday all those who have been ignored will find a voice. I hope our fear would not be based on our politics, color, race, creed, difference, or religion, but rather the deep trepidation of a loss of potential. -”
― Michael R. Schulz, MA, LP.

“Our Filters are what we need to pay attention to, yet they are what many of us are oblivious to.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“The vital question we each need to ask ourselves is not if but when and where I am contributing to disparities in my profession, in my system, in my community?”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“We think we are in conscious control and are making our own decisions when, in actuality, we aren’t.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“We mistakenly believe our cultural behaviors are the good, right, and respectful behaviors. What convinces us of that misperception? Our Filters.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Our challenge is how to identify and talk about our differences, well, differently.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Unless we’re interacting with a mirror all day, we are interacting across differences.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Organization after organization has created a culture of, for, and by only round holes, yet they say they want square and triangle and star pegs.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“Equality applies the same rules and advantages to all in an attempt to treat everyone fairly. While used with the best of intentions, the results are rarely equal.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“The systems within our organizations continue to churn out disparities and inequities, and all too often, those charged with fixing the problem look to the wrong source.”
― Sara Taylor, Thinking at the Speed of Bias: How to Shift Our Unconscious Filters

“I confront the question of whether DEI initiatives are divisive and ineffective. The answer is yes on both counts, but not for the narratives propagated by the American ruling class of oligarchs. Rather, we should consider how DEI initiatives have worked just enough to keep the status quo intact for those at the top, while planting the seeds of division between a significant percentage of marginalized and impoverished white people and every other marginalized and impoverished group in the U.S. and beyond.
[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“The first problem with the word “diversity” is the word itself. Who is diverse in relation to whom? The way diversity is often framed in institutional domains implies that some people are diverse in relation to others. That some need to learn diversity while others have it and bring it to the table. This framing, I argue, has from the start driven a wedge between a significant percentage of marginalized and disadvantaged white people and other marginalized and disadvantaged groups—groups that should naturally be allies, not enemies. The only group that benefits from this divide is a small percentage of privileged whites who use the structure of whiteness to their full advantage.
[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“By hiding behind the overarching term “white privilege,” the small percentage of privileged whites have ensured the following: first, they remain disguised behind the veil of whiteness and thus maintain the status quo. Second, they ensure that most marginalized white people remain defensive—and come to their defense—whenever their wealth and power are threatened. Third, through the structure of “whiteness,” privileged whites ensure that a large percentage of disadvantaged white people see other groups fighting against similar socio-economic ills as enemies, not allies to unite with in their battle. As such, the first bold proposal I make, if we are serious about social change, is to replace “white privilege” with “privileged whites” to account for the many whites who are not privileged and distinguish them from those who are. The huge number of disadvantaged white people are allies in this battle against the privileged, wealthy ruling class who utilize countless “isms” and “phobias” as sorting devices, while using the term “white privilege” as a tool to prevent any potential allyship between many white people who are not part of their club, yet are misled to think that the problem is everyone else in society except the privileged whites…Precision in language makes a huge difference to ensure all social groups who need to unite and work together have clarity on what kind of changes are needed, and who exactly is blocking change and transformation.
[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“It is not a secret that most American and Western institutions and workplaces are very much like mountains: the higher one climbs, the whiter they become. But this whiteness at the top should not be seen as representative of all white people. We must distinguish between the white people who are as marginalized, silenced, and impoverished just like many other groups, and the specific ruling class that is white and that in fact also includes a big percentage of people who only started passing as white in recent history. The latter fact is crucial to understand why the small percentage of privileged whites at the top don’t mind the narratives that bracket all white people together, because in doing so, they continue to use all whites as human shields, while benefiting from framing everyone else as an enemy of white people at large.
[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“We hear how diversity and equity are about lowering standards or doing away with them altogether. If DEI initiatives do the work they are supposed to do, they should not be lowering standards. Rather, they should revise and change standards in ways that take into consideration all groups who were never considered when these standards were made.
[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many DEI trainings and narratives have indeed enabled or produced types of people who seem to be looking for excuses to be offended and to construe, sometimes genuine human slips, as intentional micro and macro aggressions. Even worse, the way things have been done has resulted in people who are quick to play identity cards anytime they are confronted with totally unrelated matters like being incompetent in doing their work or other unrelated professional and personal matters. I am in no way condoning or denying the existence of racism, sexism, and countless other forms of exclusions, marginalization, and even violence against so many vulnerable groups and individuals, but I also can’t in good faith ignore the darker side of this coin. For one side to be true, it doesn’t negate the other darker side. In many workplaces and university campuses, we have armies of people who overuse and even abuse the language of ‘feeling violated’ over things like someone mistakenly not referring to them as “they,” but they remain completely silent and unmoved by countless injustices on campus or at work, let alone about atrocities and genocides in the outside world. We have a type that wastes so much time giving themselves and others the ‘permission’ to indulge in selfish acts of complicity, indifference, and silence under the guise of ‘self-care.’

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many DEI officers/professionals I have spoken to over the years have confirmed to me that they don’t feel they have any power to change the structures of the workplaces in which they work. They are given just enough power – along with a fancy job title – to appear as though they are making changes, but once and if they dare to confront real problems, they are often replaced or disciplined by the privileged whites who remain at the top of every institution and organization.

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“Many people have asked me recently what I make of all the workplaces who were so quick to roll back on their DEI practices. My answer is that these are very likely the kind of workplaces that have abused, misapplied, and co-opted DEI initiatives all along. It is proof that they were never serious about such initiatives in the first place. For them, DEI work was just playing the game, and the game they play is quick to change when the rules of that game are changed.

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako

“In the end, we are left with this painful conundrum: we only need DEI initiatives because we don’t truly have a society that values diversity, we don’t have equitable workplaces and communities, and we don’t practice inclusion in the deep sense of the word. The day we have them weaved into the fabric of our human awareness is the day the need for such initiatives will cease to exist. Yet, to forcefully do away with DEI is a way to forcefully govern, discipline, and put each marginalized body and group of people in their right place – a place of servitude – through a culture of fear and terror spread by the privileged white oligarchs at the top. This is precisely why silence and retreat are much costlier than resisting not only what is being done to DEI, but how DEI has been done all along.

[From "Understanding the DEI Dismantlement” published on Counterpunch on January 31, 2025]”
― Louis Yako